INTRODUCTION

1.1 EMPLOYEE SATISFACTION

Employee satisfaction is in regard to one’s feeling or state of mind regarding the nature of
their work. It can be influenced by a variety of factors e.g. quality of one’s relationships with
their supervisor, quality which they work, degree of fulfilment in their work etc.
Employee satisfaction refers to the level of contentment and happiness that employees feel
about their job and workplace environment. Measuring employee satisfaction often involves
surveys, feedback forms, and regular performance reviews. High employee satisfaction
typically leads to increased productivity, lower turnover rates, and a more positive workplace
atmosphere.
Loke give a comprehensive definition of job satisfaction as involving cognitive, effective
and evaluative research or attitudes and states it is “a pleasurable or positive emotional state
resulting from the appraisal of one’s job or job experience.” Job satisfaction is a result of
employee’s perception of how well their job provides those things that are viewed as
important.
Job satisfaction, employee satisfaction or work satisfaction is a measure of workers'
contentedness with their job, whether they like the job or individual aspects or facets of jobs,
such as nature of work or supervision. Job satisfaction can be measured in cognitive
(evaluative), affective (or emotional), and behavioural components. Researchers have also
noted that job satisfaction measures vary in the extent to which they measure feelings about
the job (affective job satisfaction) or cognitions about the job (cognitive job satisfaction).
Job satisfaction is the level of contentment and fulfilment that individuals feel about their
work. It encompasses various aspects of the job and work environment that contribute to an
employee's overall satisfaction. Measuring job satisfaction often involves surveys, feedback
forms, and regular performance evaluations. High job satisfaction leads to increased
employee engagement, productivity, and retention, while low job satisfaction can result in
high turnover rates and a negative workplace atmosphere.
Employee satisfaction and job satisfaction, though closely related, focus on different aspects
of a person's work experience. Here’s a breakdown of the differences:
Employee Satisfaction:
 Scope: Broader and more comprehensive.
 Focus: Overall contentment and happiness of an employee with their employer and
workplace.
 Factors Considered:
 Work environment
 Company culture
 Relationships with colleagues and supervisors

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  Compensation and benefits
 Work-life balance
 Career development opportunities
 Outcome: High employee satisfaction often leads to higher employee retention, better
company loyalty, and a more positive workplace atmosphere.
Job Satisfaction:
 Scope: More specific and focused.
 Focus: Contentment and fulfilment derived specifically from the job or role an
individual performs.
 Factors Considered:
 Nature of the work itself (tasks, responsibilities)
 Sense of achievement and recognition
 Alignment of job with personal interests and skills
 Opportunities for skill use and career advancement within the role
 Autonomy and control over work
 Outcome: High job satisfaction typically leads to higher productivity, better job
performance, and increased personal motivation.
In summary, while job satisfaction is a component of employee satisfaction, employee
satisfaction encompasses a wider range of factors that contribute to an individual's overall
contentment with their employment situation.

FACTORS DETERMINING EMPLOYEE’S SATISFACTION

 Factors affecting jobs are the main factors of job satisfaction, which may be challenging
work, reward systems, working conditions, colleagues, learning and personality. Skill
variety autonomy and significance are challenging tasks, which provide maximum
satisfaction to employees.
 Working conditions influence employee’s level of satisfaction. Under conductive
working condition, people prefer to work hard while in an adverse atmosphere people
avoid work. Working condition not only include physicals of the work but also the
working relationships in the organisation.
 Fairness in promotion, unbiased attitude of management, responsibilities and social
status are the factors that are said to be providing satisfaction to employees.
 The relationship between the employees and the managers has an important bearing on
job satisfaction

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Advantages of Employee Satisfaction:

1. Increased Productivity: Satisfied employees are often more motivated and

productive, which can lead to higher quality work and improved efficiency.
2. Reduced Turnover: Higher satisfaction levels generally result in lower employee
turnover rates, reducing the costs and disruptions associated with hiring and training
new staff.
3. Enhanced Company Reputation: Companies with high employee satisfaction are
likely to attract top talent and build a positive reputation, which can be beneficial for
business growth.
4. Better Customer Service: Satisfied employees tend to deliver better customer
service, as they are more engaged and invested in their roles.

