TCCL UDOYAGMANDAL

Chapter-1

INTRODUCTION

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1.1 INTRODUCTION

Development of human resource is crucial for the industrial

development of any nation. Job satisfaction describes how content an individual is

with his/her job. It’s relatively recent term in previous centuries the jobs available to a

particular person were often predetermined to the occupation of that person’s parent.

There are variety of factors which can influence the level of job satisfaction. Some of

these factors include the level of pay and benefits, the perceived fairness of the

promotion system within a company, the quality of the working conditions

leaderships and social relationships, the job itself,(the variety of tasks involved ,the

interst and challenge the job generates, the clarity of the job description/requirements

The happier people are within their job, the more satisfied they are said

to be. Job satisfaction is not he same as motivation, although it’s clearly linked. Job

design aims to enhance job satisfaction and performance methods include job rotation,

job enlargement, job enrichment. Other influence on satisfaction includes the

management style and culture ,employee involvement, empowerment and

autonomous work groups. Job satisfaction is very important attribute which is

frequently measured by or organisations. The most common way of measurement is

the use of rating scales where employees report their reactions to their jobs. Questions

relate to relate of pay, work responsibilities, variety of tasks, promotional

opportunities the work itself and co-workers.

Job satisfaction in regards to one’s feeling or state of mind regarding

nature of their work. Job can be influenced by variety of factors like quality of one’s

relationship with supervisor, quality of physical environment in which they work,

degree of fulfilment in their work, etc.

Job satisfaction is an attitude which result from balancing &summation

of many specific likes or dislikes experienced in connection with the job –their

evaluation may largely upon one’s success or failure in the achievement of personal

objective and upon perceived combination of the job and combination towards these

end.

Positive attitude towards job are equivalent to job satisfaction where as

negative attitude towards job has been defined variously from time to time. In short

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job satisfaction is a person’s attitude towards job. Job satisfaction is an important

indicator of how employees feel about their job and a predictor of work behaviour

such as organizational Citizenship, Absenteeism, and Turnover.

1.2 STATEMENT OF THE PROBLEM

Here i want to study the job satisfaction among employees in

Travancore Cochin Chemicals LTD, Udoygamandal. Job satisfaction is an

individual’s general attitude towards his or her job. Job satisfaction is one of the

important factors which have down attending of managers in the organisation as well

as academicians. So here i evaluate how effectively TCCL Udoygamandal ensuring

job satisfaction among employees.

1.3 OBJECTIVES OF THE STUDY

To assess the satisfaction level of employees

To identify the factors which influence the job satisfaction of employees

To know the welfare facilities given to the employees

To know the security given to employees

To know the employees satisfaction towards the facilities

1.4 SCOPE OF THE STUDY

The researcher has taken the topic a study on job satisfaction. The

study will be carried out in manufacturing industry TRAVENCORE COCHIN

CHEMICALS (TCC) UDYOGAMANDAL. The researcher has to decided to study

the factors involved in the job satisfaction ,to what extent it is being followed in the

industries. This study also aims at finding out the dis-satisfaction as a result of the job

satisfaction and to extent it being implemented.

The scope of the study extent to verify and assess the job satisfaction.

Ways and means to create a job satisfaction, welfare facilities of the organization

&importance of the organization.

1.5 METHODOLOGY OF THE STUDY

Any common enquiry to gain some knowledge or a common enquiry

to seek out facts or a common enquiry to clarified doubts and misconceived

phenomenon is called as research. Research is nothing but, the systematic search for

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an answer to a question or a solution to a problem. Research is a purposive

investigation or an organized inquiry.

AIM OF THE STUDY

The main aim of the study is to know about the various factors that

affect the “JOB SATISFACTION” in Travancore Cochin Chemicals the

manufacturing industry.

DATA COLLECTION

The collection of data includes the primary data collection and

secondary data collection.

PRIMARY DATA

Primary data are in the form of raw material to which statistical

methods are applied for the purposes of analysis and interpretations.

The primary sources are discussion with employees, data collected

through questionnaire.

SECONDARY DATA

The secondary data mainly consists of data and information collected

from records, company websites and also discussion with the management of the

organisation. Secondary data was also collected from journals, magazines and books.

SAMPLING DESIGN

A sampling design is a finite plan for obtaining a sample from a given

population. Non probability sampling techniques is adopted.

1.6 PERIOD OF THE STUDY

The study is conducting for a period of 45 days starting from 20th

October to5th December 2011.

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1.7 LIMITATIONS OF THE STUDY

1) Due to inadequate time, it is not possible to analyze all aspects relevant to

the study.

2) The sample includes only a percentage of the total number of workers

working in the company.

3) Researcher faced a little difficulty to get the information.

4) Most of the respondents seemed to be very busy with their jobs and they

are not interested in answering the questionnaire.

5) The cause reference are only restricted to TCC.

6) The study was limited only during the day hours. So interactions with the

employees in the night shift were not possible.

1.8 CHAPTERISATION

Chapter-1 INTRODUCTION

Includes the introduction to the study, statement of the problem, objectives of the

study, scope of the study, methodology, period of the study and limitations of the

study.

Chapter-2 INDUSTRY PROFILE

Includes industrial profile of Chemical industry

Chapter-3 COMPANY PROFILE

Includes Company profile- Travancore Cochin Chemicals, Udyogmandal

Chapter-4 THEORETICAL FRAMEWORK

This chapter deals with the theoretical framework on job satisfaction

Chapter-5 ANALYSIS AND INTERPRETATION

This chapter deals with the analysis and interpretation of the collected data’s from the

company.

Chapter-6 FINDINGS, CONCLUSION AND SUGGESTIONS

This chapter deals with Findings, Conclusion and Suggestion.

