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.

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.

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.

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 employees performance. 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.

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.

LIMITATIONS OF THE STUDY:

The sample size is not diverse enough to give the image of all workers working in NTPC Ltd. The data collected was based on subjective productivity measurement; some other objective method of collecting data can also be used. Data was collected by employing the simple method of structured questionnaires; other methods could have been used for collecting data. The survey was bound to be completed in a certain time, so time limit was a barrier from investigating more employees and acquiring more information. As the survey comprises a large number of populations, so for the sake of ease only internet based data was collected.

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 9th 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. 2. 3. Technical and engineering division Corporate commercial division Operation services division

4. 5. 6. 7.

Corporate human resource division Corporate project division Corporate finance division 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 E C O M M I T T E D
Business Ethics Environmentally & Economically Sustainable Customer Focus Organisational & Professional Pride Mutual Respect & Trust Motivating self & others Innovation & Speed Total Quality for Excellence Transparent & Respected Organisation Enterprising 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 : Stage 2 : Stage 3 : 3*200MW 3*500MW 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, longteam 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 India in 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 & maintain power stations at high availability ensuring minimum cost of generation. It has planned massive growth to mate itself 40,000MW Company. 2. To maintain the financial soundness of the company by managing the financial operation in accordance with good commercial utility practices. 3. To function as a responsible corporate citizen & discharges social responsibility in object 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 team of 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 of generation 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 and

minimum receivables.

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CORPORATE MISSION
Make available reliable and quality power in increasingly large qualities of appropriate tariffs and ensure timely realization of revenues. Adopts a broad-based capacity portfolio including Hydropower, LNG Nuclear Power trading 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 utility reform, policy advocacy etc. Be a socially responsible corporate entity with thrust on environment protection, ash utilization, community development, and energy conservation.

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SALIENT FEATURES NTPC, RAMAGUNDAM UNIT

Location Installed Capacity Stage - 1 Stage - 2 Stage - 3 Land : : : : : : Karimnagar Dist, Andhra Pradesh 2600MW (3*200, 4*500) 200MW*3 500MW*3 500MW*1 9542 Acres

Approved cost
Stage 1 & 2 Stage 3 : : Rs.2059.22 Crores Rs.1818.46 Crores

Fuel Source
Stage 1 & 2 Stage 3 Coal transportation Water source Beneficiaries : : : : : Singareni Collieries Kobra coal fields of SECL Merry-Go-Round System Sriram Sagar Project Andhra Pradesh, Tamilnadu, Karnataka, Kerala, Goa, Pondicherry, Dadar.

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RAMAGUNDAM MILESTONES ACIVITY GOVT.APPROVAL WORLD BANK TIE UP UNIT-1 Commissioning UNIT-2 Commissioning UNIT-3 Commissioning UNIT-4 Commissioning UNIT-5 Commissioning UNIT-6 Commissioning UNIT-7 Commissioning STAGE-I APRIL78 FEB79 OCT83 MAY84 DEC84 STAGE-II SEPT81 JAN82 JUN88 MAR89 OCT89 AUG01 AUG04 STAGE-III

RAMAGUNDAM UNIT VII PROJECT PROFILE:

Capacity Location : : 500MW RSTPS (near existing 2100MW), Karimnagar District, A.P. Fuel Type & Source Fuel Requirement Water Requirement Water Source Project Cost Beneficiary States : : : : : : Coal, SECL 2.5 MTPA 30 Cusecs Pochampad Power Canal of Sriram Sagar Project Rs.1780.99 Crores (III Quarter, 1998) Andhra Pradesh (145.86 MW), Tamilnadu (118.20MW) Karnataka (86.76MW), Kerala (61.61MW), Pondicherry (12.57MW), Un-allocated (75.00MW).

