1

A STUDY ON QUALITY OF WORK LIFE WITH SPECIAL REFERENCE TO STERLITE INDUSTRIES (I) LTD, TUTICORIN.
PROJECT REPORT Submitted by BRIGHT GOMEZ.T

REG. NO. 088001107005

in partial fulfilment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

in

DEPARTMENT OF MANAGEMENT STUDIES

HINDUSTHAN COLLEGE OF ENGINEERING AND TECHNOLOGY COIMBATORE-641 032

MAY 2010

HINDUSTHAN COLLEGE OF ENGINEERING AND TECHNOLOGY, COIMBATORE-641 032

DEPARTMENT OF MANAGEMENT STUDIES PROJECT WORK
MAY 2010 This is to certify that the project entitled

A STUDY ON QUALITY OF WORK LIFE WITH SPECIAL REFERENCE TO STERLITE INDUSTRIES (I) LTD, TUTICORIN
is the bonafide record projects done by BRIGHT GOMEZ.T Reg. No. 088001107005
of MBA during the year 2008-2010. MR.N.J RAVICHANDRAN, M.B.A FACULTY GUIDE MR.K.R. SHOBAN, B.Com, MBA,
PGDPMIR, DMMTLM, NET, SLET

HEAD OF THE DEPARTMENT

Submitted for the Viva-Voce examination held on______________________

INTERNAL EXAMINAR

EXTERNAL EXAMINAR

DECLARATION
I affirm that the project work titled A STUDY ON QUALITY OF WORK LIFE WITH SPECIAL REFERENCE TO STERLITE INDUSTRIES (I) LTD, TUICORIN being submitted in partial fulfillment for the award of MASTER OF BUSINESS ADMINISTRATION is the original work carried out by me. It has not formed the part of any other project work submitted for award of any degree or diploma, either in this or any other University.

BRIGHT GOMEZ.T (088001107005)

I certify that the declaration made above by the candidate is true.

Signature of the guide

MR. N.J.RAVICHANDRAN, M.B.A. Lecturer, Department of management studies

ACKNOWLEDGMENT

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I first and foremost thank to lord god almighty for giving me grace and knowledge to complete this project work successfully My sincere and hearty thanks to Dr.V.DURAISAMY, M.E., Ph.D., The Principal, Hindustan College of Engineering and technology, Coimbatore, for giving me opportunity to do the project. I express my thanks to

MR.K.R. SHOBAN, B.Com, MBA, PGDPMIR, DMMTLM,

NET, SLET, Head of the Department of management studies, Hindustan College of Engineering and technology, Coimbatore, for her support and encouragement in completing in this project work. I admit my thanks to MR.N.J.RAVICHANDRAN M.B.A. and Lecturer, of Department of management studies, Hindustan College of Engineering and technology, Coimbatore, for the continuous guidance to accomplish my project work. And I thank all the other faculties of the department of management studies for their valuable support in my project study. I am thankful to the management of STERLITE INDUSTRIES, permitting me to do this project work. I would also like to thank MR.M.SAKTHIVEL AGM in Human Resource Department for giving vital information and guidance to fulfil the requirement of the project work. The special thank to MR.N.RAMAKRISNAN- HR OFFICER and MR.CAPT YOGESH GAUR AM, HR, who gave an opportunity and allowed me to do this project successful. Last but not least I submit my thanks to my parents, family members and friends for providing me their support on my work.

BRIGHT GOMEZ.T

TABLE OF CONTENT S. No. TITLE PAGE NO

CONTENTS

LIST OF TABLES LIST OF CHARTS ABSTRACT

I III V

1.

INTRODUCTION

1.1 1.2 1.3

ABOUT THE STUDY ABOUT THE INDUSTRY ABOUT THE CORPORATE PROFILE

1 5 11

2.1 2.2 2.3 2.4

OBJECTIVE OF THE STUDY SCOPE OF THE STUDY LIMITATION OF THE STUDY RESEARCH METHODOLOGY

15 16 17 18

ANALYSIS & INTERPRETATION

22

FINDINGS, SUGGESTION,CONCLUSION BIBLIOGRAPHY APPENDIX

73 VI VII

LIST OF TABLES TABLE NO 3.1 3.2 3.3 3.4 3.5 3.6 3.7 3.8 3.9 3.10 3.11 3.12 3.13 3.14 3.15 3.16 3.17 3.18 PAGE NO 22 24 26 28 30 32 34 36 38 40 42 44 46 48 50 52 54 56

PARTICULARS
GENDER VARIATION IN THE ORGANIZATION DESIGNATION OF EMPLOYEES IN SIIL SCALE LEVEL OF EMPLOYEES YEAR OF EXPERIENCE (in Sterlite) EMPLOYEES QUALIFICATIONS LEVEL IN ORGANIZATION EMPLOYEES MOTIVATED IN WORK ENVIRONMENT BY THEIR SUPERVISORS EMPLOYEES SATISFICATION OF WORKING CONDITION IN STERLITE COMMUNICATION WITH OTHER DEPARTMENT FEEL FREE TO OFFER COMMENTS AND SUGGESTIONS BY EMPLOYEES RELATIONSHIP WITH COLLEAGUES IN STERLITE SATISFICATION ABOUT THE TRAINING PROGRAMMER TRAINING PRORAMMES HELPS IN IMPROVING

RELATIONSHIP FACILITIES PROVIDED TO EMPLOYEES ADEQUATE AND FAIR COMPENSATION FOR THE WORK SALARY PAID BY RESPONSIBILITIES AT WORK PROVIDING REWARDS ACCORDING TO JOB PERFORMANCE OPPURTUNITIES TO LEARN NEW SKILLS AT WORK SATISFICATION OF SAFETY MEASURES THAT ADOPTED IN ORGANIZATION

3.19 3.20 3.21 3.22 3.23 3.24 3.25 3.26 3.27 3.28

SATISFICATION OFSAFETY EQUIPMENTS PROVIDED TO EMPLOYEES SATISFACTION OF JOB ROTATION COMPANY FOLLOWS THE SAFETY NORMS STRICTLY RELATIONSHIP WITH THE MANAGEMENT RELATIONSHIP WITH PEERS RELATIONSHIP BETWEEN PROVIDED BY COMPANY RELATIONSHIP BETWEEN PROVIDED TO EMPLOYEES GENDER AND FACILITIES INCOME

58 60 62 64 66 68 69 70 71 72

EXPERIENCE

AND

RELATIONSHIP BETWEEN AGE AND MANAGEMENT RELATIONSHIP WITH EMPLOYEES IN THE COMPANY. RELATIONSHIP BETWEEN THE EXPERIENCES AND SATISFACTION ON WORKING CONDITION. RELATIONSHIP BETWEEN AGE AND SATISFACTION ON WORKING CONDITION.

