RAJASTHAN

SESSION 2011-12

A PROJECT REPORT ON EMPLOYEE SATISFACTION AT HINDUASTHAN ZINC LIMITED, ZAWAR MINES.

MOHAN LAL SUKHADIA UNIVERSITY UDAIPUR

SUBMITTED TO: -

SUBMITTED BY:-

MR.SUTEEKSHAN

RANAWAT

ABHISHEK DASHORA B.B.M. 3RD YEAR

ACKNOWLEDGEMENT

It is my pleasant duty to acknowledge my sincere gratitude and heartfelt thanks to all those who have encouraged, guided and helped me in the completion of this project. I am extremely thankful to Mr. Kamaal Trivedi, Executive (HR) for directing and guiding my work and providing me with all the necessary support and motivation. I am also highly thankful to all staff member for their coordination and support.

I
SR.No .

am

immensely
CONTENT

thankful

to

Mr.
PAGE NO

suteekshan ranawat (Head of BBM department) who helps me for making my Project report.

ABHISHEK DASHORA

1 2 3 4 5 6 7 8 9 10 11

Company Profile Over View Of H.Z.L. H.Z.L. Milestone At a Glance Vision, Mission & Objective Challenges For Zink Industries In New Millennium Service Department At Zawar Mines At Udaipur Functioning Of Personnel Dept. At Zawar Mines In Udaipur Management Of Strategic Human Resources In H.Z.L. Employee Satisfaction Conclusion Questionnaire Of Employee Satisfaction & Bibliography

4 7 8 10 12 17 18 26 29 46 49

HINDUSTAN ZINC LTD THE COMPANY PROFILE

INTRODUCTION:-

S.No.

Mining Units in Operations

Product

1.

Zawar Group of Mines, Zinc, Lead, Silver, Udaipur Ore and

Captive power Plant[80 Concentrates MW]

2.

Rajpura

Dariba

Mines, Zinc, Lead, Copper, Silver, Ore and

Rajsamand (Raj.) Sindeser Khurd Dariba Smelter Complex 3.

Concentrates

Rampura, Agucha Mines, Zinc, Lead, Silver, Bhilwara (Raj.) Ore and Concentres.

Hindustan

Zinc

Limited

is

one

of

the

leading

producers of Lead and Zinc in the country. It was incorporated as a Government of India Enterprises under the Ministry of Steel & Mines, Department of Mines, on January 10, 1966 after the takeover of erstwhile Metal Corporation of India Limited.

Interlaid to own manage and develop mining and smelting capacities for the import strategic Zinc and lead metals in the country.

S.No. 1. Debari

Smelter Zinc Smelter, Zinc,

Products Ingots, Acid, Silver

Udaipur (Raj.)

Sulphric Cadmium, and Cobalt.

2.

Zinc

Lead

Smelter, Zinc, Ingots, Lead, Sulphuric Cadmium Silver. Acid, and

Visakhapatham.

3.

Chanderia

Lead

Zinc Zinc,

Ingots

(a)

Smelter, Chittorgarh

GOB Zinc (b) SHG Zinc Lead, Silver

Cadmium, Sulphuric Bismuth Acid and

Mercury.

SIGNIFICANT

AND

USE

OF

ZINC

AND

OTHER PRODUCTS

Zinc:
It used as a protective metal for galvanizing steel, die casting and production of brass. Zinc oxide is put to use in paints, tyres, creams and Sun block. Lead: A wonderful metal is used in batteries power, vehicles, radiation shields, sound insulators, pipes, storage tanks for chemicals, solders etc.

Cadmium: Which is multipurpose metal, finds use in the manufacture of alkaline batteries, electroplating, antifriction alloys and pigments? Silver: An invaluable metal in used in photo film, printing plates, jewellery and silver ware. It is also used in contract and conduction products for the chemicals and electronic industry.

Cobalt: It is a stand-alone metal use able as strength at high temperature and corrosion resistance to super alloy steel, used in jet engines. Also finds use in permanent magnets, radioactive isotopes and a variety of chemical for pigments.

AN OVERVIEW OF HINDUSTAN ZINC LTD.

Hindustan Zinc. Ltd. was created form the erstwhile Metal Corporation of India (MCI) on 10th January 1966 as a Public Sector Undertaking. In April 2002, the Government of India, disinvested its majority stake in HZL, and it become a part of the fast growing Sterlite group. Since then HZL has been growing from strength to strength. HZL produces Zinc, Lead and by-products VIZ. Sulphuric Acid, Silver and Cadmium. The net sales for operation 9,192 crore. In 2010 it was 8,071 Crore. The sales of Zink in domestic market is 411,617 crore & the domestic Lead was 57,204. The Income tax paid by HZL in 2011 is 1059,973 crore. The production is 840,053 tons. It was 9% up as compare to previous year. Today HZL is India's leading base metal

producer. HZL is vertically integrated Mining & Smelting Company, gearing up to: Harnessing mining resources to help India

achieve self-sufficiency in Zinc. Become a global leader in Zinc. Create value for all entities whether it is

Customers, Investors or Employees. Constant innovation, meticulous attention to detail, extensive investments in R&D and technology are the

hallmarks of HZL making it a multi-unit and multiproduct company.

