Binoy Project Fair on 252

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INTRODUCTION

Quality of work life

Work is an integral part of our everyday life, as it is our livelihood or career or business.

On an average we spend around twelve hours daily in the work place, that is one third of

our entire life; it does influence the overall quality of our life. It should yield job

satisfaction, give peace of mind .a fulfilment of having done a task .It is expected without

any flaw and having spent the time fruitfully, constructively and purposefully. Even if it is

a small step towards our lifetime goal, at the end of the day it gives satisfaction and

eagerness to look forward to the nest day.

The various factors that influence and decide the quantity of work life are:

1. Attitude2. Environment3. Opportunities4. Nature of job5.

People

6. Stress level7. Career prospects8. Challenges9. Growth and Attitude10. Risk involved and reward

Attitude

The person who is entrusted with a particular job needs to have sufficient knowledge ,

required and skill expertise ,enough expertise , enthusiasm ,energy level, willingness to

learn new things , dynamism , sense of belongings in the organization , involvement in

the job , inter personal relations ,adaptability to changes in the situation ,openness for

innovative ideas, competitiveness , zeal ability to work under pressure , leadership

qualities and team spirit.


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Environment

The job may involve dealing with customer who have varied tolerance level, preferences ,

behavioural pattern ,level of understanding ; or it may involve working with dangerous

machine like drilling pipes ,cranes , lathe machine , welding and soldering machines , or

even with animals where maximum safety precautions have to be observed which needs a

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 emotion.

Opportunities

Some jobs offer opportunities for learning, research, discovery, self development,

enhancement of skills, room of innovative, public recognition, exploration, celebrity status,

and loads and loads of fame .Others are monotonous, repetitive, dull routine, no room for

improvement and in every sense boring .Naturally the former ones are interesting and every

much rewarding also.

Nature of job

For example a driller in the oil drilling unit, a driver, a fire-fighter, traffic policeman, train

engine driver, construction labourers, welder miner, lathe mechanic have to do dangerous

jobs and have to be more alert in order to avoid any loss of limbs, or loss of life which is

irreparable whereas a pilot, doctor, judge, journalist have to be more prudent and tactful

in handling the situation; a CEO, a professor, a teacher have more responsibility and

accountability but safe working environment; a cashier or a security guard cannot afford to

be careless in his jobs as it involves loss of money, property, and wealth; a politician or a

public figure cannot afford to be careless ,for his reputation and goodwill is at stake .Some

jobs needs soft skills, leadership qualities, intelligence, decision making abilities, the

ability to train and extract work from others .the other jobs needs forethought ,vision, and

yet other jobs need motor skills, perfection and extreme carefulness.


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People

Almost everyone has to deal with three set of people in the workplace. Those are namely

boss, co-workers in the same level and subordinates. Apart from this, some profession need

interaction with people like patients, media person, public, customers, thieves, robbers,

physically disabled, and mentally challenged, children, foreign delegates, gangsters,

politicians, public figures and celebrities. These situation demand high level of prudence,

cool temper, tactfulness, humour, kindness, diplomacy, and sensitiveness.

Stress level

All these above mentioned factors are interrelated and interdependent. Stress level need

not be directly proportional to the compensation. Stress is of different types- mental

stress/physical stress and psychological or emotional stress. A managing director of a

company will have mental stress, a labourer will have physical stress, and a psychiatrist

will have emotional stress. Mental stress and emotional stress cause more damage than

physical stress

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,

appreciation is the motivating factors for anyone to take keen interest in his job. The work

atmosphere should be conducive to achieve the organizational goal as well as individual

development. It is a win-win situation for both the parties of an employee should be

rewarded appropriately for his good work, extra effort, sincerity and at the same time

lethargic and careless employee should be penalised suitably this will motivate the former

to work with more zeal and deter the latter from being so, and strive for better performance

.


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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 job makes a person dull, non enthusiastic, dissatisfied, frustrating, coplacement,

initiativeless and uninteresting. Challenge is the fire that keeps the innovation and thrill

alive. A well accomplished challenging job yields greater satisfaction than a monetary

perk; it boosts the self confidence also.

Growth and Development

If an organization does not give chance for growth and personal development it is very

difficult to retain the talented personnel and also to find new talent with experience and

skill.

Risk involved and Reward

Generally reward or compensation is directly proportional to the quantum of work, man-

hours, nature and extent of responsibility, accountability, delegated powers, authority of

position in the organizational chart, risk involved level of expected commitment, deadlines

and targets, industry, country, demand and supply of skilled manpower and even political

stability and economic policies of a nation. Although risk is involved in every job its nature

and degree varies in them; all said and done, reward is a key criterion to lure a prospective

worker to accept the offer.


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REVIEW OF LITERATURE

Miller, 1978; Kirkman, 1981; Metz, 1982; Mirvis&Lawler, 1984; Cooper, 1988

Defines the qualities of work life are broadly similar to the study on Singaporean Employees

development suggest four dimension of quality of work life labelled as,

i. Favourable work environmentii. Personal growth and autonomy

iii. Nature of jobiv. Stimulating opportunities and co-workers.

Good performance is recognized in addition to rewards being based upon performance while

employees are respected and treated like mature people.

The study on Singaporean employees development,

Cheng S says in high QWL there should be a positive impact on personal life, an

opportunity to be involved in decision as well as an acceptable level of physical comfort. The

job seen to exit within high QWL work situation are those in which there is a minimal

negative impact on ones personal life, and hopefully one which has a positive impact on

ones personal life.

We would expect that these dimension comprising QWL that were found in the present

sample are consistent with the rapid economic growth and increasingly higher levels of

educational standard in Singapore. Research studies (Taylor, 1977;

Taylor, 1978; Donald, 1997) have generally established that QWL is positively associated

with the job satisfaction and can be a significant motivator. One implication of this finding

for management is the need to consider the type of intrinsic and extrinsic factor highlighted

by the four aspects of QWL that comprises the motivational reward incentive system used in

the organization. Designing the job and the work environment so as to include the

characteristic of the QWL dimension discussed above will contribute to the workers sense of

well being and provide a more positive start to other work motivation programmes within the

organization.

Kirkman (1989) suggests that in future work society; the drive for more humanitarian

treatment both in and out of work will increase.

Cheng Sin his paper QWL through employee participation in Singapore has discussed the

following four different approaches to QWL employee share option scheme, joint

management consultation, quality circle and industrial relation circle.

This is an interesting situation given the high degree of emphasis on achieving high standard

in performance and quality known in Singapore.