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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 TO 2003-04) RECEIVED CEA EFFICIENT & ECONOMIC AWARD FOR LESS Sp oil cons FOR 11 CONSECUTIVE YEARS RECEIVED CEA GOLD MEDAL FOR BEST EXECUTED 500MW UNIT (EARLY COMPLEATION 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-2 TIMES (2005, 2006). AND INNOVATIVE GOT EXCELLENCE AND NIRVIRAM CHAKRA GOT DISTINGUISHED AWARDS. NTPC RAMAGUNDAM TEAM BAGGED ASIAN SECOND POSITION IN BUSINESS MINDS 2008 HELD IN HONGKONG. STATION HAS RECEIVED SILVER SHEILD FOR MERITORIOUS

PERFORMANCE IN POWER SECTOR FOR 2007-08 FROM GOVERNMENT OF INDIA. STATION WAS AWARDED COMMENDATION FOR SIGNIFICANT

ACHIEVEMENT 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 SAFETY PROFESSIONALS 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 SINCE COMMERCIAL 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 2380 KCAL/KWHR SINCE INCEPTION DURING 2006-07.

STAGE III HIGHLIGHTS

ZERO DATE / MAIN PLANT LOA: 22ND AUGUST 2001 BOILER DRUM LIFTED ON 2ND NOV 2002-438TH DAY (15TH MONTH) (2 MONTH 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 2003-23 MONTHS & 8 DAYS (6MONTHS AHEAD OF SCH). GENERATION STATOR RECEIPT & LIFTING DONE WITHIN 8 HRS OF RECEIPT (6TH FEB 2004).

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STATION HAS ACHIEVED

THE BEST EVER YEARLY HEAT RATE OF 2372 KCAL/KWH (PREVIOUS BEST 2375 KCAL/KWH FOR THE YEAR 2007-08) THE LOWEST EVER YEARLY APC OF 5.71 % (PREVIOUS BEST 6.18 % FOR THE 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 OF FIRST SYNCHRONISATION i.e. 27.10.1983 THE HIGHEST EVER DAILY MAXIMUM GENERATION OF 64.395 MU AT A PLF 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 PLF OF 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 THAN 100% YEARLY LOADING FACTOR. ALL THE UNITS HAVE ACHIEVED THE LOWEST EVER APC DURING CURRENT FINANCIAL YEAR. UNITS 1,2,4,5,6 & 7 HAVE ACHIEVED THE HIGHEST EVER YEARLY LOADING 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 TO 18/08/2008 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 % (PREVIOUS BEST 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 % (PREVIOUS BEST 8.81% IN THE YEAR 200708) HAS RECORDED THE LOWEST EVER MONTHLY APC OF 7.82 % IN OCT2008 (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 OCT 2008 (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 03/10/08 07:19) AND 119 DAYS CONTINUOUSLY (FROM 09/10/08 14:11 TO 05/02/09 08:50) HAS ACHIEVED THE HIGHEST EVER YEARLY LOADING FACTOR OF 101.15 % ( PREVIOUS BEST 99.20% IN THE YEAR 2004-05) RECORDED LOWEST EVER YEARLY SP.OIL CONSUMPTION OF 0.084 mL/kWH (PREVIOUS BEST 0.093 FOR THE YEAR 2003-04) HAS ACHIEVED THE LOWEST EVER YEARLY APC OF 5.05 % (PREVIOUS BEST 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 13:22 TO 10/10/2008 03:53) BEFORE IT WAS STOPPED FOR OVERHAUL. HAS ACHIEVED THE HIGHEST EVER YEARLY LOADING FACTOR OF 101.61 % ( 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 ON 23.06.08 (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 TO 20/09/08 15:13) AND IS RUNNING CONTINOUSLY SINCE 28/11/08 17:58 (123 DAYS) RECORDED THE LOWEST EVER YEARLY SP.OIL CONSUMPTION OF 0.042 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 2374 KCAL/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 OF 102.02 % ( PREVIOUS BEST 101.55% IN THE YEAR 0405) HAS ACHIEVED LOWEST EVER YEARLY APC OF 4.64 % (PREVIOUS BEST 5.37% IN THE YEAR 2007-08) UNIT-7 HAS ACHIEVED THE HIGHEST EVER MONTHLY PLF OF 103.56% IN FEB09 (PREVIOUS BEST 102.75% IN APR08) RECORDED THE HIGHEST MONTHLY GENERATION OF 384.352 MU IN JAN09 (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 LAC MT 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
34

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
35

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 the materials being used. Think about where are the people being placed, how the job types are being grouped, sound masking, the type of telephones being used, panel heights and ceiling systems.

