Chapters

CHAPTER-1
INTRODUCTION
Human Resources:
People with required skills to ma ke an organization are generally referred to as

Human Resources.
According to Leon C .Megginson, the term human resources can be thought of
as “the total knowl edge, skills, creative abilities, talents and aptitudes of an
organization‘s wor k force, as well as the value, attitudes and beliefs of the
individuals inv
olved.
Human Resources Management:
In simple sense, Human Resources Management means

“employing people, developing their resources, utilizing, maintaining and
compensating their services in tune with the job and organizational
requirements with a view to contribute to the goals of the organization,
individual and the society.”
Human Resource Development:
Human Resources Development is one of the important operative functions of human
resources management. It is the process of improving, molding and changing the
skills, knowledge, creative ability, aptitude, attitude, values, commitment etc. based
on the present and future job and organizational requirements. Performance appraisal
is an important part of Human Resources Development.Infact performance appraisal
is the basis for Human Resources Development.
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Features of HRM:
 HRM relates to managing people at work. It covers all levels of personnel
and their needs, expectations etc.,
 HRM is a people oriented process of bringing people and organizations
together so that the goals of each are met properly.
 HRM is concerned with the development of employee’s potentialities
 HRM is an integral part of an organization.
 HRM is a challenging function as it deals with the employees who are
always unpredictable.
 HRM aims at securing willing cooperation of employees for achieving
organizational objectives.
Scope of HRM:
All major activities of a worker from the time of his entry into an organization
until he leaves come under the preview of HRM. Important activities under
HRM are:
 Determining the human resource needs of the organization
 Recruitment, selection, appointment and placement of employees.
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 Training and man power development.
 Administration of wages and salaries.
 Promotion and transfer of employees.
Job Satisfaction:
Job satisfaction is one of those terms that might mean different things to
different people .For some; there is no satisfaction in any kind of work. For others, all
their personal dignity comes from their job. We can measure job satisfaction in terms
of money, benefits, pension schemes and holiday bonuses. We can measure it in the
satisfaction we gain in performing a task well.
The degree of job satisfaction within an organization is one of the most
important factors that indicates the overall strength and wellbeing of the organization.
This is so because the overall customer support and customer services performance
depends predominantly on the attitudes of the employees, hence if the employees are
happy, the customers will get good services which will build a positive image of the
company across the client base. This being said, there are numerous factors within the
organizational structure that impact the level of job satisfaction and customer
satisfaction.
Satisfaction does mean the simple feeling state accompanying the attainment
of any goal ,the end state is feeling accompanying the attainment by an impulse of
its objective. The term Job Satisfaction was brought to limelight by Hoppock (1935).
According to him, job satisfaction is defined as “any combination of psychological,
physiological and environmental circumstances that cause and person truthfully to say
I am satisfied with my job.”
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DEFINITION OF JOB SATISFACTION:
The term job satisfaction figures prominently in any discussions on management of

human resources. Job satisfaction refers to a person’s feeling of satisfaction on the
job, which acts as a motivation to work .It is not the self -satisfaction, happiness or
self –contentment but the Satisfaction on the job.
IMPORTANCE OF JOB SATISFACTION:
The study of job satisfaction enriches management with a range of

information pertaining to job ,employees ,environment etc. which facilitated it in
decision making and correcting the path of organizational policies and behavior .It
indicates the general level of satisfaction in the organization about its programmes
,policies etc. Secondly, it is a diagnostic instrument for knowing employee’s
problems, effecting changes and correcting with least resistance. Thirdly, it
strengthens the communication system of the organization and management can
discuss the result for shaping the future course of action.
Fourthly, it helps in improving the attitudes of employees towards job and facilitates
integration of employee with the organization .It inspires sense of belongingness and
sense of participation leading to the overall increase in the productivity of the
organization. Fifthly, it helps unions to know exactly what employees want and what
management is doing .Thus, it facilitates mutual settlement of grievances and other
unwanted situations. Lastly, it facilities in determining the training and development
need of the both employees and the organization.
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INTRODUCTION:
The basic need of human being is food, clothing, and shelter .The desire for food,
clothing
, shelter, love and affection are a never ending process. Infact, human beings are
called as the creators with never ending desires.
As the time passed on from ancient to modern, the desires, wants and wishes of
human beings also changed .among them the living pattern and construction works
also have changed from temporary construction of houses to permanent construction
and the basic material used in the construction is “CEMENT.”
MEANING:
The word cement is derived from the Latin word “CEMENTUM” means ‘stone
chipping’. As per Oxford, it is ‘a commonly used in any substance applied for soft
stocking things .It is a material which sets hardness when mixed with water.
Cement is the most vital and important material for modern constructions. It is
considered as a preferred building material and is used worldwide for all the
construction works as well as for creation of infrastructures like ports, roads, power
plants etc. thus it can said to be a significant contributor to the Government’s revenue
collection and a pillar of overall planned development of an economy.
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Cement’s natural chemistry comes to life in the presence of water, sand,
and gravel or crushed stone -known as fine and coarse aggregate. Upon mixing with
water, cement’s calcium compounds hydrate to form new agents that bind aggregates
into concrete.
CEMENT INDUSTRY INDIA:
In India the origin of cement industry dates back to 1914 when the first
unit was established in Porbandar with a production of just 1000 tones in a year. In
1993 it had attained fifth place among other producing countries in the world, only
China, Russia, Japan and U.S.A were ahead of India.
With a capacity of 115 million tons of large cement plants, India is the second
largest in the world .However, the percapita consumption of cement in our country is
still low at only 100 kgs against average of 300 kgs of developed countries .The
recent economic policy announced by the government in respect of housing, power,
roads etc., will increase the cement consumption.
The manufacturers of cement like Kesoram Cement, JK Cement, India Cement,
Ultratech Cement etc., are manufacturing cement and distributing through wide
networks of dealers.
Kesoram is one of the prestigious units of the renowned Kesoram group of industries,
which is one of India‘s leading industrial group under the stewardship of B.K.Birla,
the doyen of Indian industry, on among the industrial giants in the country.
SWOT ANALYSIS OF THE CEMENT INDUSTRY:
The cement companies should evolve strategies regarding the following four
facts:
 Cement industry is the core industry in India and it has been given
prime importance by the Government
 India stands second in world population and there exists a high
untapped market.
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 The cement industry yields high Return on Investment.(ROI)
 The present level of supply and growing demand of cement clearly
indicate the prices are tending to rise.
Opportunities:
 The industry has tremendous potential for growth in India
 In near future, cement is going to replace in a large scale for the construction
of road.
 There are good prospects for exports with cement export promotion council
(CEPC).
 The Government policies of reduction in excise duty and exempting from jute
packaging may be a boon to the industry.
Threats:
 The surplus levels are increasing as the production of the cement is much
greater than the consumption.
 In the present scenario of stiff competition there is a demanding trend of price.
 The performance of the smaller unit is badly hit by the major takeovers.
 The crisis situation in south East Asian countries may create problems to the
exports of the industry.
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Need and Importance of the Study:
In India cement industry is growing rationally. The manufacturers of cement like

Kesoram Cement, India Ltd, Ultratech etc. are providing cement and they are
distributing cement through wide network of dealers.
One of the major manufacturers of cement, Kesoram Cements has been

contributing to the national economy since its establishment.
Job satisfaction is an integral component of the organization climate and an

important element in management of employee’s relationship. Job satisfaction survey
can give the most valuable information regarding the perception and causes of
satisfaction among employees .Job satisfaction may either be positive or negative
.The positive feelings can be enforced and negative can be rectified this survey can be
treated as the most effective and efficient way, which makes the workers to express
their inner and real feelings undoubtedly.
Job satisfaction results when job characteristics and wants of employees are in
agreement .It relates to inner feelings of workers regarding his job .So, job satisfaction
is the most effective and selective instrument for diagnosing and peeping into the
employees’ working problems.
Scope of the study:
The present study will reveal the job satisfaction among the employees
of the Kesoram Cements, Basanth Nagar regarding some factors such as salaries, job
security, working hours etc., It also discloses the efforts under taken by the
management in order to satisfy the employees and to remove grievances among them.
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Objectives of the study:
The study has been conducted with the following objectives:
 To know about the company and its mile stones
 To highlight the level of satisfaction among the employees relating to the nature
of job and other factors.
 To evaluate the working conditions in the cement industry.
 To find out the impact of work life on job satisfaction.
 To observe the difficulties of employees regarding their job.
 To suggest suitable measures to improve measures in the organization.
 To study, whether the Interpersonal Relationships employees will have any effect
on Human Resource Development.
Limitations of the Study:
The study suffers from the following limitations:
 All the units could not be covered due to large size of organization.
 Due to lack of time and considering the resources available the study is limited to
100 employees only.
 Few of the respondents were reluctant to answer the questions.
 Answers of the respondents may be biased because of the fear of management.
 There is a change of misinterpretation of some questions. In such case the
response might be vague.
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Research Methodology of the Study:
Research Design:
A research design is a logical and systematic plan prepared for directing a

research study .it specifies the methodology and technique to be adopted for
achieving the study objectives .It constitutes the blue print for the collection,
measurement and analysis of data.
The preparation of a research plan for a study aids in establishing
direction to the study and knowing exactly what has done and how and when it has
done at every stage .It also describes the boundaries of research activities.
Sample Procedure:
Sample procedure is a system approach for selecting few elements (a sample) from an
entire collection of units (population ) in order to make some inference about the total
population .It is small specimen or segment of the whole population representing in
general qualities as Para as possible.
Random Sampling Method:
The method adopted here is random sampling method. A random sample is one where
each item has an equal chance of known opportunity of being select.
Sample Size:
The sample size of the study is 100 employees.
Research Instrument:
In this study ,data was collected by interview schedule method i.e.,