HZL Milestone at a glance:

2010-11 New plant Commissioned in Rajpura Dariba 2008-09 New Plant Commissioned at Chanderiya 2007-08 New Boiler Plant established at Debari Factory 2005-06 Chanderiya hydrometallurgical zinc plant begins production Chanderiya Ausmelt lead plant begins production. 2003-04 Sterile acquires additional shares of 18.92% from Government of India under call option 2002-03 Sterlite acquires 260/0 and management

control in HZL from the Government of India in privatization. A further 20% is bought from market through open offer. 1991 Chanderiya pyro metallurgical lead -zinc smelter and Rampura Agucha mine begin production.

1983 Rajpura Dariba Mine starts production. 1977 Vizag zinc smelter and second set of Zawar mine facilities commissioned. 1971 First expansion of Zawar mine commissioned. 1968 Debari smelter commissioned. 1942 Commencement of mining at Zawar.

HZL has broad based operation. Its spectrum of activities ranges from -: Exploration Mining Ore processing Smelting Refining of lead, Precious metals, Zinc, Cadmium, Cobalt, Copper. Power Plant Sales and marketing.

VISION, MISSION AND OBJECTIVES

Our Vision: Is a major natural resource company with diversified business leveraging the competitive

advantages offered by its mineral resource portfolio and competencies, inculcating best management

practices based on efficiency TQM concepts and trust.

Our Mission: To become a significant global producer of zinc and to remain as dominant market leader of zinc and lead in India. To avail opportunities to diversify into other businesses synergic with its competencies. To maximize satisfaction of its stakeholders.

Major Objectives: To increase smelting capacities so as to maintain and enhance market share. To locate world-class lead and zinc deposits by grass root exploration either independently or through joint venture. To augment mining capacities. To diversify into other mineral based Industries precious metals and important infrastructure sector like power. To provide consultancy sector in various aspects of the mineral industry and project management. To attain international level of productivity and quality standard through HRD efforts and intense R & D and its expansion and diversification activities. To strive for dividend @ 17.5% of the equity. To strengthen the image as the organization with commitment to excellent amongst all concerned.

CHALLENGES FOR ZINC INDUSTRY IN THE NEW MILLENNIUM

We have just entered into the new millennium, which is likely to bring to its own share for new opportunities, new circumstances and new challenges, although there are multitude of challenges, zone some of the important ones that we are prepared to face are as follow :Build Up Of Resources: Owing to year on-year mining activity the leadzinc resources are getting depleted very fast. In addition to the requirement for individual mines to delineate new are bodies and to prolong their operating lines, it is of utmost importance that we need to improve the lead zinc resources base

constantly to compensate the depletion in order to stay in business, further ore bodies will probably be more

costly to find mines and process than those in operation production now, because most of the will either be of lower grade or found at greater depths. The search for new mineral resources has to rely on more sophisticated techniques available in search for deeply buried concealed ore. Environment: Mining or in smelting, is likely to take longer because each requires a comprehensive and lengthy environmental audit zinc, by itself is not toxic but its natural association with lead, cadmium mercury and sulphur attracts strict control regimes throughout the world. As the standard of disposal of residues are becoming more rigid, environmental legislation

together with increased public awareness of the hazards, it is necessary to be extremely vigilant with respect to disposal of wastes/residues. This calls for increase in environmental protection both in existing and new plants. Further, there is a trend of resistance

against the use of any product which though by itself is safe but the means of its production is associated with environmental pollution. There it will be necessary to implement implement environmental environmental control control measures measures to for

beyond what is required as per the prevailing stipulations to ensure that the product is not

associated with the environmental hazard. This calls for a drive to make the people customs and all the concerned aware of high standard of environmental being maintained by the company in its production plants. Research & Development: Innovation breeds success even small

improvements which can result in some cost reduction can give much needed edge. In fact, it is these marginal advantages which differentiate on company from another.

