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TCCL UDOYAGMANDAL
Chapter-1
INTRODUCTION
INSTITUTE OF MANAGEMENT IN KERALA
TCCL UDOYAGMANDAL
1.1 INTRODUCTION
Development of human resource is crucial for the industrial
development of any nation. Job satisfaction describes how content an individual is
with his/her job. It’s relatively recent term in previous centuries the jobs available to a
particular person were often predetermined to the occupation of that person’s parent.
There are variety of factors which can influence the level of job satisfaction. Some of
these factors include the level of pay and benefits, the perceived fairness of the
promotion system within a company, the quality of the working conditions
leaderships and social relationships, the job itself,(the variety of tasks involved ,the
interst and challenge the job generates, the clarity of the job description/requirements
The happier people are within their job, the more satisfied they are said
to be. Job satisfaction is not he same as motivation, although it’s clearly linked. Job
design aims to enhance job satisfaction and performance methods include job rotation,
job enlargement, job enrichment. Other influence on satisfaction includes the
management style and culture ,employee involvement, empowerment and
autonomous work groups. Job satisfaction is very important attribute which is
frequently measured by or organisations. The most common way of measurement is
the use of rating scales where employees report their reactions to their jobs. Questions
relate to relate of pay, work responsibilities, variety of tasks, promotional
opportunities the work itself and co-workers.
Job satisfaction in regards to one’s feeling or state of mind regarding
nature of their work. Job can be influenced by variety of factors like quality of one’s
relationship with supervisor, quality of physical environment in which they work,
degree of fulfilment in their work, etc.
Job satisfaction is an attitude which result from balancing &summation
of many specific likes or dislikes experienced in connection with the job –their
evaluation may largely upon one’s success or failure in the achievement of personal
objective and upon perceived combination of the job and combination towards these
end.
Positive attitude towards job are equivalent to job satisfaction where as
negative attitude towards job has been defined variously from time to time. In short
INSTITUTE OF MANAGEMENT IN KERALA
TCCL UDOYAGMANDAL
job satisfaction is a person’s attitude towards job. Job satisfaction is an important
indicator of how employees feel about their job and a predictor of work behaviour
such as organizational Citizenship, Absenteeism, and Turnover.
1.2 STATEMENT OF THE PROBLEM
Here i want to study the job satisfaction among employees in
Travancore Cochin Chemicals LTD, Udoygamandal. Job satisfaction is an
individual’s general attitude towards his or her job. Job satisfaction is one of the
important factors which have down attending of managers in the organisation as well
as academicians. So here i evaluate how effectively TCCL Udoygamandal ensuring
job satisfaction among employees.
1.3 OBJECTIVES OF THE STUDY
To assess the satisfaction level of employees
To identify the factors which influence the job satisfaction of employees
To know the welfare facilities given to the employees
To know the security given to employees
To know the employees satisfaction towards the facilities
1.4 SCOPE OF THE STUDY
The researcher has taken the topic a study on job satisfaction. The
study will be carried out in manufacturing industry TRAVENCORE COCHIN
CHEMICALS (TCC) UDYOGAMANDAL. The researcher has to decided to study
the factors involved in the job satisfaction ,to what extent it is being followed in the
industries. This study also aims at finding out the dis-satisfaction as a result of the job
satisfaction and to extent it being implemented.
The scope of the study extent to verify and assess the job satisfaction.
Ways and means to create a job satisfaction, welfare facilities of the organization
&importance of the organization.
1.5 METHODOLOGY OF THE STUDY
Any common enquiry to gain some knowledge or a common enquiry
to seek out facts or a common enquiry to clarified doubts and misconceived
phenomenon is called as research. Research is nothing but, the systematic search for
INSTITUTE OF MANAGEMENT IN KERALA
TCCL UDOYAGMANDAL
an answer to a question or a solution to a problem. Research is a purposive
investigation or an organized inquiry.
AIM OF THE STUDY
The main aim of the study is to know about the various factors that
affect the “JOB SATISFACTION” in Travancore Cochin Chemicals the
manufacturing industry.
DATA COLLECTION
The collection of data includes the primary data collection and
secondary data collection.
PRIMARY DATA
Primary data are in the form of raw material to which statistical
methods are applied for the purposes of analysis and interpretations.
The primary sources are discussion with employees, data collected
through questionnaire.
SECONDARY DATA
The secondary data mainly consists of data and information collected
from records, company websites and also discussion with the management of the
organisation. Secondary data was also collected from journals, magazines and books.
SAMPLING DESIGN
A sampling design is a finite plan for obtaining a sample from a given
population. Non probability sampling techniques is adopted.
1.6 PERIOD OF THE STUDY
The study is conducting for a period of 45 days starting from 20th
October to5th December 2011.
INSTITUTE OF MANAGEMENT IN KERALA
TCCL UDOYAGMANDAL
1.7 LIMITATIONS OF THE STUDY
1) Due to inadequate time, it is not possible to analyze all aspects relevant to
the study.
2) The sample includes only a percentage of the total number of workers
working in the company.
3) Researcher faced a little difficulty to get the information.
4) Most of the respondents seemed to be very busy with their jobs and they
are not interested in answering the questionnaire.
5) The cause reference are only restricted to TCC.
6) The study was limited only during the day hours. So interactions with the
employees in the night shift were not possible.
1.8 CHAPTERISATION
Chapter-1 INTRODUCTION
Includes the introduction to the study, statement of the problem, objectives of the
study, scope of the study, methodology, period of the study and limitations of the
study.
Chapter-2 INDUSTRY PROFILE
Includes industrial profile of Chemical industry
Chapter-3 COMPANY PROFILE
Includes Company profile- Travancore Cochin Chemicals, Udyogmandal
Chapter-4 THEORETICAL FRAMEWORK
This chapter deals with the theoretical framework on job satisfaction
Chapter-5 ANALYSIS AND INTERPRETATION
This chapter deals with the analysis and interpretation of the collected data’s from the
company.
