organisational behaivour

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National Institute of Fashion Technology

HYDERABAD

Master of Fashion Management (2013-15)

Organizational Behavior

EMPLOYEE MOTIVATION IN SCCL

Submitted by:

Santhi Biju (30)

Gurpriya Kaur Sapra( )

Raj Kumar( )

Submitted to:

A. Srinivasa Rao



ACKNOWLEDGEMENT

I take this opportunity to offer my sincere feelings of gratitude to a number of

helping hands for their co-operation and best advice to enable me to make an end

to this Project Work. We are much obliged to Prof. A. Srinivasa Rao for giving us

an opportunity and valuable suggestions to undertake this Project Work on

"EMPLOYEE MOTIVATION".

I am thankful to the Nift Faculty for giving us this opportunity to learn as well as

supporting us on every step. Last but not least I would like to express my heart full

thanks to our Parents and Our friends for extending their great cooperation towardscompletion of my Project Work in time.



CONTENTS

CHAPTER-I

INTRODUCTION.

CHAPTER-II

COMPANY PROFILE

CHAPTER-IV

WELFARE MEASURES.

CHAPTER-V

CONCLUSIONS

APPENDICES:

APPENDIX-1

BIBLIOGRAPHY.



CHAPTER-1INTRODUCTION:

Need and Importance of the study

Objectives of the study

Scope of the study

Sources of Data

Secondary Data

Chapterisation Scheme



INTRODUCTION

MOTIVATION

The success of any organization depends on the ability of manager to provide a

motivating environment for its employees. Motivated employees are more

productive, happy and stay with the organization longer. The motivation is

psychological process. Many people equate the causes of behavior with

motivation. Motivation is a hypothetical construct that is used to help explain about

behavior, it should not be equated to behavior .

MEANING AND DEFINITION:

“Motivation” is a Latin word “Mover” which means, “to move”. Motivation is a

process that starts with a psychological and physiological deficiency or need that

activates behaviors or drive that is aimed at a goal or incentive. The meaning of motivation is tending to initiate motion, power, that which include a person to act.

Ex: Desire, fear and circumstances. Motivation can also be associated from having

enthusiasm to do or be something.

NEED AND IMPORTANCE OF THE STUDY:

Motivation can be defined as “A willingness to expand energy to achieve a goal or

reward”. It is a force that activates dormant energies and sets in motion the action

of the people. It is the function that kindles a burning passion among the human beings of an organization.

Motivation is complex of forces starting and keeping a person at work in an

organization. Research and analysis from organization all psychologists has

allowed a link between motivation and the forming of a predicted satisfaction from

work, known as intrinsic motivation and gained from factors external to work,

known as extrinsic motivation. Intrinsic motivation emphasizes valued outcomes

or benefits that come from within the individual itself. This may include feeling of accomplishment, self-esteem and competence. Extrinsic motivation is a form of

motivation that emphasizes valued outcomes or benefits granted by other in form

of promotion, pay increases, praise and recognition.

An unsatisfied need creates tension that stimulates drives with in an individual.

These drives generate a search behavior to find particular goals that if attained will



satisfy the need and lead to reduction of tension. Motivation then is stimulating

condition either external or internal or both by which a process of behavior is

initiated and continued until a state of equilibrium is restored.

Motivation consists of three interacting and interdependent elements of needs,

drives and goals.

NATURE OF MOTIVATION:

Motivation is a psychological concept. It is concerned with the intrinsic force

operating with in an individual, which impel him to act or not to act in a

particular way. A motive is a personal and internal feeling.

Motivation is a hypothetical construct, which is defined in terms of antecedent Conditions consequent behavior.

Motivation and satisfaction are related, but these are distinct behavioral

forces with different determinants and different outcomes.

Motivation is a circular process.

Motivation is behavioral for that.



IMPORTANCE OF MOTIVATION:

Every person in today‟s workforce is motivated. With the level of motivation they

retain varies with each individual. Providing strong leadership in which you

practice open communication, goal setting, employee development, as well as

promoting encouragement, initiative and personal drive is for creating and

maintaining harmonious, trusting and highly motivated work environment.

HIGHER EFFICIENCY:

A good motivational system releases the immense latent talents, abilities of the

employees. It converts the ability to work into work. Motivated employees make

higher contribution towards the realization of the organizational goals.

LOWER ABSENTEEISM AND TURNOVER:

Motivation leads to job satisfaction and high morale due to which labor unrest,

absenteeism and turnover are reduced.

HUMAN RELATIONS:

A high level of motivation results in harmonious relations between employee and

employers. Sound industrial relations ensure industrial harmony and peace.

CORPORATE IMAGE:

A Company that provides adequate opportunities to its employees for the

satisfaction of physical and psychological needs has a better image in public.

Motivation helps to utilize and develop creative talent of employees. In the words

of Rens Likert, “Motivation is the core of management”.

OBJECTIVE OF MOTIVATION:

The purpose of motivation is to create conditions in which people are willing to

work with zeal, initiative, interest and enthusiasm, with a high personal and group

moral satisfaction, with the sense of responsibility, loyalty and discipline and with

pride and Confidence in a most cohesive manner so those goals of an organizationare achieved effectively.



CLASSIFICATION OF MOTIVES:

PRIMARY MOTIVE:

Psychologists acknowledged that some motives are unlearned and physiologically

based. Such motives are called physiological, biological, unlearned or primarymotives. The classification must be unlearned and it must be physiologically based.

Thus the primary motives include hunger, thirst, sleep, avoidance of pain and

marital concern.

GENERAL MOTIVE:

General motive also called, as competence or capacity motive is the one, which

receive substantial contributions from activities, which through playful and

exploratory in character, at the same time show direct selectivity and persistence in

interacting with environment. Such motives include drive for curiosity,manipulation, activity and affection.

SECONDARY MOTIVE:

As human society develops economically and become complex, the primary drives

give way to the secondary drives in motivating behavior. The learning principle of

reinforcement is conceptually and practically related to motivation. A motive must

be learned in order to be included in secondary classification. Important ones are

need for achievements, affiliation, power, security and status.

1. NEED OF ACHIEVEMENT:

Doing better than competitors.

Attaining or surpassing a difficult goal.

Solving a complex problem.

Carrying out a challenging assignment successfully.

Developing a better way to do something.

2. NEED OF AFFILIATION:

Being liked by many people.

Being accepted as a part of a group or a team.

Working with people who are friendly and co-operative.

Maintaining harmonious relationships avoiding conflicts.

Participating in pleasant social activities.