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QWL has also been viewed in a variety of ways including a) as a movement b)as a set of

organizational intervention c) as a type of working life felt by employees QWL , self

evaluation and life satisfaction among American African

When for many people sex and relationship are troublesomesince they are often hazardous

to our health. Work plays an even greater role in keeping us out of trouble. Regardless of

how much we earn most of us have some kind of agenda or work plan. And with so many

people opening a home and a cyber office, with mounting levels of technology related stress

(which Bruria Ginton, owner turned content provider, calls frustression), many of us end up

involved in more than a job, which we feel compelled to get done, spending the greatest

portion of our lives in what we consider our work place. So quality of work life is not some

notion of frivolous luxury. QWl is just as real and useful as virtual reality itself.


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STATEMENT OF PROBELM

The particular topic is chosen because quality of work life exercised an important influence

on human life. The close attention of quality of work life precedes a more humanised work

environment. It attempts to serve a higher order need of workers as well as their more basic

needs. This project is aimed at understanding of the employees Quality of work life and to

analyse their feeling of his or her job. The working condition, his supervisors, his

organization, his fellow workers, his extend of motivation, his job satisfaction and activities.


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OBJECTIVE OF THE STUDY

PRIMARY OBJECTIVE

To study the quality of work life of employees in THE FERTILIZERS AND CHEMICALTRAVANCORE LTD [FACT}

SECONDARY OBJECTIVE

To find out how quality of work life leads to high satisfaction To know the existing working condition, industrial health and safety help to improve the

quality of work life

To study the workers participation in FACT Ltd To examine how the training and development programmes help to improve the quality of

work life

To know how the various welfare activities and other benefits helps to bring better quality ofwork life.


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SCOPE OF THE STUDY

The project was undergone in THE FERTILIZERS AND CHEMICALSTRAVANCORE LIMITED [FACT] for a period of one month. Theoretical knowledge is

insufficient to cope up with the modern functioning of the companies. So in order to gain

practical knowledge, the project was done at FACT on the topic employees satisfaction

towards quality of work life.

Quality generally defined as conformance to requirement quality is as fitness for

purpose. The concept of quality is not apply to all goods and services created by human

beings, but also for workplace where the employees were employed.

Quality in the workplace comes from understanding and then fully meeting, the needs of all

your internal and external customers, now and into the future and doing so with continual

improvement in efficiency and effectiveness.

QWL refers to the favourableness or un- favourableness of total job environment of the

people. The basic purpose is to develop jobs and working condition that are excellent for

people as well as for the economic health of the organization. QWL provides more

humanized work environment. It attempts to serve the higher order needs of workers as well

as their more basic needs. It seeks to employ the higher skill of workers and to provide an

environment that encourages improving their skills.

Q - Quest for excellence

U - UnderstandingA - Action

L - Leadership

I - Involvement of the people

T - Team spirit

Y - Yardstick to measure progress


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RESEARCH METHODOLOGY

Research design

A sound research design is inevitable for the work to be successful. Hence the research

design was descriptive in nature. Research design is the frame work which provides

guidelines for the rest of the research process. Descriptive research includes surveys, and

FACT finding enquiries are f different kind.

.

Data Collection Method

In this organization study of the methodology involved of two types of data they are:

a. Primary dataPrimary data are those data, which are collected from primary sources. Normally these data

are collected from direct observation. Primary data are those collected by the investigator

himself for the first time and thus they are original in character. They are collected for a

particular purpose. These data are collected for the first time for the purpose of a study and its

primary in nature.

b. Secondary dataSecondary data are statistics that already exists. They have been gathered not for immediate

use. This may be described as those data that have been compiled by some agency other than

the user. There are two types of secondary data- internal and external secondary data

The internal secondary data is a part of the companys record, for which the research is

already conducted. Internal data are those data that are found within the organization

.external secondary data are collected by the researcher from outside the company.

Questionnaire type

The technique used by the researcher was non disguised structured technique or structured

direct technique. This technique requires that the question shapes be asked by using the same

words and in the same sequence for all respondents. This technique was used for theemployees. The questionnaire of employees contained the following type of question.

Population

The employees working in various departments in FACT are coming under the population of

the study

Contact method

The method used to contact the respondents was the direct personal interview.


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Period of study

The period of the study was limited by one month; it was from February to March.

Sample size

The size was taken among the employees working in various departments in FACT and size

was 100

Sampling method

The method was used as random and descriptive methods for the study.

Research tool

The collected data for presented for analysis using simple percentage method, weighted

average method,.

Sampling type

The simple random sampling technique was used in this analysis.


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SIGNIFICANCE OF THE STUDY

Quality of work life covers various aspects under the general umbrella of supportive

organizational behaviour. Thus the QWL should be broad in its scope. It must evaluate the

attitude of the employees towards the personnel policies. The research will be helpful inunderstanding the current position of the respective company. And to provide some strategies

to extent the employees satisfaction with little modification which is based on the internal

facilities of the company.

This research can be further used to evaluate the facilities provided by the management

towards the employees. This study also helps in manipulating the basic exception of the

employees.


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LIMITATION OF THE STUDY

Converting qualitative data into quantitative data may often lead to inaccurate result The respondents may not have expressed then strong negative feelings about the

policies, which result in the error of central tendency.

few respondents were reluctant while answering the question


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INDUSTRY PROFILE

INTRODUCTION ABOUT THE INDUSTRY

Fertilizer Industry

Though much euphoric services sector growth in Indian economy has drawn the

attention over the globe, still it is importance brings confusion when we come across the

parameters like increasing inequality and a stalemate in poverty condition.

Agriculture the backbone of Indian economy still holds its relative importance for more

than a billion peoples. The government of India from time to time has taken considerable

steps for the upliftment of agriculture sector. Here we have analysed the performance of

fertilizer industry being one of the vital parts in agricultural production and government

policy and initiatives for the same.

Fertilizer in the agriculture process is an important area of concern. Fertilizers industry

in India has succeeded in meeting the demand of all chemical fertilizer in the recent years.

The fertilizer industry in India started its first manufacturing unit of single super phosphate

(SSP) in Ranipet near Chennai

Indias green revolution in late sixties gave a positive boost to sector. The sector

experienced a faster growth rate and presently India is the third largest fertilizer producer

in the world.