Therefore it is necessarily to look closely each and every unit operation in production process and carrying out in house studies to determined any scope for improvement and also execute such ideas

efficiently all the areas. This might demand for a major thrust R&D efforts in both at unit and corporate levels. Productivity:In the changed competitive environment

maximizing the productivity in all the operations of the company, will have to be the watch word for the new millennium, which implies generating surplus fur sustainable growth for future by efficient utilization of all the resources. Quality Assurance: In free economy where a number of companies are competing in the market for the same product, the

image of quality, associated with the company of brand name becomes extremely important even if the products are identical in all respect of chemical and physical properties. The assurance that quality of a particular company product is assured to before declared standards will determined the customers choice, which will necessitate steeping up our efforts in quality assurance as per highest international 'standard, by having well trained and qualified quality control department backed by necessary instruments and analytical faculties.

RAPIDLY CHANGING BUSINESS WORLD : The most significant feature of today's business and industry is the rapidly with which changes are a Heeling industry. These changes are the result of the new close relationship between business and political decisions being influenced external trade and business

pressures. We should be aware that any protection and advantages due to a local situation can disappear overnight and the long per term planning based on the local conditions will not hold Good. The fundamental requirement for survival of any industry is that levels of basic parameters are at par with global competitors. We have brought about considerable improvement in the basic parameters like recovery efficiency energy consumption cost of concentrate productions etc. Though we have advantage in reasonable availability to raw materials now there is distinct advantage due to power cost and smelter unreliability is still of supply only since

electrolysis

the

preferred

technology for an industry producing only Zinc metal the cost of energy is serious constraint, it is necessary to have control on the cost and availability of power. However captive power plants are also not very economic at lower capacities and there is need to look

for collaboration and have a captive power plant with reasonable power cost. Product Development : In the age of new materials and applications even conventional metals are finding a wide range of new uses by slight modification in composition and mechanical treatment. There should be enough

awareness of growing customer needs and effort to develop product suitable for specific requirement. We should take lead in developing product applications by in house efforts and in collaboration with national and international producers. Human Resource Management: The main strength of an organization in the future -will be its people. The management of human resource should be a continuous process to ensure the development of employees confidence dynamism organizations and leading world

effectiveness, motivation and moral in systematic way. This could help to achieve higher productivity in terms of physical and financial outputs. The management of human resource has to aim at, to develop the nature a cultural change in organization which focuses on positive attitude. Openers trust and achieving

excellence in all spheres of activities. Corporate Social Responsibility: A part from excellent performance and financial strengths the image of a company will also be of vital importance in competitive environment. Public

relations in this contest means not only giving wide publicity to the company's activities but also the interaction of its management and personnel with wide variety of organizations and individuals with which they do business. Consistency and ability to inspire trust and confidence in such dealings integrity will be very important. The organizational culture will have to adapt to this situation.

SERVICE DEPARTMENTS AT ZAWAR MINES, UDAIPUR

Personnel and Administration department is a crucial department as it is concerned with

Management and operating functions (procurement, development, maintenance and utilization) with the view to attain organizational goal economically,

effectively and meeting the individual and social goals. It deals with the management of human power as well as administration of various systems like license procurement, furniture and fixtures, allotment of quarters, transportation, printing of forms and

performs etc. At ZM, Udaipur, personnel department is an important department, which relates to human

relations ships within the industry.

It aims to provide Physical amenities of workers (welfare). Psychological aspect of workers (psychological). Social responsibility in surrounding villages.

Functioning of Personnel Department at Zawar Mines, Udaipur

Personnel and Administration Department: Time Officer Administration Welfare Establishment Legal cell Time Office: It controls the timing of person coming in and going out in all the shifts.

It is required to know: Hours worked by a worker Amount to be paid to worker Discipline Absenteeism Maintenance of leave and other records L. T. C. All the financial matters in case of gratuity, compensation in case of death, provident fund etc is feuded from here.

Administration: It takes care of Town ship, leasehold area. Total fitting and fixtures. Stationary. Giving contract to Buses. Postal services.

 Entire communication system including circulars, payment of telephone bills is centralized here. Welfare: The welfare aspect has become statutory

binding on a company as per the factories Act, 1948. Factories Act, 1948. Zawar Mines, Udaipur aims to fulfil its social obligation in order to motivate its employees for better performance at Zawar Mines, Udaipur welfare

activities include: Subsidal canteen facility. Residential facility with subsidised electricity and free water supply. Free medical facilities for workers at the working place. Free safety equipments are provided by the company.

 Security of employees through provident Fund, gratuity scheme, pensions schemes, insurance and accidental claims. Facility of restroom, washing areas, crches etc. Loans are provided for house, marriages, car, medical etc. School is run, scholarships for students etc. Sports and other functions are organized.

Other Functions of Personnel Department: The basic functions of personnel department are as following: Man Power Planning. Recruitment and selection. Working conditions. Wages and incentives. Promotions.