3. NEED OF POWER:

Influencing people to change their attitudes or behavior.

Controlling people or their activities.

Being in a position of authority over others.

Gaining control over information and resources.

Defeating an opponent or enemy.

4. NEED OF SECURITY:

Having a secure job.

Being protected against loss of income or economic disaster.

Having protected against physical harm or hazardous condition.

Avoiding tasks or decisions with a risk of failure and blame.

5. NEED OF STATUS:

Having the car and wearing the clothes.

Working in the right company in the right job.

Living in the right neighborhood and belonging to the country club.

Having the degree from right university.

Having executive privileges.

MOTIVATION APPROACHES

Since the age of the industrial revolution, psychologists and social scientists have

been trying to decode this extremely complicit specimen called the “employees”.

What makes the employee motivated to work hard? The problem of motivating the

employee in the organization has been the engaging attention of the management

ever since the organized activities started. During the last seven decades numerous

thinkers, experts and researchers have studied different aspects and theories of

organization behavior.

There are two main categories that are used to propose motivation theories; they

are content theories and process theories. Content theories explain the dynamics of employee needs, and the process theories described the way the need deficiencies

are translated into behavior.



THE CONTENT THEORIES OF WORK MOTIVATION:

The content theory of work motivation attempts to determine what motivates

people at work. The content theorists are concerned with identifying the

needs/drives that people have and how these needs are prioritized. They are

concerned with the types of incentives or goals that people strive to attain in order

to be satisfied and performed well. Maslow‟s needs hierarchy, Frederick

Herzber g‟s two-factor theory and David McClelland‟s need for achievement theory

belong to this category.

MASLOW’S HIERARCHY OF NEEDS

If motivation is driven by the existence of unsatisfied needs, then it is worthwhile

for a manager to understand which needs are important for the individual

employees. In this regard, Abraham Maslow developed a model in which the basic,

low level needs such as physiological needs must be satisfied before higher-level

needs such as self-fulfillment are pursued. In this hierarchical model, when a need

is mostly satisfied in no longer motivates and next higher need takes its place.

PHYSIOLOGICAL NEEDS:

Physiological needs are those required to sustain life, such as air, water,

nourishment and sleep. According to Maslow‟s theory, if such needs are not

satisfied then one‟s motivation will arise from the quest to satisfy them. Higher

needs such as social needs and esteem are not felt unit one has met the needs basic

to one‟s bodily function.



SAFETY NEEDS:

This second level of needs is roughly equivalent to the security needs. It refers to

the need to feel safe from physical and emotional harm. The whole organism may become a safety seeking mechanism. Once the physiological needs and safety

needs are satisfied they no longer motivate.

SOCIAL NEEDS:

This level corresponds need to affection and affiliation. Human have a desire to

belong to groups, work groups, family etc. We need to feel loved by others, to be

accepted by others, performers appreciate applause.

ESTEEM NEEDS:

There are two types of esteem needs. First is self-esteem, which results from

competence or mastery of a task. Second, there‟s the attention and recognition that

comes from others. This is similar to the belongings level; however, wanting

admiration has to do with the need for power.

NEED FOR SELF-ACTUALISATION:

This level represents the need to maximize one‟s potential. It is related to the

development of intrinsic capabilities. They can seek knowledge, peace, and

esthetic experiences, self-fulfillment and oneness with God etc. This includescompetence, which implies control over environmental factors, both physical and

achievement needs.

MASLOW‟S HIERARCHY OF NEEDS

FREDERICK HERZBERG’S TWO FACTOR THEORY:

Frederick Herzberg is a well - known behavioral scientist, contributed the two-

factor hygiene and motivation theory. The hygiene theory includes the work

environment like the organization, structure and regulations, the culture and

interpersonal relations and the like. The motivation theory includes things that

directly pertain to the job such as achievement, growth, recognition According to

Herzberg both theories and the like, must be applied simultaneously to build

employee motivation.

HYGIENE FACTORS:



According to Herzberg, there are ten maintenance or hygiene factors. These are

company policy and administration, technical supervision, interpersonal

relationship with subordinates, job but they are related to conditions under which a

job is performed.They produce no growth in the worker‟s output; they only prevent

losses in worker‟s performance due to work restrictions. Any increase beyond thislevel will dissatisfy them. As such they are also called as dissatisfies. These factors

cause much dissatisfaction when they are not presents, but do not provide strong

motivation.

MOTIVATIONAL FACTORS:

These factors are capable of having a positive effect on job satisfaction often

resulting in an increase in one‟s total output. Herzberg includes six f actors that

motivate employees. These are achievement, recognition, advancement, and work

it-self, possibility of growth and responsibility. Since these factors increase level of satisfaction in the employees, these can be used in motivating them for higher

output. Herzberg maintains that potency of various factors is not entirely a function

of factors themselves. It is also influenced by the personality characteristics of the

individuals. From this point of view, individuals may be classified into two types

“motivation seekers and maintenance seekers”. The motivation seekers are

generally individuals who are primarily motivated by the “satisfiers” such as

advancement achievement and other factors associated with the work itself. On the

other hand, the maintenance seekers ten to be more concerned with factors

surrounding the job such as:

TWO FACTOR THEORY – HERZBERG

CRITICISM:



In fact, job satisfaction and dissatisfaction are two opposite points on a single

continuum. Individuals on the job are affected by any change either in the job

environment or in the job content .This theory undergoes the importance of

satisfying the upper level needs. Lastly, Hertzberg‟s study has been criticized as

being methodology bound, based on faculty research, it over simplifies therelationship between motivation and satisfaction and is inconsistent with past

evidence.

THE PROCESS THEORIES OF WORK MOTIVATION:

The Content model attempts to identify what Motivates people at work. Content

theories, on the other hand are more concerned with the cognitive antecedents that

go in to motivation or effort and are more important with the way they relate with

one another. In the process theory of motivation, the ideas are based on factors of

translation of needs of the employees to behavior. A little motivation can go a longway and is always helpful to the employee.

VROOM’S EXPECTANCY THEORY OF MOTIVATION:

Victor H. Vroom Proposed his expectancy theory as an alternative to content

models, which he felt were inadequate explanations of the complex process of

work motivation. It views motivation as a process of governing choice. Vroom

model is built around the concept of valence; Vroom means the strength of

individual‟s preference for a particular outcome. Other terms that might be used

include values, incentives, attitude, and expected utility.