Indian fertilizers industry

India is primarily an agriculture based economy. The agriculture sector and its other

associated spheres provide employment to a large section of the countrys population and

contribute about 25%to the GDP. The Indian fertilizer industry is one of the allied

sectors of the agriculture sphere. Indian has emerged as the third largest producer of

nitrogenous fertilizers. The adoption of back to back five year plan has paved the way for

self sufficiency in the production of food grains. In fact production has gone up to an

extent that there is a scope for the export of food grains. This surplus has been facilitated

by the use of chemical fertilizers.


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The large scale use of chemical fertilizers has been instrumental in bringing about the

green revolution in India. The fertilizer industry in India began its journey way back in

1906. During this period the first single super phosphate (SSP) factory was established in

raniput Chennai. It had a capacity of producing 600MT annually. In the pre and post

independence era a couple of large scale fertilizer units were established namely the

fertilizer corporation of India in Sindri, Bihar and the fertilizer and chemicals Travancore

of India Ltd in Cochin, Kerala.

The Indian government has devised policies conducive to the manufacture and

consumption of fertilizers. Numerous committees have been formed by the Indian

government to formulate and determine fertilizer policies. The dramatic development of

the fertilizer industry and the rise in its production capacity has largely been attributed to

the favourable policies. This has resulted in the large scale investments in all the three

sectors viz... Public, private and co-operative. At present there are 57 large scales fertilizers

unit. These manufacture an extensive range of phosphatic, nitrogenous and complex

fertilizers. Out of these 57, 29 units are engaged in manufacturing urea, while 13 of them

produce calcium ammonium nitrate and ammonium sulphate. The remaining 20 fertilizer

plant manufacture complex fertilizer and DAP.

The department of fertilizer is responsible for the planning, promotion and development

of the fertilizer industry. It also takes into account the import and distribution of fertilizers

and also the financial aspects. There are four main division of the department. These

include fertilizers import, movement and distribution, finance and accounts, fertilizers

project and planning and administration and vigilance. It makes an assessment of the

individual requirements of the states and union territories and then lays out an elaborate

supply plan.

Through the soil in India is rich in silt, it lacks chief plant nutrients like potassium,

nitrogen and phosphate. The increase in the production of fertilizers and its consumption

act as a major contributor to overall agricultural development.

Size if Indian fertilizer industry

The production of food grains in India rose by an excess of 156 million MT since 1951-

52. The fertilizer industry has played a major role in this mass production of food grains.

The fertilizer industry came into being in India in the year 1906. The first manufacturing

unit of Single Super Phosphate (SSP) had a manufacturing capacity of 6000MT


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As per government of India records on 31.01.2007, the India fertilizer industry has

made a production of 120.61LMTof nitrogen (N) and 56.59LMT of phosphate (P) nutrient.

The installed capacity of urea in India is estimated to be 207.52 LMT. This was an

increase by more than 200LMTsince 1951-52.per hectare consumption has scaled to

104.5kg while the figure was less than 1kg in 1951-52.

The Indian fertilizer industry started operating in a big scale since 1940s, when the

fertilizer &chemicals Travancore of India Ltd.and the fertilizer corporation of India were

set up in Kerala and Bihar respectively. The fertilizer industry in India grew to a

considerable extent in 1070s and 1980s after the emergence of the green revolution in the

late sixties.

The private sector has also contributed to the Indian fertilizer industry. Some of the

notable private companies to contribute to the production and Chambal fertilizers and

Chemical limited and Tata chemicals limited. The private sector produced 44.73% of

nitrogenous fertilizer and 62.08% of phosphate fertilizers in 2006-07.

The Indian large size fertilizers units manufacture wide varieties of nitrogenous and

phosphate/complex fertilizers. As in 2005-06 these large scale fertilizers units count 56. In

addition to the nitrogenous and phosphatic /complex fertilizers the large scale unit

produced in India by 9 units. Besides there are 72 small and medium scale fertilizers units.

These units operate mainly to produce SSP.

The growth of the fertilizers industry was at its peak in the 1970s and 1980s. The growth

was a bit stagnant in the last decade of the 20th

century. But with many radical steps been

taken by the Government of India, the industry is expected to grow again.

Global demand for Indian fertilizer

Global demand for Indian fertilizer has been on steady rise and so has been its

demand for fertilizer imports. India at present holds the fourth position as an exporter of

fertilizers in the global market.

But its own demand for fertilizers almost equals its exporting capacity. The rapid rate

of population growth and the rising demand for food product has increased the demand of

fertilizer in India.

The primary factor behind the demand of fertilizer in India is the nature of the Indiansoil. Although the soil for agriculture is rich in silt, it is deficient in nutrients such as


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potassium, phosphate and nitrogen. To supplement these nutrients, India has to produce

and also import fertilizers. Amongst the major fertilizers exported from India is urea.

The private fertilizers company in India are now taking their business to foreign shores,

setting up the plants in other countries. This is a positive gesture towards increasing the

global demand for Indian fertilizers and also meeting the same. Soon after the reliance

industries declaration of building two million ton capacity fertilizer unit, national

fertilizers Limited has announced its negotiation and talks with international chemical

group to start joint ventures in Brunei, Qatar and Egypt. The venture will see increased

production of phosphoric acid and Muriate of potash (MOP). The future thus looks bright

for the Indian fertilizers industry in the global market. The Government of Indian is

lending all support to the fertilizer companies by subsidizing the raw material, relaxing the

export policies and so on.

The global fertilizers demand as a whole shows a sharp rise in the recent years. In 2005 -

06 it is registered a 1.5% growth which is increased sharply to 5% in 2006-07. The demand

for nitrogen fertilizers is the highest, surpassing the demand for potassium and phosphate

fertilizers. If the demand is analyzed on the basis of region then North America shows the

greatest demand for fertilizers with an annual demand growth of 9.9%, followed by West

Asia (8.1%) and South Asia (5.5%)

Private Companies in Indian Fertilizer market

A number of private companies in the Indian fertilizer market are engaged in production

of the agro- input. Most of the companies also engage in exporting fertilizers in the global

market, earning foreign capital from the business. The country stands at the third position

among the largest producers of the product in the world. India is also ranks among the

highest consumer of fertilizers which is dependent for its optimization on the fertilizer

industry.

Phosphatic and nitrogenous fertilizers such as urea, single super phosphate and

ammonium are produced by the companies in India. Complex fertilizers such as did-

ammonium phosphate are also domestically produced. However, lack of indigenous

reserves of potash does not support the production of potassic fertilizers in the country.