OBJECTIVES OF PERSONNEL DEPARTMENT AT ZAWAR MINES, UDAIPUR: Responsibility for the maintenance of industrial peace, good labour management relations and avoidance of industrial strikes. Recruitment and selection of right person for the job. Implementation government. Proper maintenance of service records of of training schemes of

employees. Implementations of agreements, agreed discussions. Organizing welfare amenities for general health of the workmen. Proper implementation and coordination of awards and

management personnel policies. To ensure congenial and hygienic working

conditions to employees.

Manpower Planning Manpower planning is the process of determining scientifically the number and type of employees that an enterprise while need in specified period of time in future. It ensures that organization will have an adequate number of qualified people at proper time to perform various jobs efficiently with personal

satisfaction. At Zawar Mines, proper manpower planning is done in order to determine manpower requirement. They ensure that adequate executives, workers,

managers, mazdoors are available for future. Recruitment and Selection: Recruitment is the process of stimulating people to apply for a particular job. It created pool of candidates of most was suitable could be selected.

At Zawar Mines, recruitment is done both through internal as well as external source. Recruitment here could be through: Advertisement Employment exchange Deputation Employment agencies Campus Interview Online vacancies Selection is the careful screening of the

candidates to choose the most suitable person for the job vacancies. At Zawar Mines, all possible efforts are made to select best and most suitable person for a job.

Wages & Incentives: At Zawar Mines, wages are determined according to nature of work done qualifications and experience

of employees. Wages include dearness allowance also. Various allowances and incentives are also provided by the organization for eg. House rent allowances, transport allowance, night shift allowance, washing allowance, family welfare incentive, leave travel concession (LTC), free medical treatment, social security scheme benefits, bonus, gratuity, subsidized electricity, water supply etc. Working Conditions: Zawar Mines, Udaipur provides congenial & hygienic condition for the workmen employed there. Hours of work, rest intervals, holidays, safety

provisions are all taken care of Mainly 3 shifts & 1 general shift operate here. 1. 2. 3. 4. Shift A Shift B Shift C Shift (General) 8 am to 4 pm 4 pm to 12 pm 12 pm to 8 pm 8 am to 5 pm

Other Working Conditions at Zawar Mines are: Suitable drinking water facilities. Proper rest rooms for employees. Washing facilities. Adequate lighting & ventilation in factory. Safety Department: At ZM, Udaipur there is two safety committees: Shop floor safety committee. Central safety committee. They meet once in a month & analyse the prevailing safety measures. Stores Department: It has following functions Procurement of material Storage Issue of material Inventory control

Account Department: It is further divided into different section Costing/Budgeting section Bookkeeping Cash section Contractor section Excise & modvat section

MANAGEMENT OF STRATEGIC HUMAN RESOURCE IN H.Z.L.

HZL has been able to maintain growth and face the challenges of liberalization due to effective execution its human resource plan good employer employee relationship support of capable and

committed work force and union. The company has implemented a comprehensive plan for management of strategic human resource and there is marked improvement in competence morale and effectiveness of employees. It may be appreciated that human resource. The value of which does not depreciate like value of plant & machinery is to he managed with utmost skill and tact. It is generally agreed that no amount of technological up gradation or financial inputs worked result in justained higher level of performance until efforts are made to tackle bath the capability and willingness of human resource

to contribute in the desired direction. Therefore, the main strengths of the organization are its people and it is they would hold the key to its success and failure. Human Resource Management: There has been definite shift in the role of H.R. function has been a line function instead of traditional staff function and in gradual course it has assumed the role of specialized "Technical" Field just like any other field of managerial function. Therefore, the MR Manager is required to reorient himself from' merely being a change agent of facilitator to be a leader in management development. The management of Human Resource in of the HR and organizational

Hindustan Zinc Limited has been continues process to ensure the development of employees competencies dynamism, motivation and effectiveness in a

systematic and planned way.

Objectives: The core of objective Hindustan of Human Zinc Resource is as

Management

Limited

mentioned below: Incentive manpower planning. Improvement in the culture and values. Active participation at all levels. Identification of competency gaps. Redeployment of Human Resource. Preparation of employees for shouldering higher responsibilities. Strengthening the superior subordinate

relationship and team spirit. Career and Succession Planning: Hindustan Zinc has comprehensive career and succession plan system. It seeks to provide Career Advancement Channels is an open and just manner

keeping talents/merit and seniority in view. The executive care scheme is designed to: Ensure uniform opportunities of growth and advancement of individual matching with growing needs of organization. Lay out job specifications and promotional

systems. Motivate executive by providing channels of promotions. Specify basis for term scale and stagnation on promotions. The potential successors for key position are identified well in advance and groomed through training, job rotation and job enrichments schemes to shoulder higher responsibilities as and when demand arises.