LIST OF CHARTS

CHART NO 3.1

PARTICULARS
GENDER VARIATION IN THE ORGANIZATION

PAGE NO 23

3.2 3.3 3.4 3.5 3.6 3.7 3.8 3.9 3.10 3.11 3.12 3.13 3.14 3.15 3.16 3.17 3.18 3.19 3.20 3.21 3.22

DESIGNATION OF EMPLOYEES IN SIIL SCALE LEVEL OF EMPLOYEES YEAR OF EXPERIENCE (in Sterlite) EMPLOYEES QUALIFICATIONS LEVEL IN ORGANIZATION EMPLOYEES MOTIVATED IN WORK ENVIRONMENT BY THEIR SUPERVISORS EMPLOYEES SATISFICATION OF WORKING CONDITION IN STERLITE COMMUNICATION WITH OTHER DEPARTMENT FEEL FREE TO OFFER COMMENTS AND SUGGESTIONS BY EMPLOYEES RELATIONSHIP WITH COLLEAGUES IN STERLITE SATISFICATION ABOUT THE TRAINING PROGRAMMES TRAINING PRORAMMES HELPS IN IMPROVING

25 27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65

RELATIONSHIP FACILITIES PROVIDED TO EMPLOYEES ADEQUATE AND FAIR COMPENSATION FOR THE WORK SALARY PAID BY RESPONSIBILITIES AT WORK PROVIDING REWARDS ACCORDING TO JOB PERFORMANCE OPPURTUNITIES TO LEARN NEW SKILLS AT WORK SATISFICATION OF SAFETY MEASURES THAT ADOPTED IN ORGANIZATION SATISFICATION OFSAFETY EQUIPMENTS PROVIDED TO EMPLOYEES SATISFACTION OF JOB ROTATION COMPANY FOLLOWS THE SAFETY NORMS STRICTLY RELATIONSHIP WITH THE MANAGEMENT

3.23

RELATIONSHIP WITH PEERS

67

ABSTRACT
A STUDY ON QWALITY OF WORK LIFE WITH SPECIAL REFERENCE TO STERLITE INDUSTRIES (I) LTD, TUTICORIN is done for assessing and analysing the working condition, motivation level of the organisation. This study comprises of analysing and assessing the effectiveness of motivation, satisfaction level of the employees on working condition, safety measures provided in organization, trainings, barriers of motivation and suggestions to improve the existing system. The main objective of the study was to identify work environment, working condition, provided by the company to employees. This study also highlights on analyzing employees workplace satisfaction.

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The researcher also forecasted his views on exploring the various factors influencing the employees motivation, job satisfaction. This is a study which is done on employees of Sterlite Industries (I) ltd, to find out the effectiveness of working condition and work environment in the organization. Random sampling under probability method is used for the study. The sample size was taken as 125 and it was analysed by using simple percentage analysis and chi-square. The study founded that the firm has a better motivation and the trainings were provided up to the level of satisfying the needs of employees. If the firm is able to upgrade its process the firm can get the top of the list in the industry.

CHAPTER-1

1.1. INTRODUCTION TO THE STUDY

Human Resource Development techniques based on performance analysis, training and development, career planning, organization change and quality circles. Quality of work life deals with various aspects of work environment which facilities the human resource development efficiently. Thus the quality of work life helps for development of human resources. In fact QWL motivates the employees to learn further for present and future roles. Employees at the grass root level experience a sense of frustration because of low level of wages, poor working conditions, unfavorable terms of employment,

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inhuman treatment of employment, interpersonal conflicts, job pressures, lack of freedom in work, absence of challenging work etc. Certain values were attributed to work in the past. Work has worship and people had sincerity and commitment to work. But todays employees would not believe in such values of work. He works for his salary, he works hard if the conditions of work are conducive and congenial and terms of employment are favorable to him. As such, the work norms have been changing from time to time. The term quality of work life has different meanings for different people. Some consider it industrial democracy or co determination with increased employee participation in the decision making process. For others, particularly managers and administrators, the term denotes improvement in the psychological aspects of work to improve productivity. Unions and workers interpret it as more equitable sharing of profits, job security and healthy and human working conditions. Others view it as improving social relationships at work place through autonomous work groups. Finally, others take a broader view of changing the entire organizational climate by humanizing work, individualizing organizations and changing the structural and managerial systems.

DEFINITION OF QWL:
As per the organization the definition has been classified in to two segments.

OPERATIONAL DEFINITION
Quality of Work Life refers to the favorableness or unfavorableness of a job environment for people. It refers to the quality of relationship between employees and the total working environment.

THEORETICAL DEFINITION
QWL is a process of work organizations which enables its members at all levels to participate actively and effectively in shaping the organizations

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environment, methods and outcomes. It is a value based process which is aimed towards meeting the twin goals of enhanced effectiveness of the organization and improved quality of work life at work for the employees. American Society of Training and Development.

PRINCIPLES OF QWL
In order to humanize work and to improve the QWL, four basic principles may be helpful.

THE PRINCIPLE OF SECURITY

Quality of work life cannot be improved until employees are relieved of the anxiety, fear and loss of future employment. The working conditions must be safe and fear of economic want should be eliminated. Job security and safety against occupational hazards is an essential pre-condition of humanization of work.

THE PRINCIPLE OF EQUITY

There should be a direct and positive relation between effort and reward. All types of discrimination between people doing similar work and with the same level of performance must be eliminated. Equity also requires sharing the profits to the organization.

THE PRINCIPLE OF INDIVIDUALISM

Employees differ in terms of their attitudes, skills, potential etc. Therefore, every individual should be provided the opportunity for development of his personality and potential. Humanization of work requires that employees are allowed to decide their own piece of activity and design of work operations.

THE PRINCIPLE OF DEMOCRACY

13

It means greater authority and responsibility to employees. Meaningful Participation in the decision making process improves the quality of work life.