questioning .A well structured questionnaire was prepared and distributed to
employees where in it included all the possible queries related to the study. It mainly
consists of multiple choice questions, so that the respondents can mark one or more
often several choice of the answer.
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Sources of Data:
The data for present study was conducted from two sources. They are:
o Primary Data:
When the data required for a particular study can neither be found in internal records
of the enterprise nor in published sources, it may become necessary to collect fresh
and original data. This type of data is known as primary data .The data can be
obtained from these people by surveying questionnaire, face to face interaction
between researcher and respondent.
o Secondary Data :
Secondary data are those, which are collected from existing data (which has been
collected by others).Secondary data can be obtained from journals, newspapers,
reports etc.,
Sample Design:
Population:
Population is the total number of employees in the company i.e., 100 employees .It
may include executives, non executives and the officers of the company.
Sample Technique:
Simple random sampling was the sampling technique used for the study .The
technique used for selecting the sample .I has surveyed some of the employees based
on my convenience. Each employee has been given with one questionnaire to fill.
The information collected for the purpose of this study consists of both
primary and secondary data.
It contains two or five or more options for a question .I used this for the
purpose of getting absolute response from the respondent.
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CHAPTER-2
COMPANY PROFILE
CEMENT INDUSTRY IN INDIA:

In India, largest business multiple product is, cement .Throughout the
world, many of the industries produce cement in large scale for their domestic use as
well as for the benefits of their nation .Among those industries, Indian cement
industry is the fourth largest in the world .As per records, India produced 70 million
tons in 1995-96.At present it produces 3000 tons per day.
INDUSTRY BACK GROUND:

The history of the cement industry in India dates back to the 1889 when
a Kolkata –based company started manufacturing cement from Argillaceous .But the
industry started getting the organized shape in the early 1900s .In 1914 ,India Cement
Company Ltd was established in Porbandar with a capacity of 10,000 tons and
production of 1000 installed .The World War I gave the first initial thrust to the
cement industry in India and the industry started growing at a first rate in terms of
production ,manufacturing units ,and installed capacity .This stage was referred to as
the Nascent Stage of Indian Cement Industry in 1927.
The cement industry in India saw the price and distribution control system
in the year 1956, established to ensure fair price model for consumers as well as
manufacturers. Later in 1977 ,government authorized new manufacturing units to put
a higher price tag for their products .A couple of years later ;government introduced a
three –tier pricing system with different pricing on cement produced in high ,medium
and low cost plants .
MERGERS AND ACQUISITIONS IN CEMENT INDUSRTY IN

INDIA:
Ultratech Cement is going to absorb its sister concern Samruddhi Cement to
become biggest cement company in India.
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World’s leading foreign funds like HSBC, ABN Amro, Fidelity, Emerging Market
Fund and Asset Management Fund have together bought 7.5./.of India Cements at a
cost of US $124.91 million.
Cimpor, a cement company of Portugal, has bought 53.63. /. Stake that Grasim
Industries has in Shree Digvijay Cement.
French cement company Vicat SA bought 6.67. /. Share of Sagar Cement at a cost
of US$ 14.35 million
Holmic now holds 56. /. Stake of Ambuja Cement .Previously it held 22. /.of
stake.The Company utilized various open market transactions to increase its stakes.
It invested US $ 1.8 billion for that.
RECENT INVESTMENTS IN THE INDIAN CEMENT INDUSTRY:

In a recent announcement, the second largest cement company in South
India, Dalmia Cement declared that it’s going to invest more than US $652.6 million
in the next 2-3 years to add 10 MT capacities.
Anil Ambani –led Reliance Infrastructure is going to build up cement plants
with a total capacity of yearly 20 MT in the next 5 years .For this; the company will
invest US$2.1 billion.
India Cements is going to set up 2 thermal power plants in Andhra Pradesh and
Tamil nadu at a cost of US$ 104 billion.
Anil Ambani –led Reliance Cementation is also going to set up a 5 MT integrated
cement plant in Maharashtra .It will invest US$ 463.2 million for that .
MAJOR CEMENT COMPANIES IN INDIA
1. ACC Limited
2. Ambuja Cements Limited
3. Ultra Tech Cements Limited
4. India Cement Limited
5. Shree Cement Limited
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6. Rain Cement Limited
7. Prism Cement Limited
8. KCP Cement Limited
9. Madras Cement Limited
10. Birla Cement Limited
11. Nagarjuna Cement
12. JK Cement Limited
HISTORY OF KESORAM CEMENT:

Kesoram Industries Ltd is one of the giants in the country today, serving the
nation on the industrial front with a checked and eventful history.
Kesoram Industries started its business in 1919 and is under the B K Birla
group .Kesoram Industries Ltd commenced its business with a mill for textile
manufacture located in Kolkata.
The company has grown over the years to become a diversified company by
entering into new areas of business and also by acquisitions and mergers .It’s main
business includes manufacturing of flaps and tubes ,cement ,spun pipes ,caustic soda
,automobile tires ,heavy chemicals etc,
Kesoram Industries has 2 units for the production of cement which are
Kesoram Cement in Basanth Nagar, Telangana and Vasavadatta Cement in Sedam,
Karnataka .The combined production capacity of these 2 plants is around 2.1 million
tons per year.
The total income of the company amounted to Rs.4927.82 million in 2005-
2006 and the next year the figure stood at Rs.6792.81 million .The gross profit of the
company amounted to Rs.806.82 million .The company has registered growth in its
profit levels due to the fact that it has strictly maintained the quality of its products .
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KESORAM CEMENT FACTORY, BASANTH NAGAR:
Kesoram Cement was incorporated in 1967 with the objective of becoming
the leading producer of cement in its part of the country .The plant here is one of the
biggest in South India and can produce cement with the capacity of 2500 metric tons
per day.
1. Birla Cement Limited
2. Nagarjuna Cement
3. JK Cement Limited
The different types of cement produced by Kesoram cement industry are as
follows:
1. Ordinary Portland Cement (OPC) - 33 grade

2. Ordinary Portland Cement (OPC) -43 grade
3. Ordinary Portland Cement (OPC)-53 grade
4. Sulphate Resistant Portland Cement (SRPC)
Cement manufacturing process involves the following operations namely:
1. Crushing
2. Raw Materials
3. Blending and Homogenization
4. Clinkerisation
5. Cement Grinding
6. Cement Packing and Dispatching
The raw materials used for manufacturing cement are :
1. Limestone
2. Bauxite
3. Hematite
4. Gypsum
The technical objective of the company is to develop and integrate indigenous and
foreign technology wherever necessary .This company unlike other Birla group of
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companies is pursuing the goal of complete self reliance in the field of cement
production to offer customers comprehensive cost effective and best possible
products.
LOCATION:
Kesoram Cement Factory is a day process cement plant .The plant capacity is
8.26 lakh tons per annum .It is located at Basanth Nagar in Karimnagar district of
Telangana .Basanth Nagar is 8 KMs away from the Ramagundam Railway Station
linking Madras to New Delhi.
HISTORY:
The first unit at Basanth Nagar with the capacity of 2.5 lakh tons per annum
incorporating suspension preheated system was commenced during the year 1969
.The second unit was set up in the year 1971 with the capacity of 2.0 lakh tons per
annum and the third unit with the capacity of 2.5 lakh tons per annum went on
stream in the year 1978.It was further expanded to make it a 9.0 lakh tons plant .The
coal to this company is being supplies from Singareni Collieries and the power is
obtained from AP GENCO.The power demand for the factory is about 21
MW.Kesoram has got 2 DG sets of 4 MW ,each installed in the year 1987 .
Birla supreme is a popular brand of Kesoram Cement from its
prestigious plant of Basantha Nagar in TG .IT has outstanding track record in
performance and productivity serving the nation for the last two and half decades .It
has proved it’s distinction by bagging several national awards .
The company is vigorously undertaking different promotional
measures for promoting their product through different media.
The company is also extensively undertaking various marketing activities in
the state of Andhra Pradesh ,Karnataka ,Tamilnadu ,Kerala and Maharashtra, and
Gujarat .
In A.P sales depots are located in different areas like Karimnagar ,Warangal,
Nizambad ,Vijayawada and Nellore .In other states it has opened 10 depots .
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The market share of Kesoram Cement in A.P is 7.05./. The market share of
the company in various states is shown as under:
STATES MARKET SHARE
KARNATAKA 4.09. /.
TAMILNADU 0.94. /.
KERALA 0.29. /.
MAHARASHTRA 2.81. /.
At present its shares are in
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STATES MARKET SHARE
CHATTISGARH 3, 51. /.
MADHYA PRADESH 8.47. /.
MAHARASTHRA 31.93 ./.
TAMILNADU 5.87 ./.
TELANGANA 50.22 ./.
BRANDS:
Kesoram brands namely Birla Supreme and Birla Supreme Gold (53
grade ) has made a niche with outstanding quality and commands a premium in the
market. The latest offering “Birla Shakti” is also very well received and is the most
sought after brand now.
KESORAM’S CAREER:
Kesoram has an outstanding track record of achieving 100. /. Capacity
utilization in productivity and energy conservation .It has achieved its distinctions by
grabbing several awards of national and state level.
GOAL:
The company’s goal is to create a long term shareholder value by
enhancing its position as a leading local search destination to different parts of the
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globe .Going forward the company intends to leverage its experience and strength in
the international area.
COMPETITIVE STRENGTH:
The company bridges the gap between the buyers & sellers by helping the buyers
find the right providers of products &services while helping the sellers improve the
efficiency of their marketing channel. The company has achieved a leading position
by establishing the following competitive advantages:
 A leading local search brand in India