Disadvantages of Employee Satisfaction:

1. Complacency Risk: High satisfaction might lead to complacency, where employees

become too comfortable and may not strive for continuous improvement.
2. Cost of Benefits: To maintain high levels of satisfaction, companies may need to
invest significantly in benefits, perks, and other incentives, which can be costly.
3. Difficulty in Measuring: Employee satisfaction can be challenging to measure
accurately, and relying solely on satisfaction metrics might not provide a complete
picture of performance or areas needing improvement.
4. Potential for Unmet Expectations: If employees’ expectations for satisfaction are
not met, it can lead to disappointment and dissatisfaction, potentially causing morale
issues.

1.2 NEED FOR THE STUDY

 To find out the satisfaction level of employees.
 To identify important factors of the employee satisfaction and organisational
commitment of the employee.
 To understand the relationship within the organisation.

1.3 OBJECTIVES OF THE STUDY

 To identify the employee’s relationship with their supervisors and co-workers.
 To assess the satisfaction level of employees on working conditions and environment.
 To know the security and the safety measure taken by the organisation.

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 RESEARCH METHODOLOGY

2.1 RESEARCH METHODOLOGY

Research methodology refers to the systematic approach used to conduct research. It includes
the methods, techniques, and procedures that researchers use to collect and analyse data. The
data need for the study is collected from the employees, through questionnaire. Analysis and
interpretation have been done by using the statistical tools and data presented through tables
and charts.

2.2 RESEARCH DESIGN

The framework or plan for a study, guiding the collection and analysis of data. Common
designs include experimental, correlational, descriptive, and case studies. The study was
based on survey method. The aim of the study is to find satisfaction levels of employees.

2.3 SAMPLE DESIGN

A sample design is a definite plan for obtaining a sample from a given population.
Convenience sampling method used in selected samples.

2.4 SAMPLE SIZE

The sample size connected to the questionnaire to conduct the study of employee satisfaction
on data still limited. A sample size of 70 was received for the conduct of the study through
primary data.

2.5 DATA COLLECTION

The facts and figures collected for the project outputs from primary and secondary sources.
Primary data was collected from the employees to a questionnaire and secondary data was
collected from reports and articles from different websites.

2.6 PRIMARY DATA

In this study primary data were collected through personnel interview using questionnaire.
The questionnaire was administered to seventy employees of TATA STEEL.

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2.7 SECONDARY DATA
Secondary data for this study was collected from.
 Preciously published records, statistics, research reports and documents.
 Books, Periodical and Websites.

2.7 TOOLS USED FOR ANALYSIS

Primary Data Analysis is used as statistical tool for the analysis.

2.9 LIMITATIONS
• The employees hesitate to disclose the true facts in order to secure their job.
• It is very time-consuming process.
• Difficulty in getting information from secondary sources.
• It was also very disappointing for me at times when the feedback given by the
employees were below expectation.

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 REVIEW OF LITERATURE

Review of literature provides a deep insight on the concerned board area of study. Review of
Literature is the first step in organised research work. Researcher gets to know the quantum
and direction of work done till date in his\her area of research interest. It also helps a
researcher in appreciating different conclusion and outcomes of the research conducted. And
finally, researcher can make an informed decision with regard to the research methodology
which will suit to his\her research work, based on review of literature. The researchers are
taking reference from any related book, article, related research paper, these, organisational
report and various literatures available on the website and internet.

LIST OF REVIEWS

1.Kumari and Pandey (2011) states that public sector and private sector both are equally
important for any nation and these two are the basic requirement for any nation to prosper
and grow. Here the job satisfaction level was tested in relation to job ambivalence (the state
of having mixed feelings or contradictory ideas about something). Higher performance rating
was given to the supervisor when the job ambivalence faced by the employees is less and
vice-e-versa. Job satisfaction and performance has no relation when the job ambivalence
increases towards the job. Therefore, organizations should focus on bringing clarity to the
employees about their work, the process to be followed for the better understanding of the job
2.Kurt Matzler & Birgit Renzl (2006) states that employee satisfaction is considered as one
of the most important drivers of quality, customer satisfaction and productivity. In this study
we investigate an important driver of employee satisfaction. We argue that interpersonal trust
(trust in management and trust in peers) strongly influences employee satisfaction and, as a
consequence, employee loyalty. To test the relationships between these constructs we
measured trust in management and trust in peers, satisfaction and loyalty of employees of an
Austrian company in the energy sector.
3.Chris Silva (2006) focuses on a decrease in the satisfaction of workers towards their
benefit levels. In the 2006 Rewards of Work survey of Segal Co., there is a decrease in
employee satisfaction with all types of benefits which include retirement benefits, health care,
benefit administration satisfaction and benefit level satisfaction.
4. Ashraf Shikdar & Biman Das (2003) concluded Worker satisfaction improved
significantly as a consequence of the provision of the assigned and participative standards
with performance feedback in a repetitive industrial production task. The maximum
improvement in worker satisfaction was found for the participative standard and feedback
condition. Only this condition had a significant positive effect on worker job attitudes.
Monetary incentive, when provided with an assigned or participative standard with feedback,
added no incremental worker satisfaction or job attitudes gain. The participative standard