36

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.

37

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.

38

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.

39

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.

40

Q.NO:4.1. Overall how satisfied are you with your position at this company? TABLE NO: 4.1 Very satisfied 80 80% Somewhat satisfied 10 10% Not satisfied or dissatisfied 0 0 Somewhat dissatisfied 10 10% Very dissatisfied 0 0

No of employees 100 Percentage (100%)

Source: primary data CHART NO: 4.1

100 100 80 60 40 20 0 10 0 10 0 Total no of emplotees no.of employees 80

Source: primary data

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.

41

Q.NO:4.2. Do you feel that employees are recognized as individuals? TABLE NO: 4.2 Always No of employees 100 40 40 40% 20 20% 0 0% 0 0% Usually Rarely Never Not sure

Percentage 40% (100%) Source: primary data CHART NO: 4.2

100 100 80 60 40 Total no of employees

40

40 20

no.of employees

20

0
0 Always Usually Rarely Never

0
Not sure

Source: primary data

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.

42

Q.NO:4.3: How flexible is the company with respect to your family responsibilities? TABLE NO: 4.3 Very flexible 70 70% Somewhat flexible 10 10% Neither nor inflexible 10 10% Somewhat inflexible 0 0 Very inflexible 10 10%

No of employees 100 Percentage (100%) Source: primary data CHART NO 4.3

100 100 50 0 70

10

10

10

Total no.of employees No.of employees

Source: primary data

INTERPRETATION:

70% of employees feel that the company is very flexible to their family responsibilities, 10% of employees feel that the company is somewhat flexible to their family responsibilities, 10% of employees feel that the company is neither agree nor disagree flexible nor inflexible to their family responsibilities, 10% of employees feel that the company is very flexible to their family responsibilities.
43

Q.NO:4.4. The company clearly communicates its goals and strategies to me. TABLE NO: 4.4 Strongly agree Somewhat agree Neither agree nor disagree 40 40% Somewhat disagree Strongly disagree

No of employees

100 Percentage (100%)

50 50%

10 10%

0 0

0 0

Source: primary data CHART NO: 4.4

100 100 50% 10% 0 Total no. of employees no.of employees 40%

Source: primary data

INTERPRETATION:

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

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

40% of employees neither agree nor disagree that the company clearly communicates its goals and strategies to them.
44

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

No of employees

Strongly agree

Somewhat agree

Neither agree nor disagree 20 20%

Somewhat disagree

Strongly disagree

100

40

40 40%

0 0

0 0

Percentage 40% (100%) Source: primary data CHART NO: 4.5

100 100 40% 40% 20% 0 0 0 Total no. of employees no. of employees

Source: primary data

INTERPRETATION:

40% of employees strongly agree that they receive enough opportunity to interact with other employees on a formal level, 40% of employees somewhat agree that they receive enough opportunity to interact with other employees on a formal level, 20%of employees of employees neither agree nor disagree that they receive enough opportunity to interact with other employees on a formal level.
45

Q.NO:4.6. My furniture is comfortable enough so that I can work without getting tired till
5pm.

TABLE NO: 4.6 Im neutral

No of employees 100

I strongly agree 60

I agree

I disagree

I strongly disagree 0

40

Percentage 60% (100%) Source: primary data CHART NO: 4.6

40%

100 100 60% 40% 50 0 0 0 0 Total no. of employees No.of employees

Source: primary data

INTERPRETATION:

60% of employees strongly agree that their furniture is comfortable enough so that they can work without getting tired till 5pm, 40% of employees agree that their furniture is comfortable enough so that they can work without getting tired till 5pm.

46

Q.NO:4.7. The physical condition at work influences my productivity. TABLE N0:4.7 Always No of employees 100 20 30 30% 10 10% Mostly Often To some extent 40 40% Not at all

0 0

Percentage 20% (100%) Source: primary data CHART NO: 4.7

100 100 80 60 40% 40 20% 20 0 Always Mostly Often To some Not at all extent 10% 0 30% Total no.of employees No.of employees

Source: primary data

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.