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CHAPTER-2

INDUSTRY PROFILE

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INDUSTRY PROFILE

The world economy is developing. This development is accompanied

by the development of various industries as well. A wide variety of products are

coming in to the market. These industries require many chemicals in the course of it

production. Apart from the production process, chemicals also from a major

constituent of the product. Hence many chemical industries producing a wide range of

chemicals have come up. A chemical industry can be defined as a company that

produces industrial chemicals. This industry utilizes chemical process such as

chemical reactions and refining methods to convert raw materials –in to more than

70000 different products.

  Salt is one of the oldest and most popular condiments. What is

relatively unknown, however, is that salt is also the raw material for one of the most

potentially profitable chemical industries in the country – chlor- alkali. The chlor -

alkali industry in India is around 60 years old. It began with a modest capacity of a

few thousand tonnes per annum. In the process of manufacturing chlor-alkali some

bye products are assured. For each tonne of caustic soda ,860 kg of chlorine and 25kg

of hydrogen will be produced. Some amount of chlor produced is combined with

hydrogen to make hydrochloric acid. Caustic soda, hudrochloric acid and chlorine are

the basic chemicals and are used by almost all industries .Chemical industry is highly

heterogeneous with following sectors like petrochemicals, inorganic chemicals,

organic chemicals, bulk drugs, agrochemicals, paints and dyes and foreign trade.

2.1Chemical Industry

The chemical industry comprises the companies that produce industrial

chemicals. It is central to modern world economy, converting raw materials (oil,

natural gas, air, water, metals, and minerals) into more than 70,000 different products.

Polymers and plastics, especially polyethylene, polypropylene, polyvinyl chloride,

polyethylene terephthalate, polystyrene and polycarbonate comprise about 80% of

the industry’s output worldwide. Chemicals are used to make a wide variety of

consumer goods, as well as thousands inputs to agriculture, manufacturing,

construction, and service industries. The chemical industry itself consumes 26 percent

of its own output. Major industrial customers include rubber and plastic products,

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textiles, apparel, petroleum refining, pulp and paper, and primary metals. Chemicals

are nearly a $2 trillion global enterprise, and the EU and U.S. chemical companies are

the world's largest producers. The largest corporate producers worldwide, with plants

in numerous countries, are BASF, Dow, Shell, Bayer, INEOS, Exxon Mobil, DuPont,

and Mitsubishi, along with thousands of smaller firms.

In the U.S. there are 170 major chemical companies. They operate

internationally with more than 2,800 facilities outside the U.S. and 1,700 foreign

subsidiaries or affiliates operating. The U.S. chemical output is $400 billion a year.

The U.S. industry records large trade surpluses and employs more than a million

people in the United States alone. The chemical industry is also the second largest

consumer of energy in manufacturing and spends over $5 billion annually on

pollution abatement.

In Europe, especially Germany, the chemical, plastics and rubber sectors are

among the largest industrial sectors. Together they generate about 3.2 million jobs in

more than 60,000 companies. Since 2000 the chemical sector alone has represented

2/3 of the entire manufacturing trade surplus of the EU. The chemical sector accounts

for 12% of the EU manufacturing industry's added value.

The chemical industry has shown rapid growth for more than fifty years. The

fastest growing areas have been in the manufacture of synthetic organic polymers

used as plastics, fibers and elastomers. Historically and presently the chemical

industry has been concentrated in three areas of the world, Western Europe, North

America and Japan (the Triad). The European Community remains the largest

producer area followed by the USA and Japan.

The traditional dominance of chemical production by the Triad countries is

being challenged by changes in feedstock availability and price, labour cost, energy

cost, differential rates of economic growth and environmental pressures. Instrumental

in the changing structure of the global chemical industry has been the growth in

China, India, Korea, the Middle East, South East Asia, Nigeria, Trinidad, Thailand,

Brazil, Venezuela, and Indonesia.

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2.2Technology

As accepted by chemical engineers, the chemical industry involves the use of

chemical processes such as chemical reactions and refining methods to produce a

wide variety of solid, liquid, and gaseous materials. Most of these products are used in

manufacture of other items, although a smaller number are used directly by

consumers. Solvents, pesticides, lye, washing soda, and Portland cement are a few

examples of product used by consumers. The industry includes manufacturers of

inorganic- and organic-industrial chemicals, ceramic products, petrochemicals,

agrochemicals, polymers and rubber (elastomers), oleo chemicals (oils, fats, and

waxes), explosives, fragrances and flavours. Examples of these products are shown

below.

Product Type Examples inorganic industrial ammonia, nitrogen, sodium

hydroxide, sulphuric acid, Organic industrial acrylonitrile, phenol, ethylene oxide,

urea, Ceramic products silica brick, frit Petrochemicals benzene, ethylene, styrene,

Agrochemicals fertilizers, insecticides, herbicides, Polymers polyethylene, Bakelite,

polyester, Elastomers polyisoprene, neoprene, polyurethane, Oleo chemicals lard,

soybean oil, stearic acid, Explosives nitroglycerin, ammonium nitrate, nitrocellulose,

Fragrances and flavors benzyl benzoate, coumarone, vanillin.

Although the pharmaceutical industry is often considered a chemical industry, it has

many different characteristics that put it in a separate category. Other closely related

industries include petroleum, glass, paint, ink, sealant, adhesive, and food processing

manufacturers.

Chemical processes such as chemical reactions are used in chemical plants to

form new substances in various types of reaction vessels. In many cases the reactions

are conducted in special corrosion resistant equipment at elevated temperatures and

pressures with the use of catalysts. The products of these reactions are separated using

a variety of techniques including distillation especially fractional distillation,

precipitation, crystallization, adsorption, filtration, sublimation, and drying. The

processes and product are usually tested during and after manufacture by dedicated

instruments and on-site quality control laboratories to insure safe operation and to

assure that the product will meet required specifications. The products are packaged

and delivered by many methods, including pipelines, tank-cars, and tank-trucks (for

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TCCL UDOYAGMANDAL

both solids and liquids), cylinders, drums, bottles, and boxes. Chemical companies

often have a research and development laboratory for developing and testing products

and processes. These facilities may include pilot plants, and such research facilities

may be located at a site separate from the production plant.