Chapter-6 FINDINGS, CONCLUSION AND SUGGESTIONS
This chapter deals with Findings, Conclusion and Suggestion.
INSTITUTE OF MANAGEMENT IN KERALA
TCCL UDOYAGMANDAL
CHAPTER-2
INDUSTRY PROFILE
INSTITUTE OF MANAGEMENT IN KERALA
TCCL UDOYAGMANDAL
INDUSTRY PROFILE
The world economy is developing. This development is accompanied
by the development of various industries as well. A wide variety of products are
coming in to the market. These industries require many chemicals in the course of it
production. Apart from the production process, chemicals also from a major
constituent of the product. Hence many chemical industries producing a wide range of
chemicals have come up. A chemical industry can be defined as a company that
produces industrial chemicals. This industry utilizes chemical process such as
chemical reactions and refining methods to convert raw materials –in to more than
70000 different products.
Salt is one of the oldest and most popular condiments. What is
relatively unknown, however, is that salt is also the raw material for one of the most
potentially profitable chemical industries in the country – chlor- alkali. The chlor -
alkali industry in India is around 60 years old. It began with a modest capacity of a
few thousand tonnes per annum. In the process of manufacturing chlor-alkali some
bye products are assured. For each tonne of caustic soda ,860 kg of chlorine and 25kg
of hydrogen will be produced. Some amount of chlor produced is combined with
hydrogen to make hydrochloric acid. Caustic soda, hudrochloric acid and chlorine are
the basic chemicals and are used by almost all industries .Chemical industry is highly
heterogeneous with following sectors like petrochemicals, inorganic chemicals,
organic chemicals, bulk drugs, agrochemicals, paints and dyes and foreign trade.
2.1Chemical Industry
The chemical industry comprises the companies that produce industrial
chemicals. It is central to modern world economy, converting raw materials (oil,
natural gas, air, water, metals, and minerals) into more than 70,000 different products.
Polymers and plastics, especially polyethylene, polypropylene, polyvinyl chloride,
polyethylene terephthalate, polystyrene and polycarbonate comprise about 80% of
the industry’s output worldwide. Chemicals are used to make a wide variety of
consumer goods, as well as thousands inputs to agriculture, manufacturing,
construction, and service industries. The chemical industry itself consumes 26 percent
of its own output. Major industrial customers include rubber and plastic products,
INSTITUTE OF MANAGEMENT IN KERALA
TCCL UDOYAGMANDAL
textiles, apparel, petroleum refining, pulp and paper, and primary metals. Chemicals
are nearly a $2 trillion global enterprise, and the EU and U.S. chemical companies are
the world's largest producers. The largest corporate producers worldwide, with plants
in numerous countries, are BASF, Dow, Shell, Bayer, INEOS, Exxon Mobil, DuPont,
and Mitsubishi, along with thousands of smaller firms.
In the U.S. there are 170 major chemical companies. They operate
internationally with more than 2,800 facilities outside the U.S. and 1,700 foreign
subsidiaries or affiliates operating. The U.S. chemical output is $400 billion a year.
The U.S. industry records large trade surpluses and employs more than a million
people in the United States alone. The chemical industry is also the second largest
consumer of energy in manufacturing and spends over $5 billion annually on
pollution abatement.
In Europe, especially Germany, the chemical, plastics and rubber sectors are
among the largest industrial sectors. Together they generate about 3.2 million jobs in
more than 60,000 companies. Since 2000 the chemical sector alone has represented
2/3 of the entire manufacturing trade surplus of the EU. The chemical sector accounts
for 12% of the EU manufacturing industry's added value.
The chemical industry has shown rapid growth for more than fifty years. The
fastest growing areas have been in the manufacture of synthetic organic polymers
used as plastics, fibers and elastomers. Historically and presently the chemical
industry has been concentrated in three areas of the world, Western Europe, North
America and Japan (the Triad). The European Community remains the largest
producer area followed by the USA and Japan.
The traditional dominance of chemical production by the Triad countries is
being challenged by changes in feedstock availability and price, labour cost, energy
cost, differential rates of economic growth and environmental pressures. Instrumental
in the changing structure of the global chemical industry has been the growth in
China, India, Korea, the Middle East, South East Asia, Nigeria, Trinidad, Thailand,
Brazil, Venezuela, and Indonesia.
INSTITUTE OF MANAGEMENT IN KERALA
TCCL UDOYAGMANDAL
2.2Technology
As accepted by chemical engineers, the chemical industry involves the use of
chemical processes such as chemical reactions and refining methods to produce a
wide variety of solid, liquid, and gaseous materials. Most of these products are used in
manufacture of other items, although a smaller number are used directly by
consumers. Solvents, pesticides, lye, washing soda, and Portland cement are a few
examples of product used by consumers. The industry includes manufacturers of
inorganic- and organic-industrial chemicals, ceramic products, petrochemicals,
agrochemicals, polymers and rubber (elastomers), oleo chemicals (oils, fats, and
waxes), explosives, fragrances and flavours. Examples of these products are shown
below.
Product Type Examples inorganic industrial ammonia, nitrogen, sodium
hydroxide, sulphuric acid, Organic industrial acrylonitrile, phenol, ethylene oxide,
urea, Ceramic products silica brick, frit Petrochemicals benzene, ethylene, styrene,
Agrochemicals fertilizers, insecticides, herbicides, Polymers polyethylene, Bakelite,
polyester, Elastomers polyisoprene, neoprene, polyurethane, Oleo chemicals lard,
soybean oil, stearic acid, Explosives nitroglycerin, ammonium nitrate, nitrocellulose,
Fragrances and flavors benzyl benzoate, coumarone, vanillin.
Although the pharmaceutical industry is often considered a chemical industry, it has
many different characteristics that put it in a separate category. Other closely related
industries include petroleum, glass, paint, ink, sealant, adhesive, and food processing
manufacturers.