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with feedback condition emerges as the optimum strategy for improving worker satisfaction
and job attitudes in a repetitive industrial production task.
5. Donald P. Schwab & Marc J. Wallace Jr. (1974) examined many aspects of job
satisfaction investigated in recent years, satisfaction with pay appears to be most deserving of
additional study. Employee satisfaction with pay should be of particular importance to
organizations if for no other reason than that pay constitutes a substantial --often the major--
cost of doing business. Despite its importance, however, considerable controversy has
surrounded discussions of satisfaction with pay, and only recently have we begun to learn
something about the personal and organizational factors associated with pay satisfaction. This
study examines six personal and organizational correlates of pay satisfaction of both male and
female non-exempt employees in a large firm manufacturing durable consumer goods.
6.Edward E. Lawler III & Richard J. Hackman (1971) did research on “corporate profits
and employee satisfaction”. The authors examined the notion that executives would rather
maximize their profits rather than invest in their employee’s job satisfaction. They discuss
how the simplification of many work processes, while intended to improve an organization's
profits, often result in a lack of satisfaction on the employee's end. The breaking down of
work into small tasks makes the worker's job repetitive and easily replaceable. While this
process is designed to improve quality it also results in a decrease in morale. The authors
examined how it is actually not profitable for companies to continue to use these practices
because of the costs related to turnover, absenteeism and the eventual drop in product quality.
7. John M. Larsen Jr & W.A. Owens Jr (1965) discusses the variation in both the attitudes
and effectiveness of employee groups as a function of the quality of supervision, tenure,
education, the ages of the group members, the dynamic interplay of individual personalities
and the emerging social aspects of the job. The requirement of anonymity usually dictates
that only group criteria can be obtained and the outcome is a heavy preponderance of group
studies. Thus, in providing an individual criterion of satisfaction, it might then be possible to
investigate both between-group and within-group satisfaction in an interesting and current
theoretical frame.

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 COMPANY PROFILE

Tata Steel Limited is an Indian multinational steel -making company, based in Jamshedpur,
Jharkhand and headquartered in Mumbai, Maharashtra. It is a part of the Tata Group.

The current CEO of Tata Steel is T. V. Narendran, who has been in the role since 2013. The
company employs around 32,000 people globally, but specific figures for the Hyderabad
branch are not publicly detailed.

Formerly known as Tata Iron and Steel Company Limited (TISCO), Tata Steel is among
the largest steel producing company in the world, with an annual crude steel capacity of
35 million tonnes. It is one of the world's most geographically diversified steel producers,
with operations and commercial presence across the world. The group (excluding SEA
operations) recorded a consolidated turnover of US$31 billion in the financial year ending 31
March 2023. It is the largest steel company in India (measured by domestic production) with
an annual capacity of 21.6 million tonnes after Steel Authority of India Ltd. (SAIL). Tata
Steel, SAIL, and Jindal Steel and Power, are the only three Indian steel companies that have
captive iron-ore mines, which gives the three companies price advantages.

Formerly known as Tata Iron and Steel Company Limited (TISCO), Tata Steel is among
the largest steel producing company in the world, with an annual crude steel capacity of
35 million tonnes. It is one of the world's most geographically diversified steel producers,
with operations and commercial presence across the world. The group (excluding SEA
operations) recorded a consolidated turnover of US$31 billion in the financial year ending 31
March 2023. It is the largest steel company in India (measured by domestic production) with
an annual capacity of 21.6 million tonnes after Steel Authority of India Ltd. (SAIL). Tata
Steel, SAIL, and Jindal Steel and Power, are the only three Indian steel companies that have
captive iron-ore mines, which gives the three companies price advantages.

