Professional Documents
Culture Documents
BY
TRUSHNA NAYAK
(PERSONNEL)HRD for his guidance during my project work and sparing his
valuable time for the same. I am also thankful to my family for their kind
finding based on my study and observation and has not been submitted
University.
Name:
Trushna
Nayak
Regd No: 1306274034
EXECUTIVE SUMMARY
In todays high tech, fast-paced world, the work environment is very different than it
was a generation ago. Organizations, in the past, gave more importance on advanced
technology for higher productivity surpassing the needs and mental state of its
employees. This created a negative impact on the working environment among the
employees. This integration can only be made through quality of work life denotes all
the organizational inputs which aim at the employees satisfaction and enhancing
organizational effectiveness.
Thus if an employee doesnt have a good Quality of work life, than it results in the
various negative consequences. In this report Quality of Work life has been discussed
with regards to a mining corporation called ODISHA MINING CORPORATION situated at
Bhubaneswar, Odisha.There is a detailed analysis of various aspects of a good QWL.
CONTENTS
CHAPTER-1
1. INTRODUCTION
2. SCOPE OF THE STUDY
3. OBJECTIVE OF THE STUDY
4. LIMITATIONS OF THE STUDY
5. METHOD OF THE STUDY
CHAPTER-2
1. COMPANY PROFILE
CHAPTER-3
1. LITERATURE RIVIEW
CHAPTER-4
CHAPTER-5
CHAPTER-6
1. FINDINGS
2. CONCLUSION
3. SUGGESTIONS
4. BIBILOGRAPHY
CHAPTER-I
INTRODUCTION
WHAT IS QWL?
A Rationale
2. Health and Safety: The working environment should be free from all
hazards detrimental to the health and safety of the employees. The main
elements of a good physical environment for work should be reasonable
hours of work, cleanliness, pollution free atmosphere, risk free work etc.
a. Time factor- I had got very limited time to complete this project.
b. The purpose from the sample not reveals the accurate facts.
RESEARCH DESIGN:
The research design on QWL of the employees was conducted at OMC corporate
office situated in Bhubaneswar. The organization was the universe of study
and the employees were the population from Which sample was collected
.The sample size consisted of- employees from across all the departments of
OMC.Care were taken to give equal representation to all grades of
employees.
SAMPLING TECHNIQUE:
Different types of data were collected in the course of the project work. However,
the data can be classified into two categories depending upon their research design
and source of data collection:-
A .Primary data: The data which is collected for a specific purpose of investigating
the research problem at hand are called primary data. These are those collected
through scheduled questionnaires, interviews and individual observations.
B.secondary data: are the data that are in actual existence in accessible
records, having been already collected and treated statistically by the
persons maintaining the records.
It constituted a large portion of the report. These data were collected from
different official documents, annual reports, registers, seminar papers, etc.
The secondary data provided information regarding the production, financial
status, manpower, original Structure, welfare, personnel policies, industrial
relations etc of the organization. These were mostly in written forms.
DEVELOPMENT OF QUESTIONNAIRE:-
CHAPTER-II
PROFILE OF THE COMPANY
The Orissa Mining Corporation Limited (OMC) was jointly established by the
Union and State Government in 1956. It was the first Public Sector Undertaking in
the Mining sector in India. By 1962, OMC became wholly state owned.
OMCs impressive growth over the decades is hinges on its philosophy and
commitment towards quality and value addition. The Corporations turnover has
increased manifold over the years through optimum utilization of resources, cost
dividends.
The skilled man power and scientific business processes have been adding to
the corporations productivity. Reputed foreign firms and global mining giants like
Rio Tinto of U.K. and continental resources of USA have entered into joint ventures
with OMC. With Enterprise Resources Planning (ERP) and ISO 9001:2000
MINES:
OMC possesses a reserve of 400 million tones of iron ore, 19 million tones of
million tones of limestone and other minerals. OMC is acting as facilitating agent for
manganese mines and one limestone mine. Closed mines have been reopened and
loss making mines have been turned around. Some more iron, manganese, granite
have rocks which have long been known to harbor many metallic and non metallic
dolomite, china clay, granite, gemstones and many more. The state has about 98%
South Kaliapani, Sukrangi and underground mines of Bangur make OMC the
leading chromites producer of the country producing high grade lumpy and friable
variety. OMC is operating three leases in Kalahandi district for Semi-precious stone
(ruby/corundum). One under sublease and the other on raising and sale contract.
