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CHAPTER-1

INTRODUCTION AND DESIGN OF THE STUDY

INTRODUCTION

Stress is the debilitating effects caused by constant pressure both at

work and home, are a modern phenomenon. However, stress, or at least

temporary stress, is a very necessary part of our lives. One important

function of short-term stress is to channel our resources to deal with

challenging or even life threatening situations.

Temporary stress, therefore, allows us an extra turn of speed in

escaping Danger it increases the speed of our reactions when, for example,

avoiding a Collision while driving, it recharges a mentally or physically

exhausted body to cope with greater challenges, and boosts an athlete’s

performance during an important event.

In prehistoric times, this bodily reaction to stress was exactly what

was needed. This is attributed to physiological changes that occurred to the

body when danger appeared. Chemicals, especially adrenalin, were released

into body and prepared it for fight or flight. The heart beat faster; blood

supply was transferred from the non-essential to the essential; from the skin

and digestive organs to the muscles and the head. The resulted both in clear,

Swifter thinking and faster, stronger muscular responses.

The lungs took in more oxygen, breathing became more, and the

body anticipated keeping cool increasing perspiration. Once the danger had

passed or fighting or fleeding had occurred (successfully!), the bodily 1

functions reverted to normal. In prehistoric times, these bodily responses

were vital for survival. Then the energy generated by stress was utilized in

physical action.

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Today, however, the problems and stress that we experience have

changed radically and can rarely be resolved with physical action. We are

not designed to operate effectively in this hi-tech world. Hunting for food is

how replaced by jostling with our trolleys in supermarkets!

Psychological stresses lead to the same bodily state of arousal as

does fight and flight, but mostly without any accompanying physical activity

to use adrenalin and energy made available. When this stress is prolonged,

physical and mental damage will occur, sometimes resulting in serious

disease.

STUDY OF THE STRESS

Study and stress are closely related. In normal condition, stress

comes from school work, homework or from revising, also stress comes

from examinations, tests, you can’t control your mood in the student life, the

you will waste more effort in studying.

1. Sleeping

Anyone over the age of eighteen needs to sleep about 8 hour’s at

night. But many pupils have a very bad habit-they like to work on a certain

project or revise their homework overnight until the early morning, where

they found occasional pleasure. But this will affect their performance

tomorrow. As a good student, I think they should go to sleep at eleven and

wake up at seven so that they can work long enough for their work and on

the hands it can keep you at top state and so you can have better

performance in examinations or at school, so you can have your lesson

concentrated or get a god result.3

Of course, this kind of time management need a good planning and

well organized. But it is worth\ to do so. And you should know that you

should have a time table to guide your tasks.

2. Relax

It is better to relax yourself after a period of studying. Like a short

walk in fresh air as refreshment. Also using a hot drink can help you to

relax.

Study of the stress dangerous

Stress can be fatal. Let me give an example, the sport man broke their

record not on the quiet training tracks, but on the competition. Stresses in

competition is great, it comes from crowd, friends, trainers of your team,

media, and most important, you yourself. You want to gather prize from

competition so you get the stress, and at the same time stress makes you to

fight in competition, boost up yourself, because you want to have the joy

and happiness from the time to win. So it is clear to see that stress is

essential for people to do better.

But the ‘level’ of stress each people can suffer is different. Too much

stress is very dangerous.

Additional stress will become the barrier to success, worrying

about something that is useless, for example, when you taking exam, you

may be affected By stress and you become lost confidence and can’t

concentrate.

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But too little stress is also disastrous. If you do not have force

comes from your life, then you will not have interest in living due to little

changing, and you will feel life is boring and that comes to poor

performance.

So there is graph representing our stress against working performance, like

our body cells and enzymes, you yourself works effectively only in certain

stress range, too little stress comes to inability of your mind and works

poorly, and too much stress will make us ‘denatured’, that means we cannot

suffer the stress from work and instead, you will escape from reality.

Stress Management.

Provide stress management training and an employee assistance

program (EAP) important workers to cope with difficult work situations.

Nearly on-half of large companies in the United States provide so

management training for their

Workforces Stress management programs teach workers about the

nature and so effects of stress on health, and personal skills to reduce stress-

for example, time management or relaxation exe individual counseling for

employees with both work and personal problems. Stress management

training may rah symptoms such as anxiety and sleep disturbances; it also

has the advantage of being inexpensive and easy to it stress management

programs have two major disadvantages:

The beneficial effects on stress symptoms are often short-lived.

They often ignore important root causes of stress because they focus on

the worker and not the environment.5

Organization Change

Bring is consultant to recommend ways to improve working

conditions. This approach way to reduce stress at work. It involves the

identification of stressful aspects of work (e.g., excessive workload,

expectations) and the design of strategies to reduce or eliminate the

identified stressors.

The advantage of this a directory with the root causes of stress at

work. However, managers are sometimes uncomfortable with this approach

involve changes in work routines or production schedules, or changes in the

organizational structure.

Study of the Physical action on handle stress

Work for what you want

I think everyone should have something he/she’s interested, for

example, reading comics, watching TV, or just sports. These area

effective medicines for your stress!

Talk with others

Another effective method of solving stress is by social method- a

quite effective way. Anyone who has pressure or stress can talk freely with

their friends, don’t mind what you talk about, don’t mind who is chosen to

listen to you. Just say out can make you happen!

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Sleeping

It’s from my own view that stress would be worsen if you do not have

enough sleep. A research founds that a person who do no sleep in last 24

hours will become less self control and more bad temper. So sleeping is

important

Instant method

Found that the method mentioned above needs a long time? There are

methods that can make you more comfortable! That is breathing.

OBJECTIVES OF THE STUDY

To find out the various factors that influences stress among

employees.

To find the employers opinion towards the stress disorder

To find the employees opinion towards stress experienced in their job.

To study the impact or stress on employees.

To identify the appropriate copying strategies to overcome stress.

To offer recommendations to manage stress among employees of

”ICL”

SCOPE OF THE STUDY

The study of stress may prove to be a useful tool for understanding the

various problems associated with the progressive industrial unit or service

organization.

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The study is able to bring ort the comparative structure of stress among

different working groups. So the study will help us to a large extent to

understand the logic behind the stress among workers, and also helps

to suggest some possible recommendation to reduce the problems of

stress in the appropriate field.

NEED FOR THE STUDY

The study which was undergone in INDIA CEMENT LIMITED. A

study on stress management of employees in the organizational has been

conducted to analyze what are the difficulties faced by them, how to very

come this in the future. The study helps to know is drawbacks and

suggestions.

Stress is an inevitable concomitant of organizational life. Its source in

an organizational I s tats or role related. The complex & dynamic

environment in which organizational have to exist adapt them selves and

grow, add to further stress at work.

As business environment and organizations grow competitive and

complex, stress at work is also bound to increase. Dr.Hans selye, one of the

prominent psychologists of the twentieth century undertook original break

through work in the understanding and defining of stress. Stress according to

him is the “single non specific reaction of the body to demand made upon

it”,

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Stress is the psychological and physiological reaction that takes places

when once perceives an imbalance in the level of demand placed on the

capacity to meet that demand in individuals.

RESEARCH METHODOLOGIES

NATURE OF STUDY

The present study is designed as a descriptive study on survey

method. Both primary and secondary data have been used. The secondary

data has been collected.Mainly from research reports, records of the

company and from journals.

Tools for Primary Data Collection

Questionnaire

In this study, a structured questionnaire consisting of a list of question

pertaining to the survey is prepared. It consists of multiple choice question

and questions for recommendation and suggestions. This facilitated it

represents to fill up the questionnaire is an easy and fast manner.

Secondary Data collection

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The research related data has been collected from the company

newspaper.

Sample unit

Under this plan the research must define the target population that will

be sampled. In this sampling unit is India Cement Limited, Sankari.

Sample size

The sample size of the study has limited to 100 respondents, which

consist of both male and female from the age group of above 20 years.

Sample design

Here the population is defined; it is a probability sampling, under

probability survey. The survey was conducted on the responses from the 100

employees in India Cements Limited. Simple Random Sampling was

designed adopted for selecting the respondents to whom the schedule was

served.