Tata Steel operates in 26 countries with key operations in India, the Netherlands, and
the United Kingdom, and employs around 80,500 people. Its largest plant (10 MTPA
capacity) is located in Jamshedpur, Jharkhand. In 2007, Tata Steel acquired the UK-based
steel maker Corus. It was ranked 486th in the 2014 Fortune Global 500 ranking of the world's
biggest corporations. It was the seventh most valuable Indian brand of 2013 according to
Brand Finance.

Tata Steel was listed amongst India's Best Workplaces in Manufacturing by Great Place to
Work for the fifth time in 2022.

Tata Steel operates in Hyderabad from their office at Gummidelli Towers, Begumpet Airport
Road. The company, established in 2010 in Hyderabad, deals with various steel products such
as alloy steel bars and rods

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Global Presence
Tata Steel operates in over 50 countries, with commercial offices in more than 35 countries.
Major manufacturing facilities are located in India, the Netherlands, and the United
Kingdom. Key acquisitions, such as Corus (now Tata Steel Europe), NatSteel in Singapore,
and Millennium Steel in Thailand, have expanded its global footprint.

Products and Services

Tata Steel's product portfolio includes:
 Flat Products: Hot-rolled, cold-rolled, coated steel, and tinplate.
 Long Products: Rebars, wire rods, and structural.
 Construction Solutions: Solutions for the construction industry including
prefabricated structures.
 Automotive Steels: Advanced steel grades for the automotive sector.
 Industrial Products: Bearings, tubes, and other industrial components.
Recent Developments
 Digital Transformation: Investing in digital technologies to enhance operational
efficiency.
 Green Steel Production: Initiatives to produce steel with lower carbon emissions.
 Strategic Partnerships: Collaborating with global companies for technological
advancements and market expansion.
Research and Development

Tata Steel places a strong emphasis on research and development (R&D) to drive innovation
and maintain a competitive edge. The company has multiple R&D centres focusing on
developing new products, improving processes, and enhancing sustainability.

Key Achievements

 Fortune Global 500: Regularly features in the list of Fortune Global 500 companies.
 Sustainability Awards: Recognized for its sustainability practices and efforts.
 Innovation Awards: Various awards for product and process innovations.

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HISTORY

Tata Iron and Steel Company (TISCO) was founded by Jamshedji Nusserwani Tata and
established by Sir Dorabjee Tata on 26 August 1907. TISCO started pig iron production in
1911 and began producing steel in 1912 as a branch of Jamshedji’s Tata Group The first steel
ingot was manufactured on 16 February 1912. During the First World War (1914–1918), the
company made rapid progress.

In 1920, The Tata Iron & Steel Company also incorporated The Tinplate Company of India
Ltd (TCIL), as a joint venture with then Burmah Shell to manufacture Tinplate. TCIL is now
Tata Tinplate and holds 70% market share in India.

By 1939, it operated the largest steel plant in the British Empire. The company launched a
major modernisation and expansion program in 1951. Later, in 1958, the program was
upgraded to 2 million metric tonnes per annum (MTPA) project. By 1970, the company
employed around 40,000 people at Jamshedpur, and a further 20,000 in the neighbouring coal
mines.

In November 2021, Tata Steel was the most profitable company in the Tata Group. In July
2019 Tata Steel Kalinganagar (TSK) was included in the list of the World Economic Forum's
(WEF) Global Lighthouse Network.

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5.1 Are you satisfied with the accommodation facility, provided by the company?

Option No of responses %

Satisfied 61 87.1

Not Satisfied 9 12.9

Total 70 100

Interpretation:
This is the first basic need of a human. Accommodation should be situated in a good environment
and should be in a good area where one can survive easily. There are so many big concerns who does
not provide accommodation facility to their employees, but TSL provides accommodation facility to
their employees. TSL has its own township. There employees have no problem for accommodation in
TSL, Joda east. This is the first theory of motivation. The employees of TSL, Joda are satisfied with the
accommodation facility provided by the company.

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5.2 Are you satisfied with the health care facility?

Option No of responses %

Satisfied 55 78.6

Not Satisfied 15 21.4

Total 70 100

Interpretation:
Health care is one of the important factors of life. TSL has its own township, so the company
provides Hospital for the employees, with a good number of doctors for all diseases. There
are 11 doctors and 14 nurses available at Joda East. The employees are satisfied for a certain
limit, they have a complain also and that is, the health care facility is only for small and
normal diseases, if there is a measure disease arise then there are no arrangements for that.
They have to go for other Hospitals like District Headquarter Hospital, Keonjhar or to Tata
Hospital, Jamshedpur. Both those hospitals are nearest to Joda but those have a long distance.