The nitrogenous fertilizers production capacity is higher in the public sector units while the


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private companies in the Indian fertilizers market have a larger capacity for the production

of phosphatic fertilizers.

Private Companies Producing Fertilizers in India

Some of the private companies producing fertilizers in India are mentioned below:

Khaitan Chemicals and Fertilizers Limited- This Company produces single super

phosphate fertilizers and sulphuric acid. The fertilizer is manufactured in the granular form

in this company. Haitian Chemicals and fertilizers limited has its office in Indore.

Mangalore Chemicals- This is the only company in the state of Karnataka that is engaged

in the manufacturing of chemicals and fertilizers. The plant has an annual turnover of more

than Rs 800 core.

Nagarjuna Fertilizers With their office at Hyderabad, this company is engaged in the

production of fertilizers and agro -chemical and fertilizers. It is also engages other

activities such as refining petroleum, finance and power.

BEC Fertilizers This Company is dedicated to the manufacture of agro inputs that will

facilitate the agriculture sector. The company manufactures the product ANAND single

super phosphate along with other micro nutrients, plant hormones and chemicals for the

protection of plants. The company has established its units in Bilaspur, Uttar Pradesh.

DSCLThe primary business of this company is based in North India is the manufacture

of urea and other farm inputs such as DAP, chemicals and pesticides.

Some of the other private companies engaged in the production of fertilizers in India

are listed below:

The Scientific fertilizers co Pvt Ltd Coromondel fertilizers Deepak fertilizers and Petrochemical Corporation Limited Apratim International Aries Agro Vet Devidayal Agro Chemicals


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Public Sector Companies in Indian Fertilizers Market

There are number of public sector companies in Indian fertilizers market producing

complex fertilizers, ammonium sulphate, DAP, calcium ammonium nitrate and urea. At

present there are nine public sector undertaking in the Indian fertilizers market and one

cooperative society. These function under the supervision of the Department of fertilizers

of India. Out of these 63 large units producing fertilizers in India, 9 units are dedicated to

the production of ammonium sulphate and 38 units produce urea. There are 79 small and

medium scale units that are dedicated to the production of single super phosphate. The

Indian industries producing fertilizers have total capacity of 56 lakh MT of phosphatic

nutrient and 121 lakh MT of nitrogen.

Some of the public sector undertakings in this sector are mentioned below:

Fertilizer Corporation of India Limited (FCIL) - This Company was established on 1st

January 1961. It was later recognized with the National Fertilizers Limited from 1978. FCI

comprises of four units in Gorakhpur (Uttar Pradesh), Sindri (Jharkhand), Ramagundam

(Andhra Pradesh) and Talcher (Orissa). The company incurred a loss of Rs.1209.10 crore

during the financial year of 2004-2005

.

Hindustan Fertilizer Corporation Limited (HFC) Established on 14th

March 1978,

Hindustan Fertilizer Corporation Limited was incorporated consequent to the recognition

of the NFL group of companies and the fertilizer corporation of India Limited. The

company have established 4 units at Durgapur (West Bengal), Namrup (Assam), Haldia

(West Bengal), and Barauni (Bihar). It has incurred a net loss of 964.61 in the financial

year 2005-2006.

Rashtriya chemical and Fertilizer Limited (RCF) This Company was incorporated in

the year 1978 consequently after the recognition of the fertilizers corporation of India. The

company has its units in Trombay and Thal. The net worth of the company in the year

2000-2001 was 1366 crore.


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The fertilizers and Chemical Travancore Limited (FACT)

Incorporated in the year 1943, FACT is dedicated to the production of ammonium

sulphate. The company has earned a net profit of Rs235.66 crore at the end of the financial

year 2006

Madras Fertilizers limited (MFL) MFL was registered in the year1966 the company

has its plant in chemical and is dedicated to the production of ammonia, complex and bio-

fertilizers and urea. The MFL has utilised 76% of its capacity to produce 368.5 thousand

tons of urea in 2005-06. The company produced 208.02 thousand tons of complex

fertilizers using 25 %of its capacity.

Some of the other companies engaged in the production of fertilizers are listed below:

Paradeep phosphate Limited (PPL) Neyveli Lignite Corporation Ltd (NLC) Hindustan copper Limited (HCL) Steel Authority of India limited (SAIL)

Challenges before Indian Fertilizers Industry

The growth trajectory of the Indian fertilizers industry has camouflaged the impending

challenges with which it is faced. Growth and development of agriculture in India derives a

significant stimulus from the fertilizers industry. Agricultural milieu in India could be

jeopardized by the uncertainties in the fertilizers industry. The government is faced with

the piquant situation, which demands a balance between the needs of the farmers and the

fertilizers manufacturers.

The challenges before the Indian fertilizers industry relate to the incertitude fertilizers

in the past few years. Good monsoonal showers have led to the growth in agriculture,

inadvertently increasing the consumption rate of fertilizers. However the robust growth in

consumption propensity has not been met with the required surge fertilizers production.

This has widened the gap between the demand and supply of fertilizers, which has led to

an increase in a dependence of the country on imports. This also reflects on the lack of

realizing of the domestic capacity utilization of the reserves in the country.


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Another important factor that has led to the stunted growth of the fertilizers industry is

the rise in prices of the feedstock. The fertilizer industry is dependent on gas for the

production of urea and phosphoric acid for the production of phosphatic fertilizers and

DAP. The country imports its units from other countries. The overseas suppliers of raw

material realize the predicament of the Indian fertilizers industry and have started

exploiting the shortage through clever pricing.

In the recent years some of the private companies, dedicated to the production of

fertilizers have affectively taken stakes in the overseas sources of raw materials. Although

this has aided the industry, it has however been unable to reduce the governments burden

of subsidizing the rates. The fertilizers industry is remained protected under the umbrella

of the retention pricing scheme of the Indian government.

The government has introduced policies to decontrol the prices but it has been delayed by

the implementation of the parameters that have not augured in favour of the industry. As a

result fertilizers subsidies continue to mount and are expected to cross Rs 50,000 crore in

the year2008. The pricing of the fertilizers are also dependent on the freight charges that

are Baltic dry index.

The fertilizers industry is faced with other challenges inter alia infrastructural bottlenecks

and the uncertainties in the government policies. The delay in decision making and

obscurity in setting parameters are among some of the major drawbacks of the government

policies directed towards the industry.

To retrieve the health and growth of the fertilizers industry, the government of India is in

need of long term realistic policies that would enable the industry to overcome the

challenges and survive the present impasse.