Tools for Analysis

Simple percentages are used in making comparisons between two or

more series of data. With the help of absolutes figures, it was difficult to

interpret any meaning in the two or more data, but when percentage are read,

it becomes very easy to find the relative difference between the two data.

Number of respondent

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Percentage = X 100

Total number of respondents

PERIOD OF STUDY

The period is confined of 45 days.

Limitation of the study

The busy schedule of the workers was a hindrance to collect more

data.

Due to time constraint the sample size is restricted to only 150

samples.

Some employees were having little difficulty in expressing their

views even though they knew the answer to the questions. Hence the

findings and suggestions may or may not be.

CHAPTER SCHEME

This study is designed under the following chapters:11

I - The First Chapter deals with Introduction and design of study

II - The Second Chapter deals with Review of the Literature

III - The Third Chapter deals with Profile of the company

IV - The Fourth Chapter deals with Data Analysis and Interpretation of Data

V - The Fifth Chapter deals with Summary of Findings and Suggestion

CHAPTER-II

REVIEW OF LITERATURE

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Not to be confused with a book review, a literature Review scoweys

scholarly articles, books and other Sources (e.g. dissertation, conference

proceedings) relevant to a Particular issue, are a if research or theory,

providences a Description, summers and critical evaluation if each work.

The Literature review refers to and collection of material on a topic net

necessary the great literature texts of the world.

Chandola (2012) reported findings from a long-running study

involving more than, British civil servants also suggests stress induced

biological changes may play raises the risk of heart diseases by disrupting by

disrupting the body’s internal systems. The team conducted 7 surveys over a

12 period and found chronically stressed workers had 68% higher risk of

developing heart disease.

____________________________

CHANDOLA (2012) working with emotional intelligence. USA, Bantam books

Sullivan & Shaikh (2011) this paper aims at exploring, for the first

time in the Arab world, the role of emotional intelligence (EI) in affecting

work outcomes. The results revealed significant differences between

employees’ perceptions of emotional intelligence, conflict and readiness to 13

create and innovate. The paper provides practitioners with some advice

about understanding and managing climate and conflict.

Eniola (2010) This study investigated the influence of two

interactions emotional intelligence Tracing (EIT) and Self-Regulation

training (SRT) in remediation aggressive behavior in adolescence with

visual impairment. Forty eight visual impaired (Ranging form total blind to

partially sighted) participated in the study. The interaction effects revealed

that participants treated with the two interactions EIT and SRT showed

significant improvement in their aggressive behavior pattern then their

counterparts in the control group.

____________________________________________

Sullivan &AL-Shaikh (2011) Emotional intelligence at work : links to conflict and innovation

ENIOLA (2010) Organizational behavior 12th edition; New Delhi, prentice Hall of India pvt.ltd.employee

relations.

Yonung & Dulewicz (2009) this paper aims to present some findings

from a wider study into effective command, leadership and management in

the British Royal Navy (RN ). Its aim is to increase understanding of two

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types of self-awareness, emotional and congruent, and their relationship to

job performance and personality. The results demonstrate that self-

evaluation of own performance (form LDQ) was significantly correlated

with appraised (actual) performance. Hierarchical regression showed that

both d scales explain significant variance in appraised performance,

especially the d2 measure which accounted for 47 percent.

Wilsonet al. (2009) This research aims to investigate the efficacy of

family involvement in shift work training targeting both physiological and

social coping strategies. The inclusion of social coping strategies combined

with family involvement significantly reduced work-family conflict. Open

responses categories on the survey suggest that these reductions were due to

the facilitation of a joint problem solving approach by family members. In

contrast, employee focused.

____________________

Young &Dulewicz (2009) relationship between emotional and congruent self-awareness and performance in

the British Royal Navy. Journal if managerial psychology. 10.1108/02683940710757191

Wilsonet al (2009 stress in life and work; new delhi, response books.Training on physiological coping alone

appears to increase family conflicts.

King & Garner (2008) The aim of the study was to test the

relationship of emotional intelligence (EI) to the appraisal, coping and

outcomes of workplace demands emotional intelligence was found to

comprise three factors: emotional self management (ESM), the ability to

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understand other’s emotions (UOE) and the use of emotions in decisions

making.

Martin, Jones & Carlin ( 2008) The purpose of this paper is to

confirm predictions that employee reports of psychological climate,

appraisal of change and levels of adjustments during a change program

would be more positive for employees in higher status groups (Operational

zed as hierarchical level in the organizational and occupational role. The

results of study one resealed that upper level staff reported more positive

attitudes during change, across a range of indicators, the results of study two

showed that non-clinical staff reported more negative attitudes during

change than other occupational groups. In addition,, managers appraised

change as more stressful than non-managers, but felt more in.

_____________________

King &gardner (2008) emotional intelligence and occupational stress among professional staff in New

Zealand international journal of organizational psychology, 10.11008/eb43386

Martin jones &callan (2008) psychology; 5th edition; New delhi,prentice hall of indiapvt.lt

Highs (2007) reported a study to explore the relationship between the EI of

call center agents and ratings of their performance. Sample of 289 agents

from three organization were studied. Results included a strong relationship

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between overall EI and individual performance as well between several EI

elements from the model and performance.

Brewin (1980) Clinical case histories can contribute to our

knowledge of the types of person-situation interaction which produces

managerial stress. Three case histories reveal similar interactions between a

certain vulnerable personality and a specific type of work role transition.

Common principles involved in these interactions are discussed.

_________________

HIGGS (2007) Abnormal psychology and modern life; 11th edition; New delhi, pearson education

Carmeli (2006) Attempted to narrow this gap by empirically

examining the extent to which senior managers with a high emotional

intelligence employed in public sector organizations developed positive

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work attitude, altruistic behavior, and work outcomes. The result indicated

that emotional intelligence. Augments positive, altruistic behavior, work

outcomes, and moderated the effect on job satisfaction

Vakola et al.(2005) added a different way of looking and working

with organizational change by focusing on individual’s emotions and

personality trait. The study explore how emotional intelligence change at an

individual level by exploring the relationship between these attributes and

towards organizational change. The sample consisted of 137 professionals

who completed self reported inventories assessing confirmed that there was

a relationship between personality traits an.

_________________________________________________________

9. Brewin(1980) work role transitions and stress in managers: illustrations from the clinic, personal

review

10.1108/eb.55414

10. Carmeli(2006) organizational behavior concepts-theory and practices. New delhi. Deep and

deep publications pvt.ltd

11Vakola et al (2004) educational technology; 8th edition USA, person education company

Nikolana and Tsaousis (2004) extorted the relationship between

emotional intelligence and source of occupational stress and outcomes on a

sample of professional in mental health institution. A total of 212

participants were administered the emotional intelligence Questionnaire as

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well as the organizational stress screening tool (ASSET), which measured

work place stress. The results showed a negative correlation between

emotional intelligence and stress at work. Indicating that high scores in

overall EI suffered less stress related to occupational environment. A

negative correlation between emotional intelligence and organizational

commitment, which according to the ASSET model was considered as a

consequence of stress, suggesting a new role for EI as determinant of

employee loyalty to organizations.

Shhutte et al.(2003) examined the link between emotional

intelligence and interpersonal relations. In studies one and two, the

participants with high scores for emotional intelligence had higher scores for

empathetic perspective taking and self monitoring in social situation .in

study three and four the participants with higher scores for emotional

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intelligence displayed more cooperative responses towards partners. In five

the participants with higher scores for emotional intelligence had higher

scores for close and affectionate relationship. In study six the participant’s

scores for marital satisfaction were higher when they rated their marital

partners higher for emotional intelligence. In study seven the participant’s

anticipated greater satisfaction in relationship with partners described as

having emotional intelligence.

George and Bettenhausen (1990) in the study on social awareness

also plays a key role in the service competencies, the ability to identify

clients or customers often unstated needs and concerns and then match them

instill strategy with meaning and resonance. Emotional are contagious,

particularly when exhibited by those at top, and extremely successfully

leaders display a high level of positive energy that spreads throughout the

organizations. The more positive the style of a leader, the more positive,

helpful and cooperative are those in the group.