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5.3 Are you feeling secured about your job?

Option No. of responses %

Satisfied 59 84.3

Not Satisfied 11 15.7

Total 70 100

Interpretation:
This is another factor of motivational theory feeling secure about the increases the morning
of the employee. TSL implies a feeling is it got about their jobs. The officers of TSL are
experienced and permanent.

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5.4 Are you satisfied with the education facilities available at Joda for your children?

Option No. of responses %

Satisfied 57 81.4

Not Satisfied 13 18.6

Total 70 100

Interpretation:
Education is the most vital part of life nowadays every parent wants to send the general
understand it’s going rather than an ordinary school. All there is one that children should
know all the aspects about to go but competitive world. TSL provides schooling facility for
the children of the employees, but employees of TSL, Joda are not satisfied with the
schooling facilities available at Joda. The various education institutions are, Govt. M.E
School, Tata Primary School, Joda East UP, ME School, Girls High School, Joda High
School, Hill Top Primary School, Saraswati Sishu Mandir, Women’s College etc. The school
at Joda is an ordinary one, and they want that company should provide a standard schooling
facility.

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5.5 Are you satisfied with your team members at your workplace?

Option No. of responses %

Satisfied 63 90

Not Satisfied 7 10

Total 70 100

Interpretation:
The team work exaggerates the morale of the employees and they put their best effort. The
employees of TSL, Joda are very much satisfied with their team members, all the employees
are co-operative with each other. All the employees at here shares their information relating
their work, divides there work properly. They give respect to each other and they make fun
with each other also. All the employees are very much co-operative with the outside people
also.

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5.6 Are you satisfied training and development programs which are provided by the
company?

Option No. of responses %

Satisfied 51 72.9

Not Satisfied 19 27.1

Total 70 100

Interpretation:
Training and development program this is one of the factors which every employee needs at
the very first time in an organization and this is a continuous process. The employees of TSL
are not fully not satisfied with this factor. There are 27.1% employees are satisfied and 72.9%
are not. The unsatisfied employees says that, this is not a continuous process at TSL, Joda.
Some of them complains that the training and development programs which are provided by
the company are not enough for them.

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5.7 Are you satisfied with the welfare facilities which are provided to you at the working
area?

Option No. of responses %

Satisfied 55 78.6

Not Satisfied 15 21.4

Interpretation:
Training and development program this is one of the factors which every employee needs at
the very first time in an organisation and this is a continuous process. The employees of TSL
are not fully satisfied with the factor. There are 21.4% employees are not satisfied and 78.6%
are satisfied. The unsatisfied employees say that this is not a continuous process at the TSL,
Joda. Some of them complained that the training and I will open programs which are
provided by the company and not enough for them.

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5.8 Are you satisfied with your salary package?

Option No. of responses %

Satisfied 53 53

Not Satisfied 17 17

Total 70 100

Interpretation:
This is the question on which no one will give true answer. Because every person wants more
and more money than he/she gets and that’s why everyone mustn't satisfied with their salary
packages. But when I ask the employees of TSL about their salary package according to their
performance, and performance wise they are satisfied with the salary package. But there are a
few young employees are working there, who are not satisfied with the salary package which
they are getting. When I ask about those unsatisfied employees to employees who spends
their long period of time in TSL said that, if they (unsatisfied employees) are not satisfied,
then why do they work at here. They must work at their where they get the right salary
according to their performance and should leave TSL.

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5.9 Do you get recognition for your individual/group performance?

Option No. of responses %

Yes 51 51

No 19 19

Total 70 100

Interpretation:
Near about 72.9% TSL employees of the survey gets recognition for their individual/group
performance. The rest employees don’t get any recognition because they are new. This is
another motivational factor which motivates the employees to give their best again and again
towards the company.

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5.10 Does your company co-operate and helps you at emergency time?

Option No. of responses %

Yes 57 81.4

No 13 18.6

Total 70 100

Interpretation:
TSL co-operates with their employees in an emergency time. All the employees are very
much satisfied with the emergency helping facility. The facilities are like if one of the
employee’s family member or the employee itself suddenly suffers from measure disease,
company helps them by providing sufficient money.

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5.11 Are you associated with any social activity?