 Large customer base & nationwide coverage.
 Highly scalable platform.
 Excellent track record in user experience.
 Very high customer satisfaction.
 Modern infrastructure & technology.
 Experienced management team.
VISION & BUSINESS PHILOSOPHY

To constantly bring out revolutionary concepts in the field of local search that would
change the way people access information on products & services. The company’s
philosophy focuses on end user experience through constant innovation, teamwork
& integrity.
KESORAM GROUP OF INDUSTRIES:

1. Textiles Kesoram Industries Ltd
42 ,Garden Reach Road
Calcutta -70002
2. Rayon and Transparent Paper Kesoram Rayon Triennia (PO)
Hooghly District ,West Bengal
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3. Spun Pipes Kesoram Spun Pipes Foundries
Bans Beria (PO) ,HooghlyDistrict
West Bengal
4. Cement Kesoram Cement
Basanth Nagar -505187
Karimnagar
5. Cement Vasavadatta Cement

Sedum-585222
Gulbarga District ,Karnataka
6. Tyres Birla Tyres
53 , Syed Amer Ali Avenue
Calcutta-700019
VISION AND CORE VALUES :

The business strategies and policies have to be changed continuously and they
should be adapted to a changing world .Towards this direction , many great
companies have developed their core values and policies for their vision for future
.The vision and core values of Kesoram are as follows :
VISION:
The members of Kesoram family in their continuous pursuit for excellent cement
quality and customer satisfaction are committed to achieve cost leadership
optimally utilizing our resource by:
 Striving for ‘zero accidents’ ,’zero’ quality complaint and ‘zero’ down –time
 Enhancing individual skill through training and motivation.
 Total involvement through participative management activities.
 Creating healthy and safe environment.
 Continuous efforts for improving productivity.
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CORE VALUES:
 To make the contribution for the advancement of the society and
humanity.
 To help the public and government to take up construction activities for
individual /national development .
 To develop the rural areas and provide employment opportunities.
 Updating of latest technologies to meet the challenges.
WELFARE ACTIVITIES AT KESORAM:

RECREATION CLUB:
Two auditoriums are provided for the employees to play the indoor games like
shuttle, chess and for organizing cultural functions.
LIBRARIES AND READING ROOMS:

About 6,000books are available in the library .All kinds of newspapers and
magazines are made available for reading of the employees and their families
CANTEEN:
Canteen is provided to cater to the needs of the employees by the supply of
snacks, tea, coffee and meals .They are provided with normal charges.
SCHOOL:
English medium schools, Telugu medium schools and Oriya medium schools
are provided with normal charges to meet the educational requirements of the
employee’s children.
DISPENSARY:
The company has provided a dispensary with qualified medical officer and
Para medical staff for the benefit of employees.
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HOUSE JOURNAL:
A house journal in the name of ‘Basanth Nagar Samachar’ is brought out
quarterly, where in all the important activities of the plant are published.
KESORAM CONSUMER CO-OPERATIVE STORES:

Consumer co-operative stores are available to meet the needs of the
employees for the supply of essential commodities like rice, wheat, sugar etc,
SPORTS AND GAMES:

Competitions in sports and games are conducted every year on August 15 th,
Independence Day and January 26th, Republic Day among the employees.
GRIEVANCE HANDLING PROCEDURE:

Normally, employees with grievance shall first represent his immediate
supervisor and explain to him. Incase supervisor is not able to settle the grievance;
the supervisor shall explain the same to his department head.
The department head will review the position of the grievance taking into
consideration the views of the supervisor. The company policy will find a solution
and communicate the same to the concerned employees.
In case no solution is found for the grievance at the department head level
,the grievance shall be referred to the personnel department in order to take into
consideration the various factors and discuss with concerned department head and
to find out the solution and redress the grievance of the employee according to the
policy of the company.
QUALITY POLICY:
The members of Kesoram family are committed to produce and deliver
quality cement as per customer’s requirement in compliance with applicable
standards and continually improve the effectiveness of the quality management
system with an aim to enhance customer satisfaction .
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This shall be achieved by :
 Improvement in quality of raw materials inputs.

 Progressive improvement in productivity and equipment efficiency.
 Total involvement of employees through participative management.
 Enhancing individual skills through training and motivation.
 Reduction of chronic losses.
 Technological innovations.
ENVIRONMENT POLICY:
The members of Kesoram, engaged in manufacturing of
cement are committed to protect the environment through continuous
improvement by reducing pollution, use of energy, water consumption and
maintaining clean and green environment by implementing environmental
management system as per ISO-14001.
OBJECTIVES:
 Reducing the pollutants from all sources.
 Comply with relevant environment legislation and regulation as applicable to
our plant operations.
 Maintaining clean and green environment by reducing energy and water
consumption
 Providing training to all the employees for achieving the required objectives
and targets regarding the environment policy.
OCCUPATIONAL HEALTH AND SAFETY POLICY:

The members of Kesoram cement are committed to continual
improvement in occupational health and safety performance, and strive to target of
‘zero’ accident
OBJECTIVES:
 Implementing occupational health and safety programs to improve facility.
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 To create awareness and involve all employees and interested parties in
implementing OHS policy and objectives.
 To comply with applicable legislation and other regulations.
 To further improve the healthy measures by implementing the systems of
periodical medical checkup of the employees.
CORPORATE SOCIAL POLICY:

The company has a formal corporate social policy to undertake, carry
out, promote and sponsor rural development including any program for promoting
social and economic welfare and the upliftment of the public in any rural areas and
to incur expenditure on any program for rural development.
SERVICES TO SURROUNDING TOWNS AND VILLAGES:

Kesoram Cement has established a trust by name “Kesoram
Grama Vikas Kendra” for organizing rural development in the vicinity of the factory
.At present 10 villages are adopted. They are:
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SNO. VILLAGE POPULATION
1. Thakkallapalli 4,573
2. Palakurthy 6,374
3. Kannala 4,762
Ranapur 1,127
4.
Brahmanpalli 1,275
5.
Raginedu 2,244
6.
Raghavapur 4,339
7.
Putnoor 1,380
8.
Jayyaram 1,206
9.
Gudipalli 556
10.
Total 27,836
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HEALTH AND DISEASE CONTROL SERVICES AND PUBLIC AMENTIES:
 ENT camp was organized at Basanth Nagar and about 150 cases were treated
who have come from nearby villages by the specialists from Karimnagar.
 Animal Health camp was conducted at the following villages in September
1995.
The camp was jointly organized by the Kesoram Cement and Animal
Husbandry; Peddapally.The below table shows the information about the
camp:
SL.NO. VILLAGE CATTLE GOAT/SHEEP
1. Putnoor 980 1500
2. Kukkala 1080 1800
3. Raginedu 800 1200
 Pulse Polio camp for education of polio was conducted in December 1999 and
January 2000 at Palakurthy, Shadapalli and Raghavapur and total 173 children have
been administered polio drops.
 Major Rural Surgical Eye camp was conducted from January 1999 to February jointly
by Kesoram Cement and the Government.
GRANT OF PENSION TO WIDOWS ETC:

Efforts were made to get the pension sanctioned from government for the
following:
Total amount per year:
 Widow Pension @Rs.50 per head for 60 beneficiaries.
 Old Age Pension @Rs.30 per head for 133 beneficiaries.
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 Land Less Agricultural Labour pension @Rs.30 per head for 216 beneficiaries.
Sales Promotion
The company has got a health sales promotion it has taken much concentration in
advertising of the product through various mean like
1. News Paper
2. Television
3. Wall Painting
4. Bus Panels
5. Shop painting
MANAGEMENT WORKING CAPITAL IN KESORAM CEMENT INDUSTRIES
Working capital management is connected with the resolution of the problem

in managing current assets and current liabilities. The goal of working capital
management is to maintain optimum level of current assets and current liabilities by
ensuring the both liquidity and profitability. If firm cannot maintain satisfactory of
working capital there are likely to fall in liquidity trap. Sources of short term
financing must be cautiously managed to ensure the there are obtained and used in the
best possible way. Integrating the short term obligation with the short-terms assets
and liabilities in the main them of working capital management.
The working capital objective of the Kesoram Industries Ltd., used forecasting
method to determine working capital requirement, it takes sakes as the basis for
working capital determination. The company prepares working capital budget are
prepared in coordination with budget, sales and collect funds. The company’s policy
regarding financing of working capital is all variable needs with short term sources
and only for the period needed. The sources of working capital financing as per
priority are cash credit from banks.
Advance from customer’s equity and long term sources and working capital loans
from central government.
28
In this organization, Finance Director is the executive responsible for the
overall working capital management. The Company follows new working capital and
current ration s working capital norm and the company reviews the working capital
shortage and also there were excess capital situations.
The current assets of the company mainly include inventories, sundry debtors,
cash and bank balance and loan and advances. Current liabilities constitute sundry
creditors provisions and other liabilities. The structure of current assets and currency
liabilities of Kesoram Industries Ltd., is given below.
Current Assets:
i) Inventories:
a) Raw and packing material
b) Stock in progress
c) Finished goods
d) Consumables
e) Stores and Spares
ii) Sundry Debtors:
a) Debts
b) Others
iii) Cash and bank balance
a) Cash in hand
b) Cash at bank
iv) Loans and advances

