PROCESS OF BATTTERY MANUFACTURE

1. CASTING DEPARTMENT:- In the casting department two types of casting

happens, which are as follows:
a. Grid casting: Using this casting method Valve Regulated Lead Acid
batteries are made. The machine used here is Auto Grid Casting
Machine (AGCM) to make both positive and negative plates. The lead
bar is melted at 500 degree C in this machine and using different moulds
the positive and negative plates are made.
b. SPINE CASTING: Using this method of casting Tubular batteries are
made. The machine used here is pressure die casting (PDC) machine to
make positive and negative plates. The lead bar is melted at 450-500
degree C and using different moulds the positive and negative plates are
made.
2. PASTING DEPARTMENT:- In general, in this department positive and
negative plates are pasted. The raw material used here is pure lead. And
in ball casting pure lead is mixed with oxygen to form lead oxide. Using
this, lead oxide balls are made. 30 tons of lead oxide balls are stored in
ball casting machine. The weight of each ball is 85 to 95 grams. In a ball
mill the lead oxide balls are related in such a way that they collide with
each other and come into the powder form. The capacity of a ball mill is
7 ton. Then the powder is stored in silo. The silo can store upto 40 tons of
powder at the temperature of 60 to 70 degree CELSIUS. Then after
storage for 3 hours it is mixed for 1 hour and is made like a paste then it
goes into the flash oven where the grids are inserted and pasted. After
this the grids go into the curing chamber, where the humidity in it is 95
degree Celsius and the temperature is 50 degree CELSIUS. After 36 hours
of curing, the plates are moved in plate drier, where the plates are dried
for 12 hours at the temperature is 50 degree CELSIUS.
3. TUBULAR FILLING DEPARTMENT:- In this department the raw material
used are grey oxide and red oxide. The oxides are mixed using a blender
under different ratios and then the powder is filled in the pasted plates.
After this process, the plates are dipped in 1.2 gravity sulphuric acid for 2
hours. Then the plates are again dried in plate drier for 12 hours. Then
after the pole casting, the plates are ready to assemble.
4. ASSEMBLING DEPARTMENT:-
a. The first step in the assembling section is to make the combination of
positive and negative plates where the number of positive plate is one
less than the negative plate.
b. The second step is where these combination of plates is inserted into
the container. The process is known as group insertion.
c. In the third step the battery is tested if it doesn’t have any short
circuit in it.
d. The next step is where the positive and negative cells are welded
together. It is known as intercell welding (ICW).
e. The next step is done to test the resistance of the battery. The process
is known as internal resistance testing.
f. Then the lid is attached to the battery by heating it and sealing it.
g. Then the battery is tested if it has any leaks or not. This is known as
leak testing and is the last process in assembling.
5. ACID FILLING DEPARTMENT:- In this process the assembled battery is
filled with sulphuric acid. The volume of acid filled differs from type of
batteries.
6. CHARGING DEPARTMENT:- After acid filling the battery is left to take rest
for 2 to 4 hours so that the battery soaks the acid completely. Then it is
charged by dipping it in water. And then left for 6 hours rest. Charging
time differs from type to type. After charging, the topup charge should
be more than 16.50V. And the after charge gravity should be 12.60
gravity and topup more than 12.50.
7. PACKING DEPARTMENT:- This is the last department and has various
process in it. After the battery is charged, it is washed and then the open
circuit voltage is tested which should be more than 12.50V. Then the
battery is discharged at a high rate to know the backup. If the battery
passes both the quality tests only then it is packed. Then the serial
number is punched on the battery, caution and Q.C sticker is sticked.
The terminal is colored as red for positive and black for negative. Topup
indicator is put into the box and the battery is packed. The packed
battery is ready to dispatch.
 ORGANIZATIONAL STRUCTURE
The system that outlines how certain activities are directed in order to achieve the goals of an
organization is organizational structure.
These can include rules, roles and responsibilities.
The organizational structure determines how info flows between the levels of the company.
Having an organizational structure in place helps or allows the companies to remain efficient
and focused.

TYPES OF ORGANISATIONAL
STRUCTURES
A. Functional structure:
This is the 1st and most common structure.
Also known as bureaucratic organizational structure.
Breaks up a company based on individual specializations.

B. Divisional or Multidivisional structure:

Common among large companies having many business units.
Structures the company based on the product line.
Here each of unit has its own president.

C. Flatarchy Structure:
It is a newer structure and used in startups.
Hierarchy of command is flattened and the employees are given a lot of autonomy.
Companies using this type of structure have high speed of implementation.

D. Matrix structure:
It is the fourth and the final structure.
It is the most confusing and least used.
It matrixes employees across different superiors, divisions or departments.
 BENEFITS OF ORGANIZATIONAL
STRUCTURE

It becomes easy for the firm to decide salary grades and ranges
for each position.
The structure makes operations more efficient and more effective.
By separating employees and functions into different
departments, the companies can perform multiple operations at
once.
A very clear organizational structure informs employees how best
to get their jobs done.

ORGANISATIONAL CULTURE
Organizational structure is defines as the shared values attitudes and practices that
characterize an organization.

TYPES OF ORGANISATIONAL CULTURE

A. CLAN CULTURE:
A Clan culture is people focused in the sense that the company feels like a one big
happy family.
This is the highly collaborative work environment where every individual is valued and
communicated at the top priority.

1. Benefits:
Boast high rates of employee engagement.
Happy employees make happy customers.
Great possibilities for market growth within a clan culture.

2. Drawbacks:
Difficult to maintain as company grows.
Day to day operation can seem clustered and lacking direction.
 B. ADHOCRACY CULTURE:
These are rooted in innovations. These are the companies that are on the cutting edge
of their industry. They are looking to develop the next big thing before anyone else has
even started asking the right questions.
Adhocracy cultures value individuality in the sense that the employees are encouraged
to think creatively and bring their ideas to the table.

1. Benefits:
This culture contributes to high profit margins and notoriety.
Employees stay motivated with the goal of breaking the mold.
With a focus on creativity and new ideas, professional development opportunities are
easy to justify.

2. Drawbacks:
Risk is risk, so there’s always a chance that a new venture won’t pan out and may
even hurt your business.
Adhocracy cultures can also foster competition between employees as the pressure
to come up with new ideas.

C. MARKET CULTURE:
Market culture prioritizes profitability. Everything is evaluated with the bottom line in
mind.
Each position has an objective that aligns with the company’s larger goal, and there are
often several degrees of separation between employees and leadership roles.
These are results oriented organizations that focus on external success rather than
internal satisfaction.
These cultures stresses more of meeting quotas, reaching targets and getting results.

Benefits:
Companies boasting market culture are profitable and successful, because whole organization
is externally focused, there’s a key objective employ can get behind and work toward.
Drawbacks:
On the other hand, because there’s a number tied to every decision, project and position within
the company, it can be difficult for employees to meaningfully engage with their work and live
out there professional purpose.