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Q.NO:4.8. My work environment is quite. TABLE NO: 4.8 Always No of employees 100 Percentage (100%) Source: primary data CHART NO: 4.8 20 20% 30 30% 20 20% Mostly Often To some extent 30 30% Not at all

0 0

100 80 60 40 20 0

100

30% 20% 20%

30%

Total no.of employees No. of employees 0

Always

Mostly

Often

To some Not at extent all

Source: primary data

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.

48

Q.NO:4.9. My work space has many noise distractions. TABLE NO: 4.9 Im neutral 40 40%

No of employees 100

I strongly agree 0 0

I agree

I disagree

I strongly disagree 10 10%

30 30%

20 20%

Percentage (100%) Source: primary data CHART NO: 4.9

100 100 80 60 40 20 0 I strongly agree I agree I'm neutral I I strongly disagree disagree 0 30% 20% 10% 40% Total no of employees no.of employees

Source: primary data

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.

49

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

No effect No of employees 100 30

Positive effect

Normal effect 30 30%

Quite good effect 20 20%

Bad effect 0 0

20 20%

Percentage 30% (100%) Source: primary data CHART NO: 4.10

100 100 80 60 40 20 30% 20% 30%

Total no of employees 20% 0 no of employees

0 No effect Positive effect normal effect Quite good effect Bad effect

Source: primary data

INTERPRETATION:

30% of employees say that they have no effect of room temperature affecting their normal level of productivity, 20% of employees say that they have positive effect of room temperature affecting their normal level of productivity, 30% of employees say that they have normal effect of room temperature affecting their normal level of productivity, 20% of employees say that they have quite effect of room temperature affecting their normal level of productivity.

50

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

No of employees Always Mostly Often To some extent 10 10% Not at all

100

40 40%

50 50%

0 0

Percentage 0 (100%) Source: primary data CHART NO: 4.11

100 100 40% 50 0 Always Mostly Often To some extent 0 50% 10% Total no of employees 0 no.of employees

Not at all

Source: primary data

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

51

Q.NO:4.12. Do you feel that skilled and respected people are available for employees in mentoring? TABLE NO: 4.12 Always No of employees 100 60 30 30% 10 10% 0 0 0 0 Usually Rarely Never Not sure

Percentage 60% (100%) Source: primary data CHART NO: 4.12

100
100 80 60 40 20 0 Always Usually Rarely Never Not sure

60%
Total no. of employees

30% 10% 0 0

No.of employees

Source: primary data

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 in mentoring, 10% of employees feel that skilled and respected people are available for employees in mentoring.

52

Q.NO:4.13. Happy employees are productive employees Are you? TABLE NO 4.13 Always No of employees 100 Percentage (100%) 70 70% 20 20% 10 10% 0 0 0 0 Usually Rarely Never Not sure

Source: primary data CHART NO: 4.13 100

100 90 80 70 60 50 40 30 20 10 0 Always usually rarely never not sure Total no. of employees no of employees

70%

20% 10% 0 0

Source: primary data

INTERPRETATION:

70% of employees are always agreeing the statement happy emplo yees are productive employees, 20% of employees are usually agreeing the statement happy emplo yees are productive employees, 10% of employees are rarely agreeing the statement happy employees are productive employees.
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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

No of employees

Strongly agree

Somewhat agree

Neither agree nor disagree 10 10%

Somewhat disagree

Strongly disagree

100

70

20 20%

0 0

0 0

Percentage 70% (100%) Source: primary data CHART NO: 4.14

100 100 50 0 Strongly somewhat Neither agree agree agree nor disagree Somewhat disagree 70% 20% 10% Total no.of employees 0 0 no.on employees

Strongly disagree

Source: primary data

INTERPRETATION:

70% of employees strongly agree that the mission/purpose of their company makes them feel that their job is important, 20% of employees somewhat agree, that the mission/purpose of their company makes them feel that their job is important, 10% of employees neither agree nor disagree, that the mission/purpose of their company makes them feel that their job is important.
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Q.NO:4.15. My service is better utilized by the company. TABLE NO4.15