In order for valence to be positive, the person must prefer in attaining the outcome

to not attaining it. A valence of zero occurs when the individual is indifferent

towards the outcome and the valence is negative when the individual prefers not

attaining the outcome to attaining it. Another major output into the valence is the

instrumentality of the first level outcome in obtaining a desired second level

outcome. The superior performance is seen as being instrumental in obtaining a

promotion. Another major variable is the Vroom‟s motivational process is

expectancy. Expectancy is the probability that a particular action will lead to a particular first level outcome.

ADAM’S EQUITY THEORY:

This theory argues, “A major input into job performance and satisfaction is the

degree of equity (or inequity) that people perceive in their work situation”. In other

words, it is another cognitively based motivation theory, and Adam‟s depicts how



this motivation occurs. Inequality occurs when a person perceives that the ratio of

his or her outcomes to inputs and the ration of a relevant other‟s outcome to inputs

are unequal. This is represented as follows:

But the inputs and outputs of the person and others are based upon the person‟s perceptions, age, sex, education, social status, organizational position, qualification

and how hard the person works are the examples of perceived input variables.

Outcomes consist of primarily records such as pay, status, promotion, and intrinsic

interest in the job. In essence the ratio is based on the person‟s perception of what

the person is given (inputs) and receiving (outcomes) versus the ratio of what the

relevant other is giving and receiving. If the person‟s perceived ratio is not equal to

the others, he/she will strive to restore the ratio to equity. This “striving” to restore

equity is used as explanation of work motivation.

ALFRED’S ERG THEORY:

An extension of Hertzberg and especially the Maslow‟s content theories of work

motivation come from the work of Clayton Alfred. He formulated a new category

model that was more in line with in line with the existing empirical evidence. Thus

Alfred identified three groups of core needs – existence, relatedness and growth

(hence ERG theory). The existence needs are concerned with the survival



(physiological). The related needs stress the importance of the interpersonal, social

relationships. The growth needs are concerned with the individual‟s intrinsic

design personal development.

COMPARISION OF ERG NEEDS THEORY WITH

AND TWO FACTOR THEORIES:

Obje

ctives of the study:

The main objective of the study is to critically examine how effectively the

employees are motivated in the companies like Singareni Collieries Company

Limited.

To find out whether the motivation among the employees increase the productivity

of the company.

To study how the motivation is helpful in increasing the job performance of the

employees.

To study about the work conditions of the employees in the organization.

To study about the employee participation in the decision making of the

organization.



To study whether the employees are having the personal growth, development and

satisfaction in the organization.

To find out employees satisfaction towards the management response to their

suggestions.

Scope of the study:

The management of men is a very important and it‟s a challenging job. No, two

persons are similar in mental abilities, traditions, sentiments, and behavior. They

differ widely also as groups and are subject to money and valued influences.

People are responsive. They feel, think and act therefore; they cannot be operated

like a machine or shifter and altered like a template in room layout. They need a

tactful handling by management. The project work entitled “WORK MOTIVATION IN EMPLOYEES” Covers various levels of employees in the

organization. Since SCCL is a very large organization there are various incentive

plans that have been introduced to motivate the employees in the organization, it

was a great opportunity for us to study the aspect in detail within the time frame

available and make a report.

Limitations of the study:

The major limitation of the study has been availability of sufficient time.

Motivation is such a vast topic that requires a lot of time in order to be able to gothrough each and every aspect of motivation. The response may be biased due to

the fear of reprisal from the top management.

The study cannot be generalized for all the companies because different

companies follow different motivational techniques to improve the performance of

the employees.

MOTIVATING PERFORMANCE

Motivating performance is one of the key elements of the personnel management.It is the core of the management, which shows that every human being earnestly

seeks a friendly and supportive relationship, which gives him a sense of worth in

face-to-face groups, which are most important for him. A superior should strive to

treat individuals with dignity and recognition of personal work. Mr. Gregor has

stated that the “the task of the management is to arrange the organizational

conditions and methods of operations so that people can achieve their own goals



best by directing their own efforts towards organizational objective”. Successful

supervisors are those who integrate the goal-oriented actions of the individuals

with the pursuit of organizational goals. The goals of the individuals and them

organization can be achieved through stimulating workers towards productive

performance called as motivational process. Motivation is a process of arousingaction, sustaining the activity in progress and regulating the pattern of the activity.

It attracts and imitates action and also serves as a factor in the contribution of

activity until the objective have been attained. Motivating performance is

examined as job design and goal setting. Designing jobs can have a positive impact

on both employee‟s satisfaction and quality of performance. The goal setting

which has been held up as a prototypical model explains how theory should or can

lead to application.

JOB DESIGN:

Job design emerged as an important application area for work motivation and the

study of organizational behavior. Job design is based on extensive and still

growing theoretical base, it had considerable research attention in recent years, and

it has been widely applied to the actual practice of management. Initially, the field

of organizational behavioral paid attention only to job enrichment approaches to

job design has taken broader perspective. The job design has various dimensions

and approaches. They are job engineering, job enrichment, job characteristics,

quality of work life

and socialinformation process.



GOAL SETTING:

Goal setting is often given as an example of how the organizational behavior

should progress from a sound theoretical foundation to sophisticated research to

the actual application of more effective management practice. Finally goal setting

has become an effective tool for the practice of human resource management and

an overall performance system approach.

L



Secondary Data:

This secondary data was collected from the Company about its progress and the

company‟s development due to organizing various Motivational Techniques in the

Company.

MOTIVATIONAL TECHNIQUES IN SCCL

INCENTIVE SCHEMES IN SINGARENI COLLIERIES CO. LTD.:

Coal industry is labor oriented and wage cost forms around 54% of the total cost of

the company‟s production. Performance of the Company depends upon the

motivational levels of its Employees. Hence Company is motivating the employees

by introducing various Wage Incentive Plans. Financial Motivational Schemes

were introduced more than 50 years back. These helped the management toachieve marked improvement in production and productivity. Industrial

Engineering Dept (IED) will device different wage incentive plans for

underground and opencast mines depending on the conditions of the mine. The

wage implementation plans approved for implementation are of individual, group

and both individual and group. Management is monitoring & revising and

introducing new schemes to keep in pace with the changing needs. As on date, 42

Wage Incentive Plans are in operation. 73575 persons covered Wage Incentive

Plan. All technologies at Underground mine (covering 79% of the employees in

UG Mines) and Opencast mines (93% of the employees working in OC Mines)

besides selected supporting departments. In all 715 of the total employees are

covered under incentive schemes. The pay out is about Rs.25 crores during 2006-

07. The incentive cost per tone is Rs.7.05, which forms 2% of the Wage cost and

0m80% of the total cost of production. The incentive earnings are calculated on

weekly/fortnightly basis for piece rated employees and on monthly basis for other

designations. Management is now planning to cover all employees under Wage

Incentive Plans and it is going to be a major task to design in the coming days.

