Preview

Critical Success Factors For Cement Industry In India A Case Study Analysis

Good Essays
Open Document
Open Document
7054 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
Critical Success Factors For Cement Industry In India A Case Study Analysis
ISSN: 2348 9510
International Journal Of Core Engineering & Management (IJCEM)
Volume 1, Issue 7, October 2014

Critical Success Factors for Cement Industry in India: A Case Study
Analysis
Dr.R.L.Shrivastava1, Sanjeev Shrivastava2, Dr.S.K.Ganguly3
1

2

3

Professor and Dean, Faculty of Mechanical & Production Engineering, Yeshwantrao Chawan College of
Engineering, Nagpur University, Maharashtra State, India

PhD Research Scholar, Department of Mechanical & Production Engineering, Yeshwantrao Chawan College of Engineering, Nagpur University, Maharashtra State, India

Professor and Head of Department, Faculty of Mechanical Engineering, Bhilai Institute of Technology, Durg,
Chhattisgarh Swami Vivekananda Technical University, Bhilai, Chhattisgarh State, India

Abstract
Purpose: The purpose of this paper is aimed at development and validation of an instrument for factor analysis implementation in cement industries of India. It provides consolidation of the quality literature by identifying 09 Critical Success Factors for analysis.
Design/methodology/approach: The paper presents the case study approach of current green manufacturing strategies of cement companies and provides the Industrial Environmental Impact Data Collection, Design &
Control of Manufacturing Systems and Integration-Product & Manufacturing system with questionnaire with employees, top and middle managers in fourteen cement factories.
Findings: It has been found that the fourteen factories under investigation have low productivity and production levels when compared with the design values. There is no clear TQM strategy and it has been found that the lack of training and personal development is the main cause of this problem. In addition, employees are found not to be motivated because of the lack of a management strategy and reward structure.
Research limitations/implications: Based on the findings, a new framework for GM has been developed. A broad range of survey and research was reviewed, and all



References:  Aleksander Janes and Armand Faganel, (2013), “Instruments and methods for the integration of  Chun-Jen Chung and Hui-Ming Wee, (2008), “Green-component life-cycle value on design and reverse D.B. Desai, A.K. Gupta and Pradeep Kumar, (2013), "Green Concrete: Need Of Environment ", International Journal of Advanced Science, Engineering and Technology, Vol  Goitom Tesfom, (2006), “The Role of Social Networks on the Entrepreneurial Drive of First  Ibrahim Dincer and Sadik Dost, (1996), “Energy intensities for Canada”, Applied Energy, Vol Juan Cagiao, Breixo Gómez, Juan Luis Doménech, Salvador Gutiérrez Mainarc and Hortensia Gutiérrez Lanzac, (2011), “Calculation of the corporate carbon footprint of the cement industry by the application of MC3 methodology”, Ecological Indicators, Vol. 11, pp. 1526–1540. ́ edes Estrada -Martıń ez, (2004), “Roadmap towards a sustainable hydrogen economy in Mexico”, Journal of Power Sources, Vol

You May Also Find These Documents Helpful

  • Powerful Essays

    Motivation is one of the most essential part to a business or an organisation, the reason to this is because without motivation your employees would not have the desire and will to do something or to push their self a little harder to get something finished. For example if someone doesn’t get out of bed to get to college, work or a meeting this shows that they are not willing to either learn, work or meet someone therefore this isn’t a motivated person. Every individual will have a way they get motivated, not everyone has the same motivation strategy therefore each employee will have their own way to be motivated, and some of the things which will motivate someone are money and deadlines.…

    • 4235 Words
    • 17 Pages
    Powerful Essays
  • Good Essays

    Some theories of motivation use individual needs to explain the behaviors and attitudes of people at work and all the theories agree that needs cause tensions that influence attitudes and behavior. Good managers and leaders establish conditions in which people can satisfy important needs through their work. They also take action to eliminate things that can block the satisfaction of important needs. (Chapter 10, Section 10.1) As a manager expectancy theory is one motivation you want to keep within your teams. People believe that working hard will result in a level of task performance being completed. A person also believes that successful performance will be followed by some sort of reward or other means of an incentive. People place value on their work also just because of the possible rewards and other work-related outcomes. Being an observant manager an applying this theory when necessary will keep employees fulfilled and wanting to do their jobs to the full…

    • 927 Words
    • 4 Pages
    Good Essays
  • Powerful Essays

    Engstrom Auto Case

    • 1414 Words
    • 4 Pages

    Motivation is important because it is one of the three main forces that lead to good job performance. Job performance is a combination of motivation, ability, and environment. There is an overwhelming amount of evidence to show that employees are not being motivated to achieve a high performance level, thus leading to the problems of low productivity and…

    • 1414 Words
    • 4 Pages
    Powerful Essays
  • Good Essays

    Employee motivation is an issue that organizations face on a day to day basis. It can cause job dissatisfaction and turnovers for an organization. Organizations should develop strategies that would increase innovation, recognize the value of teamwork, and equally reward and motivate employees. How well an organization handles issues that may arise from employees can mean the difference between an energized, productive workforce and a languid non-productive one.…