Hart (1987) The intent here is to present a representative, though not

exhaustive, review of some recent empirical and theoretical and literature on

stress and the management of stress in occupational settings. The paper

begins with a synopsis of the financial cost to the employers of unchecked

excessive levels of employee stress. The next section reviews of some

examples of empirically-based research supporting the clinical and cost

effectiveness of current occupational stress management (OSM) programs.

This is followed by a discussion of recent evidence showing that the

“traditional: (corporate) approach to OSM is incomplete and insufficient.

Towards the end of the article, an idealized, comprehensive, bio 20

psychological laminations of traditional OSM programs are discussed, and

it is suggested that future studies might studies might consider utilizing a

multilevel- multi method “triangulation” measurement approach.

CHAPTER-III

PROFILE OF THE COMPANY

PROFILE OF THE CEMENT INDULSTRY

Introduction

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Joseph aspadin an Englishman from leeds, England who invented

cement in the year 1824, aspadin manufactured cement in Ruchimetary from

by burning mixture of limestone and clay. It was termed “Portland cement”

as it resembled the “Portland store” a popular limestone used for building

construction in England. Another of century passed a slightly better quality

of cement was produced in 1850 by another Englishman Isaac Charles

Johnson.

Cement production (world wide)

Countries - cement production (in millions)

China - 36.0

Japan - 94.8

USA - 73.3

India - 57.0

Russia - 50.3

Italy - 34.8Others - 622.8

1293.0 (Source: the global cement report

Cement industries in India

The origin of cement industry in India dates back of beginning of

twentieth century. South India industries Ltd. First manufactured Portland

cement in 1904 near Madras, with a capacity of 30 tones per day. However ,

this venture failed in October 1914 another enterprise, India cement

company Ltd., commissioned 100 tones per day rotary kiln of propend

(Gujarat). The next couple of years saw the emergence of two new factories

when plants at Kaini (M.P) &Lakher (Rajasthan) commissioned.

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The first world war gave a fillip to the cement industry. In 1918, the

three factories together were able to produce about 85000 tones per year.

After three years many cement industries was started. Now there are nine

major cement industries in the Indian market.

Types of modern cement :

1 . Portland cement blends

2 . Portland Blast furnace Cement

3. Portland Flash Cement

4 . Portland PozzolanCement

5. Portland Silica Fume Cement

6. Masontry Cements

7 Expansive cements

8 White blended cements

9 very finely ground cements

Non-Portland hydraulic cements

Pozzolan-lime cements

Slag-lime cements

Super sulfated cements

Calcium sulfoaluminate cements

“nature” cements

Environment and social impacts

Cements manufacture causes environmental impacts at all stages of

the process. These include emissions of airborne of pollution in the form of

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dust, gases, noise and vibration when operating machinery and during

blasting in quarries, and damage to country side from quarrying. Equipment

to reduce dust emissions during quarrying.and separate exhaust gases are

coming into increased use. Environmental protection also includes the re-

integration of quarries into the countryside after they have been closed down

by returning them to nature or re-cultivating them.

1 Climate

Cement manufacture contributes greenhouse gases both directory

through the production of carbon dioxide when calcium carbonate is heated,

producing lime and carbon dioxide, and also indirectly through the use of

energy, particularly if the energy is sourced from fossil fuels.

Fuels and Raw Materials:

A cement plant consumes 3,000 to 6,500 MJ of fuel per tones of

clinker produced, depending on the raw materials and the process used.

Most cement kilns today use coal and petroleum coke as primarily fuels,

and to a lesser extent natural gas and fuel oil.

Local impacts

Producing cements has significant positive and negative impacts at a

local level. On the positive side, the cement industry may create

employment and business opportunities for local people, particularly in

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remote locations in developing countries where there are few other

opportunities for economic development. Negative impacts include

disturbance to the landscape, dust and noise, and disruption to local

biodiversity from quarrying limestone( the raw material for cement)

PROFILE OF THE INDIA CEMENTS:

Sri SANGARLINGAIYER, who will always as a father figure and

was a pioneer of heavy industry in the south, in the task of establishing the

enterprise Sri sankaralingaiyer was ably assigned Shri. T.s narayanasami

these two pioneers started the first plant at TALIYUTHU. The managing

agency firm of ESSEN PRIVATE LTD,, in which Mr. Sankaralingaiyer

and Mr.Narayanasami were the managing directories, managed the

company.

ICL was incorporated on 21 feb 1946 and commercial production

commenced in aug 1949. The technical collaborators of the company were

M/S F.L SMIDTH % CO who gave their know- how, design and

engineering and erection assistance. The machinery from M/S FL SMIDTH

& CO arrived during the course of 1947. In the year 1949 production

capacity of one lakh tone per annum.

SANKARIDURG: This plant was commercial in the year 1963 with the

initial capacity of 200000tones per year. This plant is located in a compact

block on about 200 acres along with the Madras of cochin National

Highway it covered three village namely,

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o Sankari west

o Sanyasipatty

o Padaveedu

The former two in SankariTaluk and the third in TiruchengodeTaluk.

The factory is setup on the west side of the block while the last side is set

apart from the residential colony and amenities such as Canteen, school,

temple, posts & telegraph office etc,, The two areas are divided by a broad

100 feet private road leading from the highway.

COMPANY HIGHLIGHTS

1. This company is the largest producer of cement in south India.

1 The company’s plants are well spread with three in Tamilnadu and four

in Andhra Pradesh which cater to all major markets in south India and

Maharastra.

2 The company is the market leader with a market share of 28% in the

south. It aims to achieve a 35 % market share in the near future. The

company has access to huge limestone resources and plans to expand

capacity by debottlenecking and optimization of existing plants as well

as by equitation.

3 The company has a strong distribution network with over 10,000 stock

list of whom 25 % are dedicated.

4 The company has well established brands- Shankar super power,

coromandel super power and raasi super power.

5 Regional officers in all southern states and Maharasthra

offices/representative in every district.

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Dalvoi project

The company has began construction of a green field cement plant at

an eighty hectare site located in the village of Dalavoi in Trichi District

south west of Madras. The plant has an annual installed capacity of 9,00,000

tones and use the try process technique. This plant started increased the

capacity of the company to 3.6 million tones per annum.

ISO 9002 certification

On 10th day of April 1994 ICL passed an important milestone in its

relentless quest for quality. The bureau of India standards (BIS) granted ICL

certification ISO 9002 in respect of the manufacture and supply of cement.

This coveted honor, which followed by stringent audits of the quality

systems at Sankarnagar as well as at the corporate office and by the excellent

teamwork of various other departments.

Cement manufacturing process

Cement can be manufactured in the following process

1. wet process

2. dry process

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semi dry process

semi wet process

ours is a dry process to produce OPC and PPC. Limestone is the basic raw

material for producing cement. From quarry, limestone is received from

tippers. When we received from quarry, the limestone is of sixes of the cube

foot. The limestone crushed in the limestone crusher. The crushed limestone

is size 1”below this is conveyed by an inclined belt conveyer to the raw mill

hoppers. The additives red mud and blue dust added( around 2 %) to get the

required composition of killen feel slurry.

The crushed limestone along with additives is ground in the raw mills

along with water to produce slurry with around 30 to 40 % moisture

content. This slurry is pumped by slurry pumps to slurry silos, compressed

air is pumped to mix the slurry well.

Origin of the industry

In India, Portland cement was first manufactured in the year 1904

bear Chennai, by the south India Industries Ltd, in the 30 tonners per day

plant. How ever, this venture failed. In October 1914, another enterprise,

Indian cement company Ltd..commissioned 100 tones per day rotary kiln at

Gujarat the next couple of years saw the emergence of two new factories.

The are found to be located in Madhya Pradesh .

After the first world war in 1918, these three factories together where

able to produce 85000 tones per year, on 21 feb, ICL completed its fifty

years to concrete contribution to the nation building. When Sankari cement

made its first appearance in the market it has grown hugely in stature and

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reputation in to a multifaceted organization whose activities today span

cement, shipping, real estate, chemicals and trading.

Existing system in ICL

The existing system carries lot of demerits associated with the manual

and

informal system, which would over, come by an on-line system.

