Content

Introduction
Company Profile
Objective of the Studies
Hypothesis
Research Methodology
Data Analysis and Interpretation
Hypothesis Testing
Suggestion
Conclusion
Limitation
Bibliography
Appendix

Introduction

JOB SATISFACTION
"Job satisfaction is defined as "the extent to which people like (satisfaction) or
dislike (dissatisfaction) their jobs"
Job satisfaction describes how content an individual is with his or her job. It
is a relatively recent term since in previous centuries the jobs available to a
particular person were often predetermined by the occupation of that persons
parent. There are a variety of factors that can influence a persons level of job
satisfaction. Some of these factors include the level of pay and benefits, the
perceived fairness o the promotion system within a company, the quality of the
working conditions, leadership and social relationships, the job itself (the variety of
tasks involved, the interest and challenge the job generates, and 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 the same as motivation, although it is clearly linked. Job design
aims to enhance job satisfaction and performance methods include job rotation, job
enlargement and job enrichment. Other influences on satisfaction include the
management style and culture, employee involvement, empowerment and
autonomous workgroups. Job satisfaction is a very important attribute which is
frequently measured by organizations. 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.

DEFINITION
Job satisfaction has been defined as a pleasurable emotional state resulting
from the appraisal of ones job; an affective reaction to ones job; and an attitude
towards ones job. Weiss (2007) 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 behaviors. This definition
suggests that we from attitudes towards our jobs by taking into account our
feelings, our beliefs, and our behaviors.

Company Profile

ABOUT SUNFLAG
HISTORY:Sunflag Iron & Steel Co.ltd. as part of the renowned Sunflag Group.
The sunflag Group was founded by Late Shri Satyadev Bhardwaj in Kenya
in 1937. It has grown steadily and had spread its manufacturing operation in
6 countries and spanning 3 continents. Today, Sunflag has a diversified
range of activities in Kenya, Tanzania, Nigeria, Cameroon, The United
Kingdom & India and its 20 companies employ over 12,000 people. It has a
turnover of USD 200 million and annual profits to the order of USD 25
million. Except for sunflag steel, all over companies are mainly engaged in
the business of textile industry.
More significantly, the group is credited with the growth of several
industries, by continuously adopting new technologies. Name like SULZER
in weaving, DIDIER in polyester filament yarn, FEHRER for non woven,
ZINZER TRUTZCHILER and SCHLAFHORT in spinning, are today proud
to be associated with sunlfag.
This being a brief introduction about Sunflag Group, the profile of
Sunflag Steel is given below
A. SUNFLAG STEEL:HAMBURGER STAHLWERKE. Sunflag has put up Indias most
modern steel plant, the first integrated steel plant of its kind in the country
with capacity of 200000 tones of rolled products per annum, comparable to
the best in the world.

Sunflag steel has revolutionized steel making by producing high

quality, steel using Iron Ore and non- coking coal as basic inputs.

B. A NEW ERA OF SOPHISTICATION IN STEEL MAKING:Quality effectiveness of steel produced at Sunflag Iron & steel Co.
Ltd., rests on use of state-of-the-art technology along with computerized
process control and monitored operating parameters. The production
facilities at Sunflag include:
1) A KRUPP CODIR Direct Reduction plant to produce 150000 tons per
annum of highly metalized Sponge Iron. Sponge Iron is obtained by the
reduction of Iron rich ores in the rotary kiln. Low cost non-coking coal
available in sufficient quantity is used as reluctant and fuel. In order to get
consistent quality of DRI, continuous monitoring of Sponge Iron is made for
total Fe, degree of metallization and metallic Fe.
2) A MANNESMANN DEMAGE 50/60 tones. Ultra High Power (UHP )
Eccentric Bottom Tapping (EBT) Electric Arc Furnace (EAF) with facilities for
continuous feeding of sponge iron, coke and oxygen controlled by process
computer to optimizes energy utilization and melting time. EBT ensures slag free
tapping of liquid steel. Approx.70% of charge mix for EAF consists of sponge iron
which gives very low tramp elements like Copper, Tin, Nickel, etc.
3)A DEMAG 50/60 tones ladle Reheating Furnace (LHF) with continuous Argon
purging through bottom porous plug. Addition of Ferro Alloys like FeSi, FeMn,
SiMn, FeMo, Nickel, etc using computerized alloy weighing & feeding system,
ensures precise control on chemistry.

