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INTRODUCTION:

In todays competitive business environment, organizations can no longer afford to

waste the potential of their workforce. There are key factors in the employees workplace

environment that impact greatly on their level of motivation and performance. The workplace

environment that is set in place impacts employee morale, productivity and performance,

both positively and negatively. It is not just coincidence that new programs addressing

lifestyle changes, work/life balance, health and fitness - previously not considered key

benefits - are now primary considerations of potential employees, and common practices

among the most admired companies.

In an effort to motivate workers, firms have implemented a number of practices such as

performance based pay, employment security agreements, practices to help balance work and

family, as well as various forms of information sharing. In addition to motivation, workers

need the skills and ability to do their job effectively. And for many firms, training the worker

has become a necessary input into the production process.

The success of any organization depends more on its ability to accurately measure the

performance of its employee and use that information to optimize their performance.

Performance is a multipurpose approach to be used effectively for rewards allocation ,

granting pay hikes and promotions , identification of development needs and finally as

criterion against which selection tool can be validated.

Human Resource department has a major role to play in ensuring the effectiveness of

the performance striking a fine balance between the interests of the employees and those of

the organization. Performance can either be evaluated or managed unless it is measurable.

The performance in whatever from carried at various level with view to identify

the areas that can be improved. Removed and determents and arritant identify training needs,

recognized individuals potential strength and weakness and for promoting or to transfer the

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areas with more responsibility to counsel it is necessary. The main purpose of employee

performance is to make an employee happy on his job and help them to develop their skills

by proper training. Performance provides information, which helps to counsel the

subordinates and also to present grievance, and in-disciplinary activities.

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NEED FOR THE STUDY:

The purpose of this study is to examine the relationship between personality, work

environment preferences, and the outcome variables, performance and commitment.

The management must take an active role in not only defining the physical

environment of the workplace and making it conducive for workers but also alter the

management style to suit the employees. This refers to changing aspects like ethics,

behaviour, commitment, professionalism, drive and interpersonal relations in employees for

the better.

The work place environment in a majority of industry is unsafe and unhealthy. These

includes poorly designed workstations, unsuitable furniture, lack of ventilation, inappropriate

lighting, excessive noise, insufficient safety measures in fire emergencies and lack of

personal protective equipment. People working in such environment are prone to

occupational disease and it impacts on employees performance. Thus productivity is

decreased due to the workplace environment. It is a wide industrial area where the employees

are facing a serious problem in their work place like environmental and physical factors. So it

is difficult to provide facilities to increase their performance level.

Creating a work environment in which employees are productive is essential to

increased profits for organization. Principals of management that dictate how, exactly to

maximize employee productivity centre around two major areas of focus:

Personal motivation and the infrastructure of the work environment .

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SCOPE OF THE STUDY:

The present study is conducted to get the opinion from employees of NTPC LTD. The

analysis of the workplace environment at different sectors and the research is done to

understand the performance level of the employees due to the work environment. Also

attempt has been made to identify the motivational factors to attain the target. The

organization selected for the study employs more than 2000 employees and, is known to

practice all statutory and employee welfare measures within its environment.

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OBJECTIVES OF THE STUDY:

To be precise, this research would seek to fulfil the below listed objectives:

1. To understand relationship between the employees and their work environment.

2. To analyze workplace factors affecting the employeesperformance.

3. To suggest the measures to improve the working conditions for better performance.

4.To analyze work place physical design in NTPC LTD. Ramagundam.

5.To determine the impact of work environment on employees productivity.

6. To assess the effect of employees health on their work performance.

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RESEARCH METHODOLOGY

Research methodology is a way to solve the research problem systematically .It may be

understood as a science of studying how research is done scientifically.

RESEARCH DESIGN:

Once the problem is identified, the next step is the research design. Research design is

the basic framework of rest of the study. A research design specifies the methods and

procedures for conducting particular study. In this project we are following descriptive

research design.

Total population =2000

Sample =100

Sample piece =100

There are two types of data sources:

Primary data

Secondary data

PRIMARY DATA:

The primary data is fresh information collected for a specified study. The primary data can

be gathered by questionnaire method. Here the entire scheme of plan starts with the

definition of various terms used, units to be employed, type of enquiry to be conducted,

extent of accuracy aimed etc.,

The methods commonly used for the collection of primary data are:

Direct personal investigation, where the data is collected by the investigator from the sources

concerned.

Indirect oral interviews, where the interview is conducted directly or indirectly concerned

with subject matter of the enquiry.

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Information received through local agencies, which are appointed by the investigator.

Questionnaire method, here the method consists in preparing a questionnaire (a list of

questions relating to the field of enquiry and providing space for the answers to be filled by

the respondents.), which is mailed to the respondents with a request for quick response within

the specified time. In this project questionnaire method is used to collect the primary data.

SECONDARY DATA:

The secondary data refers to data, which already exists.

The secondary data collect from internal records, business magazines, company websites and

Newspapers.

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LIMITATIONS OF THE STUDY:

The sample size is not diverse enough to give the image of all workers working in NTPCLtd.

The data collected was based on subjective productivity measurement; some otherobjective method of collecting data can also be used.

Data was collected by employing the simple method of structured questionnaires; othermethods could have been used for collecting data.

The survey was bound to be completed in a certain time, so time limit was a barrier frominvestigating more employees and acquiring more information.

As the survey comprises a large number of populations, so for the sake of ease onlyinternet based data was collected.

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ORIGIN OF NTPC:

NTPC was incorporated in November 1975 with the main objective of planning

prompting and organizing on integral development of thermal power in the country. The

company started functioning in March 1976.

ABOUT NTPC:

Energy is an important parameter in the overall economic development activity of any

country. It has become synonymous with the progress in all fields of activities. Power is the

single factor, which changed the way of living. The National Thermal Power Corporation

Limited, established in November 1975, has become the most important infrastructure input

for improving the standard of living to meet the growing demand and to fulfil the needs of the

country. Just in 37 years, this company has grown to be the largest producer of power in the

country. NTPC LTD, the MAHA RATNA Power giant today generates one-fourth of the

total power in the country and it is ranged 9 th largest thermal power generating utility in the

world.

NTPC ORGANIZATION AND FUNCTIONS

The original design is one of the main factors, which ultimately determine the

effectiveness of an enterprise. The broad of directors is the supreme policy making body,

which give the direction to the activities of the organization. The head of this board is the

chairman & managing director Shri. ARUP ROY CHOUDHURY, who is also the full time

chief executive of the company. The members of this board are both full-time directors as

well as senior level officers. The basis divisions, which are accountable to CMD, are

1. Technical and engineering division

2. Corporate commercial division

3. Operation services division

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4. Corporate human resource division

5. Corporate project division

6. Corporate finance division

7. Vigilance division

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VISION:

To be one of the worlds largest and best power utilities, powering India's growth.

CORE VALUES:

BE COMMITTED

B Business Ethics

E Environmentally & Economically Sustainable

C Customer Focus

O Organisational & Professional Pride

M Mutual Respect & Trust

M Motivating self & others

I Innovation & Speed

T Total Quality for Excellence

T Transparent & Respected Organisation

E Enterprising

D Devoted

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MISSION:

Develop and provide reliable power, related products and service at

competitive price, integrating multiple energy source with innovative and eco friendly

technologies and contribute to society

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RAMAGUNDAM SUPER THERMAL POWER STATIONS (RSTPS)

NTPC was setup in 7th Jan. 1975 to establish large generating to strong the regional

girds. Ramagundam Super Thermal Power Project had an approved investment of Rs.2059.22

Crores RSTPS in the interior of Andhra Pradesh.