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COMPANY PROFILE

The fertilizers and Chemicals Travancore LimitedCochin

FACT COCHIN DIVISION

Unit profile

The Fertilizers and Chemicals Travancore Limited ----Cochin Division (FACT_CD) is

the second manufacturing division of FACT. The factory is situated at Ambalamedu,

Kochi. The division was formed as part of the planned efforts by the government to give

the greatest scope to the use of indigenous technology in setting up large sized fertilizers

plants. FEDO and P&D of FCI (now PDIL) were entrusted with the responsibility of

installing these large plants with minimum foreign assistance. The site development

included the formation of an artificial reservoir stretching over 200 acres of low lying

paddy fields by constructing a suitable earthen dam to meet water requirement of plants

and township. The reservoir is supplied with water from the periyar valley irrigation

project through a canal.

The FACT_CD has two phases. The phase 1of the division is having facilities toproduce 1, 98,000 tonnes of ammonia and 3, 33,000 tonnes of urea per annum. But due to

the financial crisis these plants are not productive presently. Only the phase 11 plants are in

productive now. The phase 11 consist of three plants namely sulphuric acid plant,

phosphoric acid plant and NP plant having annual capacities of 3,30,000 MT, 115200 MT

of p2O5and 4,85000 mt of complex fertilizers respectively.

The factory side is connected by rail, road and waterways, which facilitates movement

of raw material and products. FACT CD has a track record of earnestness in combating

pollution. The facility provided for the treatment of effluents /emission include urea

hydrolyser stripper which is installed at urea plant. The phase 11 effluent treatment plant

wherein the effluents are treated with controlled lime addition. Fume scrubbers for

emission from complex plant, DCDA process with candle filters at the outlet of absorption

towers of sulphuric acid plant,


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Energy Conservation Achievement

The instrument air requirements of various plants in FACT-Cochin division

phase11mwere being met from the individual instrument air (IA) system located in the

respective plants. For ammonia, urea and bagging plant in phase 1the total requirement

was met from a single large H. T Khosala compressor located in ammonia plant.

Consequently to shut down the ammonia and urea plant in Phase 1in February 2003 H.

T Khosala compressor was remaining idle. On studying the various IA systems, it was

found feasible to meet the entire IA requirement of the various plants from the HT Khosala

compressor located in the ammonia plant and all other individual compressor could be

stopped. The project was implemented ata minimum cost of Rs 2 lakhs making use of

redundant lines.

Energy Conservation Plans and Targets

Two projects have been planned for the coming years 2004 &2005 using excess steam in

sulphuric acid plant. The total electrical energy saving anticipated is 1921 MWh and the

total investment is 27.5 lakhs

Environment and Safety

Safety Department

Safety department is the functioning to provide safe and healthy working environment to

the employees of this organization. The company is having a declared health and safety

policy. A safety committee is constituted with representatives of employees and senior

officer from operation and maintenance departments. Chief Superintendent of production

is the chairman of the safety committee. The committee meets at regular intervals to

discuss the accident prevention programme.

The employees representatives are encouraged to bring to the notice of the chairman about

any unsafe condition noted in plants. It is ensured that the decision taken in the safety

committee are implemented in the time bound manner.

A housekeeping inspection committee is functioning to keep better housekeeping

standards in the plants and its surrounding. The committee visits the plant regular intervals


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and assesses the standards by awarding marks to each area. The result is informed to all

employees to create general awareness.

In order to make the organization an accident free one, the departments where no accidents

occurred and the department where accident are less than the previous year are well

appreciated.

As a part of accident prevention programmes safety work permits are made mandatory for

carrying out the maintenance job in plants. The three types of safety work permits are in

vogue in the organization, namely Hot works permits, Vessel entry permits, Cold work

permits.

It is an organization come under the definition of major hazard Industries. A detailed on

site emergency plan is prepared and submitted to statutory authorities. Based on this mock

drill are done to face any eventualities like fire or toxic release.

Environmental Control

FACT cochin division is committed to the protection of environment by prevention of

pollution and continual improvement in the environmental performance, the company has

installed several project for the prevention of pollution like effluent treatment plant,sewage treatment plant, ammonia stripper, fumes scrubber in NPk plant, start up scrubber

in sulphuric acid plant, attack scrubber and general scrubber in Phosphoric acid plant,

green belt development etc..

They are regularly monitoring the pollutants in stack as well as in effluent and they are

operating as per guide lines from Kerala state pollution control board.

The company has successfully installed the environment management system and got the

certification of ISO 14001 in January 2000 from M/S DNV, Netherlands and again re

certified in February 2003 and the certificate is valid until January 2006.

As per the Environment Management programme following efforts were undertaken and

ongoing efforts are continued as per the environment policy:

1. Minimisation of waste2. Conservation of resources3. Recycling and re-use


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4. Use of Environment friendly TechnologyVISION OF FACT

To regain the financial health is shortest possible time and strive to improve share holdersvalue.

To attract the capital and managerial plants through suitable modification to financialorganizational and leadership structure.

To become an effective and competitive manufacturer and distribution of products andserious with high emphasis on information technology.

To collaret with the local industry and also global prayer and adopt and implement processtechnology relevant to its area of operation.

To design and develop technology to manufacture and distribute new product and servicesto satisfy customer requirement in the above area of business.

To foster sustainable development through clean and environment friendly technologyprocess for its production, ensure safety of employees and be a responsible corporate

citizen.

MISSION OF FACT

FACT aims to provide best product and services To become a globally competitive supplier To attain maximum share holder value

OBJECTIVE OF FACT

To generate a reasonable return to its unit To ensure growth through expansion and diversification based on scientific analysis and

planning

To prepare the organization to take on the challenges To continuously upgrade the quality of human resources of the company and promote

organizational development

To maintain optimum level of efficiency, productivity and safety an all activities.


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AWARDS WON BY FACT

ICMA AWARD Performance excellence award

Kerala state pollution control award

ISO CERTIFICATION

FACTs all division are ISO certified udyogamandal division ISO 14001 certification for

environmental management system

Cochin Division: ISO 14001 certification for environmental management system and ISO

9002 certification for quality management system. After a recertification audit and at

present FEDO holds ISOP9001-2000 certification


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DATA ANALYSIS AND INTERPRETATION

TABLE 1

THE AGE GROUP OF THE RESPONDENTS

Age Respondents Percentage


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CHART 1

THE AGE GROUP OF THE RESPONDENTS

0

5

10

15

2025

30

35

40

45

50


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TABLE 2

RESPONDENTS GENDER

Gender Respondents Percentage

Male 68 61.8%

Female 42 38.2%

Total 110 100%

Interpretation

Among the respondents, 68%of them are male and 42% of them are female


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CHART 2

RESPONDENTS GENDER

0

10

20

30

40

50

60

70

80

Male Female

GENDER

Respondents


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TABLE 3

RESPONDENTS MARTIAL STATUS

Marital Status Respondents Percentage

Married 85 77.3%

Unmarried 25 22.7%

Total 110 100%

Interpretation

Among the respondents, 85%of them are married and 25% of them are unmarried.