EMPLOYEES SATISFACTION

The importance of job satisfaction is fairly evident from a description of the importance of maintaining morel in any industry. If a worker is not satisfied with his work, then both the quantity and quality of his output will suffer. If hi job satisfaction increase then there is an improvement in both the quality and quantity of production. Factories in which the workers are satisfied with their work are also characterized by a high morale. The following things are generally important for creating job satisfaction. 1. Attending and Solving Problem: It is desirable that the complaints of the worker be hearted patiently and the problems solved as far as possible. Factories in which the worker's demands are not needed suffer because the workers loss confidence in the management and become frustrated. 2. Secure Future: Every worker is definitely concerned about his future prospects. In the factory rules clearly lay down the condition of promotion and advancement, and if the worker gets the expected promotion and

improvement in pay scales at the right time. He feels satisfied and becomes confident of the future. On the other hand the workers feel that even good work will not reward he becomes frustrated and slack in his work.

3. Testing the worker's Ability and Progress: Every worker, whether in a factory or in office, desires that he should be paid according to ability. If he has undergone some new training or has increased his ability to work in some way, he should be compensated for his better ability through a rise in salary. Organization in which the management keeps an eye on the ability and progress of its worker normally has a high degree of job satisfaction among their workers. It is necessary that the management should give the worker some opportunity of progressing higher and higher. If, on the other hand, the organization does not pay any attention to the abilities and increased efficiency of its staff, if suffers in the long run because the workers also interest in their job and do not often try to improve their level of efficiency. This happens because they feel that an increase in qualifications or efficiency is not related to progress or promotion.

4. Respect for Creative Suggestions: Generally, speaking the worker working under a particular set of conditions is best qualified to say how and where improvements can be made. If worker are encouraged to suggest ways and means of improving the condition of work. They often come with very valuable ideas. This helps in increasing job satisfaction because when the worker is praised for giving a good practical idea he tends to pay more attention to his work in order to win more praise. If suggestions are neglected then the workers feel dissatisfied since apparently there can be no improvement in conditions in which he works. 5. Cordial Analysis or Evaluation of the Work: In every has organization to offer the manager of or the work

supervisor

criticism

the

performed by the worker because he must point out the worker's mistakes and try to eliminate them. If this criticism if offered in a cordial and friendly way more as suggestions than to it. His job satisfaction is also thereby maintained. But if the worker is abused or bitterly criticized for his mistake, he loses his peace of mind.

6. Increase in Wage: Rules governing increases in salary should clear and explicit and should be acted upon impartially and regularly. 7. Praise for good performance: If workers are not praised for exceptional

performance in their work they lose interest in it and as a result, the organization suffers. Even if they do good work they still remain dissatisfied and disgruntled. 8. Promotion According to Ability: In every organization some people are always being retired after completion of their promotion is based upon the ability of the worker then the worker's mental satisfaction is maintained. If, on the other hand, promotion depends upon other factors such as casteism, personal favour, etc. than the workers interest in his work declines. 9. Proper Quantum of Work: If job satisfaction is to be maintained it is essential that the quantity of work does not exceed the individual's ability to complete it. If he has to work more than the comfortably can bear a long time, the

worker is bound to become disgusted, depressed and tired. 10. Equal Wages for Equal Work: Labour unions in almost every industry are demanding that there should be equal pay for equal work. In any factory or office a worker must be paid as much as other workers are being paid in other organizations of similar work.

11.

Freedom to seed Help in Solving Problem: Very often the worker is faced by problem in this

work that he cannot solve alone. In such a case he should be free to seek help and guidance from other workers or even from the managers. 12. Absence of Unnecessary Intervention and

Criticism: No individual wants to sacrifice his self-respect. If the worker is up-necessarily shown disrespect or abused he quickly becomes dissatisfied. Hence he should be protected from useless interruptions and criticism.

13. Satisfactory Hours of Work: The hours of work in any factory or office should be convenient and so arranged as to offer the least possible inconvenience to the largest number of employees. If this is not looked into the workers becomes dissatisfied. 14. Availability of Leaves and Rest: In every industrial organization the workers should be given the proper amount of rest and holidays on festivals and other occasional of social celebrations. Now days it is thought necessary to give a half holiday every fifteen days in addition to the weekly holiday. It is evident from the above description of factors influencing job satisfaction that it necessitates the creation of certain conditions of work. Different factors may be important in (Afferent situations. Increase in wages is a common factor which is important everywhere. Promotion is another factor which places an important role in maintaining or destroying job satisfaction. Apart from this the other factors may be more or less important, depending upon the situation. For example, an organization in which the worker's educational degree has great

importance should also see to it the worker is promoted when he adds to his qualifications.