HOW TO MEASURE QWL

The following indices may be used to judge the quality of work life in an organization.

JOB INVOLVEMENT
It represents the degree of an individuals identification with or ego involvement in the job. The more central the job is to the individuals life, the greater is his involvement in it. Therefore, the individual spends more time and energy on the job. People with job involvement are better motivated and more productive.

JOB SATISFACTION
It implies the workers satisfaction with the environment of his job environment consisting of nature of work, quality of supervision, pay, coworkers, opportunities for promotion, etc. Job satisfaction is related to job involvement and people involved in their jobs are satisfied with their jobs and vice versa.

SENSE OF COMPETENCE
It refers to the feelings of confidence that an individual has in his own competence. Sense of competence and job involvement reinforce each other. An individual acquires a greater sense of competence as he engages himself more and more in work activities. When he feels more competent he becomes more involved in this job and becomes better motivated. When both sense of competence and job

14

involvement are high, the level of job satisfaction also competence and job involvement are high, the level of job satisfaction also increases.

JOB PERFORMANCE
When an individuals job involvement, job satisfaction and sense of competence increase, there is a rise in job performance.

PRODUCTIVITY
When the level of job performance increases the output per unit of input goes up. Thus, match between job characteristics and productivity traits of employees generally result in higher productivity.

1.2. INDUSTRY PROFILE

COMPANY OVERVIEW
The principal business is that of copper smelting and includes a smelter, refinery, phosphoric acid plant, sulphuric acid plant and copper rod plant at Tuticorin in southern India and a refinery and two copper rod plants at Silvassa in western India. Lyell copper mine in Tasmania, Australia, which provides a small percentage of our copper concentrate requirements. Copper concentrate is purchased from global

15

suppliers and our own mine at Australia at lme-linked prices and refined copper is sold on the same basis in the domestic and international market. Our aim is to provide high-quality refined copper by improving our operational efficiency and reducing our unit costs. We intend to further increase our operational efficiency through the lowering of power and transport costs and achieving economies of scale.

WHERE WE OPERATE
Our business includes a smelter, refinery, phosphoric acid plant, sulphuric acid plant and copper rod plant at Tuticorin in southern India and a refinery and two copper rod plants at Silvassa in western India. In addition, we own the mt. Lyell copper mine in Tasmania, Australia, which provides a small percentage of our copper concentrate requirements.

PRINCIPLE COMPONENTS
The principal inputs of our copper business are:

COPPER CONCENTRATE
Copper concentrate is the principal raw material of our copper smelter. Copper concentrate is purchased at the lme price less a Tc/Rc that we negotiate with our suppliers but which is influenced by the prevailing market rate for the Tc/Rc. In general, our long-term agreements run for a period of three to five years, and are renewable at the end of the period.

16

The quantity of supply for each contract year is fixed at the beginning of the year and terms like Tc/Rc and freight differential are negotiated each year depending upon market conditions. During fiscal 2008, we sourced approximately 65% of our copper concentrate requirements through long-term agreements. We also purchase copper concentrate on a spot basis to fill any gaps in our requirements based on production needs for quantity and quality. These deals are struck on the best possible Tc/Rc during the period and are specific for short-term supply. During fiscal 2008, we sourced approximately 24% of our copper concentrate requirements through spot purchases.

ROCK PHOSPHATE
Our rock phosphate is currently sourced from Jordan, Egypt, Nauru and Algeria pursuant to contracts renewed on an annual basis, with pricing fixed for the year. These contracts provide for minimum supply quantities with an option to increase if required.

POWER
The electricity requirements of our copper smelter and refinery at Tuticorin are primarily met by the on-site captive power plants. Our captive power plants at Tuticorin operate on low sulphur heavy stock that is procured through long-term contracts with various oil companies.

PRODUCTION PROCESS
Our Copper Business Has A Number Of Elements, Which Are Summarized In The Following Diagram And Explained In Greater Detail Below:

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PRINCIPAL PRODUCTS COPPER CATHODE

Copper cathode is used as a starting material for copper rods. Copper cathodes are also used for making alloys like brass, bronze and alloy steel, with applications in defense and construction. Our cathodes meet international quality standards and are registered as lme a grade.

COPPER ROD
Our copper continuous cast rods meet all the requirements of international quality standards. Our copper rods are currently used primarily for power and communication cables, transformers and magnet wires.

SULPHURIC ACID
Sulphuric acid is used as a starting material for phosphoric acid. Most of it is used in our phosphoric acid plant while the rest is sold to fertilizer manufacturers and other industries.

PHOSPHORIC ACID
Phosphoric acid is produced at our plant by chemical reaction of sulphuric acid and rock phosphate, which we import. Phosphoric acid is sold to fertilizer manufacturers and other industries.

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BY-PRODUCTS
Other by-products of our copper smelting operations are gypsum and anode slimes, which are sold to third parties.

FACILITIES AND LOCATION:

SIIL is the first private sector company in India to set up a copper Continuous Cast Copper Rod plants. The products meet global quality standards. Other valueadded by-products include Sulphuric Acid, Gypsum, Phosphoric Acid, Slag and Hydro Fluoro-Silicic Acid.

TUTICORIN OPERATION:
In the with its vision of becoming the best-in-class copper producer, the company has increased production from levels of I LTPA in 1997 to 4 LTPA currently through a mix of expansion and innovative de-bottlenecking and also optimal utilization of the land and fixed assets. The Tuticorin copper complex comprises of the following facilities, which have been approved by the regulatory bodies:

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COPPER SMELTER SULPHURIC ACID PLANT PHOSPHORIC ACID PLANT REFINERY ROD PLANT

4, 00,000 TPA. 13, 00,000 TPA 1, 90,000 TPA 2,05,000 TPA 90,000 TPA

PRODUCT RANGE AND CUSTOMER PROFILE:

SIIL manufactures copper cathodes of LME grade A and copper rods as main products. Sulphuric acid 98% concentrated. Phosphoric acid 43% concentrated and Hydro Fluoro Silicic Acid are the by-products. Tuticorin Smelter produces copper anodes which are sent to refineries at Silvassa and Tuticorin for electro-refining. Part of the copper cathodes are exported to markets in China, Korea and other Southeast Asian countries and part is converted intomRods,which is also supplied to both domestic and export markets. Sterlite has been recognized as supplier of global repute across Asia and Middle-East markets. and 54%