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CHART 3

RESPONDENTS MARTIAL STATUS

0

10

20

30

40

50

60

70

80

90

Married Unmarried

MARTIAL STATUS

Respondents


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TABLE 4

THE EDUCATIONAL GROUP OF THE RESPONDENTS

Qualification Respondents Percentage

SSLC 7 6.4%

Plus two 6 5.5%

Under Graduate 58 52.7%

Post graduate 39 35.4%

Total 110 100%

Interpretation

Among the respondents, 7% of them belong to SSLC, 6% of them belong to plus two, 58% of

them belong to undergraduate, and 39% of them belong to post graduate.


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CHART 4

THE EDUCATIONAL GROUP OF THE RESPONDENTS

0

10

20

30

40

50

60

70

SSLC Plus two Under

Graduate

Post graduate

EDUCATIONAL

Respondents


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TABLE 5

THE INCOME LEVEL OF THE RESPONDENTS

Monthly Income Respondents Percentage

Below Rs1000 10 9.1%

Rs1000 - 2000 29 26.4%

Rs2000 -3000 34 30.9%

Above 3000 37 33.6%

Total 110 100 %

Interpretation

Among the respondents 10% of the respondents are getting a monthly income in the range of

below Rs 1000, 29% of the respondents are getting a monthly income in the range of Rs

1000-2000, 34% of the respondents are getting a monthly income in the range of Rs 2000-

3000, and 37 of the respondents are getting a monthly income in the range of Above Rs 3000.


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CHART 5

THE INCOME LEVEL OF THE RESPONDENTS

0

5

10

15

20

25

30

35

40

Below Rs1000 Rs1000 - 2000 Rs2000 -3000 Above 3000

INCOME LEVEL

Respondents


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TABLE 6

FESTIVAL ALLOWNACE IN COMPANY

Festival allowance Respondents Percentage

Yes 45 40.9%

No 65 59.1%

Total 110 100%

Interpretation

Among the respondents 45of them agreed that they receive allowance and 65% disagreed tha

they dont receive allowance from the company.


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CHART 6

FESTIVAL ALLOWNACE IN COMPANY

0

10

20

30

40

50

60

70

Yes No

FESTIVAL ALLOWANCE

Respondents


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TABLE 7

SATISFACTION WITH SALARY

Satisfaction with salary Respondents Percentage

Highly satisfied 20 18.2%

Satisfied 52 47.2%

Neutral 20 18.2%

Dissatisfied 10 9.1%

Highly dissatisfied 8 7.3%

Total 110 100%

Interpretation

Among the respondents 20% of them are highly satisfied, 52% of them are satisfied, 20% of

them are neutral, 10% of them are dissatisfied, and 8% of them are highly dissatisfied with

the salary provided by the company.


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CHART 7

SATISFACTION WITH SALARY

0

10

20

30

40

50

60

Highly

satisfied

Satisfied Neutral Dissatisfied Highly

dissatisfied

SALARY

Respondents


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TABLE 8

SATISFACTION ABOUT WORKING HOUR

Satisfaction About working

hour

Respondents Percentage

Highly satisfied 20 18%

Satisfied 60 61%

Neutral 20 18%

Dissatisfied 4 0%

Highly dissatisfied 6 3%Total 110 100%

Interpretation

Among the respondents 20% of them are highly satisfied, 60%of them are satisfied, 20% of

them are neutral, 4% of them are dissatisfied, and 6 % of them are highly dissatisfied with the

working hours of the company.


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CHART 8

SATISFACTION ABOUT WORKING HOURS

0

10

20

30

40

50

60

70

Highly

satisfied


dissatisfied

WORKING HOUR

Respondents


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TABLE 9

SATISFACTION LEVEL ABOUT LEAVE FACILITIES

Satisfaction level about the

leave facilities



Satisfied 50 45.4%

Neutral 19 17.3%


Highly dissatisfied 0 0%

Total 110 100%

Interpretation



the leave facilities of the company.


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CHART 9

SATISFACTION LEVEL ABOUT THE LEAVE FACILITIES

0

10

20

30

40

50

60

Highly

satisfied


dissatisfied

LEAVE FACILITIES

Respondents


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TABLE 10

INTREST TO WEAR UNIFORM DAILY

Interest to wear uniform

daily


Yes 80 72.7%

No 30 27.3%

Total 110 100%

Interpretation

Among the respondents 80% agreed that they are interested to wear uniform daily and 30%

disagreed that they are not interested to wear uniform daily


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CHART 10

INTREST TO WEAR UNIFORM DAILY

0

10

20

30

40

50

60

70

80

90

Yes No

WEARING UNIFORM

Respondents


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TABLE 11

SATISFACTION WITH WORK LOADS IN THE COMPANY

Satisfaction with work load

in the company



Satisfied 60 54.5%

Neutral 15 13.6%

dissatisfied 10 9.2%


Total 110 100%

Interpretation

Among the respondents 20%of them are highly satisfied, 60% of them are satisfied, 15% of


the work load.


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CHART 11

SATISFACTION WITH WORK LOAD IN THE COMPANY

0

10

20

30

40

50

60

70

Highly

satisfied

Satisfied Neutral dissatisfied Highly

dissatisfied

WORK LOAD IN THE COMPANY

Respondents


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TABLE 12

SATISFACTION WITH LIGHTING AND VENTILATION

Satisfaction with lighting

and ventilation



Satisfied 50 45.4%

Neutral 30 27.3%

dissatisfied 7 6.4%


Total 110 100%

Interpretation


them are neutral, 7% of them are dissatisfied, and 3% of them are highly dissatisfied with the

lighting and ventilation facility provided by the company.


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CHART 12

SATISFACTION WITH LIGHTING AND VENTILATION FACILITIES

0

10

20

30

40

50

60

Highly

satisfied


dissatisfied

LIGHTING AND VENTILATION

Respondents


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TABLE 13

ABOUT THE TRAINING FACILITIES PROVIDED BY THE COMPANY

Training facilities provided

by the company



Satisfied 50 45.4%

Neutral 25 22.7%



Total 110 100%

Interpretation



the training facility provided by the company.