Employees Satisfaction The primary task of a manager is that of maintaining an organization that functions effectively. To do so, he must see that his subordinates work efficiently and produce result that is beneficial to the organization. Organizational goals can never be achieved without subordinate's willingness to put their best efforts. Here arises the problem of motivation. 'The capacity of work' and 'willingness to work' is two different things. A man can be physically, mentally and technically fit to work but he may not be willing to work. Hence, the need of motivation, arised. Motivating a worker is to create a need and a desire on the part of a worker to better his present performance. Thus, performance is determined by two factors, viz; level of ability to do certain work; and level of motivation. This can be expressed as follows: Performance = Ability x Motivation Thus, motivation is one of the main problem of personnel management.

Meaning of Motivation Motivation is a term derived from the word 'motive'. It can be explained as 'motive' as which makes person active in a particular way. It is an inner impulse causing man to action. A person works to satisfy his needs. So the human needs are the cause of action and motivation is a process of causing the mean realized these needs. Below some important definitions of motivation have been presented:According to Michel J. Jucius, "Motivation is the act of simulating someone of oneself to get a desired course of action, to push the right button to get desired results." According to Dale Beach, "Motivation can be defined as a willingness to expand energy to achieve a goal or rewards." According to McFarland) "Motivation refers to the way in which urges, derives, desires, aspirations, strivings or needs direct, control or explain the behaviour of human beings." According to W.G.Scot "Motivation is a process of stimulating people to action to accomplish desired goals."

Thus, is clear from these definitions that different experts have defined motivation in their own words, however, the basic contents are the same. On the analysis of these definitions, it is possible to derive the following characteristics of motivation:

1. Motivation is an Internal Feeling: Motivation is a psychological phenomenon 'which generates within an individual. Needs are feelings in the mind a person that he lacks certain thing. Such feelings affect the behaviour of the person. 2. Person in Totality not in Part, is Motivated: Each individual in the organization is a self-contained and inseparable unit and his all needs are interrelated. These affect the behaviour in different ways. Moreover, feeling of needs is a continuous process; as such these create continuity in human behavior. 3. Motivation Cause Good-Directed Behaviour:

Feeling of needs by the person causes him to behave in such a way that he tries to satisfy himself so that he does not feel the lack of that particular thing.

Need that is the feeling that something is required, creates tension in the mind and transforms itself depending on environment. This tension is released when this particular need is satisfied by certain behaviour again in the environment, i.e., incentives exist to satisfy the needs. Behaviour ends the moment tension is released. However, satisfaction of one need leads to feeling of another and the process goes on. 4. Product of anticipated value: Motivation is the product of anticipated values from an action' and she perceived probability and these values will be achieved by the action. The anticipated value is called 'value' and it is defined as the strength of a person's preference for one outcome in relation to others. The perceived probability is called 'expectancy' and n is defined as the strength of belief that a particular act will be followed by a particular outcome. Thus, motivational relationship can be expressed in the formula: Motivation = Valence x Expectancy Types of Motivation Types of Motivation: Motivation can be, positive or negative.

Punishments, teprimands, fear or loss of job are

methods where people work in fear, on the other hand, positive motivation, sometimes called 'anxiety' reducing motivation or the 'Correct approach" offer something valuable etc.) to for the person (pay, praise appreciation, acceptab.1e performance.

Motivation can be classified, as internal and external motivation also. Motives for Work: Why do people work? It is a fundamental question to be answered before preparing any plan for motivation. It is the intensity of human wants which motivates people to work. Employee motivation gets support and nourishment from the satisfaction of human wants. To increase individual work effectiveness motivation aims at providing all sorts of stimulus and incentive to employees at work or at home. As incentives increase the intensity and duration of human efforts, motivation seeks to bring into operation the full play of such incentives. Incentives may be either economic or non-econon1ic. Hawthorne experiments have demonstrated that noneconomic incentives are more impressive than financial incentives.

Importance of Motivation: Motivation is an important function of

management. Explaining the importance of motivation E.F.L. Breach writes: The problem of motivation is the key to management actions and in its executive form; it is among the chief task of the General Manager. We may safely lay it down that the tone of an organization is a reflection of the motivation from the top." Motivation is getting the members of the team to pull weight effectively, to give their loyalty to the group and organization, to carry out properly the activities allocated and generally to play an efficient part in the purpose or task that the organization has undertaken. Motivated employees are the real assets of any organization. All administrative action loses its point unless the members of the enterprise are willing to contribute their efforts for the fulfilment of their assigned tasks. The main function of management is to develop and increase a desire in every member of the organization to work effectively in his position. This all improves the moral of the employees. Good motivational measures fullest extent

resulting into increased productivity. It fosters the cooperative spirit among. The subordinates and their satisfaction level go high. In the nutshell to achieve