November 14th 1978, suddenly the sleepy village RAMAGUNDAM becomes the

sense of hectic activities. Barricades & welcomes arches were created all the among the road

leading to what in now the site of 2600 MW power station.

It is on this auspicious day of November 1978 the prime minister of India late Shri.

Morarji Desai laid the foundation stone for the MAMMOTH POWER STATION IN SOUTH

INDIA.

Its emergency has put the southern states one step ahead in their effort to meet their

power requirement. Third in the series super Thermal power station set up by NTPC

Ramagundam is situated in the interiors of ANDHRA PRADESH on the banks of

GODAVARI RIVER in Karimnagar Dist of TELANGANA REGION, just across the cold

pitheads of the SINGARENI COLLIERIES.

Ramagundam has been rising at this time & earned the proud destination of being the

only station in the country to commission all the six units ahead of schedule, constructed at a

cost of Rs. 1702 corers, the station has been one of the largest recipients of the World Bank.

Its project implementation & financial control has earned a path from the World Bank

Ramagundam can be considered as the school for construction of Power Projects. The

major External financing sources are IBRD, IDA & OPEC.

Ramagundam generation proportion has achieved the govt. of India meritorious

productivity awards as manyh as four times. The beneficiaries of RSTPP are Andhra Pradesh,

Tamilnadu, Kerala, Karnataka, Goa and Pondicherry.

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The plant load factor for the year 2003 - 2004 was 88.5% and it stands in the fourth

place among the NTPC stations. And 92.24% in 2007 - 08 NTPC as a whole and 90.14% in

Ramagundam.

The cater to the growing demand for power the seventh unit of 500MW is added. The station

has the required infrastructure facilities and the commitment of the employees.

LOCATION

The 2600MW Ramagundam super thermal project is located in karimnager district of

Andhra Pradesh south of river Godavari. The project linked to the south Godavari coalfield or

the Singareni Collieries. In addition to the capacity of 500MW in Ramagundam stage-III

have commissioned increasing the total capacity to 2600MW as on December - 15 - 2006.

Following are units sizes:

Stage 1 : 3*200MW

Stage 2 : 3*500MW

Stage 3 : 1*500MW

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RSTPS ORGANIZATION & FUNCTIONS

The project organization, headed by a General Manager, entrusted with the total

responsibility for implementation of all aspects of the project in accordance with the master

network schedule and the operation maintenance of running units in a most cost effective

manner.

I. Project Organization:

The two executives functions under this are civil construction and equipment

erection. The civil construction takes care of all the activities starting from survey and soil

investigation, site levelling, infrastructure development, township construction etc. The

equipment erection wing carries out of the mechanical and electrical and control and

instrument activities concerning erection and commission of plant and equipment.

II. Operation and Maintenance:

This department looks after the operation of commissioned units and the short, long-

team maintenance works. O&M includes main plant operation mechanical maintenance,

electrical maintenance, and control instrumentation maintenance, fuel handling (O&M)

chemistry and coal transport groups.

III. Materials Management, Personnel and Administration:

This group under takes the control of bulk structure construction materials like steel,

cement, diesel, and fuel oil apart from the procurements, storages and control of

consumables, equipments and spare parts.

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NTPC ACTIVITES

a. Planning & investigation of new site preparation of feasibility prospect report & the designing as well as engineering of power stations.

b. NTPC is also managing Badarpur Thermal Power Station (705MW) of Govt. of Indiain Delhi.

c. Operation & maintenance of power stations.d. Research & development in area relate to power generation.e. NTPC also bagged a turnkey contract for the construction of 21 sub-stations from

Nepal electricity authority.

f. The Research & Development of NTPC has been instrumental.g. Enhancing the reliability of plant & equipment.

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OBJECTIVES OF NTPC

1. To add generation capacity within prescribed time and cost to operate & maintainpower stations at high availability ensuring minimum cost of generation. It has

planned massive growth to mate itself40,000MW Company.

2. To maintain the financial soundness of the company by managing the financialoperation in accordance with good commercial utility practices.

3. To function as a responsible corporate citizen & discharges social responsibility inobject of environmental protection & rehabilitation. The corporation will strive to

utilize the ash produced as its stations to the maximum extent possible through

production of ash bricks, building material etc.

4. To adopt appropriate human resource development policy leading to creation of teamof motivated & competent power professionals. The introduce assimilate & attain self

sufficiency in technology, acquire expertise utility management. Practices and to

disseminate knowledge essentially as contribution t o other constituents of the power

sector in the country.

5. To develop search and development for achieving improved plant reliability.6. To expand the consultancy operations and to participate in ventures abroad.7. To add generating capacity within prescribed time and cost.8. To expand the constancy operations and to participate ventures abroad.9. To maintain the financial soundness of the by managing the financial operations in

accordance with good commercial utility practices.

10.To operate and maintain power stations as high availability ensuring minimum cost ofgeneration

11.To develop research and development for achieving improved plant reliability.

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12.To develop appropriate commercial policy leading to remunerative tariffs andminimum receivables.

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CORPORATE MISSION

Make available reliable and quality power in increasingly large qualities ofappropriate tariffs and ensure timely realization of revenues.

Adopts a broad-based capacity portfolio including Hydropower, LNG Nuclear Powertrading distribution, transmission, coal beneficiation etc.

Be and integrated utility by implementing strategic diversification in areas such as power trading distribution, transmission, coal beneficiation etc.

Develop a strong portfolio business assets etc. Continuously attract and develop competent and committed human resources to match

world standards.

Lead developmental efforts in the India power sector including assisting state utilityreform, policy advocacy etc.

Be a socially responsible corporate entity with thrust on environment protection, ashutilization, community development, and energy conservation.

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SALIENT FEATURES NTPC, RAMAGUNDAM UNIT

Location : Karimnagar Dist, Andhra Pradesh

Installed Capacity : 2600MW (3*200, 4*500)

Stage - 1 : 200MW*3

Stage - 2 : 500MW*3

Stage - 3 : 500MW*1

Land : 9542 Acres

Approved cost

Stage1 & 2 : Rs.2059.22 Crores

Stage3 : Rs.1818.46 Crores

Fuel Source

Stage1 & 2 : Singareni Collieries

Stage3 : Kobra coal fields of SECL

Coal transportation : Merry-Go-Round System

Water source : Sriram Sagar Project

Beneficiaries : Andhra Pradesh, Tamilnadu, Karnataka,

Kerala, Goa, Pondicherry, Dadar.

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RAMAGUNDAM MILESTONES

RAMAGUNDAM UNITVII PROJECT PROFILE:

Capacity : 500MW

Location : RSTPS (near existing 2100MW),

Karimnagar District, A.P.

Fuel Type & Source : Coal, SECL

Fuel Requirement : 2.5 MTPA

Water Requirement : 30 Cusecs

Water Source : Pochampad Power Canal of Sriram SagarProject

Project Cost : Rs.1780.99 Crores (III Quarter, 1998)

Beneficiary States : Andhra Pradesh (145.86 MW), Tamilnadu (118.20MW)

Karnataka (86.76MW), Kerala (61.61MW),

Pondicherry (12.57MW), Un-allocated (75.00MW).