Some impure limestone brands inside Ump valley lease Koraput district,
Daitari iron ore plant is the flagship of OMCs operations. Fully mechanized
with round the-clock operation, Daitari is poised to produce three million tones of
washed as well dry screened calibrated iron ores and mines. The second steel plant
of Orissa (Neelachal Ispat Nigam Limited) principally out of sources its raw
Designed to upgrade
to chrome concentrates of
plant has recorded a production of 1 million tones (WMT) chrome concentrate since
commissioning in 1995. This has been possible due to addition of a new hydro
EXPORTS:
minerals from Paradeep Port. In recognition of its superb export performance. OMC
has bagged the Capexil export award every year in a row since 1998-99. With its
full roof export network, OMC is in a position to handle direct export of iron ore,
chrome ore and chrome concentrates produced from its chrome Ore Benification
Plant.
HUMAN RESOURCES DEVELOPMENT:
liberal benefits, the OMC employees enjoy a welfare package comparable to the
best in the industry. OMC also contributes a substantial amount for development of
ENVIRONMENTAL POLICY:
environmental practices.
COMPANY PROFILE:
GROUND REALITY OF MINES IN ORISSA:
Cradled between the solid Bay of Bengal and the heavy forested blue-hued
hills of the Eastern Ghats, Orissa synthesizes Indias ancient past with a pulsating
present.
Temples and sanctuaries, beaches and waterfalls, hot springs and glorious
lakes, fascinating wildlife and colorful crafts, Orissa has all and much more
The uniqueness of Orissa lies in its vast mineral possessions, abundant power
Geologically, two third of Orissa is with pre-cambrian rocks which have been
known to harbor many metallic and non-metallic minerals including iron, chromium,
Orissa is truly vast treasure trove of mineral resources. The state has about
98% of chromite, 71% of bauxite, 38% of graphite, 33% of iron ore, 32% of
OMC has achieved several awards at the national and international level
prominent among which are International Trade Fair Award on minerals, metals,
Suakati, Keonjhar
Daitari, Keonjhar
Barbil
Jajpur
Koira, Sundargarh
Bangur, Keonjhar
SPECIFICATIONS:
SPECIFICATION PRODUCTION/ANNU
M(IN MT)
IRON ORE BARBIL BANSPANI SECTOR B.F.GRADE 0.750 million (all grades)
Fe= 64 -63%
SiO2+A12O3=6%
Phos=0.05%
Size=10-50 MM
SPONGE GRADE
Fe=65% Min
SiO2+Al2O3=5%
Phos=0.05%
Size=5-20 MM &10-150 MM
SiO2+Al2O3=6.5%
Phos=0.05%
Size=10-125 MM
B.F. GRADE
Fe=64-63%
SiO2+Al2O3=6.5%
Phos=0.05%
ToI =(=/-) 5%
Fe=63%
Al2O3(max)=3%
SiO2+Al2O3(max)=3.50%
Phos=.10% max
Sul.(max)=.02%
LOI(max)=6%
Moisture==8%
Size max=6-30 MM
-6 MM-8%(max)
FINES(WASHED)
Grade A
Fe=64%
Rejection below<63%
SiO2(max)=1.50%
Al2O3(max)=2%
SiO2+Al2O3(max)=3.50%
Phos=.09% max
Sul.(max)=0.01%
LOI(max)=5%
Moisture=8%
Size max=5 MM
Grade B
Fe=63%
Rejection Below<62%
SiO2(max)=1.50%
Al2O3(max)=2.50%
SiO2+Al2O3(max)=4%
Phos=.09% max
Sul.(max)=.01%
LOI(max)=6%
Moisture=8%
Size Max=5 MM
Grade C
Fe=62%
Rejection below<60%
SiO2(max)=1.50%
Al2O3(max)=3%
SiO2+Al2O3(max)=4.50%
Phos=.10% max
Sul.(max)=.01%
MANAGAN LOI(max)=7%
ESE
Moisture=8%
Size Max=5 MM
B.F. GRADE
SiO2=13%
Phos=.18% max
Size=10-40 MM
FERRO GRADE
Mn=38-40% to 46-48% Mn
Size=10-50 MM
DIOXIDE GRADE
Size=10-50 MM
CHROME ORE
Friable Below 10 mm
Chips 10 25 mm
Lumps 25 100 mm
The 20th world mining congress and expo-2005 was held from November 7th
to 11th 2005 at Teheran, Iran, with the theme MINING AND SUSTAINABLE
The world mining congress was inaugurated by vice president of Iran. Orissa
represented the ideal model of public private partner of partnership. It included the
The Orissa delegation was led by the Honorable Minister, steel and mines, Shri
special officers).