Option No. of responses %

Yes 50 71.4

No 20 28.6

Total 70 100

Interpretation:
There are a greater number of employees who are associated with any social activity, nearly
about 71.4% of the employees are associated. Some are associated with temple committee,
and organize festivals. Some are associated with the community centre and organize
occasional festivals (new year parties), etc.

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5.12 Are you maintaining your family comfortably with the salary you have?

Option No. of responses %

Yes 56 80

No 14 20

Total 70 100

Interpretation:
All the employees of service said yes on this question, because company fulfils all the needs
of the employees starting from well-facilitate accommodation, provides grocery items
through store with less price than market, medicines from companies’ hospital, etc. One for
the rest items the employees have to spent as per their need.

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5.13 How much you spent and how much you save in a month?

Option No. of responses %

Savings 50 50 71.4

Spent 20 20 28.6

Total 70 100

Interpretation:
All the employees spent above Rs.5000 and saves according to their capacity starting from
Rs.1000 to Rs.10,000.

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5.14 Does the company provide you the standard safety appliances?

Option No. of responses %

Yes 56 80

No 14 20

Total 70 100

Interpretation:
The first policy of TSL is safety, and we could see the Hoardings of safety principle
everywhere at TSL, Joda. Joda is the mines division of TSL. The company’s management
focused its best in providing the safety appliances to the employees. The employees of Joda,
TSL are very much satisfied with the safety appliances provided by the company.

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5.15 Which one do you possess in lifestyle?

Option No. of responses %

Own House 36 51.4

Own Car 23 32.9

Other 11 15.7

Total 70 100

Interpretation:
This question reflects the quality of life of the employees of TSL, Joda. Above 90% of the
employees has their own house, own car and other possessions such as laptop, apartment etc,
and all those necessary items which are needed in today’s lifestyle. The rest of the employees
has their own houses.

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 FINDINGS AND SUGGESTIONS

TSL’s management fulfils the needs and wants of the employees, company provides a
standard quality of life to all employees. But there are some places where the company
should have to make a few rectifications.
1.The repair and maintenance work of the houses which are provided to the TSL, Joda
employees
2. Company should provide a better schooling facility for Joda division. And school bus for
school going children. English medium and minimum up to 10th or 12th class,
just like, DPS (Delhi Public School), DAV, etc. This is an off the job facility.
3. The health care facility could be more standardized.
4. The training and development program is not good at Joda; the company should work more
on that and should make it a continues process. Company should provide
higher studies facilities for interested employees.
5. TSL could provide more better quality of life at Joda division. Tata steel should provide
city living life for employees of Joad, which are provided at Jamshedpur, BBSR branch, and
others. The working environment is good, but it could be better by renovating the internal
infrastructure of the offices of Joda.

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 CONCLUSION

Tata steel limited is one of the best companies of India as well as of world. TSL knows for its
best TQM and HR policies in the world. The employees are very much satisfied, who are
working for TSL. All the employees are motivated and work together to achieve company’s
goal. Because of high motivated employees TSL, Joda division increases its production this
year from the employees is very lucky, who are working and who will work for TSL.
The company should provide all those facilities, which it provides at other offices in India
excluding Joda division. Earning of more and more money is not enough for live the life, if
an employee wouldn’t able to give time to his/her family, then he/she must be disturbed at the
working duration. If the employee gives his/her best effort to the company, then the next
responsibility is of the company to provide a better quality of life in return.

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Larkin-Perkins, Bridgette. "Employee Job Satisfaction and Employees' Voluntary Turnover
Intentions
Steffen, Amy E. "Employee satisfaction and family-supportive workplace benefits."
Cranny, C. J., P. C. Smith, and E. F. Stone. Job Satisfaction: How People Feel About Their
Jobs and How It Affects Their Performance.
Christen, M. Iyer, G. and Soberman, D. (2006). Employee and Job Satisfaction, Job
Performance, and Effort: A Re-examination Using Agency Theory, Journal of Marketing,
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Bojadjiev, M., Petkovska, M. S., Misoska, A. T., &Stojanovska, J. (2015). Perceived work
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 BIBLIOGRAPHY

https://en.wikipedia.org/wiki/Tata_Steel
https://www.tatasteel.com/corporate/our-organisation/company-profile/
https://www.tatasteel.com/corporate/our-organisation/heritage/
https://www.academia.edu/35827890/
a_case_study_on_financial_performance_of_tata_steel_limited

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