The sophisticated spectrometer connected to melt shop MAINFARAME computer

aids in prompt correction of the chemistry, Celox probe for dissolved oxygen
measurement along with Casi wire feeder to refine and control inclusion
morphology ensures production of clean steel in a variety of grades.
4)Six meters radius three strands DEMAG continuous casting machine along
with automatic mould level control computerized secondary cooling system. Hot
billet Surface temperature monitoring with the help of infra-red chermo meters. To
avoid re-oxidization of liquid metal stream from ladle to, tarnish to mould are used.
5)60 tones per hour capacity walking hearth reheating furnace designed by
STEINHEURTEY and monitored through CCTV. Automatic temperature control
of furnace along with minimum oxygen level in furnace atmosphere to avoid scale
loss.

6) A 18 stands, 2 high continuous bar and section mill with horizontal and vertical
finishing stands. Centralised control of the entire mill from the main pulpit through
three Real-Time Process Computers. Mill control computer for mill set up, loop
control, cascade control, auto cobble control, auto control, material tracking etc.
CCTV system for monitoring billets and bar movements.
Better dimension control is obtained by providing facilities like Mill Tension
Control for primary stands and lopper control for finishing stands. Cooling Bed
control computer for sequence control and cut-lengths. Quick replacement system
for stands gives high output with high flexibility for servicing small orders.
7) The software for the entire system has been developed by HAMBURGER
STAHLWERKE, West Germany.

The combined advantages of computer hardware and software include high

productivity, low energy consumption, low electrode consumption, optimization of
alloying elements, quality control, flexibility in producing various grades of steel,
high yield and lower material consumption, lower manpower requirement,
automatic data logging and generation of factual reports.
Higher availability, higher productivity optimum throughput, increased safety and
superior quality are hallmarks of automation.
SISCO, with quality product is consistently servicing the requirement of HNK
Japan, HNK Thailand, Mitsubishi Steel Manufacturing, Japan and other OEM
suppliers of leaf springs, situated in Indonesia, Philippines, Bangkok and Malaysia.
We have also supplied few lots to Hoesch Federn, Germany and General Motors.
SISCO is also catering almost 65 % requirement of the domestic market in India,
including all OEMs like Telco, Ashok Leyland, Maruti Udyog, Mahindra &
Mahindra etc.
As an example of product development for spring steels for international OEM
market, SUNFLAG are in the process of developing special high tensile springs
containing vanadium, Molybdenum and Niobium wherein a close

control on

metallurgical properties such as grain size is achieved.

The major grades of steel manufactured by SUNFLAG include;
1) Carbon Steel
2) Alloy Steel
3) Free Cutting Steel
4) Spring Steel
5) Stainless Steel

6) These grades are produced in the form of Rounds, Flats, Hexagon and Wire
Rod

Group History
1930s
The Group was founded by Satyadev Bhardwaj. He identified a need for quality garments and
textiles in East Africa and established the first textile plant in Kenya to serve the local market.
1950s
The textile operation in Kenya became one of the leading companies in the country. Satyadevs
three sons; Priya Bhushan, VijayBhushan and RaviBhushan started to take an active role in the
business. The operations included knitting, dyeing and finishing and garment making.
1960s
The Group embarked on its first expansion outside Kenya with investment in Nigeria. The
potential was huge with a desperate need for quality garments and textiles for a rapidly
expanding population.
1970s
The founder handed over the running of the business to his sons. The Group expanded into
Tanzania and embarked on an ambitious programme of vertical integration adding spinning and
weaving to all its operations. Professional management was brought in to run operations with the
family concentrating on policy and strategy.
1980s
Despite political and financial difficulties in Africa the Group continued to expand its textile
operations in Kenya, Tanzania, and Nigeria. The Group diversified in India with an integrated
steel plant, invested widely in property, and established a filament yarn making plant in Thailand.
1990s
The Group consolidated its worldwide operations and diversified into the healthcare and power
generation industry. In India the Group invested in a hospital and a Medical Research Centre and

10

a power generation plant. Towards the end of the decade the Group entered the North American
market.
2000s
The North American operations were expanded with additional manufacturing units. The African
units were modernized and steel manufacturing started in Nigeria. The steel mill in India was
expanded.