a) Advance recoverable cash
b) Prepaid expenses
c) Deposit recoverable
d) Tax deducted at source
e) Advances to suppliers
29
Current Liabilities
i) Sundry Creditors
a) Creditors for material
b) Creditors for capital expenditure
ii) Provisions
a) Provision for Income- Tax
b) Provision Bonus
c) Proposed Dividend
d) Dividend tax
iii) Other Liabilities
a) Deposits
b) Advances from customers
c) Interest accrued but not due
d) Tax deducted at source payable
e) Others
In order to assess the adequacy and effectiveness for working policies of KCI PVT
Ltd.,over the last five years a detailed analysis in to working capital as takes up with
help of trend analysis and accounting rations.
Kesoram Cement Advantages
1. Helps in designing seeker and more elegant structures, giving greater

flexibility in design concept.
2. Due to its fine quality, super fine construction can be achieved.
3. It gives maximum strength at minimum use of cement with water in the
water cement ration especially the 53 grade.
4. Better water proofing is achieved due to low heat of hydration, as the
shrinkage will be less, which means fewer cracks.
5. Better finish is achieved due to fitness and hence better workability. Thus
plastering becomes easier with better finish.
30
Singareni colonies make the supply of coal for this industry and the power was
obtained from AP TRASCO. The power demand for the factory is about 21 MW.
Kesoram has got 2 diesel generator sets of 4 MW each installed in the year 1987.
Kesoram cement now has a 15 MW capacity plant to facilitate for

uninterrupted power supply for manufactured of cement.
TECHNOLOGY
Kesoram cement uses most modern technology and computerized control in
the plant. A team of dedicated and well experienced exports manages the plant. The
quality is maintained much above the bureau of Indian standards.
The raw materials used for manufacturing cement are:
 Lime stone
 Bauxite
 Hematite
 Gypsum
Environmental and social Obligations
The environmental promotion and to keep up the ecological balance, this section has
undertaken various social welfare programs by adopting ten nearly villages,
organizing family welfare camps, blood donation camps, distribution of fruit bearing
trees and seeds, training for farmers etc., were arranged.
Employment
Kesoram subscribes to the belief that efficiency, effectiveness and success of the
organization depends largely on the skills, abilities and commitments of the
employees who constitute the most important asset of the organization career
advancement opportunities.
31
Kesoram has well established talent management systems in place to ensure that
the company delivers on its promise of providing exponential growth and challenge
to all employees.
 Performance Management – The Company has a standardized and formalized

performance management system. A KPA based system is designed to assess
functional, managerial and potential competence in an objective and
transparent manner. The system is designed to accomplish the overall
organizational vision and mission by linking individual performance to the
company’s objectives and strike a balance between performance and
competence to help individuals excel in their fields.
 Career Paths-A formal career path and development process exists in
Kesoram. All career paths have an underlying management structure.
Promotions within each career path are aligned with the needs of the
organization. Succession criteria for leadership positions in each other career
path have been identified, which provide basic for job rotation path towards
becoming a business, function or staff head.
 Leadership Development- Potential employees are assessed for leadership
competence and are groomed to occupy leadership positions in the
company. We have a system that enables measurements of leadership
effectiveness, gap identification against an identified set of leadership
competence. Individual development and growth is meaningful.
DIRECTORS OF KESORAM INDUSTRIES LIMITED

Chairman.
Smt.B.K.Birla
Directors.
Shri Basant Kumar Birla
Smt.K.G.Maheshwari
Shri.Pramodkhaitan
Shri.B.P.Banjoria
32
Shri.P.K.Chokesy
Smt.Neeta Mukerji
(Nominee of ICICI)
Shri. D .N.Mishra
(Nominee of LIC)
Shri.P.K.Malik
Secretary.
Shri.S.K.Parlik
Senior Executives.
Shri.K.C.Jain
Shri J.D.Poddar
Shri O.P.Poddar
Shri P.K.Goyenka
Shri D.T.Tandon
Auditors
Messers Price Waster house
Subsidary Companies of Kesoram Industries.

Bharat Genaral &Textile IndustriesLimited
KICM Investment Limited
Assam Cotton Mills Limited
Softshree Estates Limited
33
Awards:
LIST OF AWARDS BAGGED BY KESORAM CEMENT
Kesoram Cement distinguished itself among all the Cement factories in India bagging
a number of awards:
Sl.
Year Details
No.
01. 1976 FAPCCI Award for Best Family Planning Efforts in the State.
FAPCCI Award for Best Industrial Promotion/Expansion Efforts in the State.
02. 1978
Presented by Dr. Marri Chenna Reddy, Hon’ble Chief Minister of A.P.
Productivity Award – presented by Shri N T Rama Rao, Hon’ble Chief
03. 1983
Minister of A.P.
04. 1984 Best Family Planning Effort in the State
05. 1985 National Productivity Award.
06. 1985-86 National Award for Mines Safety
07. 1986 National Productivity Award
08. 1986-87 National Award for Mines Safety
09. 1987-88 A P State Productivity Award
10. 1987-88 Best Family Planning Effort in the State.
11. 1988-89 A P State Award for Best Industrial Relations.
12. 1989 A P State Yajamanya Ratna and Best Management Award.
13. 1989 Best Family Planning Effort in the State by FAPCCI.
14. 1989-90 NCBM’s National Award for Energy Performance.
15. 1991-92 Indira Gandhi Memorial National Award for Excellence in Industry.
FAPCCI Award Jawaharlal Nehru Silver Rolling Trophy for Best Industrial
16. 1991 Productivity in the State. Presented by Sri Kotla Vijaya Bhasker Reddy,
Hon’ble Chief Minister of A.P.
17. 1993 Mines Safety Award in A.P.
18. 1993 Best Management Award by Andhra Pradesh Govt.
Commendation Prize for Best Industrial Relations by A P Productivity
19. 1994
Council.
20. 1994 A P State Karmikaratna Award in consolation category.
21. 1994 Mines Safety Award in A.P.
22. 1995 Commendation Prize for Best Industrial Relations by A P Productivity
34
Council.
23. 1995 Award for Mines Safety in Andhra Pradesh.
FAPCCI Award for Best Rural Development Efforts of an Industrial Unit in
24. 1994-95 the State. Presented by Shri N Chandra Babu Naidu, Hon’ble Chief Minister
of A.P.
Sl.
Year Details
No.
Best Workers Welfare (including Family Planning) by FAPCCI. Presented
25. 1995-96
by Shri N Chandra Babu Naidu, Hon’ble Chief Minister of A.P.
Shri Sitaram Rungta Memorial Social Awareness Award for the year 1995-
26. 1995-96
96 by Federation of Indian Mineral Industries (FIMI).
Commendation Prize for Best Industrial Relations by A P Productivity
27. 1996
Council.
28. 1996 A P State Award for Environment & Mineral Conservation.
29. 1996 Company got ISO-9002 Certification from Bureau of Indian Standards.
30. 1996 VRIKSHA MITHRA Award at National Level.
Mines Environment & Mineral Conservation Awards in Andhra Pradesh
31. 1997 State – A forestation, Waste Dump Management, Noise Vibration studies
and General Aesthetic Beauty, Overall Performance and Water Quality.
The “Bala Tondon” Gold Medal Award has been bagged by Basantnagar
32. 1998 Limestone Mines for Environmental Protection from the Mining Engineers
Association of India, New Delhi.
The “Best Pay Roll Saving Group Award among Private Sector” First prize
33. 1997-98
in the State level by the National Savings Organization, Govt. of India.
The “Best Pay Roll Saving Group Award among Private Sector” First prize
34. 1998-99
in the State level by the National Savings Organization, Govt. of India.
The “Best Efforts in Rural Development by an Industry in the State” by the
35. 1998-99 Federation of Andhra Pradesh Chambers of Commerce & Industry
(FAPCCI)
36. 1999 Mines Environment and Pollution Control – First Prize.
Mines Environment and Pollution Control permanent shield awarded for
continuously winning the prize for the years 1996, 1997 and 1998. The
37. 1999
Award is presented by the Secretary for Mines Safety and Productivity
Council.
Second Prize for Injury Rate Performance received from the Dy.Director of
38. 1999
General of Mines and Safety.
Award for Best Efforts in Environmental Protection in the Region by the
Godavari Pradushana Pariharana Paryavarana Parirakshana Gavakshamu
39. 2000
(GPPPPG) (A voluntary organization for Pollution Control & Environmental
Protection), Godavarikhani.
First Prize for HORTICULTURE SHOW (for Carambola Fruit) held at
40. 2001
Public Gardens, Hyderabad being organized by Director of Horticulture.
Award for the Best Environment Protection Efforts put in by Kesoram
41. 2001 Cement being organized by Godavari Pardushana Pariharana Paryavarana
Parirakshana Gavakshamu (GPPPPG) at Ravindra Bharathi
Company has got ISO-14001 Certification pertaining to Environment from
42. 2001
Bureau of Indian Standards.
43. 2000-01 FAPCCI Award for Best Workers Welfare (including Family Planning).
35
Presented by Shri N Chandra Babu Naidu, Hon’ble Chief Minister of A.P.
July,
44. Vana Mithra Award from the District Collector.
2001
Award for the Best Efforts put in by Kesoram Cement for PROTECTING
THE ENVIRONMENT. Presented by the Godavari Pradushana Pariharana
45. 2002
Paryavarana Parirakshana Gavakshamu (GPPPPG) on the occasion of “Earth
Day” celebrations at Godavarikhani on 22.04.2002.
Sl.
Year Details
No.
MINES SAFETY WEEK (STATE LEVEL COMPETITION):
(24.11.2002)
1. Over all Performance - II Prize
2. Operation and Maintenance of machines - I Prize
46. 2002-03
3. Protective Equipment, vocational and - I Prize
supervision standard
4. Environment & Pollution control - I Prize
5. Safe Drilling & Blasting - II Prize
MINES ENVIRONMENT & MINERAL CONSERVATION WEEK
(STATE LEVEL):
47. 2002-03 1. Dump Yard Management - I Prize
2. Afforestation - II Prize
3. Noise & Vibration - II Prize
48. 2003
Three First Prizes in HORTICULTURE SHOW (for Sapota, Banana &
49. 2003 Carambola Fruits) held at Karimnagar organized by Asst. Director of
Horticulture in connection with Shatavahana Kalotsavaalu.
State Award for putting Outstanding efforts in Pollution Control and
Environment Protection, by achieving OHSAS-18001 Certificate. Presented
50. 2003
in connection with 32nd National Safety Day Celebrations by Shri Babu
Mohan, Hon’ble Minster for Labour & Factories, A P State.
51. 2004 THE ENVIRONMENT. Presented by the Godavari Pradushana Pariharana
Paryavarana Parirakshana Gavakshamu (GPPPPG)
FAPCCI Award for Best Rural Development in the State. Award presented
52. 2002-03
by Dr.Y.S.Rajasekher Reddy, Hon’ble Chief Minister of A.P. on 11.06.2004.
MISRILALL JAIN ENVIRONMENTAL AWARD by Federation of Indian
53. 2003-04 Mineral Industry (FIMI), New Delhi. Presented by Sri Dasari Narayana Rao,
Union Minister for State for Coal Mines on 27th July
54. 2005
55. 2005 THE ENVIRONMENT. Presented by the Godavari Pradushana Pariharana
Paryavarana Parirakshana Gavakshamu (GPPPPG)
36
1. Environment & Health Management - I Prize
56. 2005 2. Hazard Identification & Risk Management - I Prize
3. Environment & Health - Hatric
Shield
FAPCCI Award for “Best Workers Welfare Activity”. The Award is
57. 2004-05
presented by the Hon’ble Chief Minister of Andhra Pradesh on 28.04.2006.
5th Annual GREEN TECH SAFETY AWARD, New Delhi. Received on
58. 2005-06
8.3.2006 at Hyd.
Sl.
Year Details
No.
1. Environment & Health Management - I Prize

