CHAPTER - I INTRODUCTION

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INTRODUCTION:
In today‘s competitive business environment, organizations can no longer afford to waste the potential of their workforce. There are key factors in the employee‘s 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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work environment preferences. lack of ventilation. People working in such environment are prone to occupational disease and it impacts on employee‘s performance. excessive noise. behaviour. Thus productivity is decreased due to the workplace environment. Creating a work environment in which employees are productive is essential to increased profits for organization. and the outcome variables. insufficient safety measures in fire emergencies and lack of personal protective equipment.NEED FOR THE STUDY: The purpose of this study is to examine the relationship between personality. So it is difficult to provide facilities to increase their performance level. drive and interpersonal relations in employees for the better. The work place environment in a majority of industry is unsafe and unhealthy. It is a wide industrial area where the employees are facing a serious problem in their work place like environmental and physical factors. Principals of management that dictate how. unsuitable furniture. 4 . performance and commitment. These includes poorly designed workstations. exactly to maximize employee productivity centre around two major areas of focus: Personal motivation and the infrastructure of the work environment. 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. professionalism. commitment. This refers to changing aspects like ethics. inappropriate lighting.

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. 5 . is known to practice all statutory and employee welfare measures within its environment.SCOPE OF THE STUDY: The present study is conducted to get the opinion from employees of NTPC LTD. The organization selected for the study employs more than 2000 employees and.

To determine the impact of work environment on employees‘ productivity. this research would seek to fulfil the below listed objectives: 1. To analyze workplace factors affecting the employee‘s performance. 6 . 6.OBJECTIVES OF THE STUDY: To be precise. To suggest the measures to improve the working conditions for better performance. 5. To assess the effect of employees health on their work performance. 4. Ramagundam. 2. 3. To analyze work place physical design in NTPC LTD. To understand relationship between the employees and their work environment.

. RESEARCH DESIGN: Once the problem is identified. units to be employed. Here the entire scheme of plan starts with the definition of various terms used. extent of accuracy aimed etc. 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.It may be understood as a science of studying how research is done scientifically.RESEARCH METHODOLOGY Research methodology is a way to solve the research problem systematically . In this project we are following descriptive research design. the next step is the research design. The methods commonly used for the collection of primary data are: Direct personal investigation. Research design is the basic framework of rest of the study. A research design specifies the methods and procedures for conducting particular study. 7 . where the interview is conducted directly or indirectly concerned with subject matter of the enquiry. The primary data can be gathered by questionnaire method. type of enquiry to be conducted. where the data is collected by the investigator from the sources concerned. Indirect oral interviews.

In this project questionnaire method is used to collect the primary data. 8 . which are appointed by the investigator. SECONDARY DATA: The secondary data refers to data. which already exists.Information received through local agencies. The secondary data collect from internal records. business magazines. which is mailed to the respondents with a request for quick response within the specified time.). 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. Questionnaire method. company websites and Newspapers.

some other objective method of collecting data can also be used.  As the survey comprises a large number of populations.  Data was collected by employing the simple method of structured questionnaires. so for the sake of ease only internet based data was collected. other methods could have been used for collecting data.LIMITATIONS OF THE STUDY:  The sample size is not diverse enough to give the image of all workers working in NTPC Ltd. so time limit was a barrier from investigating more employees and acquiring more information. 9 .  The survey was bound to be completed in a certain time.  The data collected was based on subjective productivity measurement.

CHAPTER .II INDUSTRY PROFILE COMPANY PROFILE 10 .

NTPC LTD. who is also the full time chief executive of the company. The head of this board is the chairman & managing director Shri. Technical and engineering division Corporate commercial division Operation services division 11 . 3. which are accountable to CMD. The basis divisions.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. 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. this company has grown to be the largest producer of power in the country. It has become synonymous with the progress in all fields of activities. ARUP ROY CHOUDHURY. 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. ABOUT NTPC: Energy is an important parameter in the overall economic development activity of any country. Power is the single factor. which changed the way of living. which give the direction to the activities of the organization. The National Thermal Power Corporation Limited. are 1. 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. The members of this board are both full-time directors as well as senior level officers. 2. Just in 37 years. The company started functioning in March 1976. established in November 1975.

4. Corporate human resource division Corporate project division Corporate finance division Vigilance division 12 . 6. 7. 5.

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 13 .VISION: ―To be one of the world‘s largest and best power utilities.

integrating multiple energy source with innovative and eco friendly technologies and contribute to society‖ 14 .MISSION: ―Develop and provide reliable power. related products and service at competitive price.