2.3Companies in 21st century

The chemical industry includes large, medium, and small companies that are

located worldwide. Companies with sales of chemical products greater than $10

billion dollars in fiscal year 2005 are shown below. For some of these companies the

chemical sales represented only a portion of their total sales; for example Exxon

Mobil’s chemical sales were only 8.7 percent of their total sales.

Chemical Industry is highly heterogeneous with following major sectors:

Petrochemicals

Inorganic Chemicals

Organic Chemicals

Fine and specialties

Bulk Drugs

Agrochemicals

Paints and Dyes

2.4Foreign Trade

India was a net importer of chemicals in early 1990s, but has now become a

net exporter due to reduction in imports because of implementation of many large

scale petrochemical plants like Reliance, ONGC etc. and also because of tremendous

growth of exports in sectors like bulk drugs and pharmacy, pesticides, dyes and

intermediates.

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CHAPTER-3

COMPANY PROFILE

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INTRODUCTION

The Travancore Cochin chemicals Ltd, popularly known as TCC Ltd, is a

state owned public sector undertaking by the government of kerala.TCC is situated at

Udyogamandal, Cochin, incorporated in 1951,TCC is the oldest chlor-alkali unit in

the country and also is the only chlor-alkali unit in the state of kerala. The caustic

soda was produced initially using mercury cell technology.TCC was also the first

company in India to install the mercury cell plant for the manufacture of caustic

soda.TCC is a chemical industry and manufactures of products like caustic

soda ,chlorine, hydrochloric acid, soda bleach and related chemicals. With continues

efforts for up gradation of technology and professional management the compass has

a good track record of operation and healthy industrial relations.TCC is an also

9001:2000certified company. The company supports a large number of industrial

units by supplying basic chemicals.TCC is conscious about it’s social responsibility

and is dedicated to maintain the quality of products.

3.1HISTORY & GROWTH

The Travancore-Cochin Chemicals Ltd., popularly known as TCC was

established in 1950. The idea of establishing the unit was conceived by M/s

Sheshasayee Brothers the then managing agent of FACT.

The venture was started as partnership concern in the name Travancore

Mettur Chemicals with FACT and MCIC (Mettur Chemicals and Industrial

Corporation) as partners. In 1951 the partnership was registered as a Public Limited

Company, with the State Government contributing the major share of equity and the

company was then named as TRAVANCORE-COCHIN CHEMICALS LTD. M/s

Sheshasayee Brothers continued to be the managing agents for the next 10 years.

Commercial production of Caustic Soda from the first plant of 20 tpd capacity

was started in 1954 January. The technology employed was mercury cell technology.

TCC is the first unit in India to manufacture Rayon grade Caustic Soda.

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TCCL UDOYAGMANDAL

3.2PRESENT SITUATION

TCC is the only chlor-alkali industry in Kerala. In India there are about 40

chlor-alkali units as the company’s competitors. Now TCC owes 109 acres of land

and around 600 people are working in three shifts. Plants are functioning by full

capacity. The company has helped in attracting new industries to Kerala. These

industries include Indian Rare Earth Ltd, Hindustan Insecticides Ltd, Hindustan News

Print Ltd, Kerala Minerals and Metals Ltd etc. These industries are dependent on TCC

for the supply of the basic chemicals.

At present the company having the installed capacity of 175 TPD of caustic

soda.125 TPD from M/s ASAHIGLASS COMPANY, Japan commissioned in

1997.25 tones per day bipolar membrane cell caustic soda plant supplied by M/s

UHDE Germany was commissioned in July 2005 and another 25 TPD membrane cell

plant from UHDE, Germany was commissioned in August 2006.The registered office

and factory of the company is situated at Eloor,Udyogmandal-683501,Ernakulam

Dist, Kerala. Company has obtained ‘ÍSO certification9001-2001’ ín the year

2006.The company is working towards ISO 14000 standards currently.

PRESENT CAPITAL FORMATION

INVESTORS SHARE (percentage)

Govt. of Kerala 80

KSIDC 17

FACT 2

Vinly Investment Ltd, Chennai 1

TOTAL 100

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INFRASTURECTURE

The company is conveniently situated at Udyogamandal, industrial

area, Kerala. It’s situated on the banks of Periyar river and hence has abundant supply

of water. Out of the 109 acres of land on which TCC is situated,20 acres are leased

out to M/s BSES Kerala power Ltd.TCC receives lease rent on this. In addition to the

plant and building, it has a full fledged housing colony for the accommodation of it’s

employees. The company also has a water treatment plant from Periyar river. This

water treatment plant has a capacity of 5mgd.For electricity supply, TCC also has a

110 k v electricity substation.

Stages of Growth

1956 - A continuous Caustic Fusion Plant 20 tonnes per day for producing Caustic

Soda flakes.

1958 - Chlorine Liquefaction Plant

1960 - Capacity enhanced to 30 tonnes per day further to 40 tonnes per day.

o Established new plant for manufacture of Sodium Hydrosulphate 3 tpd

capacity

1967 -  7 tpd Sodium Hydrosulphate

o 60 tpd Caustic Fusion Plant

o 4 tpd Iron free Sodium Sulphate

1975 Added another 100 tpd Caustic Soda Membrane Unit thereby increased the

production capacity 200 tpd own Water Treatment Plant.