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CHART13

THE TRAINING FACILITIES PROVIDED BY THE COMAPNY

0

10

20

30

40

50

60

Highly

satisfied


dissatisfied

TRAINING FACILITIES

Respondents


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TABLE 14

THE SAFTEY MEASSURES IN THE ORGANIZATION

Safety measures in the

organization Respondents PercentageExcellent 25 22.7%

Good 55 50%

Average 13 11.8%

Poor 10 9.1%

Very poor 7 6.4%

Total 110 100%

Interpretation

Among the respondents 25% of them are highly satisfied, 55% of them are satisfied, 13% ofthem are neutral, 10% of them are dissatisfied, and 7% of them are highly dissatisfied with

the safety measures provided by the company


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CHART 14

THE SAFTEY MEASSURES IN THE ORGANIZATION

0

10

20

30

40

50

60

Excellent Good Average Poor Very

poor

SAFTEY MEASSURES

Safety measures in the

organization Respondents


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TABLE 15

SATISFACTION WITH PRESENT JOB

Satisfaction with present

job



Satisfied 60 54.5%

Neutral 10 9.1%



Total 110 100%

Interpretation



their present job.


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CHART 15

SATISFACTION WITH PRESENT JOB

0

10

20

30

40

50

60

70

Highly

satisfied


dissatisfied

SATISFACTION PRESENT JOB

Respondents


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TABLE 16

SATISFACTION WITH THE CANTEEN AND RESTROOM FACILITIES

Satisfaction with canteen

and restroom facilities



Satisfied 51 46.3%

Neutral 20 18.2%


Highly dissatisfied 10 9.1%Total 110 100%

Interpretation



the canteen and restroom facility of the company


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CHART 16

SATISFACTION WITH THE CANTEEN AND RESTROOM FACILITY

0

10

20

30

40

50

60

Highly

satisfied


dissatisfied

CANTEEN AND RESTROOM

Respondents


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TABLE 17

SATISFACTION WITH THE SUPERIOR BEHAVIOUR

Satisfaction with the

superior behaviour


Yes 80 72.7%

No 30 27.3%

Total 110 100%

Interpretation

Among the respondents 80% agreed that they are satisfied with the superior behaviour and 30

disagreed that they are not satisfied with the superior behaviour


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CHART 17

SATISFACTION WITH THE SUPERIOR BEHAVIOUR

0

10

20

30

40

50

60

70

80

90

Yes No

SUPERIOR BEHAVIOUR

Respondents


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TABLE 18

SATISFACTION WITH THE PROMOTION POLICY OF THE COMPANY

Satisfaction with the

promotion policy of the

company


Yes 40 36.4%

No 70 63.6%

Total 110 100%

Interpretation

Among the respondents 40% agreed that they are satisfied with the promotion policy of the

company and 70% disagreed that they are not satisfied with the promotion policy of the

company


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CHART 18

SATISFACTION WITH THE PROMOTION POLICY OF THE COMPANY

0

10

20

30

40

50

60

70

80

Yes No

PROMOTION POLICY OF THE

COMPANY

Respondents


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TABLE 19

THE COMPANY IS PROVIDING ANY MONETARY BENEFITS TO THE

EMPLOYEES

Whether the company is

providing monetary benefits

to the employees


Yes 70 63.6%

No 40 36.4%

Total 110 100%

Interpretation

Among the respondents 70% agreed that they are satisfied with the monetary benefits

provided by the company and 40% disagreed that they are not satisfied with the monetary

benefits provided by the company


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CHART 19

THE COMPANY IS PROVIDING ANY MONETARY BENEFITS TO THE

EMPLOYEES

0

10

20

30

40

50

60

70

80

Yes No

MONETARY BENEFITS TO THE

COMPANY

Respondents


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TABLE 20

SUPERIOR SUPPORTS IN IMPROVE YOUR PERFORMANCE

Superior support in

improve your performance Respondents Percentage

Always 20 18.2%

Often 50 48.4%

Frequently 10 9.1%

Rarely 20 18.2%

Never 10 9.1%

Total 110 100%

Interpretation

Among the respondents 20 of them are highly satisfied, 50% of them are satisfied, 10% of


the supports received from their superiors.


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CHART 20

SUPERIOR SUPPORTS IN IMPROVE YOUR PERFORMANCE

0

10

20

30

40

50

60

Always Often Frequently Rarely Never

SUPERIOR PERFORMANCE IN

IMPROVE YOUR PERFORMANCE

Respondents


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TABLE 21

OPINION ABOUT THE SHIFT TIMINGS

Opinion about the shift

timing



Satisfied 50 45.4%

Neutral 20 18.2%



Total 110 100%

Interpretation


them are neutral, 10% of them are dissatisfied, 10% of them are highly dissatisfied with the

shift timing of the company.


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CHART 21

OPINION ABOUT THE SHIFT TIMINGS

0

10

20

30

40

50

60

Highly

satisfied


dissatisfied

OPINION ABOUT THE SHIFT TIMING

Respondents


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TABLE 22

CLEANLINESS OF THE COMPANY

Cleanliness of the company

Respondents PercentageVery good 14 12.7%

Good 49 44.6%

Average 27 24.5%

Poor 10 9.1%

Very poor 10 9.1%

Total 110 100%

Interpretation


the cleanliness of the company


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CHART 22


0

10

20

30

40

50

60

Very

good

Good Average Poor Very poor


Respondents


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TABLE 23

MEDICAL FACILITIES PROVIDED BY THE COMPANY

Medical facilities provided

by the company


Yes 80 72.7%

No 30 27.3%

Total 110 100%

Interpretation

Among the respondents 80% agreed that the company provide medical facilities and 30%

disagreed that the company did not provide medical facilities.


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CHART 23

SHOWING MEDICAL FACILITIES PROVIDED BY THE COMPANY

0

10

20

30

4050

60

70

80

90

Yes No

MEDICAL FACILITIES PROVIDED BY

THE COMPANY

Respondents


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TABLE 24

FIRST AID FACILITIES PROVIDED BY THE COMPANY

First aid facilities provided

by the company Respondents PercentageVery good 12 11%

Good 55 50%

Average 25 22.7%

Poor 10 9.1%

Very poor 8 7.2%

Total 110 100%

Interpretation


the first aid facilities provided by the company.