Chemical processes such as chemical reactions are used in chemical plants to
form new substances in various types of reaction vessels. In many cases the reactions
are conducted in special corrosion resistant equipment at elevated temperatures and
pressures with the use of catalysts. The products of these reactions are separated using
a variety of techniques including distillation especially fractional distillation,
precipitation, crystallization, adsorption, filtration, sublimation, and drying. The
processes and product are usually tested during and after manufacture by dedicated
instruments and on-site quality control laboratories to insure safe operation and to
assure that the product will meet required specifications. The products are packaged
and delivered by many methods, including pipelines, tank-cars, and tank-trucks (for
INSTITUTE OF MANAGEMENT IN KERALA
TCCL UDOYAGMANDAL
both solids and liquids), cylinders, drums, bottles, and boxes. Chemical companies
often have a research and development laboratory for developing and testing products
and processes. These facilities may include pilot plants, and such research facilities
may be located at a site separate from the production plant.
2.3Companies in 21st century
The chemical industry includes large, medium, and small companies that are
located worldwide. Companies with sales of chemical products greater than $10
billion dollars in fiscal year 2005 are shown below. For some of these companies the
chemical sales represented only a portion of their total sales; for example Exxon
Mobil’s chemical sales were only 8.7 percent of their total sales.
Chemical Industry is highly heterogeneous with following major sectors:
Petrochemicals
Inorganic Chemicals
Organic Chemicals
Fine and specialties
Bulk Drugs
Agrochemicals
Paints and Dyes
2.4Foreign Trade
India was a net importer of chemicals in early 1990s, but has now become a
net exporter due to reduction in imports because of implementation of many large
scale petrochemical plants like Reliance, ONGC etc. and also because of tremendous
growth of exports in sectors like bulk drugs and pharmacy, pesticides, dyes and
intermediates.
INSTITUTE OF MANAGEMENT IN KERALA
TCCL UDOYAGMANDAL
CHAPTER-3
COMPANY PROFILE
INSTITUTE OF MANAGEMENT IN KERALA
TCCL UDOYAGMANDAL
INTRODUCTION
The Travancore Cochin chemicals Ltd, popularly known as TCC Ltd, is a
state owned public sector undertaking by the government of kerala.TCC is situated at
Udyogamandal, Cochin, incorporated in 1951,TCC is the oldest chlor-alkali unit in
the country and also is the only chlor-alkali unit in the state of kerala. The caustic
soda was produced initially using mercury cell technology.TCC was also the first
company in India to install the mercury cell plant for the manufacture of caustic
soda.TCC is a chemical industry and manufactures of products like caustic
soda ,chlorine, hydrochloric acid, soda bleach and related chemicals. With continues
efforts for up gradation of technology and professional management the compass has
a good track record of operation and healthy industrial relations.TCC is an also
9001:2000certified company. The company supports a large number of industrial
units by supplying basic chemicals.TCC is conscious about it’s social responsibility
and is dedicated to maintain the quality of products.
3.1HISTORY & GROWTH
The Travancore-Cochin Chemicals Ltd., popularly known as TCC was
established in 1950. The idea of establishing the unit was conceived by M/s
Sheshasayee Brothers the then managing agent of FACT.
The venture was started as partnership concern in the name Travancore
Mettur Chemicals with FACT and MCIC (Mettur Chemicals and Industrial
Corporation) as partners. In 1951 the partnership was registered as a Public Limited
Company, with the State Government contributing the major share of equity and the
company was then named as TRAVANCORE-COCHIN CHEMICALS LTD. M/s
Sheshasayee Brothers continued to be the managing agents for the next 10 years.
Commercial production of Caustic Soda from the first plant of 20 tpd capacity
was started in 1954 January. The technology employed was mercury cell technology.
TCC is the first unit in India to manufacture Rayon grade Caustic Soda.
INSTITUTE OF MANAGEMENT IN KERALA
TCCL UDOYAGMANDAL
3.2PRESENT SITUATION
TCC is the only chlor-alkali industry in Kerala. In India there are about 40
chlor-alkali units as the company’s competitors. Now TCC owes 109 acres of land
and around 600 people are working in three shifts. Plants are functioning by full
capacity. The company has helped in attracting new industries to Kerala. These
industries include Indian Rare Earth Ltd, Hindustan Insecticides Ltd, Hindustan News
Print Ltd, Kerala Minerals and Metals Ltd etc. These industries are dependent on TCC
for the supply of the basic chemicals.
At present the company having the installed capacity of 175 TPD of caustic
soda.125 TPD from M/s ASAHIGLASS COMPANY, Japan commissioned in
1997.25 tones per day bipolar membrane cell caustic soda plant supplied by M/s
UHDE Germany was commissioned in July 2005 and another 25 TPD membrane cell
plant from UHDE, Germany was commissioned in August 2006.The registered office
and factory of the company is situated at Eloor,Udyogmandal-683501,Ernakulam
Dist, Kerala. Company has obtained ‘ÍSO certification9001-2001’ ín the year
2006.The company is working towards ISO 14000 standards currently.
PRESENT CAPITAL FORMATION
INVESTORS SHARE (percentage)
Govt. of Kerala 80
KSIDC 17
FACT 2
Vinly Investment Ltd, Chennai 1
TOTAL 100
INSTITUTE OF MANAGEMENT IN KERALA
TCCL UDOYAGMANDAL
INFRASTURECTURE
The company is conveniently situated at Udyogamandal, industrial
area, Kerala. It’s situated on the banks of Periyar river and hence has abundant supply
of water. Out of the 109 acres of land on which TCC is situated,20 acres are leased
out to M/s BSES Kerala power Ltd.TCC receives lease rent on this. In addition to the
plant and building, it has a full fledged housing colony for the accommodation of it’s
employees. The company also has a water treatment plant from Periyar river. This
water treatment plant has a capacity of 5mgd.For electricity supply, TCC also has a
110 k v electricity substation.
Stages of Growth
1956 - A continuous Caustic Fusion Plant 20 tonnes per day for producing Caustic
Soda flakes.