The major External financing sources are IBRD. Tamilnadu. Ramagundam Super Thermal Power Project had an approved investment of Rs. 1702 corers. Goa and Pondicherry. Ramagundam generation proportion has achieved the govt. IDA & OPEC. 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. The beneficiaries of RSTPP are Andhra Pradesh. Karnataka. suddenly the sleepy village RAMAGUNDAM becomes the sense of hectic activities. just across the cold pitheads of the SINGARENI COLLIERIES. 15 . Barricades & welcomes arches were created all the among the road leading to what in now the site of 2600 MW power station. Its emergency has put the southern states one step ahead in their effort to meet their power requirement. 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. 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 station has been one of the largest recipients of the World Bank. It is on this auspicious day of November 1978 the prime minister of India late Shri. constructed at a cost of Rs. Morarji Desai laid the foundation stone for the MAMMOTH POWER STATION IN SOUTH INDIA. of India meritorious productivity awards as manyh as four times. 1975 to establish large generating to strong the regional girds. Kerala.22 Crores RSTPS in the interior of Andhra Pradesh.2059. November 14th 1978.RAMAGUNDAM SUPER THERMAL POWER STATIONS (RSTPS) NTPC was setup in 7th Jan.

Following are unit‘s sizes: Stage 1 : Stage 2 : Stage 3 : 3*200MW 3*500MW 1*500MW 16 .The plant load factor for the year 2003 .5% and it stands in the fourth place among the NTPC stations.2004 was 88.2006. The station has the required infrastructure facilities and the commitment of the employees. And 92.15 . LOCATION The 2600MW Ramagundam super thermal project is located in karimnager district of Andhra Pradesh south of river Godavari.14% in Ramagundam. In addition to the capacity of 500MW in Ramagundam stage-III have commissioned increasing the total capacity to 2600MW as on December . The project linked to the south Godavari coalfield or the Singareni Collieries. The cater to the growing demand for power the seventh unit of 500MW is added.24% in 2007 .08 NTPC as a whole and 90.

headed by a General Manager. III.RSTPS ORGANIZATION & FUNCTIONS The project organization. I. Operation and Maintenance: This department looks after the operation of commissioned units and the short. O&M includes main plant operation mechanical maintenance. and control instrumentation maintenance. The equipment erection wing carries out of the mechanical and electrical and control and instrument activities concerning erection and commission of plant and equipment. Personnel and Administration: This group under takes the control of bulk structure construction materials like steel. township construction etc. equipments and spare parts. cement. 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. site levelling. storages and control of consumables. II. electrical maintenance. infrastructure development. and fuel oil apart from the procurements. diesel. fuel handling (O&M) chemistry and coal transport groups. Project Organization: The two executive‘s functions under this are ―civil construction‖ and ―equipment erection‖. 17 . Materials Management. longteam maintenance works. The ―civil construction takes care of all the activities starting from survey and soil investigation.

NTPC ACTIVITES a. Planning & investigation of new site preparation of feasibility prospect report & the designing as well as engineering of power stations. Research & development in area relate to power generation. g. 18 . Operation & maintenance of power stations. The Research & Development of NTPC has been instrumental. d. Enhancing the reliability of plant & equipment. f. e. NTPC is also managing Badarpur Thermal Power Station (705MW) of Govt. of India in Delhi. NTPC also bagged a turnkey contract for the construction of 21 sub-stations from Nepal electricity authority. b. c.

3. To adopt appropriate human resource development policy leading to creation of team of motivated & competent power professionals. 4. 10. To develop search and development for achieving improved plant reliability. To operate and maintain power stations as high availability ensuring minimum cost of generation 11. 8. It has planned massive growth to mate itself – 40. 2. To add generation capacity within prescribed time and cost to operate & maintain power stations at high availability ensuring minimum cost of generation. To function as a responsible corporate citizen & discharges social responsibility in object of environmental protection & rehabilitation. 6. 9. To maintain the financial soundness of the company by managing the financial operation in accordance with good commercial utility practices. 19 . To expand the consultancy operations and to participate in ventures abroad. The corporation will strive to utilize the ash produced as its stations to the maximum extent possible through production of ash bricks. 5. To add generating capacity within prescribed time and cost. building material etc. acquire expertise utility management. To maintain the financial soundness of the by managing the financial operations in accordance with good commercial utility practices.OBJECTIVES OF NTPC 1. To expand the constancy operations and to participate ventures abroad. 7. To develop research and development for achieving improved plant reliability. Practices and to disseminate knowledge essentially as contribution t o other constituents of the power sector in the country. The introduce assimilate & attain self sufficiency in technology.000MW Company.

To develop appropriate commercial policy leading to remunerative tariffs and minimum receivables.12. 20 .