Computerization has number of added advantages .it enhances control

through increased accuracy, consistency, netter security. Processing is mode

faster, enhancing quick and easy retrieval of information. A computerized

system has the capacity to handle the projected increase in volume of

information over time.

Documentation and report generation will be simplified, leading to

considerable savings in time and effort. Another thing is data redundancy

can be prevented and human effort in key operations and calculations can be

alleviated.

ICL has introduced computerization during 1986 by installing one

minicomputer system with MS DOS operating system COBOL is the

language used for date processing in this computer system. Subsequently

they have installed another minicomputer system namely WIPRO s-830v

during 1987 they have already computerized most of their business

application with available resources. However, most of the systems

implemented a present are under batch processing mode only.

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In addition to the above minicomputer system which are already

available with them a lot of PC are also installed in ICL. These PC’s are

spread over various department both in administrative building & inside

their plant. Recently they have setup a (LAN) by interconnecting all the

PC’s installed in the administrative building. For this purpose, a powerful

fileserver in installed.

Outlook 2009-10

While the country’s economic growth was impacted was impacted by

the global economic recession, there are some positive political and

economic indicators which favor an improved performance of the indian

economy 2009-10.

The G-20 summit’s promise of a new world economic dawn through

the offer of US $ 1.1 trillion in loans and guarantees badly affected by the

global economic melt down and pledges of a heavier regulation of

international finance.

The decisive mandate given by the Indian electorate to the congress

party led UPA alliance which has galvanized the economic mood of the

country.

The union budget proposals which have emphasized development of

infrastructure through substantially higher allocations for JNNURM, Bharat

Nirman national highways, Railways and Housing apart from the initiative

of funding PPP projects through IIFC and banks.

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Signs of economic recovery are clearly visible with the six core

industries led by coal and cement posting a 6% growth in June compared to

2.8% in the previous month.

Performance of the day

After two years of record production and capacity utilization of 105%,

the company’s performance in terms of production at its plants suffered a

marginal set

Back on account of unscheduled breakdowns at some plants, plants

stoppage of one of the kilns at Vishnupuram for up gradation, delay in some

of the up gradation projects and restriction in power availability from the

grid both in Tamilnadu and Andhra Pradesh. Cement production during

2008-09 was 91.11 lack tones while the gross turnover of the company was

Rs.3954.53 crore up by 10 % against rs 3598.48 crores. The operating profit

was lower at Rs. 1043.20 crores as compared to Rs.1120.13 crores while the

net profit after providing for interest, depreciation and tax dipped to

Rs.432.18 crores as against Rs.638.54crores in the previous fiscal

Capacity up gradation plans

During the first quarter of the current fiscal the cement grinding

facility for the line II at Malkapur was commissioned and the parli grinding

unit at Maharashtra also started production. Work is on schedule on the up

gradation of kiln at Chilamkur and also on the new line at Rajastha. The

company’s proposals to set up 2 X 50 me power plant to take care of the

growing power needs of company’s Tamilnadu and Andhra Pradesh plants

are also being activity pursued. The company has taken steps to obtain coal

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mining rights in Indonesia to meet captive requirements for cement and

power generation.

INTRODUCTION AND COMMENCEMENT OF COMMERCIAL

PRODUCTION

India cements limited was incorporated on 21 st February 1946. The

technical collaborators of the company were MIS.F.L. smidth and co,, who

gave their know-how, design and engineering and erection assistance. The

machinery from M/s. Smith and co,, arrived during the course of 1947 and

commercial production commenced in August 1949 with an initial

production capacity. The managing agency firm of Essen private Limited

managed the company.

GROWTH OF ICL PLANT

1 Sankarnagar plant

2 Sankari plant

3 Chilamkur plant

4 Yerragunthla plant

5 Dalavoi plant

6 Tandur plant

7 Vishnupuram plant

QUALITY QUEST

32

India cement limited was the first company to obtain ISO certification

in south India, stamp of which proudly imprinted on every bag, which leaves

the factory.

India cement limited was also one of the first companies to export

cement. In recognition of its efforts on the export front, the company was

accorded the status of an “export House” by the directorate general of

foreign trade.

The exports have conformed to the rigid quality standards of the

British standards specification of 1958, which are normally acceptable in the

international market.

ISO 9002 FOR SANKAR NAGAR

On 10th April 1994, India cement Limited passed an important

milestone in is a relentless quest for quality. The bureau of Indian Standards

(BIS) granted India cement limited Sankarnagar the license for quality

Systems certificate “ISO 9002” in respect of the manufacture and supply of

cement.

The coveted honor, which followed stringent audits of the quality

systems at sankarnagar as well as at the corporate office, was made possible

the dedicated efforts of the “ISO TASK FORCE” backed by excellent

teamwork from all departments.

STRENG OF ICL

33

India cement Limited’s distribution is based on its excellent quality,

proper weight, price and timely equitable distribution of its product

throughput the states of Tamil Nadu and Kerala, its core markets, India

cement Limited has ensured even distribution to its stockiest and customers

over a long period.

EXPORT

Export of cement is another growing area, which enables many units

to maintain a higher percentage of the capacity utilization when the market

is faltering. In this respect many neighboring countries need to import

cement for various reasons and India in good position to supply.

INDUSTRIAL RELATIONS

Industrial relations continue to remain cordial. Appropriate

development interventions for employees at all levels under a structure

training programmed was intensified.

RESEARCH AND DEVELOPMENT

The India cements Limited has commenced operations of the research

and development Division, during November 99, and set up full=fledge

facilities at its centre located at the company’s Dalavoi plant.

NAME OF THE ASSOCIATE I SUBDIARY COMPANES34

Associative company

1 Trishful investments limited

2 India cements capital & finance Ltd

1 Visaka cement industry Ltd

2 India cement Limited shipping Ltd

3 Soudambika finance & investments Pvt.Ltd

4 Siva sunder Finance & Investments Pvt.Ltd

Subsidiary company

1. India cement limited security Ltd

2. India cement Limited finance services Ltd

3. India cement limited International Ltd

ASSOCIATE COMPANIES

INDIA CEMENT LIMITED SUGARS LIMITED

India cement Limited sugar Limited plant was set up in Makkavalli,

Mandya district, Karnataka. The India cement Limited sugar limited sugar

limited started plant scale trial crushing operations on 24th may 1999.

TRISHUL CONCRETE PRODUCTION LIMITED

This company has promoted Trishul concrete products Private Limited

for setting up a ready-mix concrete plant at Thirumudivakkam, Chenna. The

plant wa commissioned on 16th September 1999 and markets its ready-mix

concrete in the brand name of “ coromandel concrete”.

INDIA CEMENT LIMITED CAPITAL AND FINANCE LIMITED35

India cement Limited capital finance Limited were taken over during

the year 1997.

INDIA CEMENT LIMITED FINANCIAL SERVICES LTD AND ICL

SECURITES LTD.

India cement limited securities limited (ICLS) India cement Limited

financial services Limited (ICLFS) acquired from the promoters

Arunasugars Finance Limited.

DIVISIONS

1. Logistic division

2. Wind mill

3. Shipping division

4. Trading division

5. Real estate and property development division

ACHIEVEMENTS OF INDIA CEMENTS LIMITED

1969 : India cement limited awarded Merit certificate for outstanding

export Outstanding export performance (1969-1969)

1988-89 : India cement Limited own samman award for their contribution

towards central towards central excise revenue.

1992 : India cement Limited bagged “date street journal’s corporate

excellent award and has been ranked 22w’ in the journals golden list of 50

best companies.

36

1992 : The inspectorate of factories, govt of Tamilnadu has certified Sankari

unit the rank in less manday lost due to accidents.

1993-94 :Certificate of recognition as an export house has been issued to

India Cement Limitation by the directorate general of the foreign trade.

1993 :India cement Limited bags capexil special award for exports in 1992-

1993.

1970 : India cement Limited awarded Merit certificate for outstanding

export Performance (1969-1969).

1988-89 : India cement Limited own samman award for their contribution

Towards central excise revenue.

1992 : India Cement Limited bagged “data street journal’s corporate

excellent and has been 22w’ in the golden list of 50 best companies.