sidelines of mining Congress. The Indian delegation was led by Sri P. Behera,
Unfolding Scenario in the steel and mineral sector. The presentation was
appreciated by all the participants and elicited a number of enquiries from the
The pavilion put up by the Orissa government in association with the mining
and steel making companies of the state was widely acclaimed by visitor to the
Expo. The Orissa pavilion had been meticulously planned and executed with high-
tech and modern display skills. Not surprisingly, it was adjudged the best by an
independent panel. This was clearly a major triumph for the OMC which
country for investment in the mineral sector. MD, OMC received the award from the
earned and the attention that the achievements of the state received, made the
participation truly worthwhile. This will surely provide a fillip to the efforts to place
of the event. The event assumed significance with India participating as a Partner
Orissa has already received substantial national and investments.OMC team was led
by the MD, Sri Sanjeev Chopra; Additional General Manager (Projects), Sri P.K
Bhattacharya and Dy. General Manager(GEO and Sales & Marketing), Sri Janardan
Mishra OMC utilized the opportunity to showcase and highlight the rich mineral
resource base and its inherent strength for new investment opportunities before the
global audience.
It is not divine presence that the company is thinking about. Its about small
everyday miracles that can transform the humblest lives for the better. A home, a
road, drinking water, health care, community service. OMC is trying to do its best
for the people who live and work around the area of operations and in the city.
Keeping in tune with its public sector image, OMC spends a substantial
of ponds, construction of village roads and culverts, plantation etc have also been
The debt PSU has lent a helping hand to the Tsunami victims by donating Rs 1
crore to Chief Ministers Relief Fund in fulfillment of its CSR. The cheque of Rs 1
crore was presented by Sri. Bhaskar Chatterjee, Chairman, OMC cum Principal
Secretary, Dept. of Steel and Mines to the Chief Minister in the presence of Dr.
Subas Pani, Chief Secretary, Sri. Sanjeev Chopra MD, Sri Dillip Routrai ,OSD,
Dash who has scaled a height of 7300 m a top Mount Everest in her maiden
attempt in 2004. A further assistance of Rs 1 lakh has been pledge if she conquer
launched a state corpus scheme for generating a corpus fund. OMC has contributed
SAINIK SCHOOL:
BBSR.
state of Orissa which is working with the objective to generate consciousness and to
provide professional expertise among the industrial workers and managers in the
field of safety, Health & Environment, leadership development etc. OMC has
exchequer by way of royalty, sales tax and dividend. The corporation has paid a
dividend of Rs 1 crore from out of its profits in 2002-03; Rs 11 crores from out of
its profits in the year 2003-04. The corporation has declared 200% dividend for the
year 2004-05 and has paid Rs 60 crores from out of its profits in 2004-05. This is
SOCIAL RESPONSIBILITY:
Naibuga basti, Naibuga road, Totasahi and Chudsahi of Balda and Bada-Kalimati
under Joda Block was handled over to B.D.O Joda by Sri S.K. Swain,
manager(civil), Barbil, Sri S.K. Behera, manager(min) Dubna in presence of the
OMC official.
the women in the state and bring them to the forefront of National building OMC
contributed Rs 1 crore to BJB College, BBSR for construction of new girls hostel to
accommodate young and talented girl students joining the premier college to
The Orissa Mining corporation Limited contributed Rs 5 crores from out of its
proceeds in 2006-07 to Chief Ministers Relief Fund. The cheque of Rs 5 crores was
Honorable Chief Minister Sj. Naveen Pattnaik in his Orissa secretarial Chamber on
As a part of it, OMC has been undertaking peripheral developmental works in and
around its mines. OMC is the only mining organization in the state contributing 5%
of its net profit to the District peripheral development society in Keonjhar and
cheque of Rs 8.46 crores to the collector Keonjhar Sri. B.B Mohapatra for
OMC has sanctioned Rs 4.25 crore to Orissa Council of Sports, Cuttack for
OMC has provided1 lakh drinking water pouches for distribution among the pilgrims
DEVELOPMENT OF PARKS:
OMC has donated a sum of Rs 4.50 lakh to BBSR municipal corporation for
STAFF WELFARE:
As employees are the great resource of the corporation, OMC can never avoid them
OMC has introduced Voluntary Retirement Scheme for regular employees and
VRS Scheme for workers is being implemented from time to time according to
with presentation of a watch and on the day of retirement are given presentation
worth Rs 5000.
to cash award of Rs 3000 for securing highest marks in H.Sc examination and Rs
The corporation has never lost sight of its corporate social responsibility. Be
center of safety, health and environment; Lions Eye hospital; Vivekananda National
or the Cuttack-Paradeep State Highest, OMC has left its indelible imprint by way of
munificent donations and assistance. The corporation is the only mining company in
the state, which contribute 5% of its net profit to peripheral development in the
the years.
CHAPTER-III
LITERATURE REVIEW
In a study, review of literature forms the most crucial and important part.