(by 1988, many of the old unit were dismantled)

1997 - 100 TPD Caustic Soda manufacturing unit using Membarane technology

capacity 125 tpd.

1998- New CCF Plant in place of existing 60 tpd.

2005 -Addition 25 tpd

2006 Addition 25 tpd

At present total installed capacity is 175 tpd Caustic Fusion plant for 100 tpd

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Products:

Caustic soda lye

Caustic soda flakes

Liquid Chlorine

Hydrochloric acid

Sodium Hypochlorite

3.3. CORPORATE MISSION

TCC is committed to supply quality chemicals at competitive prices.

Customer satisfaction, Concern for environment and Safety are our priorities.

They intend to achieve vision

Utmost level of conservation of all resources including energy

Cost effectiveness in all operations

Regular upgrading of technologies used in processing

Compliance with laws and statutory regulation

Capacity up gradation by another 50 TPD

3.4. OBJECTIVES

Produce and market chemicals and caustic soda economically and in an

environmentally sound manner.

To maintain optimum level of efficiency and productivity and to secure

optimum return on investment.

To maximize profits from projects taken up.

The continuously upgrade the quality of human resource of the company and

to promote organization development.

To improve the plant’s operational safety and to confirm statutory pollution

controls standards.

To ensure corporate growth by expansion and diversification.

To care for community around.

Corporate Governing Body:

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DIRECTOR(OFFICIAL)

TCCL UDOYAGMANDAL

Quality Policy:

They are committed to enhance customer satisfaction by providing goods and services

complying with continually improving Quality Management System.

Health and safety policy:

TCC is committed to provide every one of its employees and the related public

an accident-free and healthy environment in its efforts to manufacture high

quality products at competitive prices. The company will comply with all

statutory requirements in this regard.

The company will provide a work environment in which identified hazards are

controlled, if elimination is not feasible and will provide personal protective

equipments wherever necessary.

Accident prevention is the direct responsibility of the Line – Management and

will be an important criterion for performance appraisal. Line – Management

will ensure that all safety measures are incorporated in the operating and

maintenance procedures as well as in any process technology changes in the

plant/infrastructure.

Consideration of health and safety will be given proper weightage in selection

and deployment of the personnel.

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CHAIRMAN

DIRECTORNOMINEE DIRECTOR

DIRECTOR

(FINANCE)

MANAGING DIRECTER

TCCL UDOYAGMANDAL

The company will ensure that health and safety aspects are given due

consideration in decision regarding purchase of plant equipments, machinery

and materials.

Every employee of the company shall perform his/her job adopting Safe and

proper work methods and using appropriate Safety equipments understanding

that their career advancement is linked with SAFE performance.

Contractors, sub-contract workers, transporters and visitors entering the

factory shall be required to observe health and safety practices of the company

in all their activities.

All contract jobs will be carried only through the laid down procedures with

appropriate supervision.

The company will carry out safety audits, risk assessment studies, emergency mock

drills, and periodic assessment of health of its employees as well as status place

hazards be identified, appropriately evaluated and effectively controlled to achieve

this goal. Whole hearted co-operation of all is solicited for this.

Energy Policy:

At the Travancore-Cochin Chemicals Udyogamandal are always committed to

conservation of energy by all possible means

To accomplish our mission, they strive for:

Technological up gradation to reduce specific energy consumption

Conducting energy conservation studies including energy audit and adopting the

apt measures for conserving energy

Contacting other organizations and enriching our experiences on energy

conservation

Using renewable energy sources to the extent possible

Disseminating knowledge and information on energy conservation to our

employees

Low energy fuels also to be tried depending upon feasibility.

3.5. AWARDS WON AND ISO CERTIFICATION

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Moving with the times, TCC keeps up its technology regularly updated and

continue to be the competitive strength in the Chlor-alkali industry. With expanded

plants and higher production capacity, TCC has come out to be the profitable public

sector undertaking. Over the years we have achieved recognition and awards for the

remarkable performance in the industry with regard to production, productivity,

energy conservation and environmental protection.

1981 - Best Performance Award for Safety in the State from Directorate of

Factories & Boilers, Government of Kerala

1988-89 - Best Pollution Control Award under group "Heavy Inorganic

Industries" in Kerala, from Kerala State Pollution Control Board

1989 - Award for Best Performance in Safety in India under "Chemical

Industries" group from National Safety Council.

1989-90 - Prize for Productivity from Kerala State Productivity Council.

1993 - Best Performance award for Energy Conservation in the State of Kerala

under group "Chemical & Fertilizers – above 3000 KVA" from Government

of Kerala

1994-95 - Best Performance award for the Productivity in the State of Kerala

under group "Large Industries" from Kerala State Productivity Council

1995-96 - Best Performance award for Productivity in the State of Kerala

under group "Large Industries" from Kerala State Productivity Council.

1998 - Best performance award for Energy Conservation in the State of Kerala

under group "Major Industries" from Energy Management Centre, Govt. of

Kerala.

1998 - Performance award for Energy Conservation under group "Chlor-alkali

Sector". Ministry of Power, Government of India.

2003 - Kerala State Energy Conservation Award (2000) in the category of

Large Scale industry

2005 - National Energy Conservation Award "Chlor-alkali Sector"

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BANKS

State Bank of Travancore

State Bank of Hyderabad

Union Bank of India

Indian Overseas Bank

ICICI Bank

TRADEUNIONS

Recognised trade unions

TCC employees association

Unrecognised trade unions

Thozhilali union

AITUC

BMS

TCC employees union(INTUC)

Eco preserve:

TCC is well aware of the responsibility that manufacturing industries bear

towards environment. Conserving the resources of environment from

pollution and preserving healthy living conditions are important concerns

at TCC. TCC’s commitment is to sustain the toxic-free environment

observing statutory stipulations and legal regulation.