2. Hazard Identification & Risk Management - I Prize
3. Loading & Transportation - II Prize
59. 2006
4. Publicity, Propaganda & Innovations - II Prize
5. Hindi Slogan - I Prize
6. Mechanic Trade Test - III Prize
The above Prizes presented by the Director of Mines & Geology, Hyderabad
MINES ENVIRONMENT & MINERAL CONSERVATION WEEK (STATE

LEVEL):
1. Overall Performance : I Prize
2. Afforestation : I Prize
3. Waste Dump Management : I Prize
60. 2006-07
4. Community Development : I Prize
5. Hindi Essay Writing : I Prize
6. Telugu Essay Writing : I Pr
The above Prizes presented by the Director of Mines & Geology, Hyderabad
“Best Management Award-2007” by the Labour Department, Govt. of Andhra

Pradesh, in view of May Day Celebrations. Award presented by the Hon’ble
61. 2007
Chief Minister Dr.Y.S.Rajasekher Reddy, on 01.05.2007 at Ravindrabharathi,
Hyderabad.
“Excellence in Industrial Productivity” (Pandit Jawaharlal Nehru Silver
62. 2005-06 Rolling Trophy) by the FAPCCI, Hyderabad. Award presented by the
Hon'ble Chief Minister Dr.Y.S.Rajasekher Reddy on 08.06.2007.
“Outstanding Achievement Award” by All India Manufacturers’ Organization
(A P State Board) for the year 2006. Award received by the Sr.President Sri
63. 2006 K C Jain, from the Governor of A.P. H.E.,Shri N D Tiwari on 17.09.2007 at
the Annual Function & Bharat Ratna Dr.M Visweswaraya Industrial Awards
Function of AIMO, at Jubilee Hall, Hyderabad.
1. Environmental & Health Management and - I - Prize
64. 2007
2. Loading & Transportation - II – Prize
3. Overall Performance - II – Prize
“Excellence in Corporate Social Responsibility” by the FAPCCI, Hyderabad.
65. 2007 Award received by Sri O P Sharma, VP(Comml.) from the Hon’ble Minister
for Public Relations, Sri Anam Ramnarayana Reddy on 21.04.2008, at
37
Hyderabad.
“Excellence in Rural Development” by the FAPCCI, Hyderabad. Award
66. 2006-07 received by Sri K C Jain, Sr.President, from the Hob’ble Chief Minister Dr.Y
S Rajasekher Reddy, on 04.12.2008 at Hyderabad.
“Excellence in Workers Welfare” by the FAPCCI, Hyderabad. Award
received by Sri K C Jain, Sr.President, from the Hon’ble Chief Minister K.
67 2008-09
Roshaiah, on 05.04.2010 at KLN Prasad Auditorium, Federation House,
Hyderabad.
National Safety Award for our Basantnagar limestone Mines - presented by
68 2011
President of India, Delhi in the month of Dec, 2011
Award for EXCELLENCE IN RURAL DEVELOPMENT – presented by the
69 2012 Hon’ble Chief Minister of Andhra Pradesh, Sri. N. Kiran Kumar – on
24.7.2012, K L N Auditorium, FAAPPCI.
For Mines Safety Week celelbarions 2012 under the AEIGIS of DGMS
Southern Zone Hyd, for Basantnagar Limestone Mines, of Kesoram Cement,
has received following awards
1. Mines Working - 1st prize

70 2012
2. Heavy Equipment Mining Machinery
3. Loading & Transportation 2nd prize
4. Environmental & Health Management 2nd prize
5. Overall prize – 1st prize.
National Safety Award for the year 2008, under the category of “Lowest
injury frequency rate”, presented by the Hon’ble President of India, Sri.
71 2012
Pranab Mukherji, at New Delhi on 21.11.2012. Award was received by Sri. B.
Rama Reddy, General Manager Mines along with mines workers.
72 2012
Pranab Mukherji, New Delhi on 21.11.2012, the award was received by Syt.
K C Jain sab, Sr.President, along with mines workers.
73 2015
Pranab Mukherji, New Delhi on 20.03.2015, the award was received by Sri,
Ch S Nageswara Rao, Plant Head, along with mines worker.
38
CHAPTER-3
THEORITICAL CONCEPT
MEANING:
Job satisfaction refers to a person’s feeling of satisfaction on the job ,which acts
as a motivation to work .It is not self –satisfaction ,happiness or self –contentment
but satisfaction on the job .
Job satisfaction describes how content an individual is with his or her job .The
happier people are within their job ,the more satisfied they are said to be.The term
relates to the total relationship between an individual and the employer for which he is
paid .It is a very important attribute which is frequently measured by the
organizations.
DEFINITION:
Job satisfaction is defined as the “pleasurable emotional state resulting from
the appraisal of one’s job as achieving or facilitating the achievement of one’s job
values.”
Job satisfaction refers to the way that a set of tasks, or an entire job, is
organized .Job satisfaction helps to determine:
What tasks are done?
How the tasks are done
How many tasks are done &
In what order the tasks are done .
It takes into account all the factors which affect the work, and organizes the
content and tasks so that the whole job is less likely to be a risk to the employee.
Job satisfaction involves admininistrative areas such as:

 Job rotation
 Job enlargement
 Task/machine pacing
39
 Work breaks &
 Working hours.
A well satisfaction job will encourage a variety of ‘good’ body positions, have
reasonable
strength requirements, require a reasonable amount of mental activity, and help
foster feelings of achievement and self-esteem.
Job satisfaction principles can address problems such as:
 Work overload
 Work under load
 Repetitiveness
 Limited control over work
 Isolation
 Shift work
 Delays in filling vacant positions
 Excessive working hours &
 Limited understanding of the whole job process.
Achieving good job satisfaction involves administrative practices that determine
what the employee does, for how long, where, and when as well as giving the
employees choice wherever possible.
FACTORS OF JOB SATISFACTION:

There are different factors on which job satisfaction depends .Important
among them are:
 Personal Factors :
These include worker’s sex, education, age, marital status and their personal
characteristics, family background, socio-economic background etc
40
 Factors Inherent in the job :
Instead of being guided by their co-workers and supervisors, the skilled
workers would rather like to be guided by their own inclination to choose jobs in
consideration of
‘What they have to do’. These factors include the work itself, conditions, influence
of internal and external environment on the job which are uncontrolled by the
management etc.
 Factors controlled by the management :