The present study has examined perceived quality of work life across
different work parameters-growth oppurtunities.The perceived QWL has also
been examined via a managerial experience, hierarchy and remuneration. It
focuses attention on the relationship between the variables of working life-
for a QWL and quality of life.QWL is being used these days by organizations
as a strategic tool to attract and retain the talent.QWL policies are
increasingly becoming the part of the business strategies and focus is on the
potential of these policies employees quality of work life and more
importantly to help them maintain work-life balance with equal attention on
performance and commitment at work.
The concept of QWL deals with the issue of how regarding or satisfying
the time spent in the work place is. As such, QWL may reflect working
conditions and contextual issues such as relationships at work colleagues
and the intrinsic satisfaction of the job itself.
One of the most important determinants of QWL is the career
growth opportunities as supported by various researches done in the past.
Study only predicts that employee performance is also correlated with
QWL.A high quality of work life is essential for organization to attract and
retain employees.
QWL is a process in which organization recognize their
responsibility to develop job and working condition that are excellent for the
employees and organization. An effective leader influences the followers in a
desired manner to achieve goals. It is evident from the literature different
leadership styles may affect organization effectiveness and
performance.QWL which included variable like relationship with supervisors,
work group relationship respect for individuals, job stress, and state of mind
and so on.
Walton, one of the major interpreters of quality of work life Movement has
proposed eight major conceptual areas.
Adequate and fair compensation: Organization derives work from the
employees and in turn pays back in the form of wages and salaries.
Payment is made in different ways based on different methods of
fixation of pay.
Safe and healthy working conditions: In India, Factories Act provides
the guidelines, norms and conditions to be observed by the factories to
provide safe and healthy working conditions to the workers. Unless the
work place is ensured of physical safety and hygiene, any worker can
seldom concentrate on his work. He will otherwise plague with fear of
accident.
Opportunity to develop human capacities: It is mostly lack of
opportunity or neglect of opportunity, which hinders the development
of full potential of an employee. Development is continuous process
that needs to be monitored on a regular basis by the management.
Opportunity for career growth: A sure indicator of an excellent
organization is one, which plans well in advance, both the expansion of
the organizational activities and career growth of each of its
employees.
Social integration in the work force: Unity of purpose in the work force
is an essential and idealistic situation where productivity will tend to be
maximum. Spirit of oneness leads to unity of purpose in achieving
common organizational goals. This is an effort of both the
management and the workers.
Constitutionalism: An employee is basically human being with a need
for privacy, decent and disciplined work place, unbiased superiors, etc.
constitutionalism in an organization ensures that the above mentioned
factors do not creep in to an employees work life.
Work and quality of life: if right work is given to the right person the
immediate effect is satisfaction, leading to the high QWL. Another
important aspect of work is the qualitative surroundings provided by
the management. It includes physical standards like well-equipped and
well ventilated work place and organizational climate of trust,
collaboration and mutual understanding.
Social relevance of work: If the output of organization benefits directly
a larger public, the employees feel more responsible and proud of their
individual contributions. Employees, who feel that they are doing
socially relevant work, are usually self-motivated.
As the work culture changes drastically in the recent years, the traditional
concept of work to fulfill humans basic needs are also facing out. The
basicneeds are continued to diversify and change according to the evolution
of the work system and standards of living of a workforce.
Gani (1993) in his study stated that the core of the Quality of Work
Life concept is the value of treating the worker as a human being and
emphasizing changes in the socio-technical system of thorough
improvement, in physical and psychological working environment,
design and redesign of work practices, hierarchical structure and the
production process brought with the active involvement of workers in
decision making.
Quality Circles are one of the ways of involving employees at the bottom
level of the organization in decisions affecting work and work related
problems. A Quality Circle is essentially a small group of employees who
meet voluntarily on regular basis to identify, analyze and find solutions to
quality problems and other issues in their work-environment. The employees
in a Quality Circle can range from four to twelve. The Quality Circles occupy
a vital and far more specific role for aiming and achieving Quality of Work
Life of workers in organizations.
However, Singh (1983) states that, Quality of Work Life is not based on
any theory. It is concerned with overall climate of work place. Reduced
supervision, increased self-regulation and self-management are pillars of
Quality of Work Life.
American Society of Training and Development (1979) presented Quality of
Work Life as a process of work organizations, which enables its members at
all levels to participate actively and efficiently in shaping the organizations
environment, methods and outcomes. It is a value based process, which is
aimed towards meeting the twin goals of enhanced effectiveness of
organizations, and improved quality of life at work for employees.
DEFINITIONS
The term QWL was first introduced in 1972 during an International Labor
conference (Hian and Einstein 1990).