21 . coal beneficiation etc. coal beneficiation etc.  Lead developmental efforts in the India power sector including assisting state utility reform. policy advocacy etc.   Develop a strong portfolio business assets etc. LNG Nuclear Power trading distribution. transmission. and energy conservation. Continuously attract and develop competent and committed human resources to match world standards. ash utilization. community development.  Adopts a broad-based capacity portfolio including Hydropower.CORPORATE MISSION  Make available reliable and quality power in increasingly large qualities of appropriate tariffs and ensure timely realization of revenues. transmission.  Be a socially responsible corporate entity with thrust on environment protection.  Be and integrated utility by implementing strategic diversification in areas such as power trading distribution.

Goa.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. Kerala. Dadar. Andhra Pradesh 2600MW (3*200.2059. Karnataka.1 Stage .22 Crores Rs.SALIENT FEATURES NTPC. Pondicherry. 4*500) 200MW*3 500MW*3 500MW*1 9542 Acres Approved cost Stage – 1 & 2 Stage – 3 : : Rs.3 Land : : : : : : Karimnagar Dist. 22 .1818. RAMAGUNDAM UNIT Location Installed Capacity Stage .2 Stage . Tamilnadu.

P.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 APRIL‘78 FEB‘79 OCT‘83 MAY‘84 DEC‘84 STAGE-II SEPT‘81 JAN‘82 JUN‘88 MAR‘89 OCT‘89 AUG‘01 AUG‘04 STAGE-III RAMAGUNDAM UNIT – VII PROJECT PROFILE: Capacity Location : : 500MW RSTPS (near existing 2100MW).5 MTPA 30 Cusecs Pochampad Power Canal of Sriram Sagar Project Rs.RAMAGUNDAM MILESTONES ACIVITY GOVT.76MW).61MW). Fuel Type & Source Fuel Requirement Water Requirement Water Source Project Cost Beneficiary States : : : : : : Coal. Karimnagar District.1780.00MW). A.99 Crores (III Quarter. 1998) Andhra Pradesh (145. Un-allocated (75.57MW).86 MW). SECL 2. Kerala (61. Pondicherry (12.20MW) Karnataka (86. Tamilnadu (118. 23 .

 RECEIVED BEST MANAGEMENT AWARD FROM A. STATE GOVT FOR 2006-07.STATION HIGHLIGHTS  ACCREDITED WITH ISO 14001  ACCREDITED WITH ISO 9001  ACCREDITED WITH SA8000  ACCREDITED WITH OHSAS 18001  CERTIFIED AS 5‘S STATION  RAMAGUNDAM WAS ACCREDITED WITH ―STRONG COMMITMENT TO EXCEL ―UNDER CII-EXIM BANK BUSINESS EXCELLENCE MODEL FOR 2005-2006.  RAMAGUNDAM EMPOLYEE HAS RECEIVED ―SHARMA SHAKTHI AWARD‖ FROM A. FOR 2004-05.P GOVT. KARKIK RATNA AWARD FOR TWO TIMES IN 1993 &1996-97. ROLL OF HONOURS  RECEIVED PM SHRAM BHUSHAN AWARD FOR FOUR TIMES IN 1987. 1989.P.P GOVT. 24 . & 1995-96. 1994-95. 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.  A.

 RAMAGUNDAM BAGGED VISHWAKARMA RASTRIYA PURAHKAR FOR-2 TIMES (2005.  NTPC RAMAGUNDAM TEAM BAGGED ASIAN SECOND POSITION IN BUSINESS MINDS 2008 HELD IN HONGKONG.1987 COUCIL (4 TIMES) 1998 & 1999  ―NATIONAL SAFETY AWARD‖ FROM MIN.  SAFETY AWARD FROM BRITISH SAFETY 1986. 2006).  STATION HAS RECEIVED SILVER SHEILD FOR MERITORIOUS PERFORMANCE IN POWER SECTOR FOR 2007-08 FROM GOVERNMENT OF INDIA. 25 .  AND INNOVATIVE GOT ―EXCELLENCE‖ AND NIRVIRAM CHAKRA GOT ―DISTINGUISHED‖ AWARDS.(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.  STATION WAS AWARDED ―COMMENDATION FOR SIGNIFICANT ACHIEVEMENT‖ UNDER THE CII-EXIM BANK AWARD FOR BUSINESS EXCELLENCE FOR THE YEAR 2008. 1987 OF LABOUR. GOI.

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 MAR‘2009  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 MAR‘09. (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 MAR‘2001)

 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 MAR‘2007)
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 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 101.50% IN MAR‘09 (PREVIOUS BEST 4.084 mL/kWH (PREVIOUS BEST 0.02% IN THE YEAR 2007-08)  HAS RECORDED THE LOWEST EVER MONTHLY APC OF 8.15 % ( PREVIOUS BEST 99.05 % (PREVIOUS BEST 5.48% IN MAR‘2007)  UNIT-4  HAS RUN MORE THAN 100 DAYS CONTINUOUSLY TWICE DURING THE FINANCIAL YEAR.20% IN THE YEAR 2004-05)  RECORDED LOWEST EVER YEARLY SP.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. UNIT-3  HAS ACHIEVED THE LOWEST EVER YEARLY APC OF 8.84% IN JAN‘06) 29 .OIL CONSUMPTION OF 0.093 FOR THE YEAR 2003-04)  HAS ACHIEVED THE LOWEST EVER YEARLY APC OF 5.86 % (PREVIOUS BEST 9.BEST 8.11 % IN OCT 2008 (PREV.