No of employees

Strongly agree

Somewhat agree

Neither agree nor disagree 30 30%

Somewhat disagree

Strongly disagree

100

30

30 30%

10 10%

0 0

Percentage 30% (100%) Source: primary data CHART NO: 4.15

100 100 80 60 40 20 0 Strongly agree

30%

30%

30% 10%
Total no. of employees

0
Strongly disagree

no. of employees

Somewhat Neither somewhat agree agree nor disagree disagree

Source: primary data

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 the company.
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Q.NO:4.16. Even if I had the opportunity to get a similar job with another organization, I would stay with my present company. TABLE NO: 4.16 Strongly agree Somewhat agree Neither agree nor disagree 10 10% Somewhat disagree Strongly disagree

No of employees

100

80

10 10%

0 0

0 0

Percentage 80% (100%) Source: primary data CHART NO: 4.16

100 100 80 60 40 20 0 Strongly Somewhat Neither agree agree agree nor disagree 10% 10% 80% Total no.of employees no.of employees

0 Strongly disagree

Somewhat disagree

Source: primary data

INTERPRETATION:

80% of employees strongly agree that, even if they have the opportunity to get a similar job 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 similar job 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 get a similar job with another organization, they would stay with my present company.
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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 Strongly agree Somewhat agree Neither agree nor disagree 20 20% Somewhat disagree Strongly disagree

No of employees

100

50

30 30%

0 0

0 0

Percentage 50% (100%) Source: primary data CHART NO: 4.17

100 50% 50 30% 20% 0 0 0 Total no .of employees no.of employees

Source: primary data

INTERPRETATION:

50% of employees strongly agree that they have friends in office who encourage and support in their works. 30% of employees somewhat agree that they have friends in office who encourage and support in their works. 20% of employees neither agree nor disagree that they have friends in office who encourage and support in their works.
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Q.NO:4.18. Overall, Love your Job, not the Organization, how far do you agree with the Statement? TABLE NO: 4.18

No. of Employees 100 Percentage (100%) Source: primary data CHART NO: 4.18

Strongly agree 40 40%

Somewhat agree 40 40%

Neither agree nor disagree 10 10%

Somewhat disagree 10 10%

Strongly disagree 0 0

100 100 40% 40% 10% 0 10% 0 Total no .of employees no . Of employees

Source: primary data

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.

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FINDINGS AND CONCLUSIONS: From the data collected most of the Employees feel that they are being given enough
opportunities to utilize their talents. Most of the employees feel that the pay & welfare facilities provided by the company motivate them to get engaged and committed. Most of the Employees feel that the mission/purpose of the company makes them feel that their job is important. The employees also said that they have the materials and equipment they need, to do the job 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 and dedicated 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 their performance. Most of the employees are friendly to each other getting encouragement and support at their works. Overall, the Employees of NTPC Ramagundam said that they are extremely satisfied with their job and organization.

59

SUGGESTIONS The analysis revealed positive response from almost all the employees. The employees are 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 is
expected 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 their skills, experience and talents & perform their jobs at an optimum level.
See whether the employees cast in the right roles? Knowing the critical demands for

every role is a key to ensuring that talents fit those demands. Supervisor/mentoring at work cares -Managers must spend most of their time with their most 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 cared for 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
60

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.

61

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 Neither agree nor disagree 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

63

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 Neither agree nor disagree Somewhat disagree Strongly disagree

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15. My services are better utilized by the company. Strongly agree Somewhat agree Neither agree nor disagree 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 Neither agree nor disagree Somewhat disagree Strongly disagree 17. I have friends in my office who encourage me and support in my work. Strongly agree Somewhat agree Neither agree nor disagree Somewhat disagree Strongly disagree 18. Overall, Love your Job, not the Organization, how far do you agree with the statement? Strongly agree Somewhat agree Neither agree nor disagree Somewhat disagree Strongly disagree

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1. Books:
HUMAN RESOURCE MANAGEMENT - BISWAJEET PATTNAYAK. 3rd ED 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

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