TCC believes in pollution prevention rather than

pollution control. Their activities comprise awareness programs among

the employees, customers, contractors and all those who are associated

with them. Their endeavour is to minimize hazardous emission and waste

and to reduce the impact of the manufacturing activities. TCC aims to

achieve zero effluent discharge by the end of this year.

Office Timings

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Office and administration departments of the company works from 9 a. m to 4.30 p.

m. Except on Sundays, first and third Saturdays and a number of other national and

festival holidays.The production operation is carried out continuously through 3 shifts

for employees.

1.8 a. m to 4 p. m

2.4 p. m to 12 midnights

3.12 midnights to 8 a. M

Leave

Privilege leaves (30 days/ annum)

Stick leaves (15 days/ annum)

Causal leaves (15 days/ annum)

Paid holidays: 13 days (including four compulsory holidays)

3.6. COMPETITORS

There are about 40 companies , which are producing same kind of product that

of TCC. In the 40 companies ,12 companies are in South India.

Following are the main competitors of the TCC Ltd:

Tamil Nadu Petro Products Ltd

Belapur Industries

Chemplast (Tuticorn)

Andhra Sugars Ltd (Andhra pradesh)

Atul Ltd (Ahmadabad)

Chem Fab Alkalies Ltd (Pondichery)

Kothari Petro Chemicals Ltd

Sourashtra chemicals Ltd

Grassim Industries Ltd

Tata Chemicals Ltd(Gujarat)

Sree Rayalaseema Alkalies and Allied Chemicals Ltd

Indian Rayon and Industries Ltd

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Jayashree Chemicals Ltd

Centuary Rayon

Kothari Chemical Ltd

Bilt Chemical Ltd

Southern Petro Chemical Industries

Gujarat Alkalies &Chemicals Ltd

Sirpur Paper Mills.

3.7. CUSTOMERS

Hindustan Lever Limited-Cochin, Kerala.  

Indian Rare Earths Ltd-Udyogamandal, Kerala

TamilNadu Paper Mills Limited Pugalur, Tamilnadu          

Pigments India Ltd. - Chalakudy, Kerala.

Indian Oil Corporation. - Ernakulam, Kerala.

Mysore paper Mills Ltd. - Bhadravathy, Karnataka

Fertilizers & Chemicals Travancore Ltd.  Ernakulam, Kerala

Travancore Titanium Products Ltd.-Trivandrum, Kerala

Kerala Minerals & Metals Ltd. - Kollam, Kerala.

Hindustan Zinc Ltd  - All Units

Hindalco. Ltd -Ernakulam, Kerala.

Hindustan Newsprint Limited- Kottayam, Kerala

Kerala Chemicals & Proteins Ltd. Cochin, Kerala

Hindustan Organic Chemicals Ltd- Ambalamugal, Kerala.

Kerala Water Authority Trivandrum, Kerala.

Hindustan Insecticides Ltd.-Udyogamandal, Kerala.

Cochin Minerals & Rutiles Ltd.-Aluva, Kerala.

National Thermal Power Corporation All Units

Binani Zinc Limited- Edayar, Kerala.

Steel Authority of India Limited - All Units

3.8. Product Profile

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TCCL UDOYAGMANDAL

Caustic Soda, Chlorine, Hydrochloric Acid form the back born of

the chemical industry as it is important to the country’s economic growth. Chlorine

and Hydrogen are the by products of caustic soda and these are used to produce

Hydrochloric acid.

Caustic soda is available in two forms.

1. 48-50%.Caustic soda lye

2. 99.99%.Caustic soda flakes

Chlorine is available as liquid and chlorine gas.

Hydrochloric acid is produced as 30to32% Hydrochloric acid solution

Products and production capacity

Products Production in TPD

Caustic Soda Lye 175(on 100% NaOH basis)

Caustic Soda Flakes 100

Liquid Chlorine 72

Commercial Hydrochloric

Acid

387

Sodium Hypochlorite 45

PRODUCT-1

CAUSTIC SODA (NaOH)

Caustic soda is a basic alkali. It came in to being in the latter half of 19 thcentury with

the development of electrolysis. Caustic soda Lye, obtained from Membrane Cell is a

clear colourless , odourless and soapy liquid.TCC is producing two types of Caustic

soda Lye of concentration 30-33% and 50%.

USES

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TCCL UDOYAGMANDAL

A chemical for dissolving out extraneous matter from wood

For preparing pure cellulose and for the preparation of Alkali cellulose and for

the production of viscose solution

As specification agent

In bleaching ,dyeing and mercerizing

For processing monazite and refining of Bauxite

A purification agent and absorbent for acidic gases

A clearing agent

For refining petroleum fractions

Reagent for production of various organic chemicals

INDUSTRIES SERVED

Rayon

Paper

Soaps

Textiles

Mineral and rare earth elements

Fertilizers

Heavy Chemicals

Engineering

Drugs &Pharmaceuticals

Petroleum refining

PRODUCT-2

Chlorine (C12)

Chlorine, a product obtained in the manufacturing process of Caustic soda is an

equally important basic chemical. It is renowned water purifying chemical. It is

greenish yellow gas. Chlorine as sold after liquefying.

USES

Providing insecticides(DDT,BHC etc.) and pesticides like Aldrin

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In purifying drinking water and sterilizing sewage effluents

For manufacturing PVC & allied co-polymers

As a bleaching agent

For producing chloramines & it organic derivatives

For upgrading titanium content in limonite

INDUSTRIES SERVED

Insecticides

Water purification

Plastics

Paper &pulp

Textiles

Sugar

Rubber

Mineral processing

PRODUCT-3

Hydrochloric Acid (HCL)

TCC also produces high purity Hydrochloric acid, it is yellowish green colour. The

HCL produced have concentration 30-34%

INDUSTRIES SERVED

Fertilizers

Minerals

Ossien

Starch Industry

Plastic

Engineering

PRODUCT-4

Sodium Hypochlorite, known as soda Bleach , finds its application in bleaching &

disinfectant and also in the extraction of rare earth chemicals. It is a pale yellowish

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green colour liquid. Soda bleach is the only branded product that company producing,

brand name is Ëkoclean”.