06.72% IN FEB‘06)  RECORDED MAXIMUM DAILY GENERATION OF 12.77 % ( PREVIOUS BEST 100.500 MU ON 12.61 % ( PREVIOUS BEST 99.03.08 (PREVIOUS BEST 12.79% IN THE YEAR 0405)  HAS ACHIEVED THE LOWEST EVER YEARLY APC OF 5.40% IN OCT‘08 (PREVIOUS BEST 4.107 FOR THE YEAR 2004-05)  HAS ACHIEVED HIGHEST EVER YEARLY LOADING FACTOR OF 101.02 % (PREVIOUS BEST 5.38 % IN THE YEAR 2007-08)  RECORDED THE LOWEST EVER MONTHLY APC OF 4.  HAS ACHIEVED THE HIGHEST EVER YEARLY LOADING FACTOR OF 101.95)  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.610 MU ON 23.12% IN THE YEAR 0405) 30 .042 mL/KWH (PREVIOUS BEST 0.OIL CONSUMPTION OF 0. 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.

75% IN APR‘08)  RECORDED THE HIGHEST MONTHLY GENERATION OF 384. HAS ACHIEVED THE LOWEST EVER YEARLY APC OF 4.19% IN MAR‘09 (PREVIOUS BEST 4.64 % (PREVIOUS BEST 5.56% IN FEB’09 (PREVIOUS BEST 102.57% IN FEB‘06) 31 .37% IN THE YEAR 2007-08)  UNIT-7 HAS ACHIEVED THE HIGHEST EVER MONTHLY PLF OF 103.2% 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 4.388 INDEC‘07)  RECORDED THE LOWEST EVER MONTHLY APC OF 4.43% IN DEC‘08 (PREVIOUS BEST 4.55% IN THE YEAR 0405)  HAS ACHIEVED LOWEST EVER YEARLY APC OF 4. BEST 382.87% (PREVIOUS BEST 5.352 MU IN JAN’09 (PREV.02 % ( PREVIOUS BEST 101.63% IN JAN‘07)  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.

38 LAC MT TILL 25.8 LAC MT IN JAN‘98)  ASH UTILIZATION  STATION HAS ACHIEVED 67. India‘s state-run power producer NTPC Ltd reported 4.22 LAC MT IN OCT‘2008 (PREVIOUS BEST 12.28 billion rupees.  DRY ASH ISSUED  DRY ASH ISSUED TO INDUSTRIES IS 13. FUEL MANAGEMENT  RECORDED THE HIGHEST EVER YEARLY COAL RECEIPT OF 139.01 billion rupees last year.34 billion. the company said in a statement. The net profit declined to 20.42 percent compared to 82.18 billion rupees for the fourth quarter compared with 21.2 LAC MT FOR YEAR 2007-08)  RECORDED HIGHEST EVER MONTHLY COAL RECEIPT OF 13.09 SINCE INCEPTION (PREVIOUS BEST 126. Total asset worth amounted to US $20.13 billion rupees a year ago.6 billion. up 6.46 billion rupees a year ago. FINANCIAL SITUATION Financial Highlights NTPC as on March 2008 achieved sales of US $7. 32 .14% OF ASH UTILIZATION.93 LAC MT. The company posted a full-year net profit of 87. 2010.5 percent fall in net profit in the fourth quarter ended March 31.03.84 billion and profit of US $1. Its sales for the fourth quarter rose to 123 billion rupees from 114.

The company has declared a final dividend of Rs 0. FY'10 net up 6%. posted an unexpected decline in fourth quarter profit. up 6. dropping for the first time in seven quarters. It was the first decline in profit since the three months ended June 2008.3 percent to 20. Net sales increased to Rs 46322.728.73 crore in 2008-09. net sales increased to Rs 12.113. 33 . NTPC Ltd. Net income in the three months ended March 31 fell 4.445.5 billion-rupee mean estimate of seven analysts surveyed by Bloomberg.353.20 crore.78 crore in the same period a year earlier.80 per share. NTPC Q4 profit dips 5%. NTPC said in a filing to the National Stock Exchange. However. For the full financial year ended March 31.42 per cent compared to Rs 8.65 crore compared to Rs 2.39 crore during January-March quarter of FY'10 from Rs 11.017.2 billion rupees (442 million). The total dividend (including interim dividend) for the financial year 2009-10 is Rs 3.80 per share (of face value of Rs 10 each).35 crore in the year-ago period. NTPC's net profit for the fourth quarter ended March 31.923. according to a statement to the Bombay Stock Exchange today.30 crore in the previous fiscal.NTPC shares closed at 204 rupees on Monday in BSE.201.. 2010.59 crore in the financial year 2009-10 from Rs 41. India‘s biggest power producer. NTPC posted a net profit of Rs 8. That compares with the 22. State-run power utility NTPC on Monday reported a nearly 5 per cent drop in fourth quarter net profit to Rs 2. fell marginally to Rs 2017 crore against Rs 2113 crore in the corresponding period.