Wage Incentive Plans are broadly classified as follows:

Regular Wage Incentive Plans – These are approved by Corporate Office

and majority of the scheme are covered under this class.

Project Incentive Plans – They will be introduced as per the requirement of

the project as approved by the competent authority. Ex: Long wall Shifting,

Inter Seam Tunneling etc.



Local Incentive Plans – These are also like Project Incentive Plans. Rs.10,

000/- per month/mine will be sanctioned. Depending on the circumstances of

the mine, scheme will be announced.

Reward Incentive Plans – The schemes will be introduced for achieving high

productivity levels. Special Incentive Plans – They are introduced on special occasions. EX:

Profit Linked Annual Incentive Scheme for sharing of part of Annual Profits

amongst all the employees.





CHAPTER-2

COMPANY PROFILE

&

INDUSTRIAL BACKGROUND

COMPANY PROFILE

In a developing economy like India, Coal Mining Industry occupies a vital place

because coal is the basic input for power and fuel to many basic and important

industries like Power House, Iron, Steel, Railways, Shipping and construction

Industries etc., in addition, other industries like Cement, Fertilizers, Chemicals,

Paper Industries are the main consumers of the coal for their major input as fuel or

energy requirement process.Despite the development of alternate fuel sources like Electricity, Petrol and solar

energy, coal continue to be a major fuel material in any country. During the last ten

years the coal production in India has increased from 1896 Million tons in 1990-91

to 289 million tons in 1999-2000 by registering growth of 5% in India, Coal

producing companies are in public sector and they are under the direct

Administrative of the ministry of coal.

The following public sector undertakings are dealing with coal production:

A. Coal India Limited.

B. Singareni Colleries Company Limited.

COAL INDIA LIMITED (CIL):

Coal India Limited have head quarter at Kolkata is the holding company with

seven producing subsidiaries and planning and design subsidiary viz.

1. Eastern Coal Field Limited (ECL), Sanctoria (West Bengal).

2. Bharat Coking Coal Limited (BCCL),Dhanbad (Bihar).

3. Central Coal Field Limited (CCL), Ranchi (Bihar).4. Northern Coal Field Limited (NCL), Singarauli (Madhya Pradesh).

5. Western Coal Fields Limited (WCL), Nagpur (Maharastra).

6. Mahanandi Coal Fields Limited (MCL, sambalpur (Orissa).

7. Central Mine Planing and Designing Institute Limited (CMPDIL), Ranchi.



SINGARENI COLLERIES COMPANY LIMITED

Among the coal producing companies Singareni Colleries Company Limited

(SCCL) is an important one.

ORIGIN OF SCCL:The Singareni Colleries Company Limited is the oldest public sector coal company

in India, carrying the coal mining activities in the Godavari valley of Andhra

Pradesh and catering to the needs of the consumers in Southern India. The

Company has a history of more than hundred and seven year since its origin. The

origin of the SCCL may be tracked back to the year 1871, when the coal was first

discovered in the Nizam state at Yellandu. In those days, pilgrims going to

Bhadrachalam used to reveal by road, after getting down at Yellandu Railway

station. Many of the pilgrims used to cook their food with firewood in the vicinity

of the Railway Station before continuing their journey. One such party arranged

the fire place for cooking by lighting the firewood between them they observed

that the stones were also burning sending out (emitting) heat even obtain the

firewood was consumed. Based on their report the authorities concerned, arranged

though investigation and deposits were found to be quite huge around the village of

Singareni.

The Hyderabad (Deccan) Company its Coal Mining activities in Yellandu village

in the year 1921 and the company was converted into a public limited company

with the name as the “SINGARENI COLLERIES COMPANY LIMITED”. In1961 it become an public sector undertaking being managed by board of directors,

appointed by the central and state government. The share capital of the company in

financial by the Government of Andhra Pradesh and Government of India is in the

ratio of 51:49 respectively.

OPERATING AREAS:

SCCL is the company manager the coal mining operations in Andhra Pradesh

keeping in pace with the increased demand. The SCCL has always been

accelerating its production by opening new mines in all the Coal bearing areas inthe State. In the process of expansion, the SCCL started its mining activity at

Kothgudem (1937),Mandamarri (1958), Ramagundam (1961), Ramakrishnapur

(1963), Manuguru (1974),and Bhupalpalli (1998) apart from carrying its mining

activities at Yellandu.

Presently operating its coal mining activities in underground mines and 1 Opencast





the SCCL. In discharging his function he is assisted by the various executives like

Director (Operations), Director (Projects & Planning), Director (Finance), Director

(Personnel, Administration and Welfare), E.D (Forest), Chief Medical Officer,

Chief Security Officer &Company Secretary.

B) ORGANIZATIONAL STRUCTURE AT AREA LEVEL:

In SCCL, an area comprises of group of mines. For Production & Administrative

purpose, the SCCL divided into 10 decentralized areas. Batch area is under the

administrative control of a General Manager, who is responsible for achievement

of production targets, maintenance of industrial relations, provisions of welfare

activities and safety measures in mines. The general matter is in charge of area

with centralized power & administrative control over production, safety, transport,

stores, medical & health states of area. He is assisted by Deputy General Manager

(Electric & Mechanical), Deputy General Manager (Mining), Finance Manager

(Training), Superintendent Engineer (Civil), Personnel Manager in discharging his

responsibilities.

C) ORGANIZATION STRUCTURE AT MINE LEVEL:

The organization structure of mining activities at the mine level shows that the

colliery manager is the overall in charge of the operations of the mine. He is

accountable to the General Manager of the area through the Deputy General

Manager (Mining Agent) of the Mine. He is responsible for all activities in the

mine. The colliery Manager is assisted by the Deputy Manager, Welfare Officer,

Under Manager, Safety Officer, Survey Officer & Executive Engineer/Assistant

Engineer, Pit Officer.

MANPOWER STATUS



The departments that are concerned with the work motivation of the employees are

allotted as a part of the project work. The department s its functions and their

organization structures are included here.

THE DEPARTMENTS ARE:

Human Resource Development.

Personnel Management.

Electronic Data Processing.

Executive Establishment Cell.

SC Education Society.

Main Hospital.

Safety.

Transport.

Industrial Relations. Welfare Wing.