1992: The inspectorate of factories, govt. of Tamilnadu has certified

Sankari Unitthe rank in less manday lost due to accidents.

1993-94 : Certificateofrecognition as an export house has been issued to

India Cement limited by the directorate general of the foreign trade.

1993 : India cement Limited bags Capexil special award for exports in

1992- 93.

37

1993: India cement Limited granted certificate of recognition as export

house.

1994: ISO 9002 Certification for the India cement Limited sankarnagar

plant

1994 : India cement Limited bags Capexil special award for exports in

1993- 94

1994: India cement limited ranked 14 (11in business world-opinion survey

of India’s most respected companies.

1994-95: India cement Limited bags an award for outstanding performance

for for exports through Tuticorin port.

1994-95 : India cement Limited receives the lala Sriram National ward for

Leadership In chemical industry from all India council of technical

education.

1997 : India cement Limited was awarded the best occupational health

services In place of employment by Indian association occupational

health,Tamilnadu branch.]

MILESTONES38

1949 : Incorporate of India cement Limited as public limited company.

1949 : Sankarnagar cement plant commenced commercial production-

installed Installed capacity 1 lac tons annum

1956 : capacity expansion at Sankarnagar plant to 2 lac tons per annum

1959 :Second capacity expansion at Sankarnagar plant 5 lac tons per

annum

1963 : Commission of the second plant at sankardurg-installed capacity 2

lac ton per annum

1966 : Capacity expansion at sankaridurg plant to 4 lac tons per annum

1969 :Third capacity expansion at sankarnagar plant to 9 lac tons per annum

1969 : India cement Limited awarded Merit certificate for outstanding

export performance (1968-1969).

1971: Capacity expansion at Sankari durg to 6 lac tons per annum

1983: Modernization programme at Sankarnagar

1990:Conversion of Sankarnagar plants to dry process with increased

capacity of 1 Million tons per annum.

39

1990 :India cement Limited diversifies into Real estate and property

development.

1990 :India cement Limited acquires coromandel cement plant at

Cuddappah Installed capacity increased to 2.6 million tons and becomes

the larges Producer of cements in south India.

1991 : India cement Limited acquires its first Bulk carrier ICL Rajarajan

1992 :India cement Limited acquires its second Bulk carrier – ICL

Jayamkondan

1992 :India cement Limited floats rights issue of equity shares of Rs 15.98

crores

1993 : India cement Limited acquires third Bulk carrier- ICL Vikraman

1993 : India cement Limited floats rights issue of Equity shares oRs. 34/74

crores.

1993 :India cement Limited bags capexil special award from exports in

1992-93

1994 : India cement Limited granted certificate of recognition as export

house.

40

1994 : India cement Limited acquires its fourth Bulk carrier- India cement

limited Parthiban.

1994 :ISO 9002 Certificated for the India Cement Limited Sankarnagar

Plant

1994 : India cement Limited floats US$50 million GDR issue

1994 :India cement limited bags capexil special award for exports in 1993-

1994

1995: India cement Limited begins work on the Green field cement field

cement Plant at Dalavoi, Trichy district.

1995:India cement limited acquires its fifth bulk carrier –India cement 1995

India cement limited acquires its fifth bulk carrier – India cement

Rajamahendra.

1995 : India cement Limited announces 1:1 bonus shares

1996 :India cement limited completes 50 years of concrete contribution to

Nation building

1997 : India cement Limited took over the Visaka cement industry Ltd,

situated at Tandur at Andhra Pradesh.

41

1998 : India cement Limited acquires the cement corporation of India plant

At Yerraguntla in Andhra Pradesh.

1998 : India cement Limited acquires the Raasi cement and its subsidiaries

1999 : India cement acquires cement plant sari Vishnu cement ltd at

Nalgonda District of Andhra Pradesh installed capacity 1.0 million tones.

1999 Turnover sails over the Rs 1000 crore mark

2001 India cement divests is stake in sir Vishnu cement limited.

2001 Group’s overall capacity reaches a million tonners

2004 The company through is special purpose vehicle Miscoromandel

co ltd has commissioned a (gas based) captive power plant at Ramanatha-

puram for a capacity of 17.4 MW and the same has started supplying power

from the month of November 200.

2005 : The company has successfully completed an equity issue in the

International Market during October 2005 by issuing 25,613,796 global

depositary shares At USP 4.3226 per GDS (each GDS representing under

lying equity shares Is 10 each) and raised an amount of us 497.

2006 : The company has issued zero coupon convertible Bonds due 2011

(FCCBS) for us $75 million to investors outside India at an

initialConversion Price of Rs. 305.57 per share.42

2007 :The company has converted the Sankari plant from west process dry

Process and commissioned the plant.

2008 :The Honble high court of judicature at madras vide its order dated

25th July 2007 sanctioned the scheme of amalgamation of Visaka cement

Industry limited with the India cements Ltd.

2009 :The company has received its shipping business with the purchase

of Two ships (dry bulk carries) with a total capacity of 79843dwt.

2008 :The company has successfully bid for the Chennai Franchise of the

DLF IPL 20/20 Cricket tournament-“CHENNAI SUPER KINGS”

2009 :The company has completed and commercial production of one

million to Grinding plant at Parli (Maharastra).

2009 :The II line of 1.2 mt at Malkapur was commercial operations from

march

2010 :ICL financial service limited (ICLFSL) ), the Company’s wholly

owned subsidiary, acquired 60.89% (including shares acquired under open

offer) of equity share capital of Indo Zinc Limited (IZL). Consequently, IZL

became a subsidiary of ICLFSL and ultimate subsidiary of the Company in

January,2010.

43

2010 :The Corporate office of the company was shifted in February, 2010 to

its own Building “Coromandel Towers” at 93, Santhome High Road,

Karpagam Avenue , MRC Nagar, Chennai 600 028.

2010 :The company ‘s cricket franchise “Chennai super kings” has won IPL

III Trophy in April 2010.

2010 :The Chilamakur plant with capacity upgraded to 4500 Tonners per

day starte Functioning from tournament on 26th 2010.

2010 :The company privately placed in march,2010 2,45,94,000 equity

shares at a Price of Rs.120.20 per share (including premium of Rs.110.20

per share) to qualified institutional buyers.

2011 : IS/ISO 9001:2008 Certification for Dalavoi plant in February 2011.

2011 :The company redeemed fully all the outstanding Foreign Currency

Convertible Bonds for US$ 75 Million on 12th may 2011,the scheduled date.

2011 :The company’s cricket franchise “Chennai super kings” won IPL IV

Trophy on 28th May 2011.

2012 :The 48 MW captive power plant at Sankarnagar was commissioned

in January 2012.

44

2012 Commemorative postage stamp on the birth centenary of Sri T.S

Narayanasamy, one of the Founders of the company, was released on 11 th

November,2012.

2012 The company had acquired its third bulk carrier of 52489 DWT in

August 2012.

2012 IS/ISO 9001: 2008 Certification of Yerraguntla Plant in April 2012.

Man power:

Details about of Number of Employees in the ICL

Employees : 204

Officers : 69

Total : 273

THE VISION

The new millennium will bring with its new challenges and

greater opportunities. The 21st century will most certainly see the unfolding

of a period of extraordinary possibilities and incredible development

bringing about more fundamentals changes in the global economy than the

last 200 years. The successfully corporate will be those who equip

themselves to meet the challenges and convert opportunities into winning

strategies. If we are to keep place, it is imperative that we learn to

successfully tread the global pathway.

In this, Journey,, clarity of vision, a readiness to cultivate a global

mindset, effectiveness, clarity of vision, a readiness to cultivate a global

mindset, effectiveness, a strong accent on R&D and innovation and a move 45

away from selling to innovative marketing in recognition of the fact that the

customer is truly kin, are some of the strategies that will help corporate

survive succeed.

However, it must be remembered that it is not enough to adopt a set

of values and just leave them in place. In order to move with the changing

times, values and ideas must be ceaselessly reexamined so as to ensure that

they are in tune with the Organization's goals. The India Cement Limited is

committed contribute its might making the 21st century an "Indian Century".