CHAPTER –III LITERATURE ON RESEARCH 34 .

The key factors that affect employees‘ productivity and performance fall into two categories: 35 . and the friendship and support provided by co-workers and management. maintaining a task orientation. It is also dependent on the physical environment and its affect on health and employees‘ performance. System maintenance refers to how orderly and organized the work setting is. and relationship dimensions. The performance of an employee is measured actually by the output that the individual produces and it is related to productivity. The relationship dimension measures the degree of interpersonal interaction in a work environment. At corporate level. productivity is affected by many factors such as employees. goal orientation. such as the social communication exchanges and cohesion among workers. Examination of work environment preferences can help identify organizational factors that may be problematic. These work environment preferences have been shown to affect individuals' personal functioning at work (Billings and Moos. how clear it is in its expectations. work environment preferences can be measured using three dimensions of work environment settings: system maintenance. and how much control it maintains. technology and objectives of the organization. and providing job challenge and expectations for success and accomplishment.LITERATURE ON RESEARCH: A widely accepted assumption is that better workplace environment produces better results. Goal orientation assesses the degree to which an environment encourages or stifles growth through providing for participation in decision making and autonomy. 1982). and can guide interventions aimed at reducing employee stress in a variety of work settings. Mostly the office is designed with due importance to the nature of job and the individuals that are going to work in that office. ARTICLE DATA ABOUT TOPIC: According to Moos (1981).

• Health and safety policies. definition of job descriptions and the degree of access to the management and administrative support needed to complete their tasks. development of safe working practices and the adequate supply of protective clothing and equipment. absence or holiday cover. THE FACTORS THAT ARISE FROM PREMISES. shift-working. including the provision of training.MANAGEMENT DRIVEN FACTORS INCLUDE THE DEVELOPMENT: • Organization plans such as the allocation of responsibilities at all levels of the organization. OFFICE OR FACTORY DESIGN: Furniture Workspace availability Light intensity Weather/temperature Ventilation/humidity Noise/vibration Premises hygiene/welfare facilities 36 . break times. • Working patterns.

the physical layout of the workspace. competently and in compliance with operational performance targets. one of the most important thing to be considered while buying office furniture is to ensure whether it is ergonomic or not. their working style and efficiency gets hampered considerably. is playing a major role in boosting employees productivity and improving organizational performance. 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.Relationship between Office Design and Productivity: Over the years. which can increase productivity. and attract more employees. And. and if they are uncomfortable and not user friendly. shelves. in turn affecting the 37 . Ergonomics of office furniture is important because an employee has to work with them for the entire time that he is on office. Many authors have noted that. The work environment can also have an impact on an individual‘s ability to work safely. many organizations have been trying new designs and techniques to construct office buildings. 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. etc. drawers. along with efficient management processes. the filing system.

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. computer alignment and even environmental factors. If the employee is uncomfortable due to any reason. The positioning of the computer monitor and the mouse should also be adequate. In some places noise from construction projects predominate. There are various sources of noise pollution. like desks. Non-ergonomic office furniture can also lead to health problems of employees. Other sources include the noise in occupational settings or even the noise of 38 . Noise harms us in more ways than we can think of and at times without us even knowing about it. If all factors surrounding the employee are ergonomically correct. These days‘ organizations consult. so that the user does not have to strain his vision to view and stretch uncomfortably far to reach them.overall organizations. chairs. then the employee will be comfortable and remain motivated to give his best. his work is bound to get affected. and at the same time taking care of the employees' health. Having ergonomic office furniture reduces the chances of any risk injury. NOISE: It is probably the most frequently forgotten of the environmental pollutants whose effects can be far-reaching. Office furniture helps the organization tremendously in increasing its productivity. while in others it is vehicular traffic or noise from airports. 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. We cannot have a noise free world but we sure can have a noise safe world. Office furniture like desks can be designed to give greater leg room and adequate support to the elbows while working on the computer. Ergonomic office furniture ensures that each employee gels well with the things around him. which again has an adverse effect on the productivity.