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CHART 24

FIRST AID FACILITIES PROVIDED BY THE COMPANY

0

10

20

30

40

50

60

Very

good

Good Average Poor Very poor

FIRST AID FACILITIES PROVIDED BY

THE COMPANY

Respondents


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FINDINGS

1. It has been found out that 46% of the employees working in FACT are in the agegroup of 41-50

2. It is seen that out 68%of the employees are male3. It is observed that 85% of the employees are married4. It is observed that58% of the employees are under graduate5. It has been found out that 37% of the employees receive salary above RS300006. It is seen that 65% of the employees are satisfied with the festival allowance7. It has been found out that 52% of the employees are satisfied with their salary8. It has been observed that 60% of the employees are satisfied with the present

working hours of the company

9. It is seen that 50% of the employees are satisfied with the leave facility10.It has been observed that 80 % of the employees are ready to wear uniform daily11.It has been found out that 60% of the employees are satisfied with the work load

in the company

12.It has been observed that 50% of the employees are satisfied with lighting andventilation facility

13.It has been noticed that 50% of the employees are satisfied with the trainingfacility

14.It has been observer that 55% of the employees are satisfied with the safetymeasures

15.It has been noticed that 60% of the employees are satisfied with their present job16.It has been found out that 51% of the employees are satisfied with the canteen andrest room facility

17.It has been noticed that 80% of the employees are satisfied with their superiorbehaviour

18.It is seen that 70% of the employees are not satisfied with the promotion policy ofthe company

19.It has been found out that 70% of the employees are satisfied with the monetarybenefits

20.It has been noticed that 50% of the employees think that often that their superiorsupport them to improve their performance

21.It has been observed that 50% of the employees are satisfied with their shifttimings

22.It has been found out that 49% of the employees are satisfied with the cleanlinessof the company

23.It has been noticed that 80% of the employees are satisfied with the medicalfacility provided by the company

24.It is seen that 55% of the employees are satisfied with the emergency first aidfacility


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SUGGESTION AND RECOMMENDATION

The employee of THEFERTILIZERS AND CHEMICALS TRAVANCORELIMITED expecting the following from the company

To Improvement in rewarding and awarding policies Introduction of promotion policy at operation level Employees needs special training from the company related to their job during

the working period

The employee expect quality of work to be inspected periodically To Improve promotion policies To Provide proper transportation facility To Improve the relationship of the top management The Employees need more compensation from the company


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CONCLUSION

Form the study; it is clear that quality of work life of employees in THE FERTILIZERS

AND CHEMICAL TRAVANCORE LIMITED is good. This research highlights some of

the small gaps in employees satisfaction towards the company.

When compared to other companies believe in employees satisfaction and brilliant

productivity hours. Quality mission includes not only the quality of the products but also the

quality of work life.

The FACT aims to promote industrial relation and good organization which is highlighted by

management and the employees.

Since the employees are the backbone of the company. So the company should be able to

satisfy them in order to improve the business in the higher competitive market of the

liberalized economy.


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QUESTIONNAIRE

A study on employees satisfaction towards quality of work life in the

Fertilizers and chemicals Travancore Limited [FACT]

1. Agea) Below 25 [ ] b) 25-40 [ ]c) 40-50 [ ] d) above 50 [ ]

2) Gender

a) Male [ ] b) Female [ ]

3. Marital status

a) Married [ ] b) Unmarried [ ]

4. Educational qualification

a) SSLC [ ] b) Plus two [ ]

c) Under graduate [ ] d) Post graduate [ ]

5. Income level

a) Below 10000 [ ] b) 10000- 20000 [ ]

c) 20000- 30000 [ ] d) above 30000 [ ]

6. Do you receive any festival allowance?

a) Yes [ ] b) No [ ]

7. Are you satisfied with the salary?

a) Highly satisfied [ ] b) satisfied [ ]

c) Neutral [ ] d) dissatisfied [ ]

e) Highly dissatisfied [ ]


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8. What is your opinion about present working hours ?




9. What is your satisfaction level about leave facilities?




10. Are you interested to wear uniform daily?

a) Yes [ ] b) No [ ]

11. What about your workload in the company? Are you satisfied?




12. Are you satisfied with the lighting and ventilation facilities




13. What is your opinion about the training facilities provided by the company?





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14. what is your opinion about the safety measures in the organization?

a) excellent [ ] b) Good [ ]

c) average [ ] d) poor [ ]

e) Very poor [ ]

15. Are you satisfied with your present job?



e) Highly dissatisfie [ ]

16. Are you satisfied with the canteen and restroom facilities?




17. Are you satisfied with the superior behaviour?

a) Yes [ ] b) No [ ]

18. Are you satisfied with the promotion policy of the company?

a) Yes [ ] b) No [ ]

19. Whether the company is providing any monetary benefits to the employees?

a) Yes [ ] b) No [ ]

20.How often your superior supports you to improve your performance?

a) Always [ ] b)Often [ ]

c) Frequently [ ] d) Rarely [ ]

e) Never [ ]

21What is your opinion about the shift timing?


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22. What about the cleanliness of the company

a) Very good [ ] b) Good [ ]


e) Very poor [ ]

23. Are you provided with the medical facilities?

a) Yes [ ] b) No [ ]

24. What is your opinion about the first aid facilities provided by the company?

a) Very good [ ] b) Good [ ]


e) Very poor [ ]


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BIBLIOGRAPHY

REFRENCES

BOOKS:

1. K Aswathappa (1997) Human Resource and personal management TataMcGrawhill publishing company limited , New Delhi

2. John M. Ivancevich (2003) , Human Resource and personalmanagement Tata McGraw- Hill publishing company limited, New Delhi

3. C.R. Kothari (2001) Research Methodology of Wishaw PrakashanPublishing, Chennai.

4. R.S.N Pillai and V. Bhagirathi (1998), Statistics ofsultan chand andsons.

5. C.B. Mamoria and S.V. Gankar (2001) Personal Management Text andcases , Himalaya publication

WEBSITES

www.fact.com

www.fact.udyogamandal.com

www.docstoc.com

www.google.com
http://www.fact.com/http://www.fact.com/http://www.fact.udyogamandal.com/http://www.fact.udyogamandal.com/http://www.docstoc.com/http://www.docstoc.com/http://www.google.com/http://www.google.com/http://www.google.com/http://www.docstoc.com/http://www.fact.udyogamandal.com/http://www.fact.com/

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