USES

As a bleaching agent

As germicide & cleaning agent

For sterilization

INDUSTRIES SERVED

Textiles

Paper industry

PRODUCT-5

Caustic soda Flakes

Caustic soda Lye is fused is product Caustic Soda Flakes. There is a continuous

caustic fusion plant that produces Caustic soda flakes. It is white deliquescent solid in

flakes form. Caustic soda flake have concentration 98.99%.

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CHAPTER-4

THEORETICAL FRAMEWORK

DEFINITION

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Job satisfaction has been defined as a pleasurable emotional state resulting

from the appraisal of one’s job; an affective reaction to one’s job; and an attitude

towards one’s job. Weiss (2002) has argued that job satisfaction is an attitude but

points out that researchers should clearly distinguish the objects of cognitive

evaluation which are affect (emotion), beliefs and behaviours. This definition suggests

that we form attitudes towards our jobs by taking into account our feelings, our

beliefs, and our behaviours.

Employees Motivation - Herzberg's Hygiene Theory :

Employees Motivation theory was proposed by Herzberg & his assistants in

1969. On the basis of his study of 200 engineers and accountants of the Pittsburgh

area in the USA, he established that there are two separate sets of conditions (and not

one) which are responsible for the motivation & dissatisfaction of workers. When one

set of conditions (called 'motivator') is present in the organisation, workers feel

motivated but its absence does not dissatisfy them. Similarly, when another set of

conditions (called hygiene factors) is absent in the organisation, the workers feel

dissatisfied but its presence does not motivate them. The two sets are unidirectional,

that is, their effect can be seen in one direction only.

According to Herzberg’s following factors act as motivators:

Achievement

Recognition

Advancement

Work itself

Possibility of growth

Responsibility

Promotion opportunities

Hygiene factors are:

Company policy& administration,

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Technical supervision,

Inter-personal relations with supervisors, peers &Subordinates,

Salary

Job security

Personal life

Working Conditions,

Herzberg used semi-structured interviews (the method is called critical

incident method). In this technique subjects were asked to describe those events on

the job which had made them extremely satisfied or dissatisfied. Herzberg found that

events which led people to extreme satisfaction were generally characterised by

'motivators' & those which led people to extreme dissatisfaction were generally

characterized by a totally different set of factors which were called 'hygiene factors'.

Hygiene factors are those factors which remove pain from the

environment. Hence, they are also known as job - environment or job - context

factors. Motivators are factors which result in psychological growth. They are mostly

job – centered. Hence they are also known as job –content factors. The theory

postulated that motivators and hygiene factors are independent & absence of one does

not mean presence of the other. In pleasant situations motivators appear more

frequently than hygiene factors while their predominance is reversed in unpleasant

situations.

A significant model that narrowed the scope of the Dispositional

Theory was the Core Self-evaluations Model, proposed by Timothy Judge in

1998.Judge argued that there are four Core Self- evaluations that determine, one’s

disposition towards job satisfaction: self-esteem, general self-efficacy, locus of

control, and neuroticism. This model states that higher levels of self-esteem (the

value one places on his/her self) and general self-efficacy (the beliefs in one’s own

competence) lead to higher work satisfaction. Finally, lower levels of neuroticism

lead to higher job satisfaction.

Hackman & Oldham proposed the job characteristics Model,

which is widely used as a framework to study how particular job characteristics

impact on job outcomes, including job satisfaction. The model states that there are

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five core job characteristics (skill variety, task identity, task significance, autonomy,

and feedback) which impact three critical psychological states (experienced

meaningfulness, experienced responsibility for outcomes and knowledge of the actual

results), in turn influencing work outcomes (job satisfaction, absenteeism, work

motivation, etc).The five core job characteristics can be combined to form a

motivating potential score (MPS) for a job, which can be used as an index of how

likely job, is to affect an employee’s attitudes and behaviours---.A meta-analysis of

studies that assess the framework of the model provides some support for the validity

of the JCM.

Edwin A. Locke’s Range of Affect Theory (1976) is arguably the

most famous job satisfaction model. The main premise of this theory is that

satisfaction is determined by a discrepancy between what one wants in a job and what

one has in a job. Further, the theory states that how much one values a given facet of

work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied

one becomes when expectations are/are not met. When a person values a particular

facet of a job, his satisfaction is more greatly impacted both positively (when

expectations are met) and negatively (when expectations are not met), compared to

one who does not value that facet. To illustrate, if Employee A values autonomy in

the workplace and Employee B is indifferent about autonomy, then Employee A

would be more satisfied in a position that offers a high degree of autonomy compared

to Employee B. This theory also states that too much of a particular facet will

produces stronger feelings of dissatisfaction the more a worker values that facet.

One of the biggest preludes to the study of job satisfaction was the

Hawthorne studies. These studies (1924-1933), primarily credited to Elton Mayo

of the Harvard Business School, sought to find the effects of various conditions

(most notably illumination) on worker’s productivity. These studies ultimately

showed that novel changes in work conditions temporarily increase productivity

(called the Hawthorne Effect).It was later found that this increase resulted, not from

the new conditions, but from the knowledge of being observed. This finding provided

strong evidence that people work for purposes other than pay, which paved the way

for researchers to investigate other factors in job satisfaction.