1. Attitude:
The person who is entrusted with a particular job needs to have sufficient
knowledge, required skill and expertise, enough experience, enthusiasm,
energy level, willingness to learn new things, dynamism, sense of
belongingness in the organization, involvement in
the job, inter personal relations, adoptability to change in the situation, openn
ess for innovativeideas, competitive, zeal, ability to work under pressure,
leader qualities and team sprit.
2. Environment:
The job may involve dealing with customers who have varied tolerance
level, preferences, behavioral pattern, level of understanding; or it may invol
ve working withdangerous machines like drilling pipes, cranes, lathe
machines, welding and soldering machines, or
even with animals where maximum safety precautions have to be observed
which needs lot of concentration, alertness, presence of mind, quick with
involuntary actions, synchronization of
eyes, hands and body, sometimes high level of patience, tactfulness,
empathy and compassion and control over emotions.
3. Opportunities:
Some jobs offer opportunities for learning, research, discovery, self
development, enhancement of skills, room for innovation, public recognition,
exploration, celebrity status and loads and loads of fame. Others are
monotonous, repetitive, dull, and routine, no room for improvement and in
every sense is boring. Naturally the former ones are interesting and very
much rewarding also.
4. People:
Almost everyone has to deal with three set of people in the work place.
Those are namely boss coworkers in the same level and subordinates. Apart
from this, some professions need interaction with people like patients, media
persons, public, customers, physically -disabled people, mentally challenged,
children, foreign delegates, gangsters,
politicians, public figures and celebrities, these situations demand high level
of prudence, cool temper,tactfulness, humor, kindness, diplomacy and
sensitiveness.
6. Stress level:
All those above mentioned factors are interred related and inter dependent.
Stress level not to be directly proportional to the compensation. Stress is of
different types- mental stress/ physical stress and psychological or
emotional stress. Managing director of a company will have mental stress.A
laborer will have physical stress, mental and emotional stress causes more
damage than physical stress.
7. Career prospects:
Every job should offer career development. That is an important factor which
decides the quality of work life. Status improvement, more recognition from
the management, appreciations is the motivating factors for anyone to take
keen interest in this job. The work atmosphere should be conductive to
achieve organizational goal as well as the individual development. It is the
win-win situation for both the parties; employees should be penalized
suitably: this will motivate the former to work with more zeal and deter the
latter from being so and strive for better performance.
8. Challenges:
The job should offer some challenges at least to make it interesting; that
enables an employee to upgrade his knowledge and skill and capabilities;
whereas the monotony of the makes a person dull, non-enthusiastic,
dissatisfied, frustrating complacent, initiative less and uninteresting.
Challenge is the fire that keeps the innovation and thrill alive. A well-
accomplishment challenging job yields greater satisfaction than a monetary
perk; it boosts self-confidence also.
The preamble to the constitution begins with thus we, the people of India,
having solemnly resolved to constitute India into a sovereign, socialist,
democratic, republic and to secure to its entire citizen:
Thus the permeable to the constitution of India the seven freedoms listed in
the constitution and most of the directive principle of state policy define
guiding philosophy and value system concerning the scope of quality of work
life and indicate the measures that are value system concerning the scope of
quality of work life and indicate the measures that are needed to ensure for
all justice, liberty, equality and fraternity and also a decent standard of life
from cradle to grave.
In the India context .the realities of acute poverty high
unemployment, unreasonably high disparity between the poor and rich cast
some doubt on the authenticity of the concept of the quality of work life. In
India a man is seldom judged by what work he does. More often the criteria
are: how he relates with others how willing he is to make sacrifices for
others etc. He would rarely move out where the work takes him rather he
would strive to bring his work nearer to his home. If that is so, a closer
scrutiny is wanted for understanding the areas of overlap between the work
lives and off work life and the way they tend to be interrelated. The foremost
indicator of QWL in India would be the possibility of the fulfillment of the
basic needs of man and secondly ,reduction of the enormous economic
disparities. This would lead to more committed job behavior of how free the
society is from exploitation, injustice, inequality, oppressions, and
restrictions on the continuity of growth of man, leading to his development
to the fullest .Implement in quality of work life can be brought about by
initializing wage structure and bringing about improvements in worker
amenities and working conditions.
It has already been found that, companies that help employees with
child-care should provide these type of benefits, if they want to
maintain their valuable human resources.
Good quality of work life has many benefits. Some of the benefits are
job redesigning provides meaning to the work for an employee,
thereby enhances his quality of work life. It is now accepted that the
good design of job have certain characteristics which provide intrinsic
satisfaction to the human being. These have been identified as
autonomy, high level skills; etc. This implies that people tend to work
better when they are more relaxed and happy with their work. This is
in turn will bring about greater efficiency and worker effectiveness.