ACIVITY STAGE-I STAGE-II STAGE-III

GOVT.APPROVAL APRIL78 SEPT81

WORLD BANK TIE UP FEB79 JAN82 AUG01

UNIT-1 Commissioning OCT83 - -

UNIT-2 Commissioning MAY84 - -

UNIT-3 Commissioning DEC84 - -

UNIT-4 Commissioning - JUN88 -

UNIT-5 Commissioning - MAR89 -UNIT-6 Commissioning - OCT89 -

UNIT-7 Commissioning - - AUG04

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STATION HIGHLIGHTS

ACCREDITED WITH ISO 14001 ACCREDITED WITH ISO 9001 ACCREDITED WITH SA8000 ACCREDITED WITH OHSAS 18001 CERTIFIED AS 5S STATION RAMAGUNDAM WAS ACCREDITED WITH STRONG COMMITMENT TO

EXCEL UNDER CII-EXIM BANK BUSINESS EXCELLENCE MODEL FOR

2005-2006.

STATION HIGHLIGHTS

RECEIVED CEA GOLD MEDAL FOR 7 CONSECUTIVE YEARS (1997-98 TO2003-04)

RECEIVED CEA EFFICIENT & ECONOMIC AWARD FOR LESS Sp oil consFOR 11 CONSECUTIVE YEARS

RECEIVED CEA GOLD MEDAL FOR BEST EXECUTED 500MW UNIT (EARLYCOMPLEATION OF UNIT # 7) FOR THE YEAR 2004-2005.

ROLL OF HONOURS

RECEIVED PM SHRAM BHUSHAN AWARD FOR FOUR TIMES IN 1987, 1989,1994-95, & 1995-96.

A.P GOVT. KARKIK RATNA AWARD FOR TWO TIMES IN 1993 &1996-97. RECEIVED BEST MANAGEMENT AWARD FROM A.P GOVT. FOR 2004-05. RAMAGUNDAM EMPOLYEE HAS RECEIVED SHARMA SHAKTHI

AWARD FROM A.P. STATE GOVT FOR 2006-07.

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RAMAGUNDAM BAGGED VISHWAKARMA RASTRIYA PURAHKAR FOR-2TIMES (2005, 2006).

AND INNOVATIVE GOT EXCELLENCE AND NIRVIRAM CHAKRA GOTDISTINGUISHED AWARDS.

NTPC RAMAGUNDAM TEAM BAGGED ASIAN SECOND POSITION INBUSINESS MINDS 2008 HELD IN HONGKONG.

STATION HAS RECEIVED SILVER SHEILD FOR MERITORIOUSPERFORMANCE IN POWER SECTOR FOR 2007-08 FROM GOVERNMENT OF

INDIA.

STATION WAS AWARDED COMMENDATION FOR SIGNIFICANTACHIEVEMENT UNDER THE CII-EXIM BANK AWARD FOR BUSINESS

EXCELLENCE FOR THE YEAR 2008.

SAFETY AWARD FROM BRITISH SAFETY 1986,1987 COUCIL (4 TIMES)1998 & 1999

NATIONAL SAFETY AWARD FROM MIN. 1987 OF LABOUR,GOI.(3TIMES) 1990 & 1991

SAFETY EXCELLENCE AWARD FROMCOUNCIL OF SAFETYPROFESSIONALS 1995

PRESTIGIOUS GREENTECH INDUSTRIAL 2001-02 SAFETY SILVER AWARD (2 TIMES) 2003-04 WON SAFETY AWARD FOR INNOVATION 2004 FROM INSTITUTE OF

ENGINEERS 2005 & 2006.

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OPERATIONAL HIGH LIGHTS

CONTINUOUS RUNNIGN OF A 500MW (UNIT VI) FOR 406 DAYS (4TH OCT.1994 TO 14TH NOV. 1995).

UNIT #7 HAS RECORDED NO TUBE FAILURES FOR 710 DAYS SINCECOMMERCIAL OPERATION.

UNIT #4 HAS RUN FOR 761 DAYS WITHOUT TUBE LEAKAGE. STATOIN HAS ACHIEVED LOWEST EVER HEAT RATE OF 6.21% SINCE

INCEPTION DURING2006-07.

STATION HAS ACHIEVED LOWEST EVER HEAT RATE OF 2380KCAL/KWHR SINCE INCEPTION DURING 2006-07.

STAGEIII HIGHLIGHTS

ZERO DATE / MAIN PLANT LOA: 22ND AUGUST 2001

BOILER DRUM LIFTED ON 2ND NOV 2002-438TH DAY (15TH MONTH) (2MONTH AHEAD OF SCH)

TG DECK CASTING COMPLETED ON 30TH DEC 2002 (17TH MONTH). CHIMNEY SHELL CONCRETING COMPLETED ON 31ST JAN 2003 (18TH

MONTH).

BOILER HYDRO TEST SUCCESFULLY CONDUCTED ON 29TH JUL 2003-23MONTHS & 8 DAYS (6MONTHS AHEAD OF SCH).

GENERATION STATOR RECEIPT & LIFTING DONE WITHIN 8 HRS OFRECEIPT (6TH FEB 2004).

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STATION HAS ACHIEVED

THE BEST EVER YEARLY HEAT RATE OF 2372 KCAL/KWH (PREVIOUSBEST 2375 KCAL/KWH FOR THE YEAR 2007-08)

THE LOWEST EVER YEARLY APC OF 5.71 % (PREVIOUS BEST 6.18 % FORTHE YEAR 2007-08)

THE HIGHEST EVER YEARLY AVAILABILITY FACTOR OF 93.522%(PREVIOUS BEST 92.71% FOR THE YEAR 2002-03)

THE LOWEST EVER YEARLY MAKE-UP CONSUMPTION OF 0.66 %(PREVIOUS BEST 0.67 % FOR THE YEAR 2006-07)

STATION HAS ACHIEVED THE LOWEST EVER MONTHLY APC OF 5.20 %IN MAR2009

UNIT-1 HAS COMPLETED 25 YEARS OF OPERATION FROM THE DATE OFFIRST SYNCHRONISATION i.e. 27.10.1983

THE HIGHEST EVER DAILY MAXIMUM GENERATION OF 64.395 MU AT APLF OF 103.20 % ON 29/03/09 (PREVIOUS BEST 63.989 MU ON 20.03.06 )

THE HIGHEST EVER MONTHLY GENERATION OF 1981.727 MU AT A PLFOF 102.40 % IN MAR09. (PREVIOUS BEST 1955.145 MUS IN MAR.06 AND

101.72% IN FEB.08)

THE ENTIRE STAGE-2 UNITS & UNIT-7 HAVE ACHIEVED MORE THAN100% YEARLY LOADING FACTOR.

ALL THE UNITS HAVE ACHIEVED THE LOWEST EVER APC DURINGCURRENT FINANCIAL YEAR.

UNITS 1,2,4,5,6 & 7 HAVE ACHIEVED THE HIGHEST EVER YEARLYLOADING FACTORs SINCE INCEPTION.