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Scientific management (aka Taylorism) also had a significant

impact on the study of job satisfaction. Frederick Winslow Taylor’s 1911 book,

Principles of Scientific Management, argued that there was a single best way to

perform any given work task. This book contributed to a change in industrial

production philosophies, causing a shift from skilled labour and piecework towards

the more modern of assembly lines and hourly wages. The initial use of scientific

management by industries greatly increased productivity because workers were forced

to work at a faster pace. However, workers became exhausted and dissatisfied, thus

leaving researchers with new questions to answer regarding job satisfaction. It should

also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo

Munsterberg set the tone for Taylor’s work.

Some argue that Maslow’s hierarchy of needs theory, a motivation

theory, laid the foundation for job satisfaction theory. This theory explains that people

seek to satisfy five specific needs in life – physiological needs, safety needs, social

needs, self-esteem needs, and self-actualization. This model served as a good basis

from which early researchers could develop job satisfaction theories.

Under the need-fulfillment theory, it is believed that a person is

satisfied if he gets what he wants & the more he wants something or the more

important it is to him, the more satisfied he is when he gets it & the more dissatisfied

he is when he does not get it. Needs may be need for personal achievement, social

achievement & for influence.

a) Career Development Need : Desires for career development, improvement in

one's own life standards, better education & prospects for children & desire for

improving one's own work performance.

b) Social Achievement Need : A drive for some kind of collective success is

relation to some standards of excellence. It is indexed in terms of desires to

increase overall productivity, increased national prosperity, better life

community & safety for everyone.

c) Need for influence : A desire to influence other people & surroundings

environment. In the works situation, it means to have power status & being

important as reflected in initiative taking and participation in decision making.

In summary, this theory tell us that job satisfaction is a function of, or is

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positively related to the degree to which one's personal & social needs are

fulfilled in the job situation.

Measuring job satisfaction

There are many methods for measuring job satisfaction. By far, the most

common method for collecting data regarding job satisfaction is the Likert scale

(named after Rensis Likert). Other less common methods of for gauging job

satisfaction include: Yes/No questions, True/False questions, point systems,

checklists, and forced choice answers. This data are sometimes collected using an

Enterprise Feedback Management (EFM) system.

The Job Descriptive Index (JDI), created by Smith, Kendall, & Hulin (1969),

is a specific questionnaire of job satisfaction that has been widely used. It measures

one’s satisfaction in five facets: pay, promotions and promotion opportunities, co-

workers, supervision, and the work itself. The scale is simple, participants answer

either yes, no, or can’t decide (indicated by ‘?’) in response to whether given

statements accurately describe one’s job.

The Job in General Index is an overall measurement of job satisfaction. It is

an improvement to the Job Descriptive Index because the JDI focuses too much on

individual facets and not enough on work satisfaction in general.

Job satisfaction is defined as “an individual’s reaction to the job

experience” (Berry,1997).There are various components that are considered to be

vital to job selection. These variables are important because they all influence the way

a person feels about their job. These components include the following: pay,

promotion, benefits, supervisor, co-workers, work conditions, communication, safety,

productivity, and the work itself. Each of these factors figures in to an individual’s job

satisfaction differently. One might think that pay is considered to be the most

important component in job satisfaction, although this has not been found to be true.

Employees are more concerned with working in an environment they enjoy.

Landy in his theory is known as the opponent process theory. He suggested

that the primary reaction (the immediate emotional response) combined with the

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secondary reaction (the later emotional response) creates a stabilized equilibrium

which results in job satisfaction.

Lawler . “Lawler believed that job satisfaction was driven by a motivational

framework. This idea deals with how a person measures job satisfaction based on

what they got versus what they feel they deserved. Satisfaction is determined by the

difference between the exact amount a person received and what they expected.

Therefore, dissatisfaction occurs when a person receives less or more than what was

expected.

Improving job satisfaction

Job satisfaction plays significant role in the organisation. Therefore managers

should take concrete steps to improve the level of job satisfaction. These steps may be

in the form of job redesigning to make the more interesting and challenging.

Improving quality of work life ,Linking rewards with performance and improving

overall organizational climate.

Importance of job satisfaction

Reduces absenteeism and turnover

Spreads goodwill about the organization

Individual can live with the organization

Job satisfaction has some relation with the mental of the people

Job satisfaction has degree of positive co-relation with the physical health of

individual.

Creating job satisfaction

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Organisations can help to create Job satisfaction by putting so, how is job

satisfaction created , what are the elements of a job that will ensure that enhances job

satisfaction need to incorporate the following:

Flexible work arrangements ,possibly including telecommuting

Training and other professional growth opportunities

Interesting work that offers variety and challenge and allows the worker

opportunities to “put his or her signature” on the finished product

Opportunities to use one’s talents and to be creative

Opportunities to take responsibility and direct one’s own work

A stable, secure work environment that includes job security/continuity

An environment in which workers are supported by an accessible supervisor

who provides timely feedback as well as congeners team members

Flexible benefits, such as child-care and exercise facilities

Up-to-date technology

Competitive salary and opportunities for promotion.

What are the statistically significant factors that affect Job

satisfaction?

Opportunity:

Employees are more satisfied when they have challenging opportunities at

work. This includes chances to participate in interesting projects, jobs with a

satisfying degree of challenge and opportunities for increased responsibility.

Important: this is not simply “promotional opportunity”. As organisation have become

flatter, Promotions can be rare. People have found challenge through projects, team

leadership, special assignments-as well as promotions.

Stress:

When negative stress is continuously high, job satisfaction is low. Jobs are

more stressful if they interface with employee’s personal lives or are a continuing

source of worry or concern.

Leadership:

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Employees are more satisfied when their managers are good leaders. This

includes motivating employees to do a good job, striving for excellence or just taking

action.

Work Standards:

Employees are more satisfied when their entire work groups takes pride in the

quality of it’s work.