These include the nature of supervision, job security, kind of work group,
wage rate, promotional opportunities, and transfer policy, duration of work & sense
of responsibilities.
It is viewed that job satisfaction is a consequence of performance rather
than a cause of it .Satisfaction strongly influences the productive efficiency of an
organization .Job satisfaction can also be seen within the broader context of the
range of issues which affect an individual’s experience of work ,or their quality of
working life .Job satisfaction can be understood in terms of its relationships with
other key factors ,such as general well-being ,stress at work ,control at work ,home –
work interface and working conditions.
MODELS OF JOB SATISFACTION:
 Affect Theory:
Edwin A. Locke’s Range of Affect Theory (1976) is arguably the most
famous job satisfaction model. The main premise of this theory is that satisfaction is
determined by a discrepancy between what one wants in a job and what one has in a
job .Further ,the theory states that how much one value a given facet of work
moderates how satisfied /dissatisfied one becomes when expectations are /aren’t
met. When a person values a particular facet of job, his satisfaction is more greatly
impacted both positively and negatively, compared to one who doesn’t value that
41
facet. This theory also states that too much of a particular facet will produce
stronger feelings of dissatisfaction the more a worker values that facet.
 Dispositional Theory :
Another well-known job satisfaction theory is the Dispositional Theory
Template: Jackson April 2007.It is a very general theory that suggests that people
have innate dispositions that cause them to have tendencies towards a certain level
of satisfaction ,regardless of one’s job. This approach became a noticeable
explanation of job satisfaction in light of evidence that job satisfaction tends to be
stable over time and across careers and jobs.
A significant model that narrowed the scope of the Dispositional Theory
was the Core Self –Evaluations Model, proposed by Timothy A. Judge in 1998 .Judge
argued that
there are four core self –evaluations that determine one’s disposition towards job
satisfaction.
Self –esteem ,general self –efficacy, locus of control and neuroticism.
This model states that higher levels of self –esteem ( the value one places
on his /her self)and general self –efficacy (the belief in one’s own competence )lead
to higher work satisfaction .Having an internal locus of control (believing one has
control over his /her own life ,as opposed to outside forces having control )leads to
higher job satisfaction .
 Two-Factor Theory Model :

Fredrick Herzberg’s two factor theory (also known as Motivator
Hygiene Theory) attempts to explain satisfaction and motivation in the workplace.
This theory states that satisfaction and dissatisfaction are driven by different factors –
motivation and hygiene factors respectively .An employee’s motivation to work is
continually related to job satisfaction of a subordinate .Motivation can be seen as an
inner force that drives to attain personal and organizational goals .Motivating factors
are those aspects of the job that make people want to perform and provide people with
satisfaction ,for example achievement work ,recognition ,promotion opportunities.
42
These motivating factors are considered to be intrinsic to the job ,or the work carried
out .Hygiene factors include aspects of the working environment such as pay
,company policies ,supervisory practices and other working conditions.
Job Characteristics Model:

Hack man and Oldham proposed the job characteristics model, which is widely
used as a framework to study how particular job characteristics impact on job
outcomes, including job satisfaction. The model states that there are five core job
characteristics (skill variety ,task identity ,task significance ,autonomy, feedback)
which impact three critical psychological states (experienced meaningfulness
,experienced responsibility for outcomes and knowledge of the actual results ),in
turn influencing work outcomes (job satisfaction ,absenteeism ,work motivation
,etc,)The five core job characteristics can be combined to form a motivating potential
score (MPS) for a job, which can be used as an index of how likely a job is to affect an
employee’s attitudes and behaviors.
CHARACTERISTICS OF THE JOB:
 Occupational Level :
The higher the level of the job ,the greater will be the satisfaction of
the individual .This is because higher level jobs carry greater prestige and self-
control .This relationship between occupational level and job satisfaction stems
from social reference group theory .In that ,our society values some jobs more
than others .Hence, those who are in more valued job ,people like them more than
those who are in less valued jobs .The relationship may also stem from the need –
fulfillment theory .People in higher level jobs find most of their needs satisfied
than when they are in lower level ones.
43
 Job Content :
Greater the variation and lesser the repetitiveness of the tasks
which must be performed, the greater will be the satisfaction of the individuals
involved. Since job content in terms of variety in nature of tasks called for, is a
function of occupational level, the theoretical arguments given above will apply
here also.
 Leadership
People like to be treated with consideration .Hence leadership results
in higher job satisfaction as they are considered a lot if they are at higher posts.
 Social Interaction:
Interaction of people with others or groups may result in line job
satisfaction and dissatisfaction .If interaction is unsatisfying ,a person may
withdraw himself due to frustration .The interaction is more satisfying if other’s
behavior in the group is similar to his own and others recognize him the
achievement of goals .
 Security of job :
Security of job is an important factor in determining the job satisfaction
.If the organization provides security, the people in the organization feel satisfied
and if they are quite insecure they will be frustrated .Job security is an important
consideration in lower level or unskilled jobs while it is secondary on higher level
or technical or skilled jobs.
 Working Conditions :
If working conditions on the job in the organization are better in
comparison to similar jobs in other organizations .The workers will be more
satisfied.
44
 Pay and Promotional Opportunities :
These two variables act positively to job satisfaction. Both of these
variables are tied up with occupational level and social prestige .In addition ,each
of these variables also has the capacity to fulfill an increasing number of needs .If
there are promotional opportunities open in a particular job, the person
concerned will feel satisfied because promotional are important considerations
in job satisfaction.
A person will feel dissatisfied if there is no promotion or if the job lacks
promotional opportunities .Though promotional opportunities are closely related
with merit but seniority is also considered.
 Intrinsic Aspects of the Job :

The intrinsic value of the job is also related to job satisfaction .The
intrinsic value of job differs from man to man so job satisfaction also differs .A
person is satisfied with his job because he is specially trained for that job and has
the ability of performing it well and he gets recognition in the group of society .A
more skilled worker my feel dissatisfied if there are low job requirements.
MEASURING JOB SATISFACTION:

There are many methods for measuring job satisfaction .By far ,the most common
method for collecting data regarding job satisfaction is :
1. The Likert Scale (named after Rensis Likert ).Others less common methods
for gauging job satisfaction include :
a) Yes /No questions , True /False questions
b) point systems ,checklists and
c) forced choice answers .
This data is typically collected using an Enterprise Feedback Management (EFM)
system .
The Job Descriptive Index (JDI),created by Smith ,Kendall and Hulin
(1969),is a specific questionnaire of job satisfaction that has been widely used ,it
measures one’s satisfaction in five facets :pay, promotion opportunities ,coworkers,
45
supervision and the work itself .The scale is simple ,participants answer either yes
,no or can’t decide (indicated by ‘?’)in response to whether given statements
accurately describe one’s job.
The job in General Index is an overall measurement of job satisfaction .It
is an improvement to the Job Descriptive Index because JDI focuses too much on
individual facets and not enough on work satisfaction in general.
Other job satisfaction questionnaires include :the Minnesota
Satisfaction Questionnaire (MSQ),The Job Satisfaction Survey (JSS),and the faces
scale .The MSQ measures job satisfaction in 20 facets and has a long form with 100
questions(five items each facet)and a short form with 20 questions (one item from
each facet).The JSS is a 36 item questionnaire that measures nine facets of job
satisfaction .Finally ,the faces Scale of job satisfaction ,one of the first scales used
widely ,measured overall job satisfaction with just one item which participants
respond to by choosing a face .
SUPERIOR-SUBORDINATE COMMUNICATION:
Superior –subordinate communication is an important influence
on job satisfaction in the workplace .The way in which subordinate’s perceive a
superior’s behavior can be positively or negatively influence job satisfaction
.Communication behavior such as facial expression ,eye contact ,vocal expression
,body movement is crucial to the superior –subordinate relationship .Nonverbal
messages play a central role in interpersonal interactions with respect to impression
formation ,deception ,attraction ,social influence and emotional expression .
Individuals who dislike and think negatively about their supervisor are
less willing to communicate or have motivation to work where as individuals who
like and think positively of their supervisor are more likely to communicate and are
satisfied with their job and work environment.
It was found that suppression of unpleasant emotions decreases job
satisfaction and the amplification of pleasant emotions increases job satisfaction
.The understanding of how emotion regulation relates to job satisfaction concerns
two models:
46
1) Emotional Dissonance :
It is a state of discrepancy between public displays of emotions, that
often follows the process of regulation .Emotional dissonance is associated
with high emotional exhaustion, low organizational commitment and low job
satisfaction.
2) Social Interaction Model :

Taking the social interaction perspective, worker’s emotion
regulation might get responses from others during the interpersonal encounters
that subsequently impact from their own job satisfaction.
ADVANTAGES OF JOB SATISFACTION:

Several benefits are derived from the study of job satisfaction:
 Indication of General Levels :