HIGHLISTS OF THE MISSION

AIMING HIGH

ICL should be one of the largest Cement Companies in the

Country. Out growth is size will be through continuous review of potentials

of the existing manufacturing resources, strategic acquisitions and

expansions.

CORE COMPETENCY

Cement will be our mainstay. However, we shall venture into

related fields, which afford purposeful synergy.

QUALITY QUEST

Product quality, consistency and customer service will be pursued

as an act of faith throughout the organization.

46

MODERN MINDSET

In an environment, which is intensively competitive, ICL shall be

futuristic in outlook and effective in management.

PURSUIT OF EXCELLENCE

The growing size of our business permits ICL to have an R & D set

up of our own. ICL shall continuously challenge methods, systems,

operating parameters. ICL shall constantly review our manufacturing

systems to upgrade quality and value of products.

HUMAN RESOURCES

1. People are our valuable Assets

2. Our HRD systems will be totally proactive and tuned to provide excellent

innovation and participation.

3. Work environment must enhance performance and team effort

Every employee can contribute and will be listened to giving him a sense

of pride.

4. Development of individual's skills to perform their existing jobs and

also their future

Jobs.

COMMUNITY WELFARE

As the organization grows, as a good Corporate Citizen, ICL shall be

sensitive to be welfare and development needs of the Society around us.

47

Future Outlooks

The Cement industry has been least affected by the global

economic melt down so far and has been witnessing a healthy growth in

cement demand. With the increased focus of the Union budget on

infrastructural development and housing, the country is expected to clocks a

GDP growth of 7 to 8% which augurs well for the cement industry. The

increased capacity additions in the South over the last 15 months have been

absorbed by the market helping to keep the prices firm.

The Company will continue to take necessary steps to retain its

competitive edge to meet the requirements of the market. With the

Company's foray into the cement market in Rajasthan, Madhya Pradesh and

Gujarat the medium term prospects augur well for the company as a market

leader in the South and an active player in the North.

On behalf of the Company I would like to acknowledge with

gratitude the help and co-operation received by us from the Central

Government, the Governments of Tamil Nadu and Andhra Pradesh, the

Financial Institutions and our bankers. I wish to commend the Management

Team and the employees of the Company for their dedicated Endeavour's

during the year.

48

CHAPTER IV

ANALYSIS AND INTERPRETATION OF DATA 3.1 PERCENTAGE

ANALYSIS

TABLE NO. 1

DISTRIBUTION OF SAMPLE RESPONDENT FOR

QUALIFICATION

Factors No of Respondents Percentage

Hsc 33 53%

Degree 18 18%

PG Degree 12 12%

Professional 7 7%

Others 10 10%

Total 100 100 %

Source: primary data

The above table shows that 53% of respondents are HSC and above

18% of the respondents are Degree 12% of the respondent's are PG degree

10% of the respondents are others and 7% of the respondents are

professional with their education Qualification.

Hence most of the respondent comes under the HSC.

49

CHART NO. 1

SATISFACTION LEVEL FOR QUALIFICATION DISTRIBUTION

OF SAMPLE RESPONDENT FOR QUALIFICATION

50

53%

18%12%

7%10%

0%

10%

20%

30%

40%

50%

60%

PERCENTAGE

Hsc Degree PG Degree Professional Others

FACTORS

TABLE NO. 2

DISTRIBUTION OF SAMPLE RESPONDENT FOR DESIGNATION


High Level 4 4%

Middle Level 56 56%

Lower Level 40 40%

Total 100 100%


The above table shows that 56% of the respondents are Middle Level.

40% of the respondents are Lower Level 4% of the respondents are High

Level with their designation. Majority of the respondent comes under the

middle level stage.

51

CHART NO. 2

DISTRIBUTION OF SAMPLE RESPONDENT FOR DESIGNATION

52

0%

20%

40%

60%

80%

100%

120%

High Level Middle Level Lower Level Total

SATISFACTION LEVEL

PERC

ENTA

GE

TABLE NO. 3

DISTRIBUTION OF SAMPLE RESPONDENT FOR WORK

EXPERIENCE


Below 1 Year 0 0%

1 – 3 years 6 6%

3-5 years 3 3%

5-7 years 14 14%

Above 7 years 77 77%

Total 100 100%


The above table shows that 77% of the respondents are 7 and above

14% of the respondents are 5 to 7 years, 6% of the respondents are 1 to 3

years, 3% of the respondents are 3 to 5 years with their work experience

Majority of the respondent comes under the above 7years work

experience.

53

CHART NO. 3

SATISFACTION LEVEL FOR WORK EXPERIENCE

54

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Below 1 Year 1 – 3 years 3-5 years 5-7 years Above 7 years

SATISFACTION LEVEL

PER

CEN

TAG

E

TABLE NO. 4

DISTRIBUTION OF SAMPLE RESPONDENT FOR

PHYSIOLOGICAL SYMPTOMS


Nervous 1 1%

Tiredness 47 47%

Headaches 9 9%

Muscle tension 6 6%

Breathlessness 37 37%

55

Total 100 100%


The above table shows that 47% of the respondents are Tiredness and

37% of the respondents are Breathlessness and 9% of the respondents are

Headaches and 6% of the respondents are Muscle tension with their

Physiological Symptoms.

Hence the majority of the respondent comes under the tiredness

problem.

CHART NO.4

SATISFACTION LEVEL FOR PHYSIOLOGICAL SYMPTOMS

56

1%

47%

9%6%

37%

TABLE NO. 5

THE RELATIONSHIP BETWEEN EMPLOYER AND EMPLOYEES


Excellent 52 52%

Good 17 17%

Satisfactory 23 23%

Un — Satisfactory 8 8%

Total 100 100%


57

The above tables shows respondents are Excellent and 23% of the

respondents are Satisfactory are 17% of the respondents are Good and 8% of

the respondents are with their Employer and employee relationship.

Majority respondent comes under the excellent relationship with their

employer.

58

CHART NO. 5

SATISFACTION LEVEL FOR EMPLOYER AND EMPLOYEES

59

52%

17%

23%

8%

TABLE NO. 6

DISTRIBUTION OF SAMPLE RESPONDENTS FOR AGE AND

RELATIONSHIP WITH PHYSIOLOGICAL SYMPTOMS

(TWO-WAY TABLE)

S No

Age/

Physiological

Symptoms

NervousTirednes

s

Headach

es

Muscle

Tension

Breat

h.Total

1 Below 20 Yens - 1 - - 1 2

2 20 to 30 Yours - 3 - - - 3

60

3 30 to 40Yeus - 10 2 2 16 30

4 40 to 50 Yours - 17 3 3 9 32

5 Above 50 Yours 1 16 4 1 11 33

Total 1 47 9 6 37 100

Breath.,= Breathlessness

Source: Primary Data

The above table show that 95% of sample respondent comes in the

age group of above 30 yews. Out of 100 samples respondent 47 respondent

feel about the Physiological symptoms of the employees is tiredness. A table

found that only 5 employees fall the age group up to 30 years.

CHART NO.6

DISTRIBUTION OF SAMPLE RESPONDENTS FOR AGE AND

RELATIONSHIP WITH PHYSIOLOGICAL SYMPTOMS

(TWO-WAY TABLE)

61

Age/ Phys-iological

Symptoms

Nervous Tiredness Headaches Muscle Breath. Total0

10

20

30

40

50

60

70

80

90

100

Series112345Total

TABLE NO. 7

DISTRIBUTION OF SAMPLE RESPONDENTS FOR DESIGNATION

AND RELATIONSHIP WITH PHYSIOLOGICAL SYMPTOMS.

S Qualificatio Nervou Tirednes Headach Muscle Breath Total

62

No.

n/

Physiologica

l

Symptoms

s s es Tension

1 HSC - 25 6 3 19 53

2 Degree 1 5 - 1 11 18

3 PG Degree - 9 - 1 2 12

4 Professional - 5 - - 2 7

5 Others - 3 3 1 3 10

Total 1 47 9 37 100

Breath., =Breathlessness


The above table shows that 83% sample respondent comes under the

qualification of HSC, DEGREE AND PG DEGREE. Out of 100 samples

respondent 47 employees feel about the physiological symptoms of the

respondent is tiredness.