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UNIT-4 HAS ACHIEVED THE HIGHEST EVER YEARLY PLF OF 99.69%(PREVIOUS BEST 91.67% IN 1996-97)

UNIT-6 HAS ACHIEVED THE HIGHEST EVER YEARLY PLF OF 100.7%(PREVIOUS BEST 94.20% IN 1998-99)

UNIT-1 HAS RUN MORE THAN 100 DAYS CONTINUOUSLY TWICE DURING THE

FINANCIAL YEAR

HAS RUN CONTINUOUSLY FOR 109 DAYS (FROM 03/05/08 21:52 TO18/08/2008 01:02) AND IS RUNNING CONTINUOUSLY SINCE 25/11/08 (126

DAYS )

HAS ACHIEVED HIGHEST EVER YEARLY LOADING FACTOR OF 98.75 % (PREVIOUS BEST 98.15% IN THE YEAR 0607)

HAS ACHIEVED LOWEST EVER YEARLY APC OF 8.71 % (PREVIOUSBEST 9.02% IN THE YEAR 200708)

HAS RECORDED LOWEST EVER MONTHLY APC OF 7.90 % IN JAN2009(PREV.BEST 8.18% IN MAR2001)

UNIT-2 HAS ACHIEVED THE HIGHEST EVER YEARLY LOADING FACTOR OF

99.94 % (PREVIOUS BEST 99.45% IN THE YEAR 0405)

HAS ACHIEVED THE LOWEST EVER YEARLY APC OF 8.49 % (PREVIOUSBEST 8.81% IN THE YEAR 200708)

HAS RECORDED THE LOWEST EVER MONTHLY APC OF 7.82 % INOCT2008 (PREV. BEST 8.18% IN MAR2007)

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UNIT-3 HAS ACHIEVED THE LOWEST EVER YEARLY APC OF 8.86 % (PREVIOUS

BEST 9.02% IN THE YEAR 2007-08)

HAS RECORDED THE LOWEST EVER MONTHLY APC OF 8.11 % IN OCT2008 (PREV.BEST 8.48% IN MAR2007)

UNIT-4 HAS RUN MORE THAN 100 DAYS CONTINUOUSLY TWICE DURING THE

FINANCIAL YEAR.

HAS RUN 155 DAYS CONTINUOUSLY (FROM 01/05/08 20:12 TO 03/10/0807:19) AND 119 DAYS CONTINUOUSLY (FROM 09/10/08 14:11 TO 05/02/09

08:50)

HAS ACHIEVED THE HIGHEST EVER YEARLY LOADING FACTOR OF101.15 % ( PREVIOUS BEST 99.20% IN THE YEAR 2004-05)

RECORDED LOWEST EVER YEARLY SP.OIL CONSUMPTION OF 0.084mL/kWH (PREVIOUS BEST 0.093 FOR THE YEAR 2003-04)

HAS ACHIEVED THE LOWEST EVER YEARLY APC OF 5.05% (PREVIOUSBEST 5.24 % IN THE YEAR 200708)

RECORDED THE LOWEST EVER YEARLY HEATRATE OF 2373

KCAL/KWH (PREVIOUS BEST 2381 IN THE YEAR 200708)

RECORDED THE LOWEST EVER MONTHLY APC OF 4.50% IN MAR09(PREVIOUS BEST 4.84% IN JAN06)

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UNIT-5 HAS RUN MORE THAN 100 DAYS CONTINUOUSLY ONCE DURING THE

FINANCIAL YEAR

RECORDED A CONTINUOUS RUN OF 144 DAYS FROM (19/05//08 13:22TO 10/10/2008 03:53) BEFORE IT WAS STOPPED FOR OVERHAUL.

HAS ACHIEVED THE HIGHEST EVER YEARLY LOADING FACTOR OF101.61 % ( PREVIOUS BEST 99.79% IN THE YEAR 0405)

HAS ACHIEVED THE LOWEST EVER YEARLY APC OF 5.02 %(PREVIOUS BEST 5.38 % IN THE YEAR 2007-08)

RECORDED THE LOWEST EVER MONTHLY APC OF 4.40% IN OCT08(PREVIOUS BEST 4.72% IN FEB06)

RECORDED MAXIMUM DAILY GENERATION OF 12.610 MU ON23.06.08 (PREVIOUS BEST 12.500 MU ON 12.03.95)

UNIT-6 HAS RUN CONTINOUSLY MORE THAN 100 DAYS TWICE DURING THE

FINANCIAL YEAR

HAS RUN CONTINUOUSLY FOR 175 DAYS (FROM 29/03/08 19:16 TO20/09/08 15:13) AND IS RUNNING CONTINOUSLY SINCE 28/11/08 17:58

(123 DAYS)

RECORDED THE LOWEST EVER YEARLY SP.OIL CONSUMPTION OF0.042 mL/KWH (PREVIOUS BEST 0.107 FOR THE YEAR 2004-05)

HAS ACHIEVED HIGHEST EVER YEARLY LOADING FACTOR OF 101.77% ( PREVIOUS BEST 100.12% IN THE YEAR 0405)

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HAS ACHIEVED THE LOWEST EVER YEARLY APC OF 4.87%(PREVIOUS BEST 5.2% IN THE YEAR 200708)

RECORDED THE LOWEST EVER YEARLY HEATRATE OF 2374KCAL/KWH (PREVIOUS BEST 2378 IN THE YEAR 200708)

RECORDED THE LOWEST EVER MONTHLY APC OF 4.43% IN DEC08(PREVIOUS BEST 4.63% IN JAN07)

UNIT-7 HAS RUN MORE THAN 100 DAYS CONTINUOUSLY ONCE DURING THE

FINANCIAL YEAR.

IS RUNNING CONTINUOUSLY SINCE 01/11/08 (149 DAYS) HAS RUN CONTINUOUSLY FOR 393 DAYS WITHOUT BOILER TUBE

LEAKAGE (SINCE 03/03/08 10:40 )

HAS ACHIEVED THE HIGHEST EVER YEARLY LOADING FACTOR OF102.02 % ( PREVIOUS BEST 101.55% IN THE YEAR 0405)

HAS ACHIEVED LOWEST EVER YEARLY APC OF 4.64 % (PREVIOUSBEST 5.37% IN THE YEAR 2007-08)

UNIT-7 HAS ACHIEVED THE HIGHEST EVER MONTHLY PLF OF103.56% IN FEB09(PREVIOUS BEST 102.75% IN APR08)

RECORDED THE HIGHEST MONTHLY GENERATION OF 384.352 MU INJAN09(PREV. BEST 382.388 INDEC07)

RECORDED THE LOWEST EVER MONTHLY APC OF 4.19% IN MAR09(PREVIOUS BEST 4.57% IN FEB06)

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FUEL MANAGEMENT RECORDED THE HIGHEST EVER YEARLY COAL RECEIPT OF 139.38

LAC MT TILL 25.03.09 SINCE INCEPTION (PREVIOUS BEST 126.2 LAC

MT FOR YEAR 2007-08)

RECORDED HIGHEST EVER MONTHLY COAL RECEIPT OF 13.22 LACMT IN OCT2008 (PREVIOUS BEST 12.8 LAC MT IN JAN98)

ASH UTILIZATION STATION HAS ACHIEVED 67.14% OF ASH UTILIZATION.

DRY ASH ISSUED DRY ASH ISSUED TO INDUSTRIES IS 13.93 LAC MT.

FINANCIAL SITUATION

Financial Highlights

NTPC as on March 2008 achieved sales of US $7.84 billion and profit of US $1.6

billion. Total asset worth amounted to US $20.34 billion. Indias state-run power producer

NTPC Ltd reported 4.5 percent fall in net profit in the fourth quarter ended March 31, 2010.

The net profit declined to 20.18 billion rupees for the fourth quarter compared with 21.13

billion rupees a year ago, the company said in a statement. Its sales for the fourth quarter rose

to 123 billion rupees from 114.46 billion rupees a year ago. The company posted a full-year

net profit of 87.28 billion rupees, up 6.42 percent compared to 82.01 billion rupees last year.