Think about where are the people being placed. noise creates health hazards affecting children the most. is the ability to conduct work without distraction. people believe that noise does not cause health hazards. Allowing the end-users to experience true acoustic comfort in the spaces designed will be appreciated anytime. as far as productivity is concerned. headache. if business success is to be achieved. the type of telephones being used. When one is designing an open office. Unhealthy employees not only would be a cause of concern but also their health is directly proportional to their productivity and hence their performance. sound masking. Beyond productivity. Noise can cause irritation. noise does not produce visible results. annoyance. Through this discrepancy. panel heights and ceiling systems. Many studies acknowledge that noise (even at low levels) is a cause of stress that causes health problems such as digestive disorders. office acoustics also affects employee health and safety. It should not be forgotten. hypertension. he should always consider the acoustic impact of the materials being used. That is why probably. But as per different studies. Very often. and ulcers. with extremely high noise levels even causing hear loss in newborns. anxiety. hostility and violence. anti-social behavior. where the laws are either battered in the name of religion or just for fun. 39 . it is apparent that companies must increase their attentiveness of the acoustic environments of open-office spaces. One of the most important aspects of an open office. how the job types are being grouped. In our country unleashed loudspeakers disturb the neighbourhood on seemingly endless nights.simultaneous conversations.

On the other hand. Older workers. sensors and multiple switches also enable varied lighting levels to match needs. Task lamps and desk lamps are essential pieces of office equipment. Non visual receptors in the retina of the eye form nerve pathways that directly influence our biological clock. The ability to adjust lighting levels is particularly important for workers seated near windows. offering workers the control they need to be comfortable and productive. Workers who use computer display terminals typically prefer relatively low lighting levels to minimize glare and reflections on their display screens. Dimmers. Light is an important therapy treatment for individuals who suffer from SAD (seasonal affective disorder). also need higher lighting levels. the part of our brains that controls and moderates sleep and wakefulness. write and draw on paper typically prefer higher lighting levels so they can see small letters and fine details. the only purpose of indoor lighting was to aid with visually directed tasks when there wasn't enough external light. 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. 40 . when the days are shorter. workers who read. SAD includes depressive symptoms and is experienced by approximately six out of one hundred people in the developed world. Using direct lighting to illuminate specific areas instead of relying on ceiling fixtures that light entire rooms is an innovative idea. directly affecting our levels of alertness. while reducing energy use. Some studies shows as much as 10 percent of people are affected. primarily in the autumn and winter months.LIGHT INTENSITY: Up until recently. But a recent discovery has shown that light has an impact beyond merely helping us see. and others with weak vision.

Its brightness is exactly the same and its clarity is pleasing to the eye. and concentration. The Sky Effect™ range of fluorescent lights are specially designed for office and factory use. Reverses Seasonal Affective Disorder. alertness. It also happens to be precisely the spectrum of light that is missing in conventional indoor lighting. these deliver a far broader spectrum of light. Sky Effect lights are described as having a "higher colour temperature" than conventional lights. Unlike conventional lights. Nature Bright has created a new generation of industrial lighting. These new lights incorporate greater levels of shorter wavelength light—light in the blue range of the spectrum. Fends off fatigue. This light is only slightly different in appearance to conventional lights. As you consider workplace productivity and satisfaction. There may be a bright way to change your workplace and give everyone there a boost. And this higher temperature will result in a brighter mood for you and your co-workers. This blue light has been shown to have the greatest effects upon our central biological clock. Minimizing lost work time and maximizing productivity. 41 . Boost performance.SKY EFFECT TECHNOLOGY: With this understanding of how light affects our bodies. look up at your lights. BENEFITS: Increases focus.

the workplace regulations say that temperature in workrooms should normally be at least 16ºC (a workroom is defined as a room where people work for more than short periods). that temperature alone may not ensure ‗reasonable‘ comfort. Regulation 7 of the Workplace (Health. High humidity: In itself may not be a direct problem. the temperature in all workplaces inside buildings shall be reasonable‘. 42 . although the World Health Organization recommends a maximum working temperature of 24ºC. a higher temperature might be better. Safety and Welfare) Regulations 1992 states that‘ during working hours. 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. For a thin person. but it does increase our susceptibility to high temperature levels as evaporation of body sweat is impeded. a lower temperature may work better. But for someone not as thin. It should be stressed however. Currently there are no regulations governing high temperature levels in offices and the responsibility of employers to their employees in this respect.TEMPERATURE AND HUMIDITY: What temperature works best for one‘s productivity depends on one‘s body. Unless intense physical effort is involved.

43 .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.

CHAPTER –IV DATA ANALYSIS & INTERPRETATION 44 .

of employees 80 Source: primary data INTERPRETATION:  80% of employees are very satisfied with their position at this company.NO:4.  10% of employees are somewhat dissatisfied with their position at this company.  10% of employees are somewhat satisfied with their position at this company.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. 45 .1 100 100 80 60 40 20 0 10 0 10 0 Total no of emplotees no. Overall how satisfied are you with your position at this company? TABLE NO: 4.Q.1.