Main Workshop

Central Workshop

HUMAN RESOURCE MANAGEMENT

The focus of HRD is on enabling people to self-actualize through a systematic

process of developing their existing potentialities and creation of New ones,

unfolding tapping potentialities of people in the presence in the future. As this

department is concerned with present as well as future prospects of the employee,

they feel secured and the employees are well motivated to perform their job

efficiently. The functions are:

Identify Trade Unions.

Training Programs as per statutory and non-statutory.

Processing Training Programs.

Processing Training programs include approval, correspondence to internal andexternal authorities, and physical arrangement for training, organizing, feedback

and evaluating the training.

HRD provides statutory books by arranging telugu translation for

supervisors.

Types of training programs are in house, external, and foreign.



PERSONNEL MANAGEMENT

The Personnel Management is that part of management function, which is

primarily concerned with the human relationships within the organization. Its

objective is managing all those relationships on a basic by consideration of well

being of the individual and to enable all those engaged in the undertaking to make

Maximum personal contribution in effective working of the undertaking, Thus

motives of the functions are:

Recruitment of NCWA employees and Executives.

Departmental promotions of NCWA employees.

Vacancy and time bound promotions.

Reversion of NCWA employees.

Confirmation of NCWA employees on appointments/ promotions/

placement/ up-gradations. Pay fixation and rectification of pay anomalies.

Maintenance of roster registers as per rule of reservation by the

Government and sending periodical returns to the Government.

Attending to the AP Legislative Committees on welfare of SC/ST and

BCfrom time to time.

Verification of character and antecedents of employees on appointments.

Verification of certificates provided by the employees for appointment

promotion with the concerned.

Sanction of allowance. Forwarding applications of employees for outside employment and issue of

No objection Certificates/ Service Certificates etc.

Issue of circulars on policy matters.

NCWA – National Coal Wage Agreement

Issue of clarifications on the maters dealt at personal management section.

Participating in the departmental enquiries.

Court matters.

Correspondence with Central Government and State Government including

Honorable Ministers, MPs. MLA‟s on various matters.

Attending union representations.

Maintenance of records of staff members.

ELECTRONIC DATA PROCESSING



Electronic data processing department is established in 1976 at Kothagudem, the

advantage of conservation of time is availed from this department, hence

motivating the employees to perform their job easily. The main computerized

activities of EDP are:

Payroll.

Material Managements system.

Financial accounting system.

This department took assistance of CMC in Hyderabad for computers. Computers

are first introduced at Kothagudem in 1986. Total recruitment is computerized. All

Software

Developments are made at corporate office only. Internal facility is available at

corporate office only.

EXECUTIVE ESTABLISHMENT CELL

EEC deals with the service matters of executives in the company. There are

executives on roll of the company. After completion of training, executive trainees

are appointed as regular executives in their respective disciplines and since then

their service matters are looked after by executive establishment cell. The

executives are motivated to perform their job efficiently as they are given a

separate cell to look after their service matters.

There are 2346 executives on roll as on 28-02-2003.

The functions are:

Maintenance of personal files and records of all executives.

Salary administration, fixation of pay, regulating allowance i.e.,

Underground allowance, Conveyance allowance, Officiating allowance

Processing resignations and unauthorized absenteeism of theAnnual

performance appraisal reports.

Maintenance of property returns being submitting annually.

Forwarding applications of the executives for outside employmentexecutives. Issue of No objection certificates and Service Certificates, issue

of No objection Certificates for obtaining passports.

Maintenance of records pertaining to leave availed by executives,



Issue of office orders of transfers of executives on the basic of grand of

study leave, disability leave, and special leave recommendations of

Chief/Head of the Department.

EDUCATIONAL SOCIETY

Education facility is provided to the children of the SCCL Employees. This is

provided to that the employees are motivated to perform more efficiently as the

company is taking care of them and their family:

Educational Society was started in 1975 to provide quality education.

There are 17 schools and 3 colleges under SCCL Education Society.

There are 17,000 students and 750 teaching and non-teaching staff.

In 1990, 5 Telugu Medium Schools apart from the 17 Schools are Company

gives 10 crores to run the Schools started in Godavarikani.

MAIN HOSPITAL

Hospital facility is provided to the SCCL Employees. This is provided so that

the employees are motivated to perform more efficiently as the company is taking

care of them and their family.

Main Hospital was started in 1942.

Manpower is 43 of them General Duty Medical Officers are 22, Specialists

are 18 and one specialist and biochemist and one Microbiologist and one

Senior Personnel Officer. There are 3 Ambulances and total beds in the hospital are 230.

The services are provided for 24 hours.

Hospital is mainly environmental friendly.

Food facility is under the Main Hospital.

Nursing School is under the Main Hospital.

SAFETY

Employees feel secured if the company looks after the safety of the employees.

Hence they are motivated to work more efficiently.

For each mine one safety officer is present.

Maximum working hours are 8 hours.

For one day there are 3 shifts.

Age limit of the workers is 20 years – 50 years.



If a worker is found to be unfit then monetary compensation is provided.

One rescue team covers 3 areas.

Exgratia of 2 Lakhs is given for workers killed in accidents in mines.

At each rescue station, rescue training is given for workers.

Workers are provided within helmet, shoes, safety lamps, co-detectors, 02meter which working in UG Mines.

Sanitation facility is also provided for workers both in OC & UG Mines.

The cause of accidents are due to roof fall, side fall, rope fall, dumps, other

Machine, fall of objects, explosion, electrical etc.,

Serious & Fatal accidents.

Risk Management Technique.

KOTHAGUDEM RESCUE STATION

This station is helpful to rescue the workers of there is any accident in the mine.

1. All Mines of Singareni are covered by kothagudem rescue station.

2. Kothagudem Rescue Station was started in 1985.

3. Total Manpower at kothagudem Rescue Station is 26.

4. Training is given for Workers who volunteer.

INDUSTRIAL RELATIONS

IR is the branch of personnel management which is concerned with the study of

people in relation to their work, the problems arising among employees, including

wages and working conditions and the measures are to be taken for safeguarding

the interest of Employees. As the company is concerned about maintaining

industrial peace by negotiating with the workers if there exists any problem, the

workers are well motivated to perform their job efficiently. The objective of SCCL

industrial relations policy is to ensure industrial peace and harmony in the

company with consequent improvement in discipline, production and productivity.

In the long term, SCCL industrial relations policy aims at the objective of “one

industry – one union”. This policy received the approval of the board of directors



on 17-08-1991, and the board made certain amendments on 28-08-98, 26-09-98

and 05- 05-99.