Hence it has been clearly understood that majority of HSC, AND

PGDEGREE qualification respondent having tiredness as there

physiological symptoms.

CHART NO.7

DISTRIBUTION OF SAMPLE RESPONDENTS FOR DESIGNATION AND RELATIONSHIP WITH PHYSIOLOGICAL SYMPTOMS

63

1 2 3 4 5 Total0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

TotalBreathMuscle TensionHeadachesTirednessNervousQualification/

TABLE NO. 8


AND RELATIONSHIP WITH PHYSIOLOGICAL SYMPTOMS.

64

S No.

Designation/

Physiological

Symptoms

NervousTirednes

s

Headache

s

Muscle

Tensio

n

Breat

hTotal

1 High Level - 1 1 - 2 4

2 Middle Level 1 31 4 3 17 56

3 Lower Level - 15 4 13 19 40

Total 1 47 9 6 37 100

Breath.,=Breathlessness


From the above table show that 96% of the sample respondent comes

in the middle level and lower level group. Out of 100 ample respondents, 42

respondents feel about the tiredness with their physiological symptoms of

employees. A table funnels that only employees fall the High level group.

Hence it has been clearly understood majority of middle level and

lower level employee having tiredness with their physiological symptoms.

CHART NO.8


AND RELATIONSHIP WITH PHYSIOLOGICAL SYMPTOMS

65

Designation/

Nervous

Tiredness

Headaches

Muscle Tension

Breath

Total

0 20 40 60 80 100 120 140 160 180 200

Series1Series2123Total

TABLE NO. 9

DISTRIBUTION OF SAMPLE RESPONDENTS FOR WORK

EXPERIENCE AND RELATIONSHIP WITH PHYSIOLOGICAL

66

SYMPTOMS.

S

No.

Work

Experience/

Physiological

Symptoms

Nervou

s

Tirednes

s

Headache

s

Muscle

Tension

Breath

.Total

1 Below 1 years - 2 2 1 1 6

2 1 to 3 Years - 2 2 - 2 6

3 3 to 5 Years - 3 - ~ 3

4 5 to 7 Years - 5 - 1 8 14

5 Above 7 Years 1 35 5 4 26 71

Total 1 47 9 6 37 100


Source; Primary Data

The above table high lights 85% of the respondent comes under the 5

to 7 years out of 100 sample respondent, 47 and 37 respondent feel about the

tiredness and Breathlessness problem. A table found only 15 employees fall

the work experience group up to 1 to 5 years.

CHART NO.9


EXPERIENCE AND RELATONSHIP WITH PHYSIOLOGICAL

67

SYMPTOMS.

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

0 0

0

0

0

0

0

12

3

4

50

0

0

0

0

1

1

2

2

3

5

35

47

22

0

0 59

1 0

0

14

6

1 2

826

37

6 63

1471 100

TABLE NO. 10

68

DISTRIBUTION OF SAMPLE RESPONDENTS FOR MONTHLY

INCOME AND RELATIONSHIP WITH PHYSIOLOGICAL

SYMPTOMS

S No.

Your

Monthly

Income/

Physiological

Symptoms

Nervou

s

Tirednes

s

Headache

s

Muscle

Tensio

n

Breath Total

ILess than

6,000- 1 - 1 2 4

26,000 to

12,0001 36 6 4 23 70

312,000 to

18,000- 3 2 - 8 13

418,000 to

24,000- 6 1 1 2 10

5 Above 24,000 - 1 - - 2 3

Total 1 47 9 6 37 100



The above table indicates that as 70% of respondent earned 6000 to

12,000.13% of respondent earned up to 12,000-10,000 as there monthly

income and 10% of the respondent earned up to 18,000 to 24,000 out of 100

sample respondent 47 respondent feel about the physiological symptoms is

Tiredness.

CHART NO.10

69


INCOME AND RELATIONSHIP WITH PHYSIOLOGICAL

SYMPTOMS

I 2 3 4 5 Total0

20

40

60

80

100

120

140

160

180

200

TotalBreathMuscle TensionHeadachesTirednessNervousYour Monthly

TABLE NO. 11

DISTRIBUTION OF SAMPLE RESPONDENTS FOR AGE AND70

RELATIONSHIP WITH EMPLOYER AND EMPLOYEES

S NO

Age with

Employers

and Employees

Relationship

Excellent GoodSatisfaction

s

Un-

Satisfaction

s

Total

1 Below 20 Years 2 - - - 2

2 20 to 30 Years 1 - 2 - 3

3 30 to 40 Years 15 7 6 2 30

4 40 to 50 Years 16 5 7 4 32

5 Above 50 Years 18 5 8 2 33

Total 52 17 23 8 100


From the above table clearly shows that 95% of sample respondent

comes in the age group of above 30 years. Out of 100 sample respondent, 52

respondent feel about the relationship with the employers is excellent. A

table found that only 5 employees fall the age group up to 30 years.

CHART NO.11

71

DISTRIBUTION OF SAMPLE RESPONDENTS FOR AGE AN

RELATIONSHIP WITH EMPLOYER AND EMPLOYEES

1 2 3 4 5 Total0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

TotalUn-SatisfactionsSatisfactionsGoodExcellentAge with Employers

TABLE NO .12

72

DISTRIBUTION OF SIMPLE RESPONDENTS FOR

QUALIFICATION AND RELATIONSHIP WITH EMPLOYER AND

EMPLOYEES

S No.

Qualification

with

Employers and

Employees

Relationship


s

Un-

Satisfaction

s

Total

1 Hsc 32 8 8 5 53

2 Degree 8 6 4 - 18

3 PG Degree 7 - 3 2 12

4 Professional 3 3 1 - 7

5 Others 2 - 7 1 10

Total 52 17 23 8 100

Source; Primary Data

The above table states that 83% of sample respondent come in the

HSC, Degree, PG Degree. Out of 100 samples respondent 52 respondent

feel about the relationship with the employers is excellent. A table found that

only 17 employers fall the Qualification of professional and other.

73

CHART NO.12

DISTRIBUTION OF SIMPLE RESPONDENTS FOR

QUALIFICATION AND RELATIONSHIP WITH EMPLOYER AND

EMPLOYEES

1 2 3 4 5 Total0

20

40

60

80

100

120

140

160

180

200

Qualification with Employers and Employees Relationship

Excellent

Good

Satisfactions

Un- Satisfactions

Total

74

TABLE NO.13


AND RELATIONSHIP WITH

EMPLOYER AND EMPLOYEES

S No

Designation

with

Employers

and

Employees

Relationship


s

Un-

SatisfactionsTotal

1High Level 1 1 1 1 4

2 Middle Level 30 8 14 4 56

3 Lower Level 21 8 8 3 40

Total 52 17 23 8 100


From the above table show that 96% of sample respondent comes

under the middle level and lower level. Out of 100 respondents, 52

respondent feel about the relationship with the employer is excellent. A table

found that only 4 employees fall the denigration of high level.

CHART NO.13

75


AND RELATIONSHIP WITH

EMPLOYER AND EMPLOYEES

1 2 3 4 5 Total

0 0 0 0 0

32

8 7 3 2

52

8

60 3 0

17

8

43 1 7

23

5

02

0

1

8

53

1812

710

100

Qualification with Employers and Employees RelationshipExcellentGoodSatisfactionsUn- SatisfactionsTotal

TABLE NO.1476


EXPERIENCE AND RELATIONSHIP WITH EMPLOYER AND

EMPLOYEES

S No

Work Experience

with Employers

and Employees

Relationship


s

Un-

SatisfactionsTotal

1 Below 1 Years 2 - 1 6

2 1 to 3 years 4 2 - - 6

3 3 to 5 Years - - 3 - 3

4 5 to 7 Years 8 5 1 - 14

5 Above 7 Years 38 10 16 7 71

Total 52 17 23 8 100


The above table shows that 85% of respondent comes under the 5 to 7

years. Out of 100 samples respondent 52 respondent feel about the

relationship with the employers is excellent. A table found that only 15

employees fall the work experience group of up to 1 to 5 years.Hence

majority of work exprence group is above 7 years and majority of the

respondent having excellent relationship with their employers

CHART NO.14

77


EXPERIENCE AND RELATIONSHIP WITH EMPLOYER AND

EMPLOYEES

0

20

40

60

80

100

120

140

160

180

200

Total54321

TABLE NO.15

78


INCOME AND RELATIONSHIP WITH EMPLOYER AND

EMPLOYEES

S No.