UNIT OF SUNFLAG

SUNFLAG STEEL uses the (Sponge iron + Liquid Metal + Scrap)--Electric arc
furnace--Ladle heating furnace--VD/AOD--Continuous casting machine--Rolling
mills route, backed up by the state-of-the-art technology and computerized process
control.
The production facilities include:
Sinter Plant (SINTER):

A 33 M2 sinter plant, designed by Beijing Sino- Steel industry & trade Group Corp.
(SSIT) and Jiangsu Province Metallurgical Designing Institute (JSMDI) Co. Ltd.
The technology of it is based on principle of economical, applicable safe and
operational. The annual production is expected to be 4,70,000 Tones.
11

Direct Reduction Plant (DRP):

Based on Krupp's Codir process. The DRP can produce 150,000 tons per year of
Sponge iron from iron ore and coal. Additionally, the flue gases help generate 30
MW of Electric power.
Power Plant (PP):

A 30 MW Captive Power Plant is having two turbine set and two boilers. One
boiler operates on Waste Gas from the DRP and another on Coal fludised bed .
Electric Arc Furnace (EAF):

12

A Mannesmann Demag make 50/60 tones Ultra--high--power and Eccentric-bottom-- tapping EAF with computer controlled continuous charging and dynamic
energy management system. It ensures low tramp elements like bismuth, copper,
tin etc. and at low cost.
Ladle Heating Furnace (LHF):

A Mannesmann Demag make 50/60 tones, rating 9 MVA, continuous Argon

purging in the ladle bottom through porous plug, equipped with Continuous Alloy
Feeding System, Weighment System and Calcium silicide wire feeder to refine and
control morphology.
Vacuum Degassing Unit (VD):

G.A. Danielli, India has supplied a 60 tonnes capacity Vacuum Degassing Unit
having 8 ejectors which deliver a pump down time of 5 minutes to 1 m bar. Liquid
metal is treated for removal of Hydrogen, Oxygen and Nitrogen. Lower pump
down time ensures consistent and predictable drop in temperature during the VD
process- Avoiding the re-heating of metal completely. Guarantee to reach desired
vacuum level in all the heats. Effective degassing leads to very high cleanliness

13

level & low gas levels ensures long trouble free component life. This will provide
the capacity to manufacture high value added Steel needed for critical applications.
Continuous Casting Machine (CCM):

Double (10.25/18 meters) radius, 3 strand CCM is equipped with automatic mould
level control, automatic powder feeder with liquid metal controlled at +/-3 mm,
auto start up of cast & uniform rate of powder feeding, special tundish design,
computerized secondary cooling, infra-red therometers for surface temperature
monitoring, ceramic and bellow shrouds to prevent re-oxidation and Electromagnetic stirrer for homogenization. Supplier is M/s CONCAST INDIA. Caster is
feasible to Cast larger sections up to 280*320 mm with long Metallurgical length
of 16 meters. It has a provision of online automatic heat number marking system.

Bar and section mill (BSM):

14

The 60 tones per hour, 18 stand, 2 high continuous Mannesmann designed rolling
mill is equipped with walking hearth type re-heating furnace, process control
through real-time computers, Closed circuit TV system for billet and bar
movements.
Block Mill(BM):

Supplied by Danieli Morgardshammar of Sweden. Wire Rod Block (with 10 roll

stands-vertical and horizontal configuration) with 2 DC motors is facilated with
Water Cooling Line for cooling the wire rod to desired laying temperature &
Vertical Mandrel for coil formation. The min and max rolling speed varies between
6 m/s to 90 m/s. Products Range is from 4.6 mm to 16 mm dia wire rods and 8 &
10 mm dia TMT; 1 MT coil weight. Coil ID/OD ~ 900/1200 mm.Grades
manufactured are Carbon steel, alloy steel, spring steel, free cutting steel, stainless
steel etc.

15

The Products
The SUNFLAG STEEL is an ISO/TS 16949:2009 and ISO-9001:2008 approved,
NABL accrediated AD 2000 Merkblatt WO Certified from TUEV-NORD, backed
up with sound management practices and a highly motivated team. It is a small
wonder the Sunflag products are exported to a number of countries
The products include:
Flats:
The spring steel that goes into the automobile and
railway suspension. The grades include Silico
Manganese, Chrome, Vanadium steel. In
specifications like: DIN, SAE/AISI, BS The sizes
from 44 mm wide to 120 mm wide; and 5mm to
25mm thick.
Rounds:
In carbon, free-cutting, spring and alloy steels. In
specifications like: DIN, SAE/AISI, BS et cetera. In
sizes from 15 mm to 90 mm in diameter. For the
forging, automobile, spring industries.