Fair Rewards:

Employees are more satisfied when they feel they are satisfied fairly for the

work they do. Consider employee responsibilities, the effort they have put forth, the

work they have done well and the demands of their jobs.

Adequate Responsibility:

Employees are more satisfied when they have adequate freedom and authority

to do their jobs.

Secret:

One thing that makes human unique is our ability to focus energy. Whether to

heat a home or to cut steel with a laser, focussing energy where it’s needed produces

significant results. As a manager, you need to know what is important and where it is

a problem. Focussing time and resources on a specific problem is more likely to

produce measurable benefits to the organization.

Factors in employee satisfaction and dissatisfaction

Job satisfaction is related to the attitude of the employee, if the employees

given a work for which he has no attitude, the job will provide no attraction to him.

Hence the question of contribution, creativity or motivation does not arise, it is for the

management to design jobs in such a manner that each worker fet the job of his choice

the content of the work itself is major source of satisfaction.

1. Personal Factors

2. Job Related Factors

3. Management Related Factors

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1.Personal Factors

Age

Age has also been found to have a direct relationship to level job of satisfaction of

employees. In some groups job satisfaction is higher with increasing age, in other

groups job satisfaction is lower and in other there is no difference at all.

Marital status

Marital status has an important role in deciding the job satisfaction. Most of

the studies have revealed that the married person finds dissatisfaction in his job than

his unmarried counterpart. The reasons stated to be are that wages were insufficient

due to increased cost of living, educations to children etc.

Education

Studies conducted among various workers revealed that most of workers who

had not completed their school education showed higher satisfaction level. However,

educated workers felt less satisfied in their job.

Time of job

It is generally agreed that job satisfaction is high, when you are fresh in your

job and decrease during the ninth year of service and rise again with more time of the

job.

Personality

Once personality traits have their in equitable impact on his mode of

functioning in several of life, a person with personality often finds faults with his

work environment and ultimately even with him balanced. Personality will adjust in

the job finds his own ways for doing his project. He develops his own style of work

that possibly appears to be unique and pleasing to others.

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2.Job Related Factors

Supervision

To a worker, Supervision is equally a strong contributor to the job satisfaction

as well as to the job dissatisfaction. The feelings of workers towards his supervisors

are usually similar to his feeling towards the company. The role of supervisor is a

focal point for attitude formation. Bad supervision results in absenteeism and labour

turnover. Good supervision results in higher production and good industrial relations.

Working condition

The result of various studies shows that working condition is an important

factor. Good working atmosphere and pleasant surroundings help increasing the

production of industry. Working conditions are more important to women workers

than men workers.

Occupational level

Higher levels of jobs provide more pleasure compared to lower levels. This

because higher position carry prestige and status in society which itself becomes the

source at satisfaction for job holders.

Opportunities for promotion

It is true that individuals seek satisfaction in their jobs in the context of the job

nature and work environment but they also attach importance to the opportunities for

promotion that these jobs offer. If the present job offers the opportunity of promotion

in future, provides more satisfaction, if opportunities for such promotion is lacking, it

reduce satisfaction.

Work Groups

Individual work in group either created formally or they develop on their own

to seek emotional satisfaction at the work place the extent such groups are cohesive

the degree of satisfaction is high, if the group is not cohesive, job satisfaction is low,

in a cohesive group people device satisfaction out of their interpersonal interaction

and work place becomes satisfying leaving to job satisfaction.

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3.Management Related Factors

Working Condition

Working conditions, particularly physical work environment, like conditions

of work place and associated facilities for performing the job determine job

satisfaction. These work in two ways. First, these provide means for job performance.

Second provision of these conditions affects the individual perception about the

organisation. If these factors are favourable, individual experience higher level of job

satisfaction.

Co-workers

Various studies had traced this factor as a factor of intermediate importance.

One’s associates with others had frequently been motivated as a factor in job

satisfaction. Certainly, this seems reasonable because people like to be near their

friends. The workers derive satisfaction when the co-workers are helpful, friendly and

co-operative.

Salary

The salary is related to the job satisfaction. A employee if he has getting good

salary he will satisfy of his work.

Employee moral

High level morale and employee satisfaction reduce employee grievances,

further satisfied employees follow the company rules and regulation.

Physical and mental health

Through performance and job satisfaction are influenced by different set of

factors, these two can be related if management links rewards to performance.

EMPLOYEE SECURITY

Security is the protection give by society to its members against contingencies

of modern life such as sickness, unemployment, old age, invalidity industrial

accidents etc. The basic purpose of social security is to protect people of small

measure from risks which impair a person’s ability to support himself and his family.

Security is “än attack on five giants that affect workers-wants disease, ignorance,

squalor and idleness”.

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1.Social insurance

In this scheme a common fund is established with periodical contributes from

workers out of which all benefits in each or kind are paid the contribution of the

workers is nominal which generally does not exceed their paying capacity. The

employees and the state provide the major portion of the finances.

2.Social assistance

In this case, benefits are offered to persons of small means by the government

out of its general revenues. It is the state which takes the load in offering certain

benefits to common people.

BENEFITS OF SECURITY

1. Medical care

2. Sickness benefit in cash

3. Retirement benefits

4. Invalidity person

5. Maternity benefits

6. Accident benefits

7. Survivors benefits

EMPLOYEE WELFARE FACILITIES

INTERNAL

Drinking water

Toilets

Washing facilities

Rest shelters

Uniform and protective clothing

Recreation facilities

Canteens and Medical aid

EXTERNAL

Housing

Educational facilities

Transportation

Sports

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Co-operative stores

Social insurance

TRAINING

IMPORTANCE OF TRAINING

1. Higher productivity

2. Less learning period

3. Better quality of work

4. Cost reductions

5. Reduced Supervision

6. Low accident rate

7. Personal growth

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