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1.3. COMPANY PROFILE

VEDANTA RESOURCES
Vedanta Resources Plc is a London Stock Exchange listed and FTSE 250 international metals and mining major with interests in Copper, Aluminium, Zinc, Silver and Lead, having operations in India, Australia and Africa. It holds its interests in these business through its subsidiary, Sterlite Industries India Ltd (SIIL) in Copper, Bharat Aluminium Company (BALCO) and Madras Aluminium Company (MALCO) in Aluminium and Hindustan Zinc Limited (HZL) in Zinc. Vedanta has invited over $3 billion in Brown and Greenfield Projects indicating Substantial future growth Prospects. . Vedantas sustainability strategy which is built around the following elements: Environmental Stewardship Empowering Communities Health and Safety Nurturing People

NATIONAL PRESENCE
The Operating Companies of Vedanta in India are: Sterlite Industries (India) Ltd (SIIL) Bharat Aluminium Company Ltd (BALCO) The Madras Aluminium Company Ltd (MALCO) Hindustan Zinc Limited (HZL) India Foils Limited (IFL) Vedanta Alumina Ltd Sesa Goa Ltd

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GLOBAL PRESENCE
Vedanta displays its global presence through the mines it owns in Australia and Africa. Copper Mines of Tasmania Pvt Limited, Australia Thalanga Copper Mines Pvt Limited, Australia Konkola Copper Mines, Africa

STERLITE INDUSTRIES (INDIA) LTD

Sterlite Industries (India) Ltd. (SIIL) is the principal subsidiary of the Vedanta Resources Group. It is a leading producer of copper in India. SIIL pioneered the manufacturing of Continuous Cast Copper Rods in India and established Indias largest Copper Smelting and Refining Plant for production of World Class refined Copper. SIILs main products, Copper Cathodes and Copper Rods meet global quality benchmarks SIILs consistent product quality and high standard of customer service has earned it an enviable 43% share in the domestic market by volume in 2005-2006. The hallmark of its success has been the stress on quality and constant benchmarking with the best in the world, giving it the distinction of being a low-cost, high quality, high-efficiency producer by gold standards. The 480 tones per day copper smelter, set up in Tuticorin, Tamilnadu in technical collaboration with M.I.M holdings, Australia commissioned in 1997, was the first privately developed smelter in India. At present the expanded capacity of the unit is 1100 tones per day of copper anodes with refinery and CCR operating at 2, 10000 MTPA and 90000 MTPA capacity , respectively

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STYLE OF OPERATION
Disciplined approach and Emphasis on Standardization Planning and work with ideas / facts Stretched Targets : Action and result orientation Open to ideas Open Communication Ownership of Problems and suggest and implement solutions Continuous review and feedback Anticipate and take proactive action. In case of failure immediately Consultative approach on issues / matters outside the purview of routine work. Lesson learnt through mistakes to be corrected and not repeated Integrity and confidentiality of the highest level (TRUSTEE) At SIIL, people are its major strength, helping transform the SIIL vision into reality. The HR practices and policies in SIIL are aimed at attracting, recruiting and nurturing the top talent. Creams of leading Institutions like IIT, REC etc are selected for employment every year. We are young, energetic and vibrant team with the average age of 29. High performance culture of work force and job diversity is also capitalized. Safety and health requirements of employees and contract manpower are strictly followed. It recognizes the importance of Human Resources in achieving the corporate mission. The employees are prepared to take up higher responsibilities through continuous training, job rotation and periodic assessments. communicate

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VISION 2015
To be the worlds leading copper producer delivering sustainable value to all stakeholders by leveraging technology and best practices.

MISSION
To harness technology to its full potential in a safe and clean environment in the entire business cycle and integrate quality with continuous improvements To harness the profitable and growing CCR market from 125 KMT to 300 KMT per annum To achieve and sustain cost leadership in the global market.

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CHAPTER-2

2.1. OBJECTIVE OF THE STUDY

To assess the effectiveness of Quality of Work Life in STERLITE INDUSTRIES. To identify important attributes of Quality of Work Life, about which employees feel dissatisfied in organization and to develop, measures to rectify the same. To study the opinion of employees towards work environment. To study the job satisfaction level of employees. To provide practical suggestion for to improve the work place

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2.2. SCOPE OF THE STUDY

This study would give an overview the quality of work environment in STERLITE INDUSTRIES. This study would throw light on the perception of the employees regarding work environment. STERLITE INDUSTRIES can identify the areas where it can improve, so as to improve the performance of the employees. This study would also help to analyze if there is dependence between department and categories and the level of satisfaction of safety and suggest provisions to improve a better work environment

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2.3. LIMITATION OF THE STUDY

The respondents have replied to the queries recalling for their memory. Therefore recall bias and personal bias are possible. Since the data was collected using a questionnaire, the interviewers inability to understand and record the responses correctly is possible The Sample selected is random and it does not cover the entire population. So the suggestions given will not be applicable for entire industry. The respondent may guard some answer for crucial question. The time duration is a major constraint for the study.

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2.4. RESEARCH METHODOLOGY

Research Methodology refers to all those methods/techniques that are used for conducting a research. That it refer to the methods the researchers use in performing researcher operation. Research methodology is a way to systematically solving the research problems. It may be understood as a science of studying how research is done scientifically. It includes the overall research design, the sampling procedure, data collection method and analysis procedure.

RESEARCH DESIGN
Research Design is the conceptual structure with in which research is conducted. It constitutes the blue print for the collection, measurement and analysis of data. Descriptive research design is used in this study.

DESCRIPTIVE RESEARCH
Descriptive Research design was used for the study since the study aims in describing the characteristics and satisfaction of the sample population towards motivation factors in the organization and since the facts are collected based on the state of affairs as exist in the organization.

SAMPLING DESIGN/ TECHNIQUES

Sampling is the process of selecting a few from a bigger group to become the basis for estimating or predicting a fact, situation or outcome regarding the bigger group. Sampling design is to clearly define set of objects, technically called the universe to be studied. This research has finite set of universe and the sampling design used in the study is Random Sampling.