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NTPC shares closed at 204 rupees on Monday in BSE.

NTPC's net profit for the fourth quarter ended March 31, 2010, fell marginally to Rs

2017 crore against Rs 2113 crore in the corresponding period.

NTPC Ltd., Indias biggest power producer, posted an unexpected decline in fourth-

quarter profit, dropping for the first time in seven quarters.

Net income in the three months ended March 31 fell 4.3 percent to 20.2 billion rupees

(442 million), according to a statement to the Bombay Stock Exchange today. That compares

with the 22.5 billion-rupee mean estimate of seven analysts surveyed by Bloomberg. It was

the first decline in profit since the three months ended June 2008. NTPC Q4 profit dips 5%;

FY'10 net up 6%.

State-run power utility NTPC on Monday reported a nearly 5 per cent drop in fourth

quarter net profit to Rs 2,017.65 crore compared to Rs 2,113.35 crore in the year-ago period.

However, net sales increased to Rs 12,353.39 crore during January-March quarter of FY'10

from Rs 11,445.78 crore in the same period a year earlier, NTPC said in a filing to the

National Stock Exchange. The company has declared a final dividend of Rs 0.80 per share (of

face value of Rs 10 each). The total dividend (including interim dividend) for the financial

year 2009-10 is Rs 3.80 per share. For the full financial year ended March 31, NTPC posted a

net profit of Rs 8,728.20 crore, up 6.42 per cent compared to Rs 8,201.30 crore in the

previous fiscal. Net sales increased to Rs 46322.59 crore in the financial year 2009-10 from

Rs 41,923.73 crore in 2008-09.

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LITERATURE ON RESEARCH:

A widely accepted assumption is that better workplace environment produces better

results. Mostly the office is designed with due importance to the nature of job and the

individuals that are going to work in that office. The performance of an employee is

measured actually by the output that the individual produces and it is related to productivity.

At corporate level, productivity is affected by many factors such as employees, technology

and objectives of the organization. It is also dependent on the physical environment and its

affect on health and employees performance.

ARTICLE DATA ABOUT TOPIC:

According to Moos (1981), work environment preferences can be measured using

three dimensions of work environment settings: system maintenance, goal orientation, and

relationship dimensions. System maintenance refers to how orderly and organized the work

setting is, how clear it is in its expectations, and how much control it maintains. Goal

orientation assesses the degree to which an environment encourages or stifles growth through

providing for participation in decision making and autonomy, maintaining a task orientation,

and providing job challenge and expectations for success and accomplishment. The

relationship dimension measures the degree of interpersonal interaction in a work

environment, such as the social communication exchanges and cohesion among workers, and

the friendship and support provided by co-workers and management. These work

environment preferences have been shown to affect individuals' personal functioning at work

(Billings and Moos, 1982). Examination of work environment preferences can help identify

organizational factors that may be problematic, and can guide interventions aimed at reducing

employee stress in a variety of work settings.

The key factors that affect employees productivity and performance fall into two categories:

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MANAGEMENT DRIVEN FACTORS INCLUDE THE DEVELOPMENT:

Organization plans such as the allocation of responsibilities at all levels of the organization,

definition of job descriptions and the degree of access to the management and administrative

support needed to complete their tasks;

Working patterns, shift-working, break times, absence or holiday cover.

Health and safety policies, including the provision of training, development of safe working

practices and the adequate supply of protective clothing and equipment.

THE FACTORS THAT ARISE FROM PREMISES, OFFICE OR FACTORY

DESIGN:

Furniture

Workspace availability

Light intensity

Weather/temperature

Ventilation/humidity

Noise/vibration

Premises hygiene/welfare facilities

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Relationship between Office Design and Productivity:

Over the years, many organizations have been trying new designs and techniques to

construct office buildings, which can increase productivity, and attract more employees.

Many authors have noted that, the physical layout of the workspace, along with efficient

management processes, is playing a major role in boosting employees productivity and

improving organizational performance.

The work environment can also have an impact on an individuals ability to work

safely, competently and in compliance with operational performance targets. It is important to

address the following:

Furniture

Workspace availability

Light intensity

Weather/temperature

Ventilation/humidity

Noise/vibration

Premises hygiene/welfare facilities

FURNITURE:

Office furniture comprises of desks chairs, the filing system, shelves, drawers, etc.

All these components have a specific role to play in the proper functioning of any office and

the productivity and the efficiency of the employees. And, one of the most important thing to

be considered while buying office furniture is to ensure whether it is ergonomic or not.

Ergonomics of office furniture is important because an employee has to work with

them for the entire time that he is on office, and if they are uncomfortable and not user

friendly, their working style and efficiency gets hampered considerably, in turn affecting the

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overall organizations. Non-ergonomic office furniture can also lead to health problems of

employees, which again has an adverse effect on the productivity.

Ergonomic office furniture ensures that each employee gels well with the things

around him, like desks, chairs, computer alignment and even environmental factors. If the

employee is uncomfortable due to any reason, his work is bound to get affected. If all factors

surrounding the employee are ergonomically correct, then the employee will be comfortable

and remain motivated to give his best.

These days organizations consult, and even employ ergonomic experts that advice

people on how to improve their office ergonomics and what type of furniture would be

suitable to make the ergonomics of a work place better. Having ergonomic office furniture

reduces the chances of any risk injury. They are designed in manner that makes them safe to

be had around and also reduce the possibility of any accidents in the work place.

Office furniture like desks can be designed to give greater leg room and adequate

support to the elbows while working on the computer. The positioning of the computer

monitor and the mouse should also be adequate, so that the user does not have to strain his

vision to view and stretch uncomfortably far to reach them. Office furniture helps the

organization tremendously in increasing its productivity, and at the same time taking care of

the employees' health.

NOISE:

It is probably the most frequently forgotten of the environmental pollutants whose

effects can be far-reaching. Noise harms us in more ways than we can think of and at times

without us even knowing about it. We cannot have a noise free world but we sure can have a

noise safe world. There are various sources of noise pollution. In some places noise from

construction projects predominate, while in others it is vehicular traffic or noise from

airports. Other sources include the noise in occupational settings or even the noise of

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simultaneous conversations. In our country unleashed loudspeakers disturb the

neighbourhood on seemingly endless nights, where the laws are either battered in the name of

religion or just for fun.

Through this discrepancy, it is apparent that companies must increase their

attentiveness of the acoustic environments of open-office spaces, if business success is to be

achieved. Beyond productivity, office acoustics also affects employee health and safety.

Many studies acknowledge that noise (even at low levels) is a cause of stress that causes

health problems such as digestive disorders, headache, hypertension, and ulcers. Unhealthy

employees not only would be a cause of concern but also their health is directly proportional

to their productivity and hence their performance. One of the most important aspects of an

open office, as far as productivity is concerned, is the ability to conduct work without

distraction.

Very often, noise does not produce visible results. That is why probably, people believe

that noise does not cause health hazards. But as per different studies, noise creates health

hazards affecting children the most, with extremely high noise levels even causing hear loss

in newborns.

Allowing the end-users to experience true acoustic comfort in the spaces designed will

be appreciated anytime. Noise can cause irritation, annoyance, anxiety, anti-social behavior,

hostility and violence. It should not be forgotten. When one is designing an open office, he

should always consider the acoustic impact of thematerials being used. Think about where

are the people being placed, how the job types arebeing grouped, sound masking, the type of

telephones being used, panel heights and ceilingsystems.