The salient features of the industrial relations policy are as follows:

Verification of the strength of the Unions functioning in the company will bedone through the secret ballot once in 2 years by the appropriate authority.

Only one Union will be recognized at company level.

There will be one representative union in each area.

The recognition/representative status is for 2 years.

The Union recognized at company level may represent and discuss any issue

on behalf of the workers either at company level or area level.

The representative union for an area can represent the issues pertainingexclusively to that area.

Any indulgence in or any encouragement of violence, immedatory tactics,

illegal strikes or violation of code of discipline shall render the recognized

representative unions liable to forfeit the status of „recognition‟.

WELFARE WING

The SCCL is taking all possible measures to provide Welfare amenities to its

Employees, particularly in the fields of health, sanitation, residential

accommodation. Education to workers children, supply of water, laying of roads,improving health awareness among employees and their families through

communication cell, sports, and games to provide recreation in addition to various

social security schemes. These are provided in order to motivate the employees to

work more efficiently.

Housing:

As on 31-03-2003 there are 46,894 quarters existing in all the areas of company.

620 quarters are under construction. The housing satisfaction is 48.37%.

Medical & Health:

Every worker seeking employment in the company is subjected to through medical

examination at the time of initial employment. Thereafter, he undergoes periodical

medical examination once in a block of every 5 years, SCCL is having 6 area

hospitals, 1 Main Hospital at Kothagudem and 43 dispensaries having 1,006 bed



and 57 no: of ambulances provided. The ratio between employees and beds is

100:1

Source: Questionnaires

INTERPRETATION:72% of Supervisors strongly agree, 46.5% of Clerks and 46% of workers agree that

there is congenial atmosphere in their organization.

WELFARE MEASURES

The SCCL is taking all possible measures to provide welfare amenities to its

employees, particularly in the fields of health, sanitation, residential

accommodation, education to workers‟ children, su pply of water, laying of roads,

improving health awareness among employees and their families through

communication cell, sports and games to provide recreation in addition to various

Social Security Schemes.

01. Housing: - As on 30.11.2006 there are 47, 125 quarters existing in all the areas

of the Company. 4596 quarters are under construction. The Housing satisfaction is

58.79%.

02. Medical & Health: - Every worker seeking employment in the Company is

subjected to thorough medical examination at the time of initial employment.

Thereafter, he undergoes Periodical Medical Examination once in a block of every

5 years. SCCL is having 6 Area Hospitals, 1 Main Hospital at KGM and 40

Dispensaries having1008 beds and 37 nos. of ambulances provided.

Wherever specialized treatment is required either for the employees or their

dependents, they are referred to Super Specialty Hospitals outside the Colliery

areas.

As Family members/attendants of employee patients are finding it difficult to have

accommodation at Hyderabad, SCCL has provided accommodation for them as

under:1) 10 Rooms in Ramnath Ashram near Osmania General Hospital, Hyderabad.

2) One Hall in II Floor of Siva Ganesh Chowltry situated near NIMS, Hyderabad

which can accommodate 25 persons.



In view of the need to encourage Vasectomy, it is decided to increase the Cash

Incentive of Rs.1,000/- for Vasectomy, while retaining the cash incentive for

Tubectomy at Rs.800/-. This is in addition to the incentive amount given by

Andhra Pradesh State Government.The Company is having Health Department in

each area to look after the maintenance of sanitation.

CONSTITUTIONOF AREA TERMINAL BENEFITS CELLS:

The management of SCCL has constituted Area Terminal Benefits (ATB) Cell in

each Area to process all types of terminal benefits in the form of a single window

for speedy settlement of Claims on receiving intimation about superannuation /

leaving company‟s service due to various reasons in respect of an employee. The

following terminal benefits can be processed by ATB Cell at the Area level as per

the CircularNo.CRP/PER/WEL/ATB/3565, dated 05.10.2002.

01. Coal Mines Provident Fund

02. Coal Mines Pension Scheme

03. Gratuity

04. FBIS (Death) Claim

05. Refund of FBIS Accumulations

06. Group Insurance Scheme

07. Janatha Personal Accident Insurance Scheme

The ATB Cell at each Area is functioning w.e.f. 15-10-2002. The Area Terminal

Benefits Cell at each Area consisting of one P.M / Dy.PM / Sr.P.O and an Officer

from F&A Dept., and assisted with two clerical staff. The

Terminal Benefits Cell will function under the charge of Head of the Area

Personnel Dept., and process all terminal benefits in the form of a single window

for speedy settlement of all the terminal benefits. Settlement of terminal benefits in

respect of Mine Accident Cases: Dependant Employment is being provided to the

eligible dependants of ex- employees died in Fatal Mine Accident cases at Area

level immediately on receiving the claim for the same complying with the

dependant employment guidelines. If the claimant opts for lumpsum amount of

Rs.3Lakhs or payment of Monthly Monetary Compensation @ Rs.4000/- per

month the same is being considered and settled on priority in lieu of Dependant

Employment.



Group Gratuity Scheme with LIC of India:

a)This Scheme is effective from 11.12.2003 and covers both Executives and non-

executives and covers trainees in regular grade and other employees who are

covered under the Gratuity rules of the company.

Gratuity will be paid by LIC of India to employee / nominee for the period of

service rendered by the employee as per the existing rules and limits. In addition,

in case of unfortunate death of the employee, LIC would also pay gratuity for the

service the employee would have rendered until retirement had he been alive.

DEPENDANT EMPLOYMENT:

Dependent Employment is being provided to the dependents of Ex-employees

died in harness /declared medical unfit as per NCWA provisions subject to

availability of vacancies. As per various settlement, 344 nos. of dependents provided employment during the year 2005-06 ( 31stMarch, 2006) and April to

December, 2006 is184. In the financial year 2002-03, a settlement was arrived at

on 08.03.2002 with the Recognized Union on payment of Monetary Compensation

in lieu of dependent employment under Company Voluntary Retirement Scheme

(VRS on health grounds).There are about 3075 dependents waiting for

employment under Company VRS. Out of which, 2866 cases have been settled as

on 31.12.2006 for payment of monetary compensation / lumpsum payment of 24

months‟ wages last drawn in lieu of dependant employment.