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. 46 .2.  20% of employees feel that they are rarely recognized as individuals.  40% of employees feel that they are usually recognized as individuals.Q.NO:4.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.2 100 100 80 60 40 Total no of employees 40 40 20 no.

Q.3: How flexible is the company with respect to your family responsibilities? TABLE NO: 4.  10% of employees feel that the company is very flexible to their family responsibilities.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.of employees No. 47 .3 100 100 50 0 70 10 10 0 10 Total no.NO:4.  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.of employees Source: primary data INTERPRETATION:  70% of employees feel that the company is very flexible to their family responsibilities.

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. 48 . The company clearly communicates its goals and strategies to me.4.NO:4.  40% of employees neither agree nor disagree 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.Q. 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.4 100 100 50% 10% 0 Total no.

49 .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. I receive enough opportunity to interact with other employees on a formal level.NO:4.5.  20%of employees of employees neither agree nor disagree that they receive enough opportunity to interact with other employees on a formal level. TABLE NO: 4.  40% of employees somewhat agree that they receive enough opportunity to interact with other employees on a formal level.Q. 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. of employees no.5 100 100 40% 40% 20% 0 0 0 Total no.

My furniture is comfortable enough so that I can work without getting tired till 5pm.6.6 40% 0 0 0 100 100 60% 40% 50 0 0 0 0 Total no.Q.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.6 I‘m neutral No of employees 100 I strongly agree 60 I agree I disagree I strongly disagree 0 40 0 0 Percentage 60% (100%) Source: primary data CHART NO: 4.NO:4. of employees No.  40% of employees agree that their furniture is comfortable enough so that they can work without getting tired till 5pm. 50 . TABLE NO: 4.

The physical condition at work influences my productivity.  10% of employees say that the physical condition at work influences their productivity.7.Q.  40% of employees say that the physical condition at work influences their productivity. TABLE N0:4.7 100 100 80 60 40% 40 20% 20 0 Always Mostly Often To some Not at all extent 10% 0 30% Total no.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.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. 51 .NO:4.

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.8 Always No of employees 100 Percentage (100%) Source: primary data CHART NO: 4.  20% of employees say that their work environment is often quite. My work environment is quite.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.8.  30% of employees say that their work environment is quite to some extent.of employees No.Q. TABLE NO: 4.  30% of employees say that work environment is mostly quite.NO:4. 52 .

NO:4.  20% of employees disagree that their workspace has many noise distractions. 53 .of employees Source: primary data INTERPRETATION:  30% of employees agree that their work space has many noise distractions.Q.  10% of employees strongly disagree that their work space has many noise distractions. TABLE NO: 4.9 I‘m 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. My work space has many noise distractions.  40% of employees say that they are neutral ant the noise distractions in their work place.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.

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.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. To what extent your room temperature affects your normal level of productivity? TABLE NO: 4.  30% of employees say that they have normal effect of room temperature affecting their normal level of productivity.Q.NO:4.  20% of employees say that they have positive 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. 54 .

etc) TABLE NO: 4.11 No of employees Always Mostly Often To some extent 10 10% Not at all 100 0 40 40% 50 50% 0 0 Percentage 0 (100%) Source: primary data CHART NO: 4.NO:4.Q. movements.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. My work area is sufficiently equipped for my typical needs (normal storage.11 100 100 40% 50 0 Always Mostly Often To some extent 0 50% 10% Total no of employees 0 no.  10% of employees say that their work area is sufficiently equipped with typical needs to some extent. 55 .11.

NO:4.  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. Do you feel that skilled and respected people are available for employees in mentoring? TABLE NO: 4. 56 . of employees 30% 10% 0 0 No.12 100 100 80 60 40 20 0 Always Usually Rarely Never Not sure 60% Total no.of employees Source: primary data INTERPRETATION:  60% of employees feel that skilled and respected people are available for employees in mentoring.12.Q.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.

NO:4.13 100 100 90 80 70 60 50 40 30 20 10 0 Always usually rarely never not sure Total no. ―Happy employees are productive employees‖ Are you? TABLE NO 4. 57 .  10% of employees are rarely agreeing the statement ―happy employees are productive employees‖.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. 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‖.Q.13.  20% of employees are usually agreeing the statement ―happy emplo yees are productive employees‖.

that the mission/purpose of their company makes them feel that their job is important.14.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.  20% of employees somewhat agree. 58 . that the mission/purpose of their company makes them feel that their job is important.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.  10% of employees neither agree nor disagree. TABLE NO: 4.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. The mission/purpose of my company makes me feel that my job is important.Q.

of employees 0 Strongly disagree no. 59 .15 100 100 80 60 40 20 0 Strongly agree 30% 30% 30% 10% Total 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.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.  30% of employees neither agree nor disagree that their services are better utilized by the company.Q.NO:4.  30% of employees somewhat agree that their services are better utilized by the company.  10% of employees somewhat disagree that their services are better utilized by the company. TABLE NO4. My service is better utilized by the company.15.