1958 - Chlorine Liquefaction Plant
1960 - Capacity enhanced to 30 tonnes per day further to 40 tonnes per day.
o Established new plant for manufacture of Sodium Hydrosulphate 3 tpd
capacity
1967 - 7 tpd Sodium Hydrosulphate
o 60 tpd Caustic Fusion Plant
o 4 tpd Iron free Sodium Sulphate
1975 Added another 100 tpd Caustic Soda Membrane Unit thereby increased the
production capacity 200 tpd own Water Treatment Plant.
(by 1988, many of the old unit were dismantled)
1997 - 100 TPD Caustic Soda manufacturing unit using Membarane technology
capacity 125 tpd.
1998- New CCF Plant in place of existing 60 tpd.
2005 -Addition 25 tpd
2006 Addition 25 tpd
At present total installed capacity is 175 tpd Caustic Fusion plant for 100 tpd
INSTITUTE OF MANAGEMENT IN KERALA
TCCL UDOYAGMANDAL
Products:
Caustic soda lye
Caustic soda flakes
Liquid Chlorine
Hydrochloric acid
Sodium Hypochlorite
3.3. CORPORATE MISSION
TCC is committed to supply quality chemicals at competitive prices.
Customer satisfaction, Concern for environment and Safety are our priorities.
They intend to achieve vision
Utmost level of conservation of all resources including energy
Cost effectiveness in all operations
Regular upgrading of technologies used in processing
Compliance with laws and statutory regulation
Capacity up gradation by another 50 TPD
3.4. OBJECTIVES
Produce and market chemicals and caustic soda economically and in an
environmentally sound manner.
To maintain optimum level of efficiency and productivity and to secure
optimum return on investment.
To maximize profits from projects taken up.
The continuously upgrade the quality of human resource of the company and
to promote organization development.
To improve the plant’s operational safety and to confirm statutory pollution
controls standards.
To ensure corporate growth by expansion and diversification.
To care for community around.
Corporate Governing Body:
INSTITUTE OF MANAGEMENT IN KERALA
DIRECTOR(OFFICIAL)
TCCL UDOYAGMANDAL
Quality Policy:
They are committed to enhance customer satisfaction by providing goods and services
complying with continually improving Quality Management System.
Health and safety policy:
TCC is committed to provide every one of its employees and the related public
an accident-free and healthy environment in its efforts to manufacture high
quality products at competitive prices. The company will comply with all
statutory requirements in this regard.
The company will provide a work environment in which identified hazards are
controlled, if elimination is not feasible and will provide personal protective
equipments wherever necessary.
Accident prevention is the direct responsibility of the Line – Management and
will be an important criterion for performance appraisal. Line – Management
will ensure that all safety measures are incorporated in the operating and
maintenance procedures as well as in any process technology changes in the
plant/infrastructure.
Consideration of health and safety will be given proper weightage in selection
and deployment of the personnel.
INSTITUTE OF MANAGEMENT IN KERALA
CHAIRMAN
DIRECTORNOMINEE DIRECTOR
DIRECTOR
(FINANCE)
MANAGING DIRECTER
TCCL UDOYAGMANDAL
The company will ensure that health and safety aspects are given due
consideration in decision regarding purchase of plant equipments, machinery
and materials.
Every employee of the company shall perform his/her job adopting Safe and
proper work methods and using appropriate Safety equipments understanding
that their career advancement is linked with SAFE performance.
Contractors, sub-contract workers, transporters and visitors entering the
factory shall be required to observe health and safety practices of the company
in all their activities.
All contract jobs will be carried only through the laid down procedures with
appropriate supervision.
The company will carry out safety audits, risk assessment studies, emergency mock
drills, and periodic assessment of health of its employees as well as status place
hazards be identified, appropriately evaluated and effectively controlled to achieve
this goal. Whole hearted co-operation of all is solicited for this.
Energy Policy:
At the Travancore-Cochin Chemicals Udyogamandal are always committed to
conservation of energy by all possible means
To accomplish our mission, they strive for:
Technological up gradation to reduce specific energy consumption
Conducting energy conservation studies including energy audit and adopting the
apt measures for conserving energy
Contacting other organizations and enriching our experiences on energy
conservation
Using renewable energy sources to the extent possible
Disseminating knowledge and information on energy conservation to our
employees
Low energy fuels also to be tried depending upon feasibility.
3.5. AWARDS WON AND ISO CERTIFICATION
INSTITUTE OF MANAGEMENT IN KERALA
TCCL UDOYAGMANDAL
Moving with the times, TCC keeps up its technology regularly updated and
continue to be the competitive strength in the Chlor-alkali industry. With expanded
plants and higher production capacity, TCC has come out to be the profitable public
sector undertaking. Over the years we have achieved recognition and awards for the
remarkable performance in the industry with regard to production, productivity,
energy conservation and environmental protection.
1981 - Best Performance Award for Safety in the State from Directorate of
Factories & Boilers, Government of Kerala
1988-89 - Best Pollution Control Award under group "Heavy Inorganic
Industries" in Kerala, from Kerala State Pollution Control Board
1989 - Award for Best Performance in Safety in India under "Chemical
Industries" group from National Safety Council.
1989-90 - Prize for Productivity from Kerala State Productivity Council.
1993 - Best Performance award for Energy Conservation in the State of Kerala
under group "Chemical & Fertilizers – above 3000 KVA" from Government
of Kerala
1994-95 - Best Performance award for the Productivity in the State of Kerala
under group "Large Industries" from Kerala State Productivity Council
1995-96 - Best Performance award for Productivity in the State of Kerala
under group "Large Industries" from Kerala State Productivity Council.
1998 - Best performance award for Energy Conservation in the State of Kerala
under group "Major Industries" from Energy Management Centre, Govt. of
Kerala.
1998 - Performance award for Energy Conservation under group "Chlor-alkali
Sector". Ministry of Power, Government of India.