10. MONTHLY MONETARY COMPENSATION (MMC) / LUMPSUM

PAYMENT: The Scheme of MMC has been implemented in lieu of Female

Dependant Employment in respect of the cases of Death / Board Medical Unfit

arose from 02-10-1991, in accordance with the Memo. of Settlement dated 31-07-

1997. As per the guidelines of JBCCI implementation, the claims are being

received from areas for settlement of MMC, as on 31.12.2006, 1798 claims have

been settled and sanction of Payment Orders released to pay the beneficiaries @

Rs.3,000/- per month in case of Death in harness and Rs.4,000/- per month in case

of Fatal / Mine Accident.In addition to the above merit scholarships, from the year 2004-05, 12 additional

merit scholarships (6 engineering and 6 medicine) are sanctioned to the children of

NCWA employees on company level basis on the basis of EAMCET examination.

The selection for these 12 additional scholarships would be made from among the

qualified candidates (EAMCET ranks being below 2000) after the selection of



candidates at the rate of 2 per Area has been completed, in each academic year.

Further, it is also approved to award a scholarship of Rs.6000/- per annum to any

children of employees (NCWA / Executives) who will be securing admission in

any course in Indian Institute of Management as a token of recognition. This will

become operational from the academic year 2004 -2005. Approval was accordedfor awarding of 2merit scholarship @ Rs.6000/- per year to the children of

employees to those who got admission into BITS Pilani through BITSAT from

2005-06 onwards.

13. Financial assistance to the children of SCCL employees who qualify for

UPSC Main Exams: In order to encourage the employees children for excelling in

Civil Services Examination, a scheme was formulated for extending the financial

assistance as a welfare measure from the year2004. The candidate who qualifies in

main examination will be considered for awarding financial assistance

@Rs.12,000/-, Rs.8,000/- and Rs.4,000/-, as the case may be, for the children of

workmen (06 nos.) / Supervisory staff (03 nos.) / Executives (01 no.) respectively

as per order of merit. Further the said scheme is effective from 2005 onwards on

the same guidelines.

5. OTHERWELFARE SCHEMES:

As instructed by the Director (PA&W), other Welfare schemes like (1) Tri-

cyclescheme (2) Voluntary Sweeping (3) Development of Parks and maintenance

of parksand play-grounds etc., have been monitored.16. Leprosorium:- Medicines and provisions (Rice, Dal, Oil etc.) are being

supplied for patients of Leprosy at Kothagudem (Hemachandrapuram) by the Main

Hospital authorities once in a week.

17. Singareni Collieries Cooperative Central Stores Limited:

The Singareni Collieries Company Limited has established S.C.Co-operative

Central Stores Limited (popularly known as Singareni Super Bazaar) in which, theworkmen of SCCL are members. The infrastructure facilities like buildings and

furniture are being provided by SCCL to the Super Bazar. A total 44 Sales Depots

of Super bazar (including Gas Go downs and Distribution Points) are functioning

in the coal field areas.

18. FREESUPPLY OF LPG TO THE EMPLOYEES:



It has been made mandatory that all employees of SCCL including workers should

go for LPG connection for their domestic use for which SCCL will reimburse the

cost of 12 L.P. Gas cylinders in a year. Thus, the use of coal for cooking purposes

in households is banned by not supplying coal to the SCCL employees. The SCCL

arranged 19 Nos. LPG Distribution Points in all over the Collieries Areas for the benefit of the employees through Singareni Super Bazar.

19. Employees Co-operative Credit Societies:

The workmen of SCCL working in the mines and departments are encouraged to

become members of "Employees Cooperative Credit Society" with a view to

inculcate the culture of thrift and avoid our employees going to money lenders for

obtaining loans. There are 49 Cooperative Credit societies functioning in the mines

and departments of SCCL which grant loans to the member employees for, the

purpose of meeting expenditure on the education of their children, purchase of twowheelers etc. Depending upon the financial status of each Coop. Credit society,

personal loan to a maximum of Rs.1,00,000/- is being granted by the society to the

member employee. The Cooperative Credit Societies would also accept the

deposits from the member employees. Further, the maximum amount may varies

from one Cooperative Society to another Cooperative Society as pertheir

discretion.

Sports & Recreational Facilities:-The SCCL has a long history in encouraging its

employees in the field of Sports and Games. Work People Sports & GamesAssociations (WPS&GGA) are formed in all the areas. Even though SCCL is not a

subsidiary of CIL, it is one of the participants in the Sports & Games being

conducted on All India basis under the banner of “CIL Inter Company

Tournaments”. The Company has also been encouraging the employees to

participate in the Inter District, State Level Tournaments conducted by Sports

Authority of A.P. (SAAP). The players from the Company have also participated

in the National / International level Meets and won the medals. SCCL is

encouraging the workmen and their children to participate in the sports and games

events to keep up better health, leading to personality development. SCCL teamsare being sent to participate in All India Coal Fields Tournaments .Preparations for

summer games: An amount of Rs.2.00Lakhs has been sanctioned in the Sports

Budget for the year 2005-06, for summer coaching camps to Employees children.

In the coming summer in all the eleven areas sports and games will be organized in

the stadiums provided for the employee children and necessary sports material,



coaches will be arranged, to ensure employee children do actively participate in the

summer coaching camps to improve their skills. Further, during December, 2005

Traditional Games like Kabaddi, Tug-of-War Valleyball etc. were organized in

each Unit to promote the sporting spirit among the employees. An amount of

Rs.5Lakhs was sanctioned in the Sports budget for the year 2005-06 for the said purpose.

Coaching Camps for children of employees /ex-employees for police / army

recruitments:-

In order to help the unemployed children of our employees / ex-employees and

also the unemployed youth in the vicinity of coal field area, the SCCL is

organizing free coaching camps to the willing persons to enable them to participate

in the Army & Police recruitments. The unemployed children who are given

training in the coaching camps are being paid to & fro train fares from coal fieldarea to the place of selection and other miscellaneous expenditure incurred for their

stay at the place of selection. The statement showing the No. of candidates

imparted training and selected in Army / Police /Para-military recruitments.

The provisions of Maternity Benefit Act are being implemented benefiting the

Women employees of the Company. Under this Act Women employees are

sanctioned Maternity Benefit Leave.

In all the Areas, Women‟s Cells has been constituted with the women employees

for effective function and to redress problems of women employees relating totheir employment in writing to the Convener of Women‟s Cell concerned. The

Convener of the Women‟s Cell of the Area concerned was advised to conduct

regular meetings with the Committee members for redressal of the grievances of

the women em ployees. Corporate Women‟s Cell involving all the women

employees of Corporate have been celebrating the International Day for Women on

8thMarch every year by conducting quiz,cultural programmes etc.

In order to create awareness of the company as well as of the outside the world

among workmen and their families about savings habit, health and hygiene,literacy, children‟s education, safety, post retirement planning etc, an

association called “Singareni Employees Wives Association”(SEWA) has been

constituted in all the Areas with the active participation of Wives of employees.