60 . even if they have the opportunity to get a similar job with another organization.16. even if they have the opportunity to get a similar job with another organization.of employees no.  10% of employees neither agree nor disagree that.  10% of employees somewhat agree that. TABLE NO: 4. they would stay with my present company.of employees 0 0 Strongly disagree Somewhat disagree Source: primary data INTERPRETATION:  80% of employees strongly agree that.16 100 100 80 60 40 20 0 Strongly Somewhat Neither agree agree agree nor disagree 10% 10% 80% Total no. even if they have the opportunity to get a similar job with another organization. Even if I had the opportunity to get a similar job with another organization.Q. they would stay with my present company.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. they would stay with my present company. I would stay with my present company.NO:4.

I have friends in my office who encourage me and support in my work.of employees Source: primary data INTERPRETATION:  50% of employees strongly agree that they have friends in office who encourage and support in their works.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.  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. 61 .17.of employees no.Q.NO:4. TABLE NO: 4.17 100 50% 50 30% 20% 0 0 0 Total no .

of Employees 100 Percentage (100%) Source: primary data CHART NO: 4. not the Organization.Q. how far do you agree with the Statement? TABLE NO: 4.‖  40% of employees somewhat agree the statement ―Love your Job.‖  10% of employees neither agree nor disagree the statement ―Love your Job.‖  10% of employees somewhat agree the statement ―Love your Job. ―Love your Job.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 .NO:4.of employees no .‖ 62 .18 No.18. not the Organization. not the Organization. Overall. Of employees Source: primary data INTERPRETATION:  40% of employees strongly agree the statement ―Love your Job. not the Organization‖. not the Organization.

 Most of the employee feels that their work place is quite and doesn‘t affect their performance.FINDINGS AND CONCLUSIONS:  From the data collected most of the Employees feel that they are being given enough opportunities to utilize their talents.  All the employees receive the information and communication for the job regularly. the Employees of NTPC Ramagundam said that they are extremely satisfied with their job and organization. to do the job efficiently.  Overall.  The services of each employee are better utilized by the company.  The employees also said that they have the materials and equipment they need.  Most of the Employees feel that the mission/purpose of the company makes them feel that their job is important.  The Employees feel that the people at work place are pleasant and co-operative to work with.  Most of the employees are friendly to each other getting encouragement and support at their works.  Most of the employees feel that they are recognized as individuals in work while the 5% of employees feel that they are not recognized.  Most of the employees feel that the pay & welfare facilities provided by the company motivate them to get engaged and committed.  The Mission & vision of the company make the Employees feel engaged in the job and dedicated to the organization. 63 .

 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. Talented.  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. it is suggested to take the following initiatives for further improvement. However.  Materials and equipment. and will be open for other opportunities where they do know what's expected of them.  Identify the problem areas: Identify the problem areas to see which are the exact areas. employees will inevitably face frustration. productive people crave time and attention from their managers.  Know what is expected of the Employee at work. then you keep coming back to work. Even the smallest actions taken to address 64 .Employees need the right tools and equipment to support their skills. experience and talents & perform their jobs at an optimum level. Many managers give their greatest degree of attention to employees who are falling behind. If expectations are unclear.  Supervisor/mentoring at work cares -Managers must spend most of their time with their most productive talent.employees should know exactly what is expected of them. and where their contributions are measured and recognized.SUGGESTIONS  The analysis revealed positive response from almost all the employees. Nothing is more discouraging to employees than to be asked for their feedback and see no movement toward resolution of their issues. which lead to poor performance of employees  Taking action to improve employee performance by acting upon the problem areas. and will leave your company if they have a weak relationship (or no relationship) with their manager or supervisor. The employees are highly motivated with the HR practices.

Feeling valued will boost morale. 65 . Taking action starts with listening to employee feedback and a definitive action plan will need to be put in place finally. motivate and encourage future input.concerns will let the staff know how their input is valued.

CHAPTER V QUESTIONNAIRE 66 .

Overall how satisfied are you with your position at this company? • Very satisfied • Somewhat Satisfied • Not satisfied or dissatisfied • Somewhat dissatisfied • Very dissatisfied 2. ENCIRCLE the option you think best suits you. Name :( optional) _________________________Designation:______________________ Age____ Gender___________ 1. Encircle only ONE option for each question.Questionnaire for Research study on ―WORK PLACE ENVIRONMENT AND ITS IMPACT ON EMPLOYEE PERFORMANCE