2003 - Kerala State Energy Conservation Award (2000) in the category of
Large Scale industry
2005 - National Energy Conservation Award "Chlor-alkali Sector"
INSTITUTE OF MANAGEMENT IN KERALA
TCCL UDOYAGMANDAL
BANKS
State Bank of Travancore
State Bank of Hyderabad
Union Bank of India
Indian Overseas Bank
ICICI Bank
TRADEUNIONS
Recognised trade unions
TCC employees association
Unrecognised trade unions
Thozhilali union
AITUC
BMS
TCC employees union(INTUC)
Eco preserve:
TCC is well aware of the responsibility that manufacturing industries bear
towards environment. Conserving the resources of environment from
pollution and preserving healthy living conditions are important concerns
at TCC. TCC’s commitment is to sustain the toxic-free environment
observing statutory stipulations and legal regulation.
TCC believes in pollution prevention rather than
pollution control. Their activities comprise awareness programs among
the employees, customers, contractors and all those who are associated
with them. Their endeavour is to minimize hazardous emission and waste
and to reduce the impact of the manufacturing activities. TCC aims to
achieve zero effluent discharge by the end of this year.
Office Timings
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TCCL UDOYAGMANDAL
Office and administration departments of the company works from 9 a. m to 4.30 p.
m. Except on Sundays, first and third Saturdays and a number of other national and
festival holidays.The production operation is carried out continuously through 3 shifts
for employees.
1.8 a. m to 4 p. m
2.4 p. m to 12 midnights
3.12 midnights to 8 a. M
Leave
Privilege leaves (30 days/ annum)
Stick leaves (15 days/ annum)
Causal leaves (15 days/ annum)
Paid holidays: 13 days (including four compulsory holidays)
3.6. COMPETITORS
There are about 40 companies , which are producing same kind of product that
of TCC. In the 40 companies ,12 companies are in South India.
Following are the main competitors of the TCC Ltd:
Tamil Nadu Petro Products Ltd
Belapur Industries
Chemplast (Tuticorn)
Andhra Sugars Ltd (Andhra pradesh)
Atul Ltd (Ahmadabad)
Chem Fab Alkalies Ltd (Pondichery)
Kothari Petro Chemicals Ltd
Sourashtra chemicals Ltd
Grassim Industries Ltd
Tata Chemicals Ltd(Gujarat)
Sree Rayalaseema Alkalies and Allied Chemicals Ltd
Indian Rayon and Industries Ltd
INSTITUTE OF MANAGEMENT IN KERALA
TCCL UDOYAGMANDAL
Jayashree Chemicals Ltd
Centuary Rayon
Kothari Chemical Ltd
Bilt Chemical Ltd
Southern Petro Chemical Industries
Gujarat Alkalies &Chemicals Ltd
Sirpur Paper Mills.
3.7. CUSTOMERS
Hindustan Lever Limited-Cochin, Kerala.
Indian Rare Earths Ltd-Udyogamandal, Kerala
TamilNadu Paper Mills Limited Pugalur, Tamilnadu
Pigments India Ltd. - Chalakudy, Kerala.
Indian Oil Corporation. - Ernakulam, Kerala.
Mysore paper Mills Ltd. - Bhadravathy, Karnataka
Fertilizers & Chemicals Travancore Ltd. Ernakulam, Kerala
Travancore Titanium Products Ltd.-Trivandrum, Kerala
Kerala Minerals & Metals Ltd. - Kollam, Kerala.
Hindustan Zinc Ltd - All Units
Hindalco. Ltd -Ernakulam, Kerala.
Hindustan Newsprint Limited- Kottayam, Kerala
Kerala Chemicals & Proteins Ltd. Cochin, Kerala
Hindustan Organic Chemicals Ltd- Ambalamugal, Kerala.
Kerala Water Authority Trivandrum, Kerala.
Hindustan Insecticides Ltd.-Udyogamandal, Kerala.
Cochin Minerals & Rutiles Ltd.-Aluva, Kerala.
National Thermal Power Corporation All Units
Binani Zinc Limited- Edayar, Kerala.
Steel Authority of India Limited - All Units
3.8. Product Profile
INSTITUTE OF MANAGEMENT IN KERALA
TCCL UDOYAGMANDAL
Caustic Soda, Chlorine, Hydrochloric Acid form the back born of
the chemical industry as it is important to the country’s economic growth. Chlorine
and Hydrogen are the by products of caustic soda and these are used to produce
Hydrochloric acid.
Caustic soda is available in two forms.
1. 48-50%.Caustic soda lye
2. 99.99%.Caustic soda flakes
Chlorine is available as liquid and chlorine gas.
Hydrochloric acid is produced as 30to32% Hydrochloric acid solution
Products and production capacity
Products Production in TPD
Caustic Soda Lye 175(on 100% NaOH basis)
Caustic Soda Flakes 100
Liquid Chlorine 72
Commercial Hydrochloric
Acid
387
Sodium Hypochlorite 45
PRODUCT-1
CAUSTIC SODA (NaOH)
Caustic soda is a basic alkali. It came in to being in the latter half of 19 thcentury with
the development of electrolysis. Caustic soda Lye, obtained from Membrane Cell is a
clear colourless , odourless and soapy liquid.TCC is producing two types of Caustic
soda Lye of concentration 30-33% and 50%.
USES
INSTITUTE OF MANAGEMENT IN KERALA
TCCL UDOYAGMANDAL
A chemical for dissolving out extraneous matter from wood
For preparing pure cellulose and for the preparation of Alkali cellulose and for
the production of viscose solution
As specification agent
In bleaching ,dyeing and mercerizing
For processing monazite and refining of Bauxite
A purification agent and absorbent for acidic gases
A clearing agent
For refining petroleum fractions
Reagent for production of various organic chemicals
INDUSTRIES SERVED
Rayon
Paper
Soaps
Textiles
Mineral and rare earth elements
Fertilizers
Heavy Chemicals
Engineering
Drugs &Pharmaceuticals
Petroleum refining
PRODUCT-2
Chlorine (C12)
Chlorine, a product obtained in the manufacturing process of Caustic soda is an
equally important basic chemical. It is renowned water purifying chemical. It is
greenish yellow gas. Chlorine as sold after liquefying.