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LIGHT INTENSITY:

Up until recently, the only purpose of indoor lighting was to aid with visually directed

tasks when there wasn't enough external light. But a recent discovery has shown that light has

an impact beyond merely helping us see. Non visual receptors in the retina of the eye form

nerve pathways that directly influence our biological clock, the part of our brains that

controls and moderates sleep and wakefulness, directly affecting our levels of alertness.

Light is an important therapy treatment for individuals who suffer from SAD

(seasonal affective disorder). SAD includes depressive symptoms and is experienced by

approximately six out of one hundred people in the developed world, primarily in the autumn

and winter months, when the days are shorter. Some studies shows as much as 10 percent of

people are affected.

Using direct lighting to illuminate specific areas instead of relying on ceiling fixtures

that light entire rooms is an innovative idea. Task lamps and desk lamps are essential pieces

of office equipment, offering workers the control they need to be comfortable and productive,

while reducing energy use. Dimmers, sensors and multiple switches also enable varied

lighting levels to match needs.

Workers who use computer display terminals typically prefer relatively low lighting

levels to minimize glare and reflections on their display screens. On the other hand, workers

who read, write and draw on paper typically prefer higher lighting levels so they can see

small letters and fine details. Older workers, and others with weak vision, also need higher

lighting levels. The ability to adjust lighting levels is particularly important for workers

seated near windows, who must adapt to varying levels of sunlight during the day and

workers who require adjusted lighting levels for the different daily tasks that they perform.

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SKY EFFECT TECHNOLOGY:

With this understanding of how light affects our bodies, Nature Bright has created a

new generation of industrial lighting. The Sky Effect range of fluorescent lights are

specially designed for office and factory use. Unlike conventional lights, these deliver a far

broader spectrum of light. These new lights incorporate greater levels of shorter wavelength

lightlight in the blue range of the spectrum. This blue light has been shown to have the

greatest effects upon our central biological clock. It also happens to be precisely the spectrum

of light that is missing in conventional indoor lighting.

This light is only slightly different in appearance to conventional lights. Its brightness

is exactly the same and its clarity is pleasing to the eye. Sky Effect lights are described as

having a "higher colour temperature" than conventional lights. And this higher temperature

will result in a brighter mood for you and your co-workers.

As you consider workplace productivity and satisfaction, look up at your lights. There

may be a bright way to change your workplace and give everyone there a boost.

BENEFITS:

Increases focus, alertness, and concentration.

Boost performance.

Fends off fatigue.

Reverses Seasonal Affective Disorder,

Minimizing lost work time and maximizing productivity.

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TEMPERATURE AND HUMIDITY:

What temperature works best for ones productivity depends on ones body. For a

thin person, a higher temperature might be better. But for someone not as thin, a lower

temperature may work better.

Currently there are no regulations governing high temperature levels in offices and

the responsibility of employers to their employees in this respect, although the World Health

Organization recommends a maximum working temperature of 24C. Regulation 7 of the

Workplace (Health, Safety and Welfare) Regulations 1992 states that during working hours,

the temperature in all workplaces inside buildings shall be reasonable. Unless intense

physical effort is involved, the workplace regulations say that temperature in workrooms

should normally be at least 16C (a workroom is defined as a room where people work for

more than short periods). It should be stressed however, that temperature alone may not

ensure reasonable comfort, as other factors such as air movement and relative humidity will

also have a part to play.

POSSIBLE EFFECTS OF TEMPERATURE/HUMIDITY:

High Temperature Levels:

Employee lethargy and tiredness as a result of increased body temperature lead to

possible efficiency decreases.

Low Temperature Levels:

Low Temperature Levels decrease in efficiency due to cooler body heat and shivering.

High humidity:

In itself may not be a direct problem, but it does increase our susceptibility to high

temperature levels as evaporation of body sweat is impeded.

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Low Humidity:

Levels have a debilitating effect on our ability to breathe and swallow without

discomfort as our mouths and noses can become dry due to the increased level of evaporation

in the surrounding environment.

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Q.NO:4.1. Overall how satisfied are you with your position at this company?

TABLE NO: 4.1

Source: primary data

CHART NO: 4.1


INTERPRETATION:

80% of employees are very satisfied with their position at this company,10% of employees are somewhat satisfied with their position at this company,10% of employees are somewhat dissatisfied with their position at this company.

0

20

40

60

80

100

100

80

10

010

0

Total no of emplotees

no.of employees

No of employees

Verysatisfied

Somewhatsatisfied

Not satisfiedor dissatisfied

Somewhatdissatisfied

Verydissatisfied

100 80 10 0 10 0

Percentage(100%)

80% 10% 0 10% 0

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Q.NO:4.2. Do you feel that employees are recognized as individuals?

TABLE NO: 4.2


CHART NO: 4.2


INTERPRETATION:

40% of employees feel that they are always recognized as individuals, 40% of employees feel that they are usually recognized as individuals, 20% of employees feel that they are rarely recognized as individuals.

0

20

40

60

80

100

Always Usually Rarely Never Not sure

100

40 40

20

0 0

Total no of employees

no.of employees

No of employeesAlways Usually Rarely Never Not sure

100 40 40 20 0 0

Percentage(100%)

40% 40% 20% 0% 0%

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Q.NO:4.3: How flexible is the company with respect to your family responsibilities?

TABLE NO: 4.3


CHART NO 4.3


INTERPRETATION:

70% of employees feel that the company is very flexible to their familyresponsibilities,

10% of employees feel that the company is somewhat flexible to their familyresponsibilities,

10% of employees feel that the company is neither agree nor disagree flexible norinflexible to their family responsibilities,

10% of employees feel that the company is very flexible to their familyresponsibilities.

0

50

100

100

70

10 100

10 Total no.of employees

No.of employees

No of employees

Veryflexible

Somewhatflexible

Neither norinflexible

Somewhatinflexible

Veryinflexible

100 70 10 10 0 10

Percentage(100%)

70% 10% 10% 0 10%

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Q.NO:4.4. The company clearly communicates its goals and strategies to me.

TABLE NO: 4.4


CHART NO: 4.4


INTERPRETATION:

50% of employees strongly agree that the company clearly communicates its goals andstrategies to them,

10% of employees somewhat agree that the company clearly communicates its goalsand strategies to them,

40% of employees neither agree nor disagree that the company clearly communicatesits goals and strategies to them.

0

100

100

50%

10%

40%

Total no. of employees

no.of employees

No of employeesStronglyagree

SomewhatagreeNeitheragree nordisagree

SomewhatdisagreeStronglydisagree

100 50 10 40 0 0

Percentage(100%)

50% 10% 40% 0 0

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0

100

100

40% 40%

20%

00


no. of employees

Q.NO:4.5. I receive enough opportunity to interact with other employees on a formal level.

TABLE NO: 4.5


CHART NO: 4.5


INTERPRETATION:

40% of employees strongly agree that they receive enough opportunity to interact withother employees on a formal level,

40% of employees somewhat agree that they receive enough opportunity to interact withother employees on a formal level,

20%of employees of employees neither agree nor disagree that they receive enoughopportunity to interact with other employees on a formal level.

No of employeesStrongly

agreeSomewhat

agreeNeitheragree nordisagree

Somewhatdisagree

Stronglydisagree

100 40 40 20 0 0

Percentage(100%)

40% 40% 20% 0 0

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Q.NO:4.6.My furniture is comfortable enough so that I can work without getting tired till

5pm.