A study of job satisfaction gives the management an indication of general
level of satisfaction among the workers of the company .The study can be made
with the reference to a particular subject or a particular group of employees .In
other words, the study the study tells how employees feel about their job and the
organization, what part of their feeling need attention.
 Communication :
Various communications are brought on by job satisfaction survey .The
flow of communication is in all directions i.e., upwards, downwards and lateral
because each surveys are planned and taken up and discussed .This encourages the
workers to explain what is in their minds.
 Improved Attitudes :
47
The attitudes of workers are improved through job satisfaction study. It
acts as a safety to values ;release one’s emotions by expressing their emotions
during the course of survey .On the other hand ,it shows an expression of
management interest in employee’s welfare which gives employees better feeling
towards management.
 Training needs :
It determines the training needs of the employees and the supervisors
during the course of survey .Though the survey it can be well established ,in what
areas the employees are satisfied or not satisfied .It helps to determine whether
employees or supervisors need training and in which field ,so that management can
arrange for the training .
 Unions :
Generally executives and union officers discuss about the various wants of
the employees but survey verify such arguments .Unions rarely opposes the
survey results and in most of the cases support them.
INTERPERSONAL RELATIONSHIPS:
1. Demonstrate respectful and caring relationships in the family, workplace and
community.
2. Analyze functions and expectations of various types of relationships.
3. Analyze personal characteristics, needs and behavioral standards, which
influence relationships.
4. Demonstrate communication skills that contribute to positive relationships.
5. Evaluate strategies to prevent and manage conflict.
6. Demonstrate teamwork and leadership skills in the family, workplace and
community.
INTERPERSONAL RELATIONSHIPS:
48
Analyze functions and expectations of various types of relationships.
1. Identify characteristics of respectful, healthy relationships.
2. Determine the processes for building and maintaining respectful
,healthy relationships.
3. Explore processes for managing unhealthy relationships
4. Examine the impact of various stages of the family life cycle on
interpersonal relationships.
a. Analyze personal characteristics, needs and behavioral standards, which
influence relationships.
1. Examine the impact of characteristics on relationships.
2. Explain how self –esteem and self –image affect relationships.
3. Examine the impact of personal ethical standards and code of conduct
on relationships.
4. Examine the effect of personal needs on relationships.
b. Demonstrate communication skills that contribute to positive
relationships.
1. Examine communication styles and their effects on relationships.
2. Demonstrate verbal and non –verbal behaviors and attitudes that
contribute to effective communication.
3. Demonstrate effective listening and feedback techniques.
c. Evaluate strategies to prevent and mange conflict.
1. Determine physical, emotional and intellectual responses to conflict.
2. Analyze causes of conflict.
3. Analyze effective conflict prevention and management.
d. Demonstrate teamwork and leadership skills in the family, workplace and
community.
1. Demonstrate strategies that encourage and respect the ideas,
perspectives and contributions of all group members.
2. Demonstrate techniques that develop team and community spirit.
3. Demonstrate ways to organize and delegate responsibilities.
RELATIONSHIPS AND PRACTICAL IMPLICATIONS:
49
Job satisfaction can be an important indicator of how employees feel about
their jobs and a predictor of work behaviors such as organizational citizenship,
absenteeism and turnover .Further job satisfaction can partially meditate the
relationship of personality variables and deviant work behaviors.
One common research finding is that job satisfaction is correlated with life
satisfaction .This correlation is reciprocal, meaning people who are satisfied with life
to be satisfied with their job and people who are satisfied with their job are tend to be
satisfied with the life .However, some research has found that job satisfaction is not
significantly related to life satisfaction when other variables such as nonwork
satisfaction and core –self evaluations are taken into account.
An important finding for organizations to note is that job satisfaction has a rather
tenuous correlation to productivity on the job. A recent meta-analysis found
surprisingly low correlations between job satisfaction and performance.Further, the
meta –analysis found that the relationship between satisfaction and performance can
be moderated by job complexity, such that for high-complexity jobs the correlation
between satisfaction and performance is higher than for jobs of low to moderate
complexity.
Recent research has shown that intention to quit alone can have negative effects
on performance, organizational deviance, and organizational citizenship behaviors. In
short, the relationship of satisfaction to productivity is not as straight forwarded as
often assumed and can be influenced by a number of different work related constructs,
and the notion that “a happy worker is a productive worker”should not be foundation
of organizational decision –making .For example, employee personality may even be
more important than job satisfaction in regards to performance.
Common approaches to job satisfaction:

Achieving good job satisfaction involves administrative practices that determine
what the employees does, for how long, where, and when as well as giving the
employees choice wherever possible. In job satisfaction, we may choose to examine
various tasks of an individual job or the satisfaction of group of jobs.
Job Enlargement:
50
Job enlargement should add interest to the work but may or may not give employees
more responsibilities.
Job Rotation:
Job rotation moves employees from one task to another .It distribute the group tasks
among a number of employees.
Job Enrichment:
Job enrichment allows employees to assume more responsibility, accountability and
independence when learning new tasks or to allow for greater participation and new
opportunities.
Work Satisfaction:
Work Satisfaction allows employees to see how the work methods, layouts and
handling procedures link together as well as the interaction between people and
machines.
51
CHAPTER-4
DATA ANALYSIS AND INTERPRETATION
1. Opinion about the working conditions in an organization.
Respondents View No. of Respondents ./. of Respondents
Satisfied 82 82
Neither satisfied 10 10
nor dissatisfied
Dissatisfied 8 8
Total 100 100
100
90
80
70
60
50 No.of Respondents
40
./. Of Respondents
30
20
10
0
Satisfied Neither satisfied Dissatisfied
nor dissatisfied
Interpretation:
The above chart shows the opinion of 100 employees on the working
conditions of the organization .It depicts that 82./. of the employees are satisfied with
the working conditions, 10./. are neither satisfied nor dissatisfied and 8. /. are
52
dissatisfied. With this we can say that there is a need to concentrate on the dissatisfied
employees in order to take necessary steps to satisfy them
2.Opinion about the salary and other monetary benefits provided by the
organization.

Satisfied 90 90
Neither satisfied nor 8 8

Dissatisfied
Dissatisfied 2 2
Total 100 100
100
90
80
70
60
50
30 ./. Of Respondents
20
10
0
nor dissatisfied
Interpretation:
The above chart shows the opinion of 100 employees on the salary and other
monetary benefits provided by the organization .It depicts that 90. /. Of the
respondents are satisfied, while 8./.are neither satisfied nor dissatisfied .2./. of them
are dissatisfied. With this we can say that the organization is providing better salaries
and other monetary benefit
53
3. Opinion about the training policy of the organization.
Satisfied 80 80

Dissatisfied
Dissatisfied 5 5
Total 100 100
100
90
80
70
60
40
./. Of Respondents
30
20
10
0
nor dissatisfied
Interpretation:
The above chart shows the opinion of 100 employees about the training
policy of the organization .It depicts that 80. /. of the respondents are satisfied with
the policy while 15. /. are neither satisfied nor dissatisfied . 5./. of them are
dissatisfied. With this we can say that few changes are required in the training policy
so that every respondent will be satisfied.
54
4. Opinion about the medical facilities provided by the organization ?
Respondent View No. of Respondents ./. of Respondents
Good 87 87
Average 10 10
Poor 3 3
Total 100 100
100
90
80
70
60
30
20
10
0
Good Average Poor
Interpretation:
The above chart shows the opinion of 100 employees regarding the medical
facilities provided by the organization .It depicts that 87. /. of the respondents say that
the policy is good while 10. /. say it is average. It depicts that 3 ./. of the respondents
say that the policy is poor . By this we can say that necessary changes are required in
the policy.
55
5. Opinion about the job security and other safety policies of the organization.
Satisfied 90 90
Dissatisfied
Dissatisfied 5 5
Total 100 100
100
90
80
70
60
40
./. Of Respondents
30
20
10
0
nor dissatisfied
Interpretation:
The above chart depicts the opinion of 100 employees about the job security and
other safety policies of the organization .90 ./. of the employees are satisfied with the
policy.5./. of them are neither satisfied nor dissatisfied.5./. of them are dissatisfied.
By this we can say that the organization is providing excellent safety policies so that
the employees can feel secure in their jobs .
56
6. Opinion about the transportation facility provided by the organization.
Satisfied 95 95

Dissatisfied
Dissatisfied 5 5
Total 100 100
100
90
80
70
60
50
40
No.of Respondents
20
10
0
nor dissatisfied
Interpretation:
The above charts shows the opinion of 100 employees about the transportation facility
of the organization .It depicts that 95. /. of the respondents are satisfied while the
other 5. /. are neither satisfied nor dissatisfied . 5./. are dissatisfied. By this we can say
that the transportation facility of the organization is satisfactory.
57
7. Opinion about the compensation policy of the organization.
Respondents View No. of Respondents ./.of Respondents
Good 95 95
Average 3 3
Poor 2 2
Total 100 100
100
90
80
70
60
30
20
10
0
Good Average Poor
Interpretation:
The above chart shows the opinion of 100 employees about the compensation policy
of the organization .It depicts that 95. /. of the respondents say the policy is good and
3. /. say that the policy is average .2./. of the respondents say the policy is poor. By
this we can say that the organization is providing satisfactory compensation policy.
8. Opinion about the recreation facilities provided by the organization.
58
Good 92 92
Average 3 3
Poor 5 5
Total 100 100
100
90
80
70
60
30
20
10
0
Good Average Poor
Interpretation:
The above chart shows the opinion of 100 employees about the recreation
facilities provided by the organization .It depicts that 92. /. of the respondents say that
the policy is good and 3./. say that the policy is average .5./. of the respondents say
that the policy is poor. By this we can say that the recreation facility is satisfactory.
9.Opinon about the management –employee relationship .

59
Respondent View No .of Respondents ./. of Respondents
Satisfied 89 89

Dissatisfied
Dissatisfied 4 4
Total 100 100
100
90
80
70
60
40
./. Of Respondents
30
20
10
0
nor dissatisfied
Interpretation:
The above chart shows the opinion of 100 employees about the management
and employee relationship. It depicts that 89. /. of the respondents are satisfied with
the relationship and 7. /. are neither satisfied nor dissatisfied .4./. are dissatisfied. By
this we can say that there must be improvement in management’s relationship with its
employees.
10. Opinion about the relationship with colleagues.