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Following Methods were adopted in selecting the sample for conducting this study. Geographical Area Sampling Frame Sampling Techniques Total Population Sample Size : : : : : Tuticorin. Employees Convenience Sampling 957 125

CONVENIENCE SAMPLING
The sampling method involves purposive or deliberate selection of particular units of the universe for constituting a sample which represent the universe. When population elements are selected for inclusion in the sample based on the case of access, it can be called as Convenience sampling.

DATA COLLECTION METHODS

There are two major approaches to gathering data are categorized as, Primary data Secondary data

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PRIMARY DATA
The primary data are those which are collected a fresh and for the time, and thus happens to be original in character.

INSTRUMENT NEED IN COLLECTING PRIMARY DATA

Structured questionnaire technique has been used for the collection of primary data from the respondent.

TYPES OF QUESTIONS USED: OPEN ENDED QUESTIONS

Here respondent has the choice of using his own style, diction and expression of language, length and perception. The respondent is not restricted in his replies to the questions and the answers may be free and spontaneous. Though the open ended questionnaire provide ample freedom to the respondent, it creates problems of proper classifications tabulations and analysis

CLOSED ENDED QUESTIONS

Questions with limited choice for the respondent within where also include in the questionnaire.

SECONDARY DATA
The secondary data, on the other hand, are those which have already been collected by someone else and which have already been passed through the statistical process. The secondary data has been collected from the Books, journals and web-sites.

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STATISTICAL TOOLS SIMPLE PERCENTAGE ANALYSIS

It is a commonly used tool to analysis the percentage of the percentage of the data collected.

Percentage=

Number of respondents Sample size

* 100

CHI-SQUARE ANALYSIS
Chi-square test is a non parametric test which describe which describes the magnitude of difference between frequencies and the frequencies expected under certain consumption. Formula

Chi-Square value= E = Expected Frequency O = Observed Frequency

(O-E)2 E

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CHAPTER-3 3. ANALYSIS AND INTERPRETATION

TABLE 3.1 GENDER VARIATION IN THE ORGANIZATION

RESPODENT OPINION

NO OF RESPONDENTS 107

PERCENTAGE

Male

86%

Female

18

14%

Total Source: Primary data

125

100

INTERPRETATION: From the above table it is found that 86% of the employees are male and 14% are female in the organization.

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CHART-3.1 GENDER VARIATION IN THE ORGANIZATION

Source: Primary data

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TABLE 3.2 DESIGNATION OF EMPLOYEES IN SIIL

RESPODENT OPINION PROCESS CONTROLLER SENIOR PROCESS CONTROLLER ENGINEER CRANE OPERATOR TOTAL Source: Primary data

NO OF RESPONDENT

PERCENTAGE

68

54%

22 20 15 125

18% 16% 12% 100

INTERPRETATION: From the above table it is found that 54% of respondents are process controller, 18% of employees are senior process controller and 28% of the employees are either engineers or crane operators.

CHART-3.2

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DESIGNATION OF EMPLOYEES IN SIIL

Source: Primary data

TABLE 3.3

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SCALE LEVEL OF EMPLOYEES

RESPODENT OPINION 10000 15000 15001 20000 20001-25000 Above 25000 TOTAL Source: Primary data

NO OF RESPONDENT 63 24 21 17 125

PERCENTAGE 50% 19% 17% 14% 100

INTERPRETATION: From the above table it is found that 50% of employees are earning 1000015000 salary and 19% of employees are earning 15001-20000 and 17% of employees are earning 20001-25000 below 25000 and only 14% of employees earning high salary in the organization.

CHART- 3.3 SCALE LEVEL OF EMPLOYEES

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Source: Primary data

TABLE 3.4 YEAR OF EXPERIENCE (in Sterlite)

RESPODENT NO OF RESPONDENT PERCENTAGE

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OPINION Less than 2 years 3-4 years 5-6 years 7-10 years Above 10 years TOTAL Source: Primary data 71 18 14 16 6 125 57% 14% 11% 13% 5% 100

INTERPRETATION: From the above table it is found that 57% of the respondents have been with the sterlite for less than 2 years and 14% of them have 3-4 years of experience and 11% of them have 5-6 years of experience and 13% of them have 7-10 years experience and only 5% of them working in this sterlite above10 years experiences.

CHART-3.4 YEAR OF EXPERIENCE (in Sterlite)

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Source: Primary data

TABLE-3.5

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EMPLOYEES QUALIFICATIONS LEVEL IN ORGANIZATION

RESPODENT OPINION B.Sc M.Sc ITI Diploma Engineering TOTAL Source: Primary data

NO OF RESPONDENT 69 27 13 16 125

PERCENTAGE 55% 22% 10% 13% 100

INTERPRETATION: From the above table it is found that 55% of employees are B.Sc graduates and 22% of employees are M.Sc graduates and 10% of them are ITI diploma and only 13% of employees are engineers.

CHART-3.5 EMPLOYEES QUALIFICATIONS LEVEL IN ORGANIZATION

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Source: Primary data

TABLE-3.6 EMPLOYEES MOTIVATED IN WORK ENVIRONMENT BY THEIR SUPERVISORS

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RESPODENT OPINION Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL Source: Primary data

NO OF RESPONDENT 21 68 28 4 5 125

PERCENTAGE 17% 54% 22% 3% 4% 100

INTERPRETATION: From the above table it is found that 54% of employees they got satisfied by getting motivated with their supervisors and 22% of employees they says neutral and 17% of them are highly satisfied, and 3% of employees they got dissatisfied and only 4% of employees they were highly dissatisfied motivation of their supervisors.

CHART-3.6 EMPLOYEES MOTIVATED IN WORK ENVIRONMENT BY THEIR SUPERVISORS

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Source: Primary data

TABLES-3.7 EMPLOYEES SATISFICATION OF WORKING CONDITION IN STERLITE

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RESPODENT OPINION Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL Source: Primary data

NO OF RESPONDENT 24 62 21 11 7 125

PERCENTAGE 19% 49% 17% 9% 6% 100

INTERPRETATION: From the above table it is found that 49% of employees they got satisfied by working condition in sterlite and 19% of employees they says highly satisfied and 17% of them are neutral, and 9% of employees they got dissatisfied and only 6% of employees they were highly dissatisfied by working condition in sterlite.