TABLE NO: 4.6


CHART NO: 4.6


INTERPRETATION:

60% of employees strongly agree that their furniture is comfortable enough so that theycan work without getting tired till 5pm,

40% of employees agree that their furniture is comfortable enough so that they can workwithout getting tired till 5pm.

0

50

100

100

60%

40%

0 0 0


No.of employees

No of employees

I stronglyagree

I agree Im neutral I disagree I stronglydisagree

100 60 40 0 0 0

Percentage(100%)

60% 40% 0 0 0

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Q.NO:4.7. The physical condition at work influences my productivity.

TABLE N0:4.7


CHART NO: 4.7


INTERPRETATION:

20% of employees say that the physical condition at work influences their productivity, 30% of employees say that the physical condition at work influences their productivity, 10% of employees say that the physical condition at work influences their productivity, 40% of employees say that the physical condition at work influences their productivity.

No of employees

Always Mostly Often To someextent

Not at all

100 20 30 10 40 0

Percentage(100%)

20% 30% 10% 40% 0

0

20

40

60

80

100

Always Mostly Often To some

extent

Not at all

100

20%

30%

10%

40%

0

Total no.of employees

No.of employees

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Q.NO:4.8. My work environment is quite.

TABLE NO: 4.8


CHART NO: 4.8


INTERPRETATION:

20% of employees say that their work environment is always quite, 30% of employees say that work environment is mostly quite, 20% of employees say that their work environment is often quite, 30% of employees say that their work environment is quite to some extent.

0

20

40

60

80

100


extent

Not at

all

100

20%30%

20%30%

0


No. of employees

No of employees


extent

Not at all

100 20 30 20 30 0

Percentage(100%)

20% 30% 20% 30% 0

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Q.NO:4.9. My work space has many noise distractions.

TABLE NO: 4.9


CHART NO: 4.9


INTERPRETATION:

30% of employees agree that their work space has many noise distractions,40% of employees say that they are neutral ant the noise distractions in their work

place,

20% of employees disagree that their workspace has many noise distractions, 10% of employees strongly disagree that their work space has many noise distractions.

0

20

40

60

80

100

I strongly

agree

I agree I'm

neutral

I

disagree

I strongly

disagree

100

0

30%40%

20%10%


no.of employees

No of employees

I stronglyagree

I agree Imneutral

I disagree I stronglydisagree

100 0 30 40 20 10

Percentage(100%)

0 30% 40% 20% 10%

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Q.NO:4.10. To what extent your room temperature affects your normal level of productivity?

TABLE NO: 4.10


CHART NO: 4.10


INTERPRETATION:

30% of employees say that they have no effect of room temperature affecting their normallevel of productivity,

20% of employees say that they have positive effect of room temperature affecting theirnormal level of productivity,

30% of employees say that they have normal effect of room temperature affecting theirnormal level of productivity,

20% of employees say that they have quite effect of room temperature affecting theirnormal level of productivity.

0

20

40

60

80

100

No effect Positive

effect

normal

effect

Quite

good

effect

Bad

effect

100

30%

20%

30%

20%

0


no of employees

No of employees

No effect Positive effect Normaleffect

Quite goodeffect

Badeffect

100 30 20 30 20 0

Percentage(100%)

30% 20% 30% 20% 0

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Q.NO:4.11.My work area is sufficiently equipped for my typical needs (normal storage,

movements, etc)

TABLE NO: 4.11


CHART NO: 4.11


INTERPRETATION:

40% of employees say that their work area is always sufficiently equipped with typical

needs,

50% of employees say that their work area is mostly sufficiently equipped with typicalneeds,

10% of employees say that their work area is sufficiently equipped with typical needs tosome extent.

0

50

100

Always Mostly OftenTo some

extentNot at all

100

0

40% 50%

10%0


no.of employees

No of employeesAlways Mostly Often To some

extentNot at all

100 0 40 50 10 0

Percentage(100%)

0 40% 50% 10% 0

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Q.NO:4.12. Do you feel that skilled and respected people are available for employees in

mentoring?

TABLE NO: 4.12


CHART NO: 4.12


INTERPRETATION:

60% of employees feel that skilled and respected people are available for employees in

mentoring,

30% of employees feel that skilled and respected people are available for employees inmentoring,

10% of employees feel that skilled and respected people are available for employees inmentoring.

0

20

40

60

80

100


100

60%

30%

10%0 0


No.of employees

No of employees


100 60 30 10 0 0

Percentage(100%)

60% 30% 10% 0 0

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Q.NO:4.13. Happy employees are productive employees Are you?

TABLE NO 4.13


CHART NO: 4.13


INTERPRETATION:

70% of employees are always agreeing the statement happy employees are productiveemployees,

20% of employees are usually agreeing the statement happy employees are productiveemployees,

10% of employees are rarely agreeing the statement happy employees are productiveemployees.

0

10

20

30

40

50

60

70

80

90

100

Always usually rarely never not sure

100

70%

20%10%

0 0


no of employees

No of employees


100 70 20 10 0 0

Percentage(100%)

70% 20% 10% 0 0

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Q.NO:4.14. The mission/purpose of my company makes me feel that my job is important.

TABLE NO: 4.14


CHART NO: 4.14


INTERPRETATION:

70% of employees strongly agree that the mission/purpose of their company makes themfeel that their job is important,

20% of employees somewhat agree, that the mission/purpose of their company makesthem feel that their job is important,

10% of employees neither agree nor disagree, that the mission/purpose of their companymakes them feel that their job is important.

0

50

100

Stronglyagree

somewhat

agreeNeither

agree nor

disagree

Somewhat

disagreeStrongly

disagree

100

70%

20%10%

0 0


no.on employees

No of employees Stronglyagree Somewhatagree Neitheragree nordisagree

Somewhatdisagree Stronglydisagree

100 70 20 10 0 0

Percentage(100%)

70% 20% 10% 0 0

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Q.NO:4.15. My service is better utilized by the company.

TABLE NO4.15


CHART NO: 4.15


INTERPRETATION:

30% of employees strongly agree that their services are better utilized by the company, 30% of employees somewhat agree that their services are better utilized by the company, 30% of employees neither agree nor disagree that their services are better utilized by the

company,

10% of employees somewhat disagree that their services are better utilized by thecompany.

0

20

40

60

80

100

Strongly

agree

Somewhat

agree

Neither

agree nor

disagree

somewhat

disagree

Strongly

disagree

100

30% 30% 30%

10%0


no. of employees


agreeSomewhat


Somewhatdisagree

Stronglydisagree

100 30 30 30 10 0

Percentage(100%)

30% 30% 30% 10% 0

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Q.NO:4.16. Even if I had the opportunity to get a similar job with another organization, Iwould stay with my present company.

TABLE NO: 4.16


CHART NO: 4.16


INTERPRETATION:

80% of employees strongly agree that, even if they have the opportunity to get a similarjob with another organization, they would stay with my present company,

10% of employees somewhat agree that, even if they have the opportunity to get a similarjob with another organization, they would stay with my present company,

10% of employees neither agree nor disagree that, even if they have the opportunity to geta similar job with another organization, they would stay with my present company.

0

20

40

60

80

100

Strongly

agreeSomewhat

agreeNeither

agree nor

disagree

Somewhat

disagreeStrongly

disagree

100

80%

10% 10%0 0


no.of employees

No of employees

Stronglyagree

Somewhatagree

Neitheragree nordisagree

Somewhatdisagree

Stronglydisagree

100 80 10 10 0 0

Percentage(100%)

80% 10% 10% 0 0

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Q.NO:4.17. I have friends in my office who encourage me and support in my work.