60
Satisfied 94 94

dissatisfied
Satisfied 3 3
Total 100 100
100
90
80
70
60
40
./. Of Respondents
30
20
10
0
nor dissatisfied
Interpretation:
The above chart shows the opinion of 100 employees about their
relationship with colleagues .It depicts that 94./. of the respondents are satisfied with
their relationship with colleagues .It depicts that 3./. neither satisfied nor dissatisfied
and 3./. are dissatisfied. By this we can say that in order to create a good relationship
between its employees ,the organization is providing better facilities .
61
11. Opinion about job satisfaction
Satisfied 95 95

dissatisfied
Dissatisfied 2 2
Total 100 100
100
90
80
70
60
40
./. Of Respondents
30
20
10
0
nor dissatisfied
Interpretation:
The above chart shows the opinion of 100 employees about their job satisfaction
level. It depicts that 95. /. of the respondents are satisfied with their job and only 3. /.
are neither satisfied nor dissatisfied .2./. are dissatisfied. By this we can say that the
organization is providing better facilities so that almost all the employees are satisfied
with their jobs.
62
12. Opinion about the general and congenial climate of organization.
Good 91 91
Average 4 4
Poor 5 5
Total 100 100
100
90
80
70
60
30
20
10
0
Good Average Poor
Interpretation:
The above chart shows the opinion of 100 employees about the general and
congenial climate of the organization .It depicts that 91. /. of the respondents say that
the climate of the organization is good . 4./. of the respondents say that the climate is
average and 5./. say it is poor. By this we can say that the organization’s general and
congenial climate is satisfactory.
63
13. Opinion about the working hours of the organization .
Satisfied 97 97
dissatisfied
Dissatisfied 1 1
Total 100 100
100
90
80
70
60
40
./. Of Respondents
30
20
10
0
nor dissatisfied
Interpretation:
The above chart shows the opinion of 100 employees about the working hours
provided by the organization .It depicts that 97./. of the employees are satisfied with
the working hours and 2./. are neither satisfied nor dissatisfied .1./. are dissatisfied. By
this we can say that the working hours provided by the organization are acceptable.
64
14. Opinion about the treatment of superior.
Satisfied 88 88

dissatisfied
Dissatisfied 5 5
Total 100 100
100
90
80
70
60
40
./. Of Respondents
30
20
10
0
nor dissatisfied
Interpretation:
The above chart shows the opinion of 100 employees about the behavior of
their superior with them .It depicts that 88./. of the respondents are satisfied with the
behavior and 7./. are neither satisfied nor dissatisfied and 5 ./. are dissatisfied. The
friendly treatment of the superior encourages the employee to work effectively and
efficiently so all the superiors should try to maintain a good relationship with the
employees.
65
15. Opinion about the current performance appraisal policy .
Satisfied 94 94
dissatisfied
Dissatisfied 4 4
Total 100 100
100
90
80
70
60
30
20
10
0
nor dissatisfied
Interpretation:
The above chart shows the opinion of 100 employees about the current
performance appraisal policy .It depicts that 94./. of the employees are satisfied with
the policy and only 2./. are neither satisfied nor dissatisfied and 4./. of them are
dissatisfied. By this we can say that the organization is providing better appraisal
policy so that the employees are encouraged to perform their duties actively and
effectively.
66
CHAPTER-5
CONCLUSIONS & SUGGESTIONS
FINDINGS :
 Majority of the respondents are satisfied with the overall performance of
“Kesoram cement.”
 Most of the customers are preferring to purchase the “Birla Shakti Cement”.
 There is a healthy relationship between the peers, subordinates, superiors.
 Training programmes are conducted depending on the requirements.
 Most of the employees are satisfied with their job at the organization.
 There exists a friendly environment in the organization.
67
CONCLUSIONS:
 This study reveals that the overall aspect of job satisfaction among the
executives of Kesoram Cements is high. The employees of administrative
office are highly satisfied.
 Salary & monetary benefits, congenial and general climate, safety and security
are stated to be fairly satisfied.
 Promotional policy, treatment of superior and education facilities is

acceptable.
 Employees are satisfied with the working conditions and working hours.
 Relationship among colleagues and with the management for the managerial
communication in decision making is satisfied.
 Natures of job, colleagues, welfare facilities, recreation facilities,

compensation policy are accepted to be at a satisfied level by the respondents.
68
SUGGESTIONS:
Various suggestions based on this study are outlined below:
 Educational facilities are not completely satisfied due to the following reasons:
 Lengthy Procedure.
 Terms and Conditions.
So, the management should try to avoid to some extent these hindrances and
concentrate on providing better educational facilities.
 It is better to provide convenient work and shift timings to those employees

who are inconvenient with timings.
 Welfare measures like prompt medical facilities, canteens, rest rooms, etc,
should be given top priority.
 It will be better to train the employees who behave autocratic.
 Promotions should be given on the basis of the employee’s skills, performance

and educational background.
 The social atmosphere in the company can be increased by conducting games,

sports, creative arts, and get together for the employees as well as their
families.
 It is suggested to improve the working conditions to reduce the work hazards.
69
QUESTIONNAIRE ON
JOB SATISFACTION FOR THE
EMPLOYEES OF KESORAM CEMENTS
NAME:
DEPARTMENT:
DESIGNATION:
1. What is your opinion about the working conditions in your organization? ( )

a) Satisfied b) Neither satisfied nor dissatisfied c) Dissatisfied
2. Are you satisfied with your salary and other monetary benefits? ( )
3. Are you satisfied with the training policies of your organization? ( )

4. What is your opinion about the medical facilities? ( )

a) Good b) Average c) Poor
5. Are you satisfied with the job security and other safety policies of your
organization? ( )
6. Are you satisfied with the transportation facilities provided by your

organization? ( )
70
7. What do you feel about the compensation policy of your organization? ( )
a)Good b) Average c) Poor
8. What is your opinion about recreation facilities of your organization? ( )

9. How do you rate your satisfaction level towards management and employee
Relationship? ( )
10. Are you satisfied with your relationship with colleagues? ( )

11. Are you satisfied with your job in your organization? ( )

12. What do you feel about the general and congenial climate of your
organization? ( )
13. Are you satisfied with the working hours? ( )

14. What do you feel about the treatment of superior with you? ( )
15. Are you satisfied with the current performance appraisal policy? ( )
a) satisfied b) Neither satisfied nor dissatisfied c) Dissatisfied
71
BIBLIOGRAPHY
TEXT & REFERENCES:

Personnel & Human Resource Management P.Subba Rao (4th ed )
(Himalaya PublishinHouse)
Personnel Management C.B.Memoria &S.V.
Gankar (21st ed )
(Himalaya Publishing
House )
WEBSITES:
www.hr2hr .com
www.hrwebsites.com
72

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CHAPTER-1

People with required skills to ma ke an organization are generally referred to as

Human Resources Management:

In simple sense, Human Resources Management means

Human Resource Development:

Human Resources Development is one of the important operative functions of human

resources management. It is the process of improving, molding and changing the

is an important part of Human Resources Development.Infact performance appraisal

is the basis for Human Resources Development.

 HRM relates to managing people at work. It covers all levels of personnel

and their needs, expectations etc.,

 HRM is a people oriented process of bringing people and organizations

together so that the goals of each are met properly.

 HRM is concerned with the development of employee’s potentialities

 HRM is an integral part of an organization.

 HRM is a challenging function as it deals with the employees who are

 HRM aims at securing willing cooperation of employees for achieving

 Determining the human resource needs of the organization

 Recruitment, selection, appointment and placement of employees.

 Administration of wages and salaries.

 Promotion and transfer of employees.

The term job satisfaction figures prominently in any discussions on management of

IMPORTANCE OF JOB SATISFACTION:

The study of job satisfaction enriches management with a range of

called as the creators with never ending desires.

also have changed from temporary construction of houses to permanent construction

and the basic material used in the construction is “CEMENT.”

collection and a pillar of overall planned development of an economy.

CEMENT INDUSTRY INDIA:

SWOT ANALYSIS OF THE CEMENT INDUSTRY:

 The industry has tremendous potential for growth in India

packaging may be a boon to the industry.

greater than the consumption.

 In the present scenario of stiff competition there is a demanding trend of price.

exports of the industry.

In India cement industry is growing rationally. The manufacturers of cement like

One of the major manufacturers of cement, Kesoram Cements has been

Job satisfaction is an integral component of the organization climate and an

Scope of the study:

The study has been conducted with the following objectives:

 To know about the company and its mile stones

of job and other factors.

 To evaluate the working conditions in the cement industry.

 To find out the impact of work life on job satisfaction.

 To observe the difficulties of employees regarding their job.

 To suggest suitable measures to improve measures in the organization.

on Human Resource Development.

Limitations of the Study:

The study suffers from the following limitations:

100 employees only.

 Few of the respondents were reluctant to answer the questions.

 Answers of the respondents may be biased because of the fear of management.

 There is a change of misinterpretation of some questions. In such case the

response might be vague.

A research design is a logical and systematic plan prepared for directing a

Random Sampling Method:

The sample size of the study is 100 employees.

In this study ,data was collected by interview schedule method i.e.,

CEMENT INDUSTRY IN INDIA:

INDUSTRY BACK GROUND:

MERGERS AND ACQUISITIONS IN CEMENT INDUSRTY IN

RECENT INVESTMENTS IN THE INDIAN CEMENT INDUSTRY:

MAJOR CEMENT COMPANIES IN INDIA

2. Ambuja Cements Limited