Your Monthly

Income with

Employers and

Employees

Relationship


s

Un-

Satisfaction

s

Total

1 Less than 6,000 2 1 1 4

2 6,000 to 12,000 36 n 18 5 70

3 12,000 to 18,000 5 4 2 2 13

4 18,000 to 24,000 7 2 1 - 10

5 Above 24,000 2 - 1 - 3

Total 52 17 23 8 100


From the above table shows that 70% of employees earned 6,000 to

12,000. Out of 100 respondent 52 respondent feel about the relationship with

the employers is excellent. Hence it has been clearly understand the majority

of employers per-month income is 6,000 to 12,000 and majority of the

having excellent relationship with their employers.

CHART NO.15

79


INCOME AND RELATIONSHIP WITH EMPLOYER AND

EMPLOYEES

1 2 3 4 5 Total0

50

100

150

200

250

TotalUn-SatisfactionsGoodExcellentYour Monthly Income with Employers and

CHAPTER-V80

SUMMARY OF FINDINGS, SUGGESTION AND CONCLUSION

4.1 FINDINGS

Hence most of the respondent comes under the HSC.

Majority of the respondent comes under the middle level stage.

Majority of the respondent comes under the above 7years work

experience.

Hence the majority of the respondent comes under the tiredness

problem.

Majority of the respondent comes under the excellent relationship

with their employer.

Hence majority of age group is above 30 years and majority of the age

group having tiredness as there physiological symptoms

Hence it has been clearly understood that majority of HSC.AND

PGDEGREE qualification respondent having tiredness as there

physiological symptoms.

Hence it has been clearly under stood majority of middle level and

lower level employee having tiredness with their physiological

symptoms.

Hence clearly understand of majority of employees earned there

monthly Income 6,000 to 12,000 and majority of the employees

having Tiredness with their physiological symptoms.

Hence majority of age group is above 30 years and majority of the age

group having excellent relationship with their employers.

Hence clearly understand of majority of employees earned there

monthly Income 6,000 to 12,000 and majority of the employees

having Tiredness with their physiological symptoms81

Hence majority of qualification of employees is HSC, DEGREE AND

PG DEGREE and majority of the qualification group having excellent

relationship with their employer

Hence it has been clearly understand that majority of designation

group is middle level and majority of the designation group having

excellent relationship with their employers.

Hence majority of work experience group is above 7 years and

majority of the respondent having.

Excellent relationship with their employers.

Hence it has been clearly understand the majority of employers per-

month income is 6,000 to 12,000 and majority of the having

excellent relationship with their employers.

4.2 SUGGESTIONS:-

82

The employees are suffering from tiredness. this shows the impact

of stress on their health.

Enough safety measures should be given in the period.

Employees should not be forced to finish the target they should be

given extra to the show performing works.

Medical checkup should be given frequently.

The organization may arrange for cultural and festival celebrations

for the employees which relieve the employees stress and provide a

free hand working environment within the industrial region.

If the management creates positive images and counseling. It will

reduce the stress and also increase confidence in wording

environment

The company should set realistic academic and personal priorities

periodically the company should not overload the employees with

unimportant tasks.

4.3 CONCLUSION:

83

The Project work titled A STUDY ON EMPLOYEES STRESS OF

INDIA CEMENTS LTD", SANKARI WEST, is great blessing to the

nation. We can say with sincere passion. Multifarious facilities monumental

growth marvelous production. Variegated. The employee stress is the mental

feeling of favorableness. Now a days employees stress play in important role

than waged and salaries paid, the data are analyzed using statistical tools and

findings and suggestions are given to the organization to reducing

employees stress.

BIBLIOGRAPHY

CHANDOLA (2012) Working with emotional intelligence. USA,

Bantam books.84

Suliman & Al-Shaikh (2011) Emotional intelligence at work. links to

conflict and innovation.

ENIOLA (2010) Organizational behavior 12th edition; New Delhi,

Prentice Hall of India Pvt. Ltd.

Employee Relations. 10.118/01425450710720020

Young & Duelist (2009) Relationships between emotional and

congruent self-awareness and performance in the British Royal Navy.

Journal of managerial Psychology. 10.1108/02683940710757191

WILSONET AL (2009 Stress in Life and work; New Delhi,

Response books.

KING & GARDNER (2008) Emotional intelligence and

occupational stress among professional staff in New Zealand

internationaljournal of organizational

psychology.10.1108/eb43386.

MARTIN JONES & CALLAN (2008) Psychology; 5th edition; New

Delhi, prentice Hall of India Pvt. LtdNIKOLADU & TSADUSIS (2002)

Managing Organizationalbehavior, 5th edition USA, John Wiley&sons.

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Posig & Klckul (2007) Women in Management Review: work-role

expectations and work family conflict: gender differences in

emotional exhaustion. 10.1108/09649420410563430.

HIGGS (200) Abnormal psychology and modern life; 11 Edition;

New Delhi, Pe arson education

VAKOLA ET AL (2005) Educational Technology; 8th edition-USA,

Person Education Company.

Shipper Kincaid, M Rotondo & C.hoffman (2003) A Cross Cultural

Exploratory Study of the Linkage between Emotional intelligence and

Managerial Effectives. International Journal of Organizations Analysis

10.1108/eb028970

CARMELI (2006), organizational behaviour concepts-theory and

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MACCANN ETAL (2003 )Synopsis of Psychiatry -Behavioural

science; 10th edition; New Delhi, Wolter Kulwer Pvt. Ltd

Rahim, Polychronic, Zhao, & Sheng Yu (2002). A Model of

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NIKOLADU & TSADUSIS (2004) Managing Organizational

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.

APPENDIX

"A STUDY ON EMPLOYEES STRESS OF INDIA CEMENTS LTD",

SANKARl WEST

QUESTIONNAIRE

1. Age of the Respondentsa. Below 30 yrs [ ] b. 30-40 yrs [ ] c. Above 40 yrs [ ]

87

2. Experience of the Respondentsa. Below 10 yrs [ ] b. Above 10 yrs [ ]

3. Qualification of the Respondentsa.Upto SSLC [ ] b.HSC [ ]c. Graduate [ ] d. Diploma [ ]

4. Designation of the Employee a. High Level [ ] b. Middle Level [ ]c. Low Level [ ]

5. Work Experience of the Samplea. Below l year [ ] b. 1-3 Year [ ] c.3-5Year [ ] d.5-7 Year [ ] e. above 7 Years [ ]

6. Do you face Physiological Symptoms at Worka. Yes [ ] b. No [ ]If Yes, a. Nervous [ ] b. Tiredness [ ] c. Headaches [ ] d. Muscle Tension [ ] e. Breathlessness [ ]

7. Relationship between Employer and Employeesa. Excellent [ ] b. Good [ ] c. Satisfactory [ ] d. Unsatisfactory [ ]

8. Do you suffer from difficulty in sleeping?a. Not at all [ ] b. Sometimes [ ] c. Often [ ]

9. Do you find difficulty in concentration?a. Not at all [ ] b. Sometimes [ ] c. Often [ ]

10. Do you get anger soon?a. Not at all [ ] b. Sometimes [ ] c. Often [ ]

11. Do you find any negative thinking about your job?a. Not at all [ ] b. Sometimes [ ] c. Often [ ]

88

12. Do you find time to have hobbies and leisure time with family?a. Not at all [ ] b. Sometimes [ ] c. Often [ ]

13. When Conflict arises at the work place do you tend to over react?a. Not at all [ ] b. Sometimes [ ] c. Often [ ]

14. Do you have smooth relationship with the co-workers?a. Not at all [ ] b. Sometimes [ ] c. Often [ ]

15. Are you satisfied with your monthly income?a. Yes [ ] b. No [ ]

89