Round Cornered Squares (RCS): In carbon, freecutting and alloy steels. In specifications like: DIN,
SAE/AISI, BS et cetera. In sizes from 45x45 mm to
90x90 mm. For the forging, automobile industries.

16

Objective of the Studies

OBJECTIVE OF THE STUDIES

17

 To provide better life and health to the workers. To make the worker happy

and satisfied.
To study the employees prevention towards organization.
To study the attitude of the employees their work.
To identify the factor that motivates the employees.
To give the suggestion for growth and respective of the company.

18

HYPOTHESIS
Hypothesis is usually considered as the principle instrument in research.
Its main function is to suggest new experiment and observation. In fact,
many experiments are carried out with the objects of testing hypothesis.
Hypothesis means an assumption or some supposition to be proved or
disproved. A research hypothesis is predictive statements capable of being
tested by scientific methods that relates independent variables to some
dependent variables. Hypothesis is gives us guideline of an investigation to
be carried our on the basis of previous avail able information. The use of a
hypothesis thus prevents a blind search and indiscriminate gathering of data
which may lather prove irrelevant to the problem under study.
19

For the purpose of our study the following hypothesis, are formulated:-

H1

There is no significant relationship between

experience and level of satisfaction.

H2 ltd. Is adopting the

Muthoot finance company
employees welfare scheme and the employees job
satisfaction with work.

20

RESEARCH METHODOLOGY
Research is the process of systematic and in-depth study or search for any
particular topic, subjects or area of investigation of relevant detailed or data. The
methodology of the study can be explained as follows:

Steps in research process

21

Research design: - research design means a process by which researcher will ne

in position to understand the structure of then research and the various steps to be
taken in the process of research.
Sample design: - it relates to the method of selecting items for the purpose of the
study.
Sample size: sample size of employee is 60.
Method of sampling: simple random sampling was used

Collection of data:Data collection is the most important activity or process in research. Generally
there are two methods for finding the data.
1. Primary data
2. Secondary data
1. Primary data
Primary data is original in character and its generated by survey conducted by
individual or research institution. Primary data can be obtained by;
Communication
Observation
Personal interview

2. Secondary data

22

When an investigator use the data which has already been collected by other such
data is called secondary data. Secondary data can be obtained by;
Books
Internet
Data analysis and interpretation

Analysis of Data: Data collected through above said method and data analysis has been done
through proper tools like Microsoft Excel.
Descriptive analysis with the help of charts, graphs, tables etc.

Data interpretation:To make project more supporting and reliable questionnaire has been repaired,
which is filled by the middle level employees of an organization. It is analyses on
the basis of options provided for questions.
In this chapter, we will discuss about each question one by one and analysis it
accordingly.

23

Data Analysis and Interpretation

DATA ANALYSIS AND INTERPRETATION

1. How do you feel the working environment?
Environment

Employee

Total %

Excellent

20

Good

60
24

Satisfactory

20

Not satisfactory

Total

100%

70
60
50
40
30
20
10
0
Excellent

Good

Satisfactory

Not satisfactory

Interpretation: From the above table it shows that 60 %of the employees were
feeling good about the working environment.

2. How secure do you feel in your job?

Job
High secure
Secure
Insecure
Total

Employee
2
6
2

Total %
20
60
20
100%

25

Sales

High secure
Secure
Insecure

Interpretation:
From the above graph, 60% respondents are strongly agreed with employee
welfare and job satisfaction helps to feel secure in job.

3. How do you feel the smooth relationship with your employees and coworkers?
Smooth relationship
Very high
High
Medium
Low
Total

Employee
1
4
2
3

Total%
10
40
20
30
100%

26

45
40
35
30
25
20
15
10
5
0
Very high

High

Medium

Low

Interpretation:
From the above graph shown, 40% respondents think that feel the smooth
relationship with employees and co-workers.
4.Opinion about your job?
Opinion
Highly satisfied
Satisfied
Not satisfied
total

Employee
2
7
1

Total%
20
70
10
100%

27

80
70
60
50
40
30
20
10
0
Highly satisfied

Satisfied

Not satisfied

Interpretation:
As per the above job shown, 70% respondents think that job satisfied.

5. Are you satisfied with the bonus and incentives given?

Bonus And Incentives Given
Satisfied
Highly satisfied
Need improvement
Total

Employee
5
3
2

Total
50
30
20
100%

28

60
50
40
30
20
10
0
Highly satisfied

Satisfied

Not satisfied

Interpretation
As per the graph shown, 50% respondents think that bonus and incentives
are given.