The QWL in OMC, as per the layout is going to be discussed under the
following heads.
1. Working condition
2. Living condition
3. Welfare incentives
5. Economic factors
6. Psychological factors
7. Social factors
E1 Rs. 3,700-200-10,500/-
E2 Rs. 8,500-275-14,000/-
E3 Rs. 9,350-325-14,500/-
E4 Rs. 10,000-325-15,200/-
E5 Rs. 12,000-375-16,500/-
E6 Rs. 14,300-400-18,300/-
E7 Rs. 15,100-400-18,300/-
E8 Rs. 15,100-450-20,000/-
PAY SCALE FOR THE EXECUTIVES (REVISED)
EXECUTIVES
NAME
OF REVISED
EXISTING SCALE
POST/ THE SCALE OF GRADE
OF PAY W. E. F
GRADE PAY PAY W. E. F PAY
1.1.1996
BAND/ 1.1.2006
SCALE
E-0 CONSOLIDATED
7300-200-13,500/-
E-1 PB-2 9300-34,800/- 4600/-
8500-275-14,000/- 15,600-39-
E-2 PB-3 6600/-
100/-
9350-325-14,550/- 15,600-
E-3 PB-3 6600/-
39,100/-
10000-325-15,200/- 15,600-
E-4 PB-3 6600/-
39,100/-
12,000-375-16,500 15,600-
E-5 PB-3 7600/-
39,100/-
37,400-
E-6 14,300-400-18,300/- PB-4 8700/-
67,000/-
37,400-
E-7 15,100-400-19,500/- PB-4 8800/-
67,000/-
37,400-
E-8 16,400-450-20,000/- PB-4 8900/-
67,000/-
NON-EXECUTIVES
2750-70-3300-75-
SS-2 PB-1 5200-20,200/- 1800/-
4175/-
2900-75-3650-80-
SS-1 PB-1 5200-20,200/- 1900/-
4450/-
3050-75-3950-85-
S-3 PB-1 5200-20,200/- 1900/-
4630/-
i. Rs. 2750-70-3,800-75-5,175/-
v. Rs. 3,600-100-5,600/-
x. Rs. 5,300-150-8,300/-
I.WORK ENVIORNMENT
MOTIVATION
(NEUTRAL)
8 12 10
,0
NEUTRAL,
10% EXTREMELY
MOTIVATING,
20%
FAIRLY
MOTIVATING,
70%
FINDINGS:
It was found that 70% of the employees had the opinion that the
environment at OMC is fairly motivating. However, it was noted that 10% of
the employees who did not have the opinion, motivating nor demotivating
i.e. neutral belonged to the age group of 30-42 yrs and mainly from the
department of civil, electrical. and mining. Thus, the young employees were
really not satisfied with the motivation given by the management and
superiors.
WORKING CONDITION
7 14 5 3 2
STRONGLY
DISAGREE, 6% DISAGREE, 2%
STRONGLY AGREE,
NEUTRAL, 17% 25%
AGREE, 50%
FINDINGS
50% of the employees feel that they are satisfied with the working
conditions of the organizations and consider their organization as a congenial
and dedicated place to work. However more than 10% of the employees are
satisfied and also unsatisfied i.e confused about the working condition and
these are mainly senior employees who dont consider the work place to be
congenial.
JOB SECURITY
YES NO
25 5
,0 ,0
NO, 16%
YES, 84%
FINDINGS
Sparing merely 16%,84% of the employees are of the opinion that their job
is a secured one and they think that job security is so high where they can
perform in a more dedicated and friendly manner.
7 11 5 6 1
STRONGLY
DISAGRE, 2%
ATRONGLY
DISAGREE, 20% AGREE, 25%
NEUTRAL, 16%
AGREE, 37%
FINDINGS:
37% of the employees agreed that their jab allows them to perform their
best and in a particular area where they can utilize their skill to the fullest.
They even dont find the job monotonous and accept the changes in a
positive way.
INTER-DEPARTMENT RELATIONSHIP
STRONGLY
DISAGREE, 6%
DISAGREE,
10%
ASTRONGLY
AGREE, 17%
NEUTRAL,
17%
AGREE, 50%
FINDING
3 18 6 3 0
STRONGLY STRONGLY
DISAGREE, 0% AGREE, 10%
DISAGREE,
10%
NEUTRAL, 20%
AGREE, 60%
FINDING:
60% of the employees consider that the organization gives them freedom to
use their skills in their area of job without any restriction. Thus the culture of
the organization is open and receives appropriate skills from the employees.