USES
Providing insecticides(DDT,BHC etc.) and pesticides like Aldrin
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In purifying drinking water and sterilizing sewage effluents
For manufacturing PVC & allied co-polymers
As a bleaching agent
For producing chloramines & it organic derivatives
For upgrading titanium content in limonite
INDUSTRIES SERVED
Insecticides
Water purification
Plastics
Paper &pulp
Textiles
Sugar
Rubber
Mineral processing
PRODUCT-3
Hydrochloric Acid (HCL)
TCC also produces high purity Hydrochloric acid, it is yellowish green colour. The
HCL produced have concentration 30-34%
INDUSTRIES SERVED
Fertilizers
Minerals
Ossien
Starch Industry
Plastic
Engineering
PRODUCT-4
Sodium Hypochlorite, known as soda Bleach , finds its application in bleaching &
disinfectant and also in the extraction of rare earth chemicals. It is a pale yellowish
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green colour liquid. Soda bleach is the only branded product that company producing,
brand name is Ëkoclean”.
USES
As a bleaching agent
As germicide & cleaning agent
For sterilization
INDUSTRIES SERVED
Textiles
Paper industry
PRODUCT-5
Caustic soda Flakes
Caustic soda Lye is fused is product Caustic Soda Flakes. There is a continuous
caustic fusion plant that produces Caustic soda flakes. It is white deliquescent solid in
flakes form. Caustic soda flake have concentration 98.99%.
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CHAPTER-4
THEORETICAL FRAMEWORK
DEFINITION
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Job satisfaction has been defined as a pleasurable emotional state resulting
from the appraisal of one’s job; an affective reaction to one’s job; and an attitude
towards one’s job. Weiss (2002) has argued that job satisfaction is an attitude but
points out that researchers should clearly distinguish the objects of cognitive
evaluation which are affect (emotion), beliefs and behaviours. This definition suggests
that we form attitudes towards our jobs by taking into account our feelings, our
beliefs, and our behaviours.
Employees Motivation - Herzberg's Hygiene Theory :
Employees Motivation theory was proposed by Herzberg & his assistants in
1969. On the basis of his study of 200 engineers and accountants of the Pittsburgh
area in the USA, he established that there are two separate sets of conditions (and not
one) which are responsible for the motivation & dissatisfaction of workers. When one
set of conditions (called 'motivator') is present in the organisation, workers feel
motivated but its absence does not dissatisfy them. Similarly, when another set of
conditions (called hygiene factors) is absent in the organisation, the workers feel
dissatisfied but its presence does not motivate them. The two sets are unidirectional,
that is, their effect can be seen in one direction only.
According to Herzberg’s following factors act as motivators:
Achievement
Recognition
Advancement
Work itself
Possibility of growth
Responsibility
Promotion opportunities
Hygiene factors are:
Company policy& administration,
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Technical supervision,
Inter-personal relations with supervisors, peers &Subordinates,
Salary
Job security
Personal life
Working Conditions,
Herzberg used semi-structured interviews (the method is called critical
incident method). In this technique subjects were asked to describe those events on
the job which had made them extremely satisfied or dissatisfied. Herzberg found that
events which led people to extreme satisfaction were generally characterised by
'motivators' & those which led people to extreme dissatisfaction were generally
characterized by a totally different set of factors which were called 'hygiene factors'.
Hygiene factors are those factors which remove pain from the
environment. Hence, they are also known as job - environment or job - context
factors. Motivators are factors which result in psychological growth. They are mostly
job – centered. Hence they are also known as job –content factors. The theory
postulated that motivators and hygiene factors are independent & absence of one does
not mean presence of the other. In pleasant situations motivators appear more
frequently than hygiene factors while their predominance is reversed in unpleasant
situations.
A significant model that narrowed the scope of the Dispositional
Theory was the Core Self-evaluations Model, proposed by Timothy Judge in
1998.Judge argued that there are four Core Self- evaluations that determine, one’s
disposition towards job satisfaction: self-esteem, general self-efficacy, locus of
control, and neuroticism. This model states that higher levels of self-esteem (the
value one places on his/her self) and general self-efficacy (the beliefs in one’s own
competence) lead to higher work satisfaction. Finally, lower levels of neuroticism
lead to higher job satisfaction.
Hackman & Oldham proposed the job characteristics Model,
which is widely used as a framework to study how particular job characteristics
impact on job outcomes, including job satisfaction. The model states that there are
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five core job characteristics (skill variety, task identity, task significance, autonomy,
and feedback) which impact three critical psychological states (experienced
meaningfulness, experienced responsibility for outcomes and knowledge of the actual
results), in turn influencing work outcomes (job satisfaction, absenteeism, work
motivation, etc).The five core job characteristics can be combined to form a
motivating potential score (MPS) for a job, which can be used as an index of how
likely job, is to affect an employee’s attitudes and behaviours---.A meta-analysis of
studies that assess the framework of the model provides some support for the validity
of the JCM.
Edwin A. Locke’s Range of Affect Theory (1976) is arguably the
most famous job satisfaction model. The main premise of this theory is that
satisfaction is determined by a discrepancy between what one wants in a job and what
one has in a job. Further, the theory states that how much one values a given facet of
work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied
one becomes when expectations are/are not met. When a person values a particular
facet of a job, his satisfaction is more greatly impacted both positively (when
expectations are met) and negatively (when expectations are not met), compared to
one who does not value that facet. To illustrate, if Employee A values autonomy in
the workplace and Employee B is indifferent about autonomy, then Employee A
would be more satisfied in a position that offers a high degree of autonomy compared
to Employee B. This theory also states that too much of a particular facet will
produces stronger feelings of dissatisfaction the more a worker values that facet.