TABLE NO: 4.17


CHART NO: 4.17


INTERPRETATION:

50% of employees strongly agree that they have friends in office who encourage andsupport in their works.

30% of employees somewhat agree that they have friends in office who encourage andsupport in their works.

20% of employees neither agree nor disagree that they have friends in office whoencourage and support in their works.

0

50

100

50%

30%20%

0 0

Total no .of employees

no.of employees


agreeSomewhat


Somewhatdisagree

Stronglydisagree

100 50 30 20 0 0

Percentage(100%)

50% 30% 20% 0 0

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Q.NO:4.18.Overall, Love your Job, not the Organization, how far do you agree with theStatement?

TABLE NO: 4.18


CHART NO: 4.18


INTERPRETATION:

40% of employees strongly agree the statement Love your Job, not the Organization, 40% of employees somewhat agree the statement Love your Job, not the Organization, 10% of employees neither agree nor disagree the statement Love your Job, not the

Organization,

10% of employees somewhat agree the statement Love your Job, not the Organization.

0

100

100

40% 40%

10%10%

0

Total no .of employees

no . Of employees

No. of EmployeesStrongly

agreeSomewhat

agreeNeither agreenor disagree

Somewhatdisagree

Stronglydisagree

100 40 40 10 10 0

Percentage(100%)

40% 40% 10% 10% 0

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FINDINGS AND CONCLUSIONS:

From the data collected most of the Employees feel that they are being given enoughopportunities to utilize their talents.

Most of the employees feel that the pay & welfare facilities provided by the companymotivate them to get engaged and committed.

Most of the Employees feel that the mission/purpose of the company makes them feelthat their job is important.

The employees also said that they have the materials and equipment they need, to do thejob efficiently.

All the employees receive the information and communication for the job regularly. Most of the employees feel that they are recognized as individuals in work while the 5%

of employees feel that they are not recognized.

The Mission & vision of the company make the Employees feel engaged in the job anddedicated to the organization.

The services of each employee are better utilized by the company. The Employees feel that the people at work place are pleasant and co-operative to work

with.

Most of the employee feels that their work place is quite and doesnt affect theirperformance.

Most of the employees are friendly to each other getting encouragement and support attheir works.

Overall, the Employees of NTPC Ramagundam said that they are extremely satisfiedwith their job and organization.

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SUGGESTIONS

The analysis revealed positive response from almost all the employees. The employeesare highly motivated with the HR practices. However, it is suggested to take the following

initiatives for further improvement.

Know what is expected of the Employee at work- employees should know exactly what isexpected of them. If expectations are unclear, employees will inevitably face frustration,

and will be open for other opportunities where they do know what's expected of them,

and where their contributions are measured and recognized.

Materials and equipment- Employees need the right tools and equipment to support theirskills, experience and talents & perform their jobs at an optimum level.

See whether the employees cast in the right roles? Knowing the critical demands forevery role is a key to ensuring that talents fit those demands.

Supervisor/mentoring at work cares -Managers must spend most of their time with theirmost productive talent. Many managers give their greatest degree of attention to

employees who are falling behind. Talented, productive people crave time and attention

from their managers, and will leave your company if they have a weak relationship (or no

relationship) with their manager or supervisor.

Having a best friend at work or receiving recognition every week makes you feel caredfor and proud respectively. If you want to keep recreating those positive emotions, then

you keep coming back to work.

Identify the problem areas: Identify the problem areas to see which are the exact areas,which lead to poor performance of employees

Taking action to improve employee performance by acting upon the problem areas.Nothing is more discouraging to employees than to be asked for their feedback and see no

movement toward resolution of their issues. Even the smallest actions taken to address

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concerns will let the staff know how their input is valued. Feeling valued will boost morale,

motivate and encourage future input. Taking action starts with listening to employee

feedback and a definitive action plan will need to be put in place finally.

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Questionnaire for Research study on

WORK PLACE ENVIRONMENT AND ITS IMPACT ON EMPLOYEE

PERFORMANCE

INSTRUCTIONS:

Please READ each question carefully.

ENCIRCLE the option you think best suits you.

Encircle only ONE option for each question.

Name :( optional) _________________________Designation:______________________

Age____ Gender___________

1. Overall how satisfied are you with your position at this company?

Very satisfied

Somewhat Satisfied

Not satisfied or dissatisfied

Somewhat dissatisfied

Very dissatisfied

2.Do you feel that employees are recognized as individuals?

Always

Usually

Rarely

Never

Not sure

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3. How flexible is the company with respect to your family responsibilities?

Very flexible

Somewhat flexible

Neither flexible nor inflexible

Somewhat inflexible

Very inflexible

4.The company clearly communicates its goals and strategies to me.

Strongly agree

Somewhat agree

Neither agree nor disagree

Somewhat disagree

Strongly disagree

5. I receive enough opportunity to interact with other employees on a formal level

Strongly agree

Somewhat agree


Somewhat disagree

Strongly disagree

6.My furniture is comfortable enough so that I can work without getting tired till 5pm.

I strongly agree

I agree

Im neutral

I disagree

I strongly disagree

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7. The physical conditions at work influence my productivity.

Always

Mostly

Often

To some extent

Not at all

8.My work environment is quiet.

Always

Mostly

Often

To some extent

Not at all

9.My workspace has many noise distractions.

I strongly agree

I agree

Im neutral

I disagree

I strongly disagree

10. To what extent your room temperature affects your normal level of productivity.

No effect

Positive effect

Normal effect

Quite good effect

Bad effect

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11. My work area is sufficiently equipped for my typical needs (normal storage, movements,

etc)

Always

Mostly

Often

To some extent

Not at all

12. Do you feel that skilled and respected people are available for employees in mentoring?

Always

Usually

Rarely

Never

Not sure

13. Happy employees are Productive employees Are You?

Always

Usually

Rarely

Never

Not sure

14. The mission/purpose of my company makes me feel that my job is important

Strongly agree

Somewhat agree


Somewhat disagree

Strongly disagree

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15. My services are better utilized by the company.

Strongly agree

Somewhat agree


Somewhat disagree

Strongly disagree

16.Even if I had the opportunity to get a similar job with another organization, I would stay

with my present company.

Strongly agree

Somewhat agree


Somewhat disagree

Strongly disagree

17. I have friends in my office who encourage me and support in my work.

Strongly agree

Somewhat agree


Somewhat disagree

Strongly disagree

18. Overall, Love your Job, not the Organization, how far do you agree with the statement?

Strongly agree

Somewhat agree


Somewhat disagree

Strongly disagree

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1.Books:HUMAN RESOURCE MANAGEMENT - BISWAJEET PATTNAYAK. 3rdED 2004

HUMAN RESOURCE MANAGEMENT - SAIYADAIN. (2008, 2009)

2. Manuals:NTPC Corporate H.R. Manual.

NTPC Corporate SAFETY Manual.

3. Document:i) NTPC - Ramagundam; Emergency Preparedness & Response Plan.

4. Information:i) Various information collected from H.R. - Safety and other departments.

ii)www.ntpc.co.in

iii)NTPC corporate intranet web site.

iv) NTPC - Ramagundam intranet web site - Godavari
http://www.ntpc.co.in/http://www.ntpc.co.in/http://www.ntpc.co.in/http://www.ntpc.co.in/

Documents

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