Thus we analyze the organizational culture and climate at OMC is
pretty good. However the employees at mines require efforts to put in and
the organization is doing several things to fulfill their demands. There is a
harmonious environment in the organization and it provides a good
atmosphere to prosper.
3 17 5 3 2
STRONGLY STRONGLY
DISAGREE, 6% AGREE, 10%
DISAGREE,
10%
NEUTRAL,
17%
AGREE, 57%
FINDING:
5 15 8 2
UNSATISFACT
ORY, 7%
EXCELLENT,
16%
SATISFACTOR
Y, 27%
GOOD, 50%
RELATIONSHIP WITH SENIORS
10 12 6 2
SATISFA 7%
CTORY,
20%
EXCELLE
NT, 40%
GOOD,
33%
FINDING:
12 15 3 0
UNSATISFACTOR
SATISFACTORY,
Y, 0%
10%
EXCELLENT, 40%
GOOD, 50%
FINDING
ACHIEVEMENT OF REQUIRED
SKILLS
12 18 0
RARELY, 0% , 0
TO GREAT
EXTENT,
40%
TO SOME
EXTENT,
60%
FINDINGS:
The training program held for the employees is beneficial to 40% of
employees to great extent and to 60% of the employees to some extent.
The participating employees achieve good amount of skill from the training
programs and are looking forward for more sessions.
2. What is the rate of Improved relationship of the employees with each other?
IMROVES RELATIONSHIP
AMONG EMPLOYEES
YES NO
27 3
,0,0
NO, 10%
YES, 90%
FINDINGS:
It was an agreeable and frictionless response from the employees that the
training programs actually help in improving cordial relationship among
employees. Therefore a united 90% of the respondents have rated it in the
opinion of yes sparing only 10% as no.
10 17 2 1 0
STRONGLY
DISAGREE,
NEUTRAL, DISAGREE,
3%
7% 0%
STRONGLY
AGREE,
33%
AGREE,
57%
FINDING:
.
V COMPENSATION, REWARDS AND BENEFITS.
WAGE POLICY
3 19 4 4
UNSATISFA EXCELLENT,
CTORY, 13% 10%
SATISFACTO
RY, 14%
GOOD, 63%
FINDINGS:
Although 87%(63+10+14) of employees have rated the wage policy to be
good at OMC, but along with that 13% of employees are very unsatisfied
with the wage policy and want it to be revised as per other PSUs and mining
organization .They even want the pension policy to be improved .Some
employees have even indicated the revision of financial power from
Rs.1.50lacs to Rs5.00lacs especially on civil work to regional level for
emergent CSR work.
2. What is the Percentage of Adequate fair compensation in OMC?
4 5
8 10 3
STRONGLY STRONGLY
DISAGREE, 10% AGREE, 13%
DISAGREE,
17%
AGREE, 27%
NEUTRAL, 33%
FINDINGS:
According to 30% of respondents the organization provides adequate and
fair compensation but it was seen from the rating that 33% of the
respondents were neutral about the fact and 27% of employees totally
disagreed that the organization provides adequate and fair compensation.
3. What is the Linkage of frewards to job performance?
AGREE
0 12 10 6 2
STRONGLY STRONGLY
DISAGREE, AGREE, 0
7%
DISAGREE,
20% AGREE, 40%
NEUTRAL,
33%
FINDING:
Near about 40% of employees agree to the fact that there is good linkage of
rewards with job perforamance.Nevertheless 27% dont think so because
they disagree with the fact and demand dor special foramts to reward
deserving performers.
Thus if we analyze compenasation .rewards and benefits in total ,then
employees at OMC are in search for something extra from the
organization.Employees require a more beeter pay system and high degree
of integrity and appreciation as reward.
5 20 5 0
UNSATISFA
CTORY, 0%
SATISFACT EXCELLENT,
ORY, 17% 17%
GOOD, 66%
FINDING:
SAFETY MEASURE:
4 18 5 3
UNSATISFACT
ORY, 10%
EXCELLENT,
13%
SATISFACTORY
, 17%
GOOD, 60%
FINDING:
90%of employees have rated safety measures to be excellent, good and
satisfactory in the organization. But 10% of the employees are unsatisfied
with it in respect to health aspects and working atmosphere at mines.
3. What is the Welfare measure in OMC?
Welfare Measures
6 15 8 1
POOR, 3.30%
EXCELLENT,
20%
AVERAGE,
27%
GOOD, 50%
FINDINGS:
After safety, welfare measure is perhaps the most important thing in an
organization. In this regard 70% of employees are satisfied with the welfare
measures provided by the organization like drinking water, sanitary, first
aid, canteen, etc .However some rate of discontent is present in the field of
drinking water, education, transport ,and cultural activities.