Quiz programme and elocution competitions were conducted for women

employees, spouses of employees and children of employees in each Area and

mementos were presented on the occasion of International Day for Women.

26. LITERACY PROGRAMME IN SCCL:

In SCCL there are thousands of unskilled workers, working in underground mines.

In the survey conducted in the year 2001, it was found that about 33,860 workmen

were illiterate, who cannot read or write in Telugu. Further, about 41310 nos. of

spouses of workmen were also illiterate.

SCCL took up literacy classes in coordination with the concerned District Literacy

Mission to make the illiterate workmen literate on time bound basis. In order to

achieve this objective, SCCL engaged a professional organization called M/s.

LEADS to conduct literacy classes at the work place, an hour before the beginning

of the shift for the benefit of illiterate workmen. SCCL also utilized the services of

teachers working in the educational societies run by SC Educational Society and

NSS Volunteers in this programmer .The Officers and educated employees of

SCCL like clerical staff came forward voluntarily to conduct special literacy

classes for illiterate workmen at the work place itself.

On conclusion of literacy classes for a period of 45 days, a test was conducted

under the supervision of District Literacy Mission to test the proficiency of the

workmen in reading and writing in Telugu. Those of the workmen who could

attain the proficiency up to the standard fixed by District Literacy Mission wereissued with certificates to that effect. The officers, the educated clerical staff,

teachers and NSS volunteers who were involved in this programme were paid

nominal amounts as a token of recognition. In order to motivate the illiterate

workmen to attend the literacy classes, a household steel article worth about

Rs.150/- was presented to each of the workman who became literate.

STATEMENT SHOWING AREA-WISESTATUS OF LITERACY

PROGRAMME:

Using TV media for Safety Publicity:

Communication Cell:- Communication Cells have also been established to bring

about awareness among the workmen and their families about various welfare

amenities provided to enhance their living conditions including Safety Awareness

in the Mines and Departments. Communication through letters, pamphlets, posters



and through electronic media i.e., Telecasting through SITI cable. Programme on

various subjects including Safety awareness of interest dispelling doubts and

darkness from the minds of the workmen are telecast every week through

“Singareni Tarangalu” in local Cable T.V.

NEW COMMUNICATION POLICY IN SCCL:-

With a view to bring more awareness in the workmen and their family members

and to inculcate the culture of "SINGARENISM" and to feel a "SINGARENEAN"

the new communication policy is designed vide circular

No.CRP/PER/IR/G/234/1025, dated13.5.2003. As such, the following works are

implementing -

Padayatras:-A team of about 30 members consisting of executives, best workmen,

member of SSS&SEWA etc., on 1stof every month from 9.00 AM to 12.00 Noon

indifferent colonies by rotation with appropriate banners/play cards etc.

Mine Sadassu: On15thand last day of the month from 4.00 PM to 5.30 PM to be

conducted by the Manager and all the executives with workmen and family

members.

Sadassuin Departments: On 15th and last day of the month from 4.00 PM to 5.30

PM to be conducted by the HODs and the executives as in the case of Mines.

Cultural Programmes: The Area Communication Cell to organize cultural

programme in the colonies on 20thof every month for about 1to 1 1/2 hour starting

from 6.30PM.

Weekly Press Meet.

Singareni Tarangalu through SITI Channel (quality programmes to be

produced).

Singareni House Magazine (Singareni Varthalu).

Monthly News letter type poster (Singareni Samachara Prabha).

"Singareni Sravanthi" through AIR (FM) Kothagudem



Singareni Karmika Mitra (a Mobile Audio-Visual Van):

Under New Communication Policy to bring more awareness in the workmen and

their families and to go still nearer to nearer to the workmen a mobile Audio-Visual Van

“Singareni Karmika Mitra” was introduced.

The van was inaugurated by Director (PA&W) on 20thJune,2004 at Srirampur and

moving around Singareni at 2 days in each Area.

During its stay for the days in each Area various Audio-Visual Programmes like

safety

songs, songs on Paryavaranam, teleplays, tele-films tele skits and Burrakattas,

Oggukattas etc. are being displayed in the colonies.

There is very good response for the Karmika Mitra from all walks ofpeople.

MANATV : To further have effective communication among the Singarenians

Mana

Singareni programmes in MANA TV Channel was launched to telecast the

Programmes all over the Collieries in Live from 01-05-2006 by our C&MD.

In this programme Safety, Welfare, Industrial Relations, Singareni SevaSamithi

(SSS)

and Singareni Employees Wife‟s Association ( SEWA) etc. are telecasted in Live

and

Officials talk to the Singarenian scallers and clarify the doubts.

This programme is telecasted from 11.00 am to 12.00 Noon every Sunday.

Dated1stJanuary, 2007

CHAPTER-5

CONCLUSIONS



CONCLUSIONS

The level of performance of an employee is a function of abilities and motivation.

The first determines what he can do and the second determines what he will do.

Where

there is a strong positive motivation, the employee‟s output increases. Motivation

is

closely related with the micro perspective of organizational behavior. The findings

from

responses have thrown light on the degree to which motivators and de-motivators

are

present in the organization.

Motivation is always necessary for all the employees. There are many

factors in this organization. Employees are not just motivated by money

factors., but factors like work atmosphere, responsibility, recognition and

appreciation. The zeal to learn something new also motivates the employees

of SCCL.

isfies as explained by Herzberg, like

physical & working conditions requires improvement in the organization.

relations and supervision in the organization.

For building confidence in the employees, it is even important to the

management to make the employees participate in the decision making

process. There is operational autonomy and independence in the

organization.

The motivators, as stated by Herzberg in his “Two factor theory” likerecognition, possibility of personal growth and development, advancement,

work itself and responsibility are adequately present in the organization.

The employees are satisfied with the encouragement provided by the

management for training and learning.

In SCCL, there is no disparity between the personal goals of the employees

and the organizational goals.



CHAPTER-6

APPENICES

Appendix-1- Bibliography

Appendix-1

BIBLIOGRAPHY

*

*

*

*

C.B. Mamoria, Personnel Management, Himalaya Publishing

house,1999.

Bhagoliwal T.N. Personal Management and Industrial Relations.

III Edition, Sahitya



International Editions.

L.M Prasad, Organizational Behavior, Third Edition, Sultan Chand &

Sons.

Bhawan, 1933.

Luthans Fred, Organizational Behavior, Seventh Edition, McGraw-Hill

:

:

:

:

:

Documents

organisational behaivour