6. Do you really enjoy / relax in your tea time and lunch break?

Tea Time And Lunch Break

Yes
No
Total

Employee
8
2

Total%
80
20
100

29

Yes

No

Interpretation
From the above graph respondent think that 80% enjoy and relax our tea
time and lunch break.
7. My manager/ supervisor provides me with continuous feedback to help me
achieve.
Continues feedback
Strongly disagree
Disagree
Agree
total

Employee
1
3
6

Total
10
30
60
100%

30

Strongly disagree

Disagree

Agree

Interpretation:
From the above graph more than 60% respondent that manager/supervisor
provides continuous feedback.
8.How do you feel about the welfare scheme?
Welfare scheme
Highly satisfied
satisfied
Need of improvement
Total

employee
1
5
4

Total%
10
50
40
100%

31

Highly satisfied

satisfied

Need of improvement

Interpretation
As per the above graph shown, 50% respondent feel satisfied about welfare
scheme.

9. Are you satisfied with your overall compensation package?

Compensation package
Yes
No
total

Employee
7
3

Total
70
30
100%

32

Yes

No

Interpretation
As per the above graph, 70% respondents are satisfied with our overall
compensation package.

10. Do you like the promotion and transfer policies?

Promotion and transfer policies

Employees

Total%

Yes

90

No

10

Total

10

100%

33

Yes

No

Interpretation
As per the above graph, 90% respondents are satisfied with our promotion and
transfer policies.

34

HYPOTHESIS TESTING
H-1 :- There is no significant relationship between experience and level of
satisfaction.

H-2 :- SISCO Is adopting

employees welfare scheme and the employee job

satisfaction with work.

35

According to our data interpretation and Analysis,

it is shown that employee welfare and their job
satisfaction is the most important factor of this
company in company,
According to our data interpretation and analysis,
it is shown that muthoot finance company is
adopting employees welfare scheme and the
employee jo b satisfaction with the work, the
hypothesis (H2) is retained.

Suggestion
36

SUGGESTION
On the basis of above findings, we would like forward the following suggestion Some employees are not satisfied with the promotion policy. They
complained against the diplomatic behavior of our seniors. Thus they
suggest that promotions should be given only in genuine and fare cases and
not on the basis of the reference of the respective heads or on the basis of
liking towards any specific employee.

37

 Ideal employees should concentrate on their job.

Educational qualification can be the factor of not an effective job.

Company should give promotion to that employee who deserves it.

38

CONCLUSION
From the above detailed study it can be conclude that employees in
SISCO satisfied with their working condition and welfare facilities. But
most of the time during a survey in company, i was saw that some
employees are forced with their salary, welfare facility and quality
management in the company.

39

40

LIMITATIONS
The study is subjected to the limitations of time and resources.
Information obtained from the respondents may not be free from personal
bias.
The workers were busy with their work and had little time available from
interview or a conversation.

41

 The workforce of the company is too large and hence all of them could
not be contacted for views and opinions on the research topic.

42

Bibliography

BIBLIOGRAPHY
Name of books
1. RaoS..P, human Resource Management, Himalaya publishing house, 1st
edition 1996.
Name of websites
www.sunflagsteel.com/
2. www.neclife.com/employee welfare.php
1.

43

Newspaper
1. The Hitwada
2. The Times of India

Appendix

44

APPENDIX
1. How do you feel the working environment?
a) Excellent
b) Good
c) Satisfactory
d) Not satisfactory
2. How secure do you feel in your job?
a) High secure
b) Secure
c) insecure

45

3. How do you feel the smooth relation with your employees?

a) Very high
b) High
c) Medium
d) low
4. Opinion about your job.
a) Highly satisfied
b) Satisfied
c) Not satisfied
5. Are you satisfied with the bonus and incentives given?
a) Satisfied
b) Highly satisfied
c) Need of improvement
6. Do you really enjoy/relax in your tea time and lunch break?
a) Yes
b) no
7. My manager/ supervisor provide me with continuous feedback to help me
achieve.
a) Strongly disagree
b) Disagree
c) agree
8. How do you feel about the welfare scheme?
a) Highly satisfied
b) Satisfied
c) Not satisfied
9. Are you satisfied with your overall compensation package?
a) Yes
b) No

46

10. Do you like the promotion and transfer policy?

a) Yes
b) No

47