Thus overall response for safety and welfare measures at OMC is satisfactory
in nature but the organization needs to work more on this area in order to
improve Quality Of Work Life among its employees.
VIII.WORKERS PARTICIPATION IN MANAGEMENT (WPM)
Workers participation in mgt was known through the parameters like freedom of
offering comments and suggestions, suggestion scheme and acceptance of
additional responsibility.
1. What is the rate of Freedom of offering comments and suggestions of the employees in
OMC?
FREEDOM OFOFFERING
COMMENTS&
SUGGESTIONS
YES NO
24 6
,0,0
NO, 20%
YES, 80%
FINDING:
80% of employees have a say that they have the required freedom of
offering comments and suggestions to the mgt. On the other hand 20%of
the employees dont feel that they have been provided with enough freedom
to make any comments and suggestions. These 20% of employees even
demand for a modern mgt system to have good participation.
SUGGESTION SCHEME
10 12 5 2 1
strongly disagree,
disagree, 7% 3%
strongly agree,
neutral , 17% 33%
agree, 40%
FINDINGS:
Near about 73%of the employees opt for having a suggestion scheme in
the organization. Moreover it is a statutory norm for any organization to
have suggestion scheme for enabling proper WPM process in the
organization.
IX.MANAGEMENTS PARTICIPATION
Management participation was studied by analyzing 2 components i.e. mgt
maintains transparency, and job rotation procedure.
AGREE
0 24 4 2 0
strongly disagree
0%
agree
80%
FINDINGS:
80% of employees believe that mgt communicates every new change that takes
place in the organization. However 7% deny that there is no transparency
maintained by the mgt.
1 11 10 8
EXCELLENT
, 3%
POOR, 27%
GOOD,
37%
AVERAGE,
33%
FINDINGS:
Job rotation area is a hard hit area where mere 37% of employees remarked
it as good and 3% assumed it as excellent. But for around 33% of
employees the procedure was average and for 27% of them it was actually
poor. Even some of the employees mentioned of having improper
promotional and transfer policy in the organization. Moreover this procedure
sometimes opts out qualified and dedicated employees.
1. What is the rate of Balance between work life and family life of the employees in OMC?
BALANCE BETWEEN WORKLIFE
AND FAMILY LIFE
YES NO
23 7
,0 ,0
NO, 23%
YES, 77%
FINDINGS:
77% of employees feel that they are able to maintain a proper balance
between their work and family life.23%of employees are not able to
maintain a balance due to mental and physical constraints.
IMPACT ON ORGANIZATION
YES NO
29 1
,0
NO, 3%
YES, 97%
FINDING:
2. OMC has been steadily adding to the corporations minerals inventory today.
4. As employees are the great resource of the corporation, OMC can never
avoid them regarding Corporate Social Responsibility (CSR) issue.
SUGGESTIONS
My suggestions about the organization is, The organization should take some more
steps towards the welfare of the employees so that the efficiency of the employee
will be increases and the productivity of the company also increases and I also want
the organization to pay some extra attention towards the safety measures of the
employees or towards those person who are working in the mines so that they can
feel secure about themselves and at last I want to say that the organization should
adopt the latest tools and technologies by which the working of the organization
can be done accuracy and will require less time and can be handled in more easier
manner than before.
RECOMMENDATIONS
3. The work relations are very good at OMC and the employees
are very social in nature but there is a certain level of
dissatisfaction among the employees with the senior authority
in relation to feedback and counseling.
6. With a high level of job security and with a good repo among
PSUs, OMC has carved its own niche but the organization has
to have a look in its recognition and promotion of the
employees of an organization to achieve more commitment
from them..
CONCLUSIONS
OMC is an expert oriented organization which has its own culture, tradition
and a separate entity. It has able to spread its market from National to
International Level and is able to make a signature statement among others.
The most significant observation made by me during the research work was
the feeling of employees at OMC which observes the organization to be an
ideal place which fulfills both organizational and individual needs. The
organization has nurtured its employees in a very optimistic manner for the
development of quality of work life as a whole. The employees in general are
satisfied with utmost all the facilities that are provided to them but require
more than the present attention from the management. The psychological
side of work life is also given the due weight age as employees have the
feeling of job satisfaction and job security. The organization is very
harmonious and even the unions at the mines are very co-operative. This is
the best things that have ever been in an organization and OMC has
pioneered it. Thus after a detailed analysis on QUALITY OF WORK-LIFE
at OMC, one thing is very polished and clear that the organization has not
left a single stone unturned in this regard and in maintaining a high level of
human resource.
BIBLIOGRAPHY
Dessler Gary -Human Resource management Prentice Hall of India pvt. Ltd,
New Delhi.