organizational and individual goals in an economic and efficient manner, motivation is an important tool in the hands of management to direct die behaviour of subordinates in the desired and appropriate direction and thus minimize the waste of human and other resources. The importance of motivation in an organization can be summed up as follows: 1. High Performance Level: Motivated employees put higher performance as compared to other employees. The high performance is a must for an organization and motivation is a vital requirement for high performance. A number of researches have proved the relationship between high performance and high motivation. 2. Low Employee Turnover and Absenteeism: A motivated employee says in the organization more and their absenteeism is quite low. High turnover and absenteeism create many problems in the organization. Recruiting training and development of large number of new personnel does not take long time but it is extensive too. In a competitive economy, this is almost an impossible task. Moreover, this also affects the reputation of the firm adversely. Motivation brings these rates lower.

3. Acceptance of Organizational Changes: the changes in organization are an usual phenomenon due to various reasons such as changes in technology, value system, etc. Organization has to cope with these changes with the requirement of time. When the changes are introduced in the organization there is a tendency to resist them by the employees. However, if they are properly motivated they accept those changes with zeal and enthusiasm and support in their proper implementation too. Techniques or Methods for Motivation Since human motives governing human behaviour and attitude towards work, "management can employ a variety of techniques to motivate his staff. Some important techniques are as follows:

1. Monetary Techniques: These techniques are based on this popular belief that a man work for money. Hence, an attraction of getting more money will prove to be the most powerful motivator. Incentives like more pay (through various premium plans), fringe, benefits, security of tenure, conditions of service, etc. are some examples of the monetary techniques motivation.

2. Job based Techniques: These techniques are based on social human and psychological beliefs. Job simplification, job rotation, job enlargement, job enrichment, freedom in planning for work, sense of recognition, responsibility and achievement; ire some examples of such technique. 3. MBO author Technique: of Pater Drucker has a well-known this

management,

developed

technique which emphasizes on self control and selfmotivation. U is a participatory technique of motivation common whereby goals. It managers an and their on subordinates jointly participate in achieving the requires emphasis management by objectives policy in the concern. 4. Leadership Styles: Leadership styles or supervisory techniques have also a great role in motivation of employees. Autocratic, democratic, and free rein techniques of leadership are important styles and they have their own implications for employee motivation, morale and productivity. The management must try different supervisory styles in different circumstances for different employees. 5. Group-Based Techniques: Herber Bonner a wellknown author has advocated group based techniques for motivating the employees. According

to him. "Motivation is not wholly, nor even primarily, an individual variable. Certainly its force and direction are functions of the social situation in which it arises and is exercised. "Hence, management should foster group consciousness and cohesiveness among individual, employees by laying down general norms and guideline of work for the group as a whole. 6. Sensitivity Training: This is a technique of training given to group of managers (known as T-groups) themselves so that they behave with and motivate their subordinates better. The sensitivity training is impaled to make insight the into managers group understand and themselves better, becoming more open minded, developing process, cultivating a systematic approach towards the problem of motivation. A manager thus trained is supposed to be more consistently able and willing to Communicate with his subordinates and inspire them to contribute and objectives. their best to the common goals

Precautions in Motivation Though motivation is an important task of management, but it is a part of process of management. It should not be over looked by the management. Management should have a balanced approach in this respect. Further, there cannot be a single source of motivation, a system of motivation is required a co-ordinate set of incentives, positive as well as negative, available for selective application to elicit the best efforts of individuals. Hence, a coordinated approach is required in this direction. The primary task of a manager is that of maintaining an organization that functions effectively. To do so he must see that his subordinates work efficiently and produce results that is beneficial to the organization. Organizational goals can never attain without subordinate's willingness to put their best efforts. Here arises the problem of motivation. The capacity to work. Work is two different things. A man can be physically, mentally and technically fit to work but he may not be willing to work at all. Hence, the need of motivation, as the art of management is concerned with getting the thing done through and with the people: motivation is an essential part of the process of management. Modern management theory

recognizes that employees should be treated in a fair way and they should feel that they are being treated so. The right atmosphere should result in co-operation that maximum production. There should be positive motivation throughout the organization. Method of Motivation Motivating the employees is a complex problem. It cannot be achieved simply by installing an incentive wage system or doing any other thing. Individual needs, group norms, social satisfactions, informal leadership, status and other SOCIO- psychological factors all are important. Thus, motivation is a highly complex problem involving the independence .of many factors. An executive needs to know the three fundamental bases for attacking the problem of motivation: (i) individual characteristics

(ii) job characteristics and (iii) environmental characteristics The chart on next page given gives a snapshot view of the various types of incentives which motivate the subordinates. Thus, as the chart shows that motivation is a function not merely of monetary compensation but is

related to certain non monetary factors also. As a matter of fact, motivation is more a psychological problem than a financial or managerial one. It is impossible to understand and administer motivation without considering what people want and expect from their jobs. Hence, the study of needs, aspiration and individual motives behind the work is very important. Undoubtedly, financial incentives can provide the necessary encouragement for employees to work harder, but social and psychological factors also play a vital and more important sometimes role in the process of motivation.