One of the biggest preludes to the study of job satisfaction was the
Hawthorne studies. These studies (1924-1933), primarily credited to Elton Mayo
of the Harvard Business School, sought to find the effects of various conditions
(most notably illumination) on worker’s productivity. These studies ultimately
showed that novel changes in work conditions temporarily increase productivity
(called the Hawthorne Effect).It was later found that this increase resulted, not from
the new conditions, but from the knowledge of being observed. This finding provided
strong evidence that people work for purposes other than pay, which paved the way
for researchers to investigate other factors in job satisfaction.
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Scientific management (aka Taylorism) also had a significant
impact on the study of job satisfaction. Frederick Winslow Taylor’s 1911 book,
Principles of Scientific Management, argued that there was a single best way to
perform any given work task. This book contributed to a change in industrial
production philosophies, causing a shift from skilled labour and piecework towards
the more modern of assembly lines and hourly wages. The initial use of scientific
management by industries greatly increased productivity because workers were forced
to work at a faster pace. However, workers became exhausted and dissatisfied, thus
leaving researchers with new questions to answer regarding job satisfaction. It should
also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo
Munsterberg set the tone for Taylor’s work.
Some argue that Maslow’s hierarchy of needs theory, a motivation
theory, laid the foundation for job satisfaction theory. This theory explains that people
seek to satisfy five specific needs in life – physiological needs, safety needs, social
needs, self-esteem needs, and self-actualization. This model served as a good basis
from which early researchers could develop job satisfaction theories.
Under the need-fulfillment theory, it is believed that a person is
satisfied if he gets what he wants & the more he wants something or the more
important it is to him, the more satisfied he is when he gets it & the more dissatisfied
he is when he does not get it. Needs may be need for personal achievement, social
achievement & for influence.
a) Career Development Need : Desires for career development, improvement in
one's own life standards, better education & prospects for children & desire for
improving one's own work performance.
b) Social Achievement Need : A drive for some kind of collective success is
relation to some standards of excellence. It is indexed in terms of desires to
increase overall productivity, increased national prosperity, better life
community & safety for everyone.
c) Need for influence : A desire to influence other people & surroundings
environment. In the works situation, it means to have power status & being
important as reflected in initiative taking and participation in decision making.
In summary, this theory tell us that job satisfaction is a function of, or is
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positively related to the degree to which one's personal & social needs are
fulfilled in the job situation.
Measuring job satisfaction
There are many methods for measuring job satisfaction. By far, the most
common method for collecting data regarding job satisfaction is the Likert scale
(named after Rensis Likert). Other less common methods of for gauging job
satisfaction include: Yes/No questions, True/False questions, point systems,
checklists, and forced choice answers. This data are sometimes collected using an
Enterprise Feedback Management (EFM) system.
The Job Descriptive Index (JDI), created by Smith, Kendall, & Hulin (1969),
is a specific questionnaire of job satisfaction that has been widely used. It measures
one’s satisfaction in five facets: pay, promotions and promotion opportunities, co-
workers, supervision, and the work itself. The scale is simple, participants answer
either yes, no, or can’t decide (indicated by ‘?’) in response to whether given
statements accurately describe one’s job.
The Job in General Index is an overall measurement of job satisfaction. It is
an improvement to the Job Descriptive Index because the JDI focuses too much on
individual facets and not enough on work satisfaction in general.
Job satisfaction is defined as “an individual’s reaction to the job
experience” (Berry,1997).There are various components that are considered to be
vital to job selection. These variables are important because they all influence the way
a person feels about their job. These components include the following: pay,
promotion, benefits, supervisor, co-workers, work conditions, communication, safety,
productivity, and the work itself. Each of these factors figures in to an individual’s job
satisfaction differently. One might think that pay is considered to be the most
important component in job satisfaction, although this has not been found to be true.
Employees are more concerned with working in an environment they enjoy.
Landy in his theory is known as the opponent process theory. He suggested
that the primary reaction (the immediate emotional response) combined with the
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secondary reaction (the later emotional response) creates a stabilized equilibrium
which results in job satisfaction.
Lawler . “Lawler believed that job satisfaction was driven by a motivational
framework. This idea deals with how a person measures job satisfaction based on
what they got versus what they feel they deserved. Satisfaction is determined by the
difference between the exact amount a person received and what they expected.
Therefore, dissatisfaction occurs when a person receives less or more than what was
expected.
Improving job satisfaction
Job satisfaction plays significant role in the organisation. Therefore managers
should take concrete steps to improve the level of job satisfaction. These steps may be
in the form of job redesigning to make the more interesting and challenging.
Improving quality of work life ,Linking rewards with performance and improving
overall organizational climate.
Importance of job satisfaction
Reduces absenteeism and turnover
Spreads goodwill about the organization
Individual can live with the organization
Job satisfaction has some relation with the mental of the people
Job satisfaction has degree of positive co-relation with the physical health of
individual.
Creating job satisfaction
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Organisations can help to create Job satisfaction by putting so, how is job
satisfaction created , what are the elements of a job that will ensure that enhances job
satisfaction need to incorporate the following:
Flexible work arrangements ,possibly including telecommuting
Training and other professional growth opportunities
Interesting work that offers variety and challenge and allows the worker
opportunities to “put his or her signature” on the finished product
Opportunities to use one’s talents and to be creative
Opportunities to take responsibility and direct one’s own work
A stable, secure work environment that includes job security/continuity
An environment in which workers are supported by an accessible supervisor
who provides timely feedback as well as congeners team members
Flexible benefits, such as child-care and exercise facilities
Up-to-date technology
Competitive salary and opportunities for promotion.
What are the statistically significant factors that affect Job
satisfaction?
Opportunity:
Employees are more satisfied when they have challenging opportunities at
work. This includes chances to participate in interesting projects, jobs with a
satisfying degree of challenge and opportunities for increased responsibility.
Important: this is not simply “promotional opportunity”. As organisation have become
flatter, Promotions can be rare. People have found challenge through projects, team
leadership, special assignments-as well as promotions.
Stress:
When negative stress is continuously high, job satisfaction is low. Jobs are
more stressful if they interface with employee’s personal lives or are a continuing
source of worry or concern.