CHART-3.7 EMPLOYEES SATISFICATION OF WORKING CONDITION IN STERLITE

45

Source: Primary data

TABLE-3.8 COMMUNICATION WITH OTHER DEPARTMENT

RESPODENT NO OF RESPONDENT PERCENTAGE

46

OPINION Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL Source: Primary data INTERPREATION: From the above table it is found that 47% of employees they got satisfied by communication with other department and 23% of employees they says highly satisfied and 17% of them are netural, and 7% of employees they got dissatisfied and only 6% of employees they were highly dissatisfied by communication with other department. 29 59 21 9 7 125 23% 47% 17% 7% 6% 100

CHART-3.8 COMMUNICATION WITH OTHER DEPARTMENT

47

Source: Primary data

TABLE-3.9

48

FEEL FREE TO OFFER COMMENTS AND SUGGESTIONS BY EMPLOYEES

RESPODENT OPINION Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL Source: Primary data NO OF RESPONDENT 15 72 23 9 6 125 PERCENTAGE 12% 58% 18% 7% 5% 100

INTERPRETATION: From the above table it is found that 58% of employees they got satisfied by offering commands and suggestions and 18% of employees they says neutral and 12% of them are highly satisfied, and 7% of employees they got dissatisfied and only 5% of employees they were highly dissatisfied suggestions. by offering commands and

CHART-3.9 FEEL FREE TO OFFER COMMENTS AND SUGGESTIONS BY EMPLOYEES

49

Source: Primary data

TABLE-3.10 RELATIONSHIP WITH COLLEAGUES IN STERLITE

50

RESPODENT OPINION Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL Source: Primary data

NO OF RESPONDENT 19 81 15 6 4 125

PERCENTAGE 15% 65% 12% 5% 3% 100

INTERPREATION: From the above table it is found that 65% of employees they got satisfied by relationship in sterlite and 15% of employees they says highly satisfied and 12% of them are neutral, and 5% of employees they got dissatisfied and only 3% of employees they were highly dissatisfied by relationship in sterlite.

CHART-3.10 RELATIONSHIP WITH COLLEAGUES IN STERLITE

51

Source: Primary data

52

TABLE-3.11 SATISFICATION ABOUT THE TRAINING PROGRAMMES

RESPODENT OPINION Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL Source: Primary data NO OF RESPONDENT 21 69 15 11 9 110 PERCENTAGE 17% 55% 12% 9% 7% 100

INTERPRETATION: From the above table it is found that 55% of employees they got satisfied by training programmer and 17% of employees they says highly satisfied and 12% of them are neutral, and 9% of employees they got dissatisfied and only 7% of employees they were highly dissatisfied by training programmer.

CHART-3.11 SATISFICATION ABOUT THE TRAINING PROGRAMMES

53

Source: Primary data

TABLE-3.12 TRAINING PRORAMMES HELPS IN IMPROVING RELATIONSHIP

54

RESPODENT OPINION Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL Source: Primary data

NO OF RESPONDENT 25 64 13 14 9 125

PERCENTAGE 20% 52% 10% 11% 7% 100

INTERPRETATION: From the above table it is found that 52% of employees they got satisfied by training programmers helps in improving relationship and 20% of employees they says highly satisfied and 11% of them are dissatisfied, and 10% of employees they got neutral and only 7% of employees they were highly dissatisfied by training programmers does not helps in improving relationship.

CHART-3.12 TRAINING PRORAMMES HELPS IN IMPROVING RELATIONSHIP

55

Source: Primary data

TABLE-3.13 FACILITIES PROVIDED TO EMPLOYEES

RESPODENT OPINION NO OF RESPONDENT PERCENTAGE

56

Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL Source: Primary data

21 79 20 5 125

17% 63% 16% 4% 100

INTERPRETATION: From the above table it is found that 63% of employees they got satisfied by facilities provided to employees and 17% of employees they says highly satisfied and 16% of them are neutral, and only 4% of employees are highly dissatisfied by facilities provided to employees.

CHART-3.13 FACILITIES PROVIDED TO EMPLOYEES

57

Source: Primary data

TABLE-3.14

58

ADEQUATE AND FAIR COMPENSATION FOR THE WORK

RESPODENT OPINION Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL Source: Primary data NO OF RESPONDENT 9 73 27 6 10 125 PERCENTAGE 7% 58% 22% 5% 8% 100

INTERPRETATION: From the above table it is found that 58% of employees they got satisfied that compensation provided to employees and 22% of employees says neutral and 7% of employees says highly satisfied and 8% of them are highly dissatisfied, and only 5% of employees are highly dissatisfied that compensation provided to employees.

CHART-3.14 ADEQUATE AND FAIR COMPENSATION FOR THE WORK

59

Source: Primary data

TABLE-3.15 SALARY PAID BY RESPONSIBILITIES AT WORK

RESPODENT NO OF RESPONDENT PERCENTAGE

60

OPINION Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL Source: Primary data 5 69 31 12 8 125 4% 55% 25% 10% 6% 100

INTERPRETATION: From the above table it is found that 55% of employees they got satisfied that salary paid by responsibilities at work and 25% of employees says neutral and 10% of employees says are dissatisfied and 6% of them are highly dissatisfied, and only 4% of employees are highly satisfied that that salary paid by responsibilities at work.

CHART-3.15 SALARY PAID BY RESPONSIBILITIES AT WORK

61

Source: Primary data

TABLE-3.16

62

PROVIDING REWARDS ACCORDING TO JOB PERFORMANCE

RESPODENT OPINION Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL Source: Primary data

NO OF RESPONDENT 25 87 16 125

PERCENTAGE 20% 67% 13% 100

INTERPREATION: From the above table it is found that 67% of employees they got satisfied that rewards made according to job performance and 20% of employees are highly satisfied and only 13% of employees are neutral that rewards made according to job performance.

CHART-3.16 PROVIDING REWARDS ACCORDING TO JOB PERFORMANCE

63

Source: Primary data

TABLE-3.17 OPPURTUNITIES TO LEARN NEW SKILLS AT WORK

RESPODENT NO OF RESPONDENT PERCENTAGE

64

OPINION Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL Source: Primary data 12 70 30 5 8 125 10% 56% 24% 4% 6% 100

INTERPRETATION: From the above table it is found that 56% of employees they got satisfied that opportunities help them to learn skill at work and 24% of employees says neutral and 10% of employees says are highly satisfied and 6% of them are highly dissatisfied, and only 4% of employees are dissatisfied that opportunities does not help them to learn skill at work.