    • 1893 Words
    • 8 Pages
    Good Essays
  • Powerful Essays

    Any career, or workplace, that you go to you will find those employees that are unmotivated to do anything with their job. These motivational issues will vary from person to person as to what causes them, however many stem from outside external factors. These factors hinder people in the workplace and do not allow them to strive to reach the goals they want to achieve. A few of these factors have to deal with one’s health, career choices, and personal finance. While, they aren’t the only factors, these three factors do tend to present themselves in many situations within the workplace.…

    • 1726 Words
    • 7 Pages
    Powerful Essays
  • Better Essays

    Employees find it hard to keep themselves motivated…

    • 1133 Words
    • 41 Pages
    Better Essays
  • Powerful Essays

    The analysis also shows that there was a combination of factors that lead to poor management, therefore, this lowers employee morale due to lack of motivation.…

    • 1335 Words
    • 6 Pages
    Powerful Essays
  • Powerful Essays

    Total 107 Table III. Requirement of technologies IJQRM 13,3 72 place. Appropriate new technology that is supportive of the practices of TQM must be adopted. Making the right decision about the choice of new technologies involves the careful analysis of several strategic variables. In this paper, strategic variables have been identified and analysed using quality function deployment and the analytic hierarchy process.…

    • 6625 Words
    • 27 Pages
    Powerful Essays
  • Good Essays

    Employee motivation has always been an issue, I believe, for leaders and managers. Unmotivated employees are likely to spend little or no effort in their jobs, avoid the workplace as much as possible, exit the organization if given the opportunity and produce low quality work. On the other hand, employees who feel motivated to work are likely to be persistent, creative and productive, turning out high quality work that they willingly undertake. Reality however is that every employee has different ways to become motivated and as leaders and managers we need to get to know, and understand, our employees well and be able to use different tactics to motivate each of them based on their personal wants and needs.…

    • 3716 Words
    • 13 Pages
    Good Essays
  • Better Essays

    Teamwork and Motivation

    • 1606 Words
    • 7 Pages

    Manzoor, Q. (2012). Impact of Employees Motivation on Organizational Effectiveness. Business Management & Strategy (BMS), 3(1), 1-12. doi:10.5296/bms.v3i1.904…

    • 1606 Words
    • 7 Pages
    Better Essays
  • Good Essays

    Brainstorming Case

    • 754 Words
    • 4 Pages

    - Organizational analysis: as mentioned above there can be a problem in the incentives and rewards that employees get for their work. Its possible that employees are discouraged for the hard work they do so they would be demotivated to follow the goals, policies and procedures that the work place requires them to…

    • 754 Words
    • 4 Pages
    Good Essays
  • Better Essays

    Proposal Plan

    • 1190 Words
    • 5 Pages

    The most important part are the employees in this organization, and sadly the motivation is not up to par. Employees who lack motivation, insinuates that employees are not receiving proper rewards. Instead of management focusing on only one specific part of a department, they should rather work together towards a solid vision for the business. Presently, there is room for opportunity, to actually analyze the Human Resource Management system and see what are the problems which are leading employees to show lack of motivation. (Riordan Manufacturing, p.2) Through various research, employees and outside sources, especially Human Capital Consulting firms, believe that financial compensation is lower than market value. Employees are also not comprehending how pay intertwines with job performance. 2003 to 2004 surveys show that employees think that pay connects to seniority. (Chen & Hsieh, 2006, p.13)…

    • 1190 Words
    • 5 Pages
    Better Essays
  • Best Essays

    The first team case based on “Pamela Jones: Former Programming Manager,” observes a number Organizational Behaviour issues related to the lack of motivation in the workplace. These negative feelings are driven from a weak corporate culture, poor organizational structure, and failure to recognize the importance of intrinsic motivators. It is evident that an organization should address these internal necessities in order to manage job satisfaction. An organization’s failure to empathize with these needs, not only generates job deprivation, but also leads to high employee turnover. Throughout this paper we have identified and analyzed the underlying symptoms and have set recommendations to stimulate a healthy work environment.…

    • 2010 Words
    • 9 Pages
    Best Essays
  • Better Essays

    Coming from a military background morale and motivation were 2 key words that were ingrained in my head day after day while in serving in the armed forces. The command and control leadership style used fear of punishment for not performing your job vs. awards and recognition for doing it right. Even though my leadership always talked about change and ways to improve, morale and motivation were always issues. Organizations have goals whether it be the countries defense or to grow and make profit for its owners and shareholders. However none of these goals can be achieved by ordering people to do what we want. In the military this approach might have worked for short term goals, but over time it can destroy morale and stifle motivation in the workplace. Experience has shown that helping people realize their full potential can lead to attaining goals that would be impossible to reach under a command and control leadership style. Recent surveys have found that employee motivation is sagging throughout the world and morale has fallen at almost half of all companies (Quast, 2011). In order to successfully motivate your workforce you must first focus on overall morale.…

    • 1729 Words
    • 7 Pages
    Better Essays
  • Good Essays

    Bosses are often accused of not motivation their workers. They assume that if a person is hired for a job they should perform their job and the motivation should come from the fact that they are receiving a paycheck. This could be deemed as a true statement if the company does not believe in promoting a team environment. When a boss, director, group leader or who ever is put in to a leadership position does not motivate their subordinate there is usually a lack in performance. People enjoy working for leaders with good motivational skills. Motivation skills discover what people are capable of doing and how well they can do it, plus encourage them to strive to do more while taking pride in what they have done.…

    • 2798 Words
    • 12 Pages
    Good Essays

Related Topics