Leadership:
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Employees are more satisfied when their managers are good leaders. This
includes motivating employees to do a good job, striving for excellence or just taking
action.
Work Standards:
Employees are more satisfied when their entire work groups takes pride in the
quality of it’s work.
Fair Rewards:
Employees are more satisfied when they feel they are satisfied fairly for the
work they do. Consider employee responsibilities, the effort they have put forth, the
work they have done well and the demands of their jobs.
Adequate Responsibility:
Employees are more satisfied when they have adequate freedom and authority
to do their jobs.
Secret:
One thing that makes human unique is our ability to focus energy. Whether to
heat a home or to cut steel with a laser, focussing energy where it’s needed produces
significant results. As a manager, you need to know what is important and where it is
a problem. Focussing time and resources on a specific problem is more likely to
produce measurable benefits to the organization.
Factors in employee satisfaction and dissatisfaction
Job satisfaction is related to the attitude of the employee, if the employees
given a work for which he has no attitude, the job will provide no attraction to him.
Hence the question of contribution, creativity or motivation does not arise, it is for the
management to design jobs in such a manner that each worker fet the job of his choice
the content of the work itself is major source of satisfaction.
1. Personal Factors
2. Job Related Factors
3. Management Related Factors
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1.Personal Factors
Age
Age has also been found to have a direct relationship to level job of satisfaction of
employees. In some groups job satisfaction is higher with increasing age, in other
groups job satisfaction is lower and in other there is no difference at all.
Marital status
Marital status has an important role in deciding the job satisfaction. Most of
the studies have revealed that the married person finds dissatisfaction in his job than
his unmarried counterpart. The reasons stated to be are that wages were insufficient
due to increased cost of living, educations to children etc.
Education
Studies conducted among various workers revealed that most of workers who
had not completed their school education showed higher satisfaction level. However,
educated workers felt less satisfied in their job.
Time of job
It is generally agreed that job satisfaction is high, when you are fresh in your
job and decrease during the ninth year of service and rise again with more time of the
job.
Personality
Once personality traits have their in equitable impact on his mode of
functioning in several of life, a person with personality often finds faults with his
work environment and ultimately even with him balanced. Personality will adjust in
the job finds his own ways for doing his project. He develops his own style of work
that possibly appears to be unique and pleasing to others.
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2.Job Related Factors
Supervision
To a worker, Supervision is equally a strong contributor to the job satisfaction
as well as to the job dissatisfaction. The feelings of workers towards his supervisors
are usually similar to his feeling towards the company. The role of supervisor is a
focal point for attitude formation. Bad supervision results in absenteeism and labour
turnover. Good supervision results in higher production and good industrial relations.
Working condition
The result of various studies shows that working condition is an important
factor. Good working atmosphere and pleasant surroundings help increasing the
production of industry. Working conditions are more important to women workers
than men workers.
Occupational level
Higher levels of jobs provide more pleasure compared to lower levels. This
because higher position carry prestige and status in society which itself becomes the
source at satisfaction for job holders.
Opportunities for promotion
It is true that individuals seek satisfaction in their jobs in the context of the job
nature and work environment but they also attach importance to the opportunities for
promotion that these jobs offer. If the present job offers the opportunity of promotion
in future, provides more satisfaction, if opportunities for such promotion is lacking, it
reduce satisfaction.
Work Groups
Individual work in group either created formally or they develop on their own
to seek emotional satisfaction at the work place the extent such groups are cohesive
the degree of satisfaction is high, if the group is not cohesive, job satisfaction is low,
in a cohesive group people device satisfaction out of their interpersonal interaction
and work place becomes satisfying leaving to job satisfaction.
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3.Management Related Factors
Working Condition
Working conditions, particularly physical work environment, like conditions
of work place and associated facilities for performing the job determine job
satisfaction. These work in two ways. First, these provide means for job performance.
Second provision of these conditions affects the individual perception about the
organisation. If these factors are favourable, individual experience higher level of job
satisfaction.
Co-workers
Various studies had traced this factor as a factor of intermediate importance.
One’s associates with others had frequently been motivated as a factor in job
satisfaction. Certainly, this seems reasonable because people like to be near their
friends. The workers derive satisfaction when the co-workers are helpful, friendly and
co-operative.
Salary
The salary is related to the job satisfaction. A employee if he has getting good
salary he will satisfy of his work.
Employee moral
High level morale and employee satisfaction reduce employee grievances,
further satisfied employees follow the company rules and regulation.
Physical and mental health
Through performance and job satisfaction are influenced by different set of
factors, these two can be related if management links rewards to performance.
EMPLOYEE SECURITY
Security is the protection give by society to its members against contingencies
of modern life such as sickness, unemployment, old age, invalidity industrial
accidents etc. The basic purpose of social security is to protect people of small
measure from risks which impair a person’s ability to support himself and his family.
Security is “än attack on five giants that affect workers-wants disease, ignorance,
squalor and idleness”.
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1.Social insurance
In this scheme a common fund is established with periodical contributes from
workers out of which all benefits in each or kind are paid the contribution of the
workers is nominal which generally does not exceed their paying capacity. The
employees and the state provide the major portion of the finances.
2.Social assistance
In this case, benefits are offered to persons of small means by the government
out of its general revenues. It is the state which takes the load in offering certain
benefits to common people.
BENEFITS OF SECURITY
1. Medical care
2. Sickness benefit in cash
3. Retirement benefits
4. Invalidity person
5. Maternity benefits
6. Accident benefits
7. Survivors benefits
EMPLOYEE WELFARE FACILITIES
INTERNAL
Drinking water
Toilets
Washing facilities
Rest shelters
Uniform and protective clothing
Recreation facilities
Canteens and Medical aid
EXTERNAL
Housing
Educational facilities
Transportation
Sports
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Co-operative stores
Social insurance
TRAINING
IMPORTANCE OF TRAINING
1. Higher productivity
2. Less learning period
3. Better quality of work
4. Cost reductions
5. Reduced Supervision
6. Low accident rate
7. Personal growth
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