CHART-3.17 OPPURTUNITIES TO LEARN NEW SKILLS AT WORK

65

Source: Primary data

TABLE-3.18 SATISFICATION OF SAFETY MEASURES THAT ADOPTED IN ORGANIZATION

66

RESPODENT OPINION Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL Source: Primary data

NO OF RESPONDENT 24 91 10 125

PERCENTAGE 19% 73% 8%

100

INTERPRETATION: From this above table it is found that 73% of respondent are satisfied in adoption of safety measures in organization and 19% of respondent are highly satisfied and only 8% of respondent are neutral in adoption of safety measures in organization.

CHART-3.18 SATISFICATION OF SAFETY MEASURES THAT ADOPTED IN ORGANIZATION

67

Source: Primary data

TABLE-3.19 SATISFICATION OFSAFETY EQUIPMENTS PROVIDED TO EMPLOYEES

68

RESPODENT OPINION Yes No TOTAL Source: Primary data

NO OF RESPONDENT 118 7 125

PERCENTAGE 95 5 100

INTERPREATION: From this above table it is found that 95% of respondent are satisfied of safety equipment provided to employees and only 5% of respondent are not satisfied of safety equipment provided to employees.

CHART-3.19

69

SATISFICATION OFSAFETY EQUIPMENTS PROVIDED TO EMPLOYEES

Source: Primary data

TABLE-3.20 SATISFACTION OF JOB ROTATION

70

RESPODENT OPINION Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL Source: Primary data

NO OF RESPONDENT 18 65 23 10 9 125

PERCENTAGE 14% 52% 19% 8% 7% 100

INTERPRETATION: From this above table it is found that 52% of respondent are satisfied in job rotation and 19% of respondent in neutral and 14% of respondent are highly satisfied 8% of respondent are dissatisfied and only 7% of respondent are highly dissatisfied.

CHART-3.20 SATISFACTION OF JOB ROTATION

71

Source: Primary data

TABLE-3.21 COMPANY FOLLOWS THE SAFETY NORMS STRICTLY

RESPODENT OPINION NO OF RESPONDENT PERCENTAGE

72

Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL Source: Primary data

25 87 13 125

20% 71% 9% 100

INTERPRETATION: From this above table it is found that 71% of respondent are satisfied in following of safety norms strictly and 20% of respondent are highly satisfied and only 9% of respondent are neutral that company follows the safety norms strictly .

CHART-3.21 COMPANY FOLLOWS THE SAFETY NORMS STRICTLY

73

Source: Primary data

TABLE-3.22

74

RELATIONSHIP WITH THE MANAGEMENT

RESPODENT OPINION Yes No TOTAL Source: Primary data

NO OF RESPONDENT 103 22 125

PERCENTAGE 82 18 100

INTERPRETATION: From this above table it is found that 82% of respondent are satisfied there is relationship with management and only 18% of respondent are not satisfied there is no relationship with management.

CHART-3.22 RELATIONSHIP WITH THE MANAGEMENT

75

Source: Primary data

TABLE-3.23 RELATIONSHIP WITH PEERS

RESPODENT NO OF RESPONDENT PERCENTAGE

76

OPINION Yes No TOTAL Source: Primary data 112 13 125 90 10 100

INTERPRETATION: From this above table it is found that 90% of respondent are satisfied there is a relationship with peers and only 10% of respondent are not satisfied there is not a relationship with peers.

CHART-3.23 RELATIONSHIP WITH PEERS

77

Source: Primary data

Relationship between Gender and Facilities Provided by Company.

The below table show the respondents according to their Gender and Facilities provided by company

78

Null Hypothesis (H0) = There is no significant relationship between the gender and the satisfaction on facilities provided

Table No. 3.24

Facilities Highly satisfied Gender Male Female 20 1 70 9 15 5 2 3 0 0 107 18 Satisfied Neutral Highly dissatisfied Dissatisfied Total

Total

21

79

20

125

Personal factor Gender and satisfaction level on facilities provided

Calculated chi-square value 9.49

Table Level of value significance 12.42 5%

Interpretation Null hypothesis Rejected

INTERPRETATION: Hence it can be inferred there is a significant relationship between the gender and the satisfaction on facilities provided.

Relationship between Experience and Income Provided to Employees

The below table show the respondents according to their income and experience of the employees

79

Null Hypothesis (H0) = There is no significant relationship between the experience and income level of the employees

Table No. 3.25

Income 10000-15000 Experience < 2years 3-4years 5-6years 7-10years Above 10 years Total 51 10 2 0 0 63 10 4 8 0 2 24 2 4 4 1 0 21 8 0 0 5 4 17 71 18 14 16 6 125 15001-20000 20001-25000 Above 25000 Total

Personal factor Experience and income

Calculated chi-square value 32.67

Table value 101.93

Level of significance 5%

Interpretation Null hypothesis Rejected

INTERPRETATION: Hence it can be inferred that there is a significant relationship between the experience and income level of the employees.

Relationship between Age and Relationship with Management in the company.

The below table show the respondents according to their Age and Relationship with Management in the company.

80

Null Hypothesis (H0) = There is no significant relationship between the Age and Relationship with Management in the company.

Table No. 3.26

AGE RELATIONSHIP WITH PEERS YES <20 21-25 26-30 >40 Total

67

14

14

103

NO

12

22

Total

79

20

12

14

125

Personal factor Age and Relationship with peers

Calculated chi-square value 7.82

Table value 7.38

Level of significance 5%

Interpretation Null hypothesis Rejected

INTERPRETATION: Hence it can be inferred there is a significant relationship between the Age and Relationship with Management in the company.

Relationship Between the Experiences and Satisfaction on Working Condition.

The below table show the respondents according to their working condition satisfaction and experiences.

81

Null Hypothesis (H0) = There is no significant relationship between the working condition satisfaction and experiences.

Table No. 3.27

WORKING CONDITION Highly Satisfied Neutral Satisfied EXPERIENCES >2 years 3-4 years 5-6 years 7-10 years Above 10 years Total 13 4 2 5 0 24 46 6 3 5 2 62 8 2 7 3 1 21 3 4 1 2 1 11 1 2 1 1 2 7 71 18 14 16 6 125 Dissatisfied Highly dissatisfied Total

Personal factor Employees working condition and Experiences INTERPRETATION:

Calculated chisquare value 26.30

Table value 39.028

Level of significance 5%

Interpretation Null hypothesis Accepted

Hence it can be inferred there is no significant relationship between the working condition satisfaction and experience.

CHAPTER-4
4.1 FINDINGS

82

The present study was intended to study the Quality of Work Life of workers in Sterlite industries India Ltd. It is an important function in the organization. The finding of this study was: It was found that the 49% of the employees are get satisfied of working condition in Sterlite. It was found that the 54% of the employees are get motivation from my superior in the work environment. It was found that the 47% of the employees having a proper communication with other department. It was found that the 58% of the employees are satisfied by giving an suggestion to organization. It was found that the 65% of the employees are satisfied having a proper relationship with their colleagues in Sterlite. It was found that the 55% of the employees are satisfied that training programmer has helped their job to do effectively. It was found that the 52% of the employees are satisfied that training programmer has helped them to improve their relationship in Sterlite. It was found that the 63% of the employees are satisfied with facilities provided by the organization. It was found that the 58% of the employees are satisfied with their compensation for their work. It was found that the 67% of the employees are satisfied with their rewards according to their job performance. It was found that the 100% of the employees are satisfied with their job security in sterlite. It was found that the 56% of the employees are satisfied opportunity made them to learn new skills at work. It was found that the 73% of the employees are satisfied with their safety measure that has been adopted in organization.

83

It was found that the 95% of the employees are satisfied with their safety measure provided to employees in organization. It was found that the 52% of the employees are satisfied with their job rotation. It was found that the 71% of the employees are satisfied that company follows the safety norms strictly in organization. It was found that the 58% of the employees are satisfied with facilities provided by the organization. It was found that the 82% of the employees are satisfied they keep an relationship with management. It was found that the 90% of the employees are satisfied their relationship with peers. It is found that in chi-square, it can be inferred there is a significant relationship between the gender and the satisfaction on facilities provided. It is found that in chi-square, it can be inferred there is a significant relationship between the gender and the satisfaction on facilities provided.

84

4.2. SUGGESTIONS Communication within the departments, peers and top management must be improved. Sound promotion policy should be implemented and career development of the employees should be given due to attention. Superior subordinate relationship should be improved for better interpersonal relation. More of team work can be encouraged and team spirit should be cultivated in the mind of employees. Performance appraisal should be evaluated. More training should be provided to employees on time management and stress management. Management should offer flexibility to employees and participate in decision making. Performance based promotion could be offered rather than seniority based promotion. Management should offer more incentives to motivate their workers. Feedback about the job could be got through proper feedback forms to improve the level of employee satisfaction.

85

4.3. CONCLUSION The quality of work life movement aims at integrating the sociopsychological needs of employees, the unique requirements of a particular technology, the structure and process of the organization and the existing sociocultural environment. It seeks to create a culture of work commitment in organizations and society at large so as to ensure higher productivity and greater job satisfaction of the employees. Quality of work life is a generic term that covers a persons feelings about every dimension, of work including economic rewards and benefits, security, working conditions, organizational and interpersonal relationships and its intrinsic meaning in a persons life. Sterlite industries India Ltd. is maintaining an excellent quality of work life programmes. They give fine career opportunities to the employees. The company also ensures a higher job security for the employees. Company gives keen importance to training and development of new as well as old employees. They conduct many training and development programmes most frequently For the company to survive in the competitive world and to capture the international market the top level managers should give more importance to Quality of work life practices of the company. They must encourage the employees to participate in the decision making process. Managers must concern the opinion of workers before making any important organizational change. Therefore the quality of work life practices practiced should be given prime emphasis as it helps the company to achieve a dominant position in this competitive world.

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BIBLIOGRAPHY

1. Kothari.C.R., (2001) Research Methodology Methods and Techniques 2nd edition, Vishwa Prakashan, Pp 277-299.

2. Tripathy, P.C., (2001), Human Resource Development, Sultan Chand and Sons, New Delhi.

3. Prasad L.M, (2001) Human Resource Management, Sultan Chand & Sons, Reprint 1998, Pp 229-350.

WEBSITE

1. www.google.com 2. www.citehr.com
3.

www.vedanta.com www.vedanta resource.com

4.

5. www.sterlite.com

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APPENDIX A STUDY ON QUALITY OF WORK LIFE QUESTIONNAIRE PERSONAL DETAILS

1. Name :

2. Age

: a) <20 b) 21-25 c) 26-30 d) 31-35 e) >40

3. Designation

a) Process controller b) senior process controller c) Engineer d) crane operator

4.

Gender

: a) Male b) Female

5. Qualification

a) B.sc b) M.sc c) ITI Diploma e) Engineering 6. Income Level(Rs) :

a) 10000-15000 b) 15001-20000 c) 20001-25000 d) >2500 7. Experience : a)<2yrs b) 3-4yrs c) 5-6yrs d) 7-10yrs e) above 10 years

88

Please specify the appropriate answers for the Health and Welfare measures, by making a tick ( ) in the appropriate Box: HS Highly Satisfied SSatisfied NNeutral D-Dissatisfied HDHighly Dissatisfied

S.NO
1

PARAMETER
I get good motivation from my superior in the work environment.

HS

DS

HDS

I am satisfied with the working conditions provided by the Sterlite`.

The other departments will help each other.

I feel free to offer comments and suggestions.

There is a harmonious relationship with our colleagues in Sterlite. Training programmes helps me to

achieve the required skill for performing the job efficiently. I think the training programmes helps in improving relationship among employees. I am satisfied with facilities (medical, canteen, I am etc.) getting provided adequate by and the fair organization.

compensation for the work.

89
10

My organization will pay salary by considering responsibilities at work.

11

Sterlite does a good job of linking rewards to job performance.

12

I get opportunities to learn new skills at work.

13

Safety

measures

adopted

in

the

organization giving an satisfaction

14

Does job Rotation satisfying you Does the company follow the safety norms strictly

15

ORGANISATION CLIMATE: S.No

1 2 3 4 5

PARAMETER
I feel secured about my job. Safety equipment provided to you which made satisfied Relationship with the management Relationship with peers Job satisfaction

YES

NO

THANK YOU