IMPORTANT

ELEMENTS

OF

SOUND

MOTIVATIONAL SYSTEM A critical analysis of the various motivational models reveals that there is wide scope of variability in the factors of motivation: As such management will be in dilemma as to how to motivate their employees to get best results. Moreover, these models have been given by foreign contributory which are more applicable to their industrial system. In India, because of different social-economic conditions, those models are applicable with certain reservations. Thus, while adopting a motivational model, some important

considerations should be kept in mind. These can be summarized as follows: 1. Adequate Motivation: The motivation system should be adequate covering the entire human force in the organization and it should cover entire activities of the working force. Sometimes, the presence of a motivational factor fails to produce any effective result, particularly when its amount is too small. In such a case, its energetic force should be increased so that. It motivates strongly. 2. Analysis of Motives: A good motivation system also attempts at analyzing the factors which motivate the employees in the prevailing organizational environment. Study of the various needs of the employees, degree of intensity and the prospective consequences of satisfying them or continuing them dissatisfied on output should be conducted. 3. Simplicity in Motivational System: The system should be simple both in terms of its understanding by the employees and its applicability in the organization. Employees efforts are directed to goal only when they perceive that a particular goal exists and this requires a particular type of efforts. The system should be simple to be adopted by the organization at various levels.

4. Uneven Motivation: In the organization all the employees are not of same type. They differ in education, attitude, ambition, etc. Thus more educated, ambitious persons can be motivated up to very high level while others cannot be. If such employees are motivated beyond a certain limit, this may create frustration in them as overloaded or unachievable goals create frustration.

CONCLUSION
5. Hindustan Zinc Ltd. has done a remarkable Job in Employee Satisfaction as per my research. During my Survey, there were an impressive number of Positive responses to my three areas of my research i.e. 6. 1- Working Environment 7. 2- Incentives and compensation 8. 3- Motivation 9. There were a Minimal number of Negative responses or otherwise satisfaction was imminent in both areas. During my study I had an indication of employee satisfaction and an urge for better but overall in the three areas of research; it was

evident that a company has taken enormous responsibility towards its employees. 10. Areas of improvement according to my research included Canteen Facility where most employees felt that it needed improvement and provision of better quality of snacks without massive Increase in price. The other highlight of my research considered on pension plan where there were a large number of dies satisfied responses. 11. It was notified then that working environment needed improvement especially in effect of employees health and their safety as area of specification for dissatisfaction.

HINDUSTAN ZINC LIMITED ZAWAR MINESS THE EMPLOYEE SATISFACTION QUESTIONNAIRE Employee Name Employee Number Designation Department : : : : :

Date of Joining & Category Present Category :

1. Is your working environment safe? (A) Yes (B) No (C) Needs Improvement

2. Your working conditional is? (A) Good (B) Bad (C) Needs Improvement 3. Are you satisfied with the existing incentive scheme? (A) Yes (B) No (C) Not enough

4. Are more Incentives motivation to your work? (A) Yes (B) No (C) Some times

5. Up to what level you are satisfied with your existing working of the job? (A) Satisfied Improvement (B) Not Satisfied (C) Needs

6. Are you satisfied with the career planning of the organization? (A) Yes (B) No (C) I don't know

7. Does your work affect your health? (A) Yes (B) No (C) Not very much

8. Is the working environment of your job? (A) Most favourable Unfavourable (D) Needs Improvement 9. Are you satisfied with the salary for the work assigned to you? (A) Satisfied (B) Not satisfied (C) satisfied 10. Should company provide canteen facility? (A) Yes (B) No (C) Not necessary partially (B) Favourable (C)

11. Should the company offer L.T.C.? (A) Yes (B) No (C) if necessary

12. Is your pension plan satisfactory? (A) Yes (B) No (C) Not aware

13. Your experience working with the company? (A) Good (B) Bad (C) Moderate

14. Are you a happy employee? / Do you enjoy you work very much? (A) Yes (B) No (C) Not very happy

BIBLIOGRAPHY

Mathis and Jackson: Personal Contemporary Perspectives and Application Philip Kilter Keller: K.K. Abuja: C.R. Kothari: K. Aswathapa: T. N. Chabara Human Resources Management Personnel Management Research methodology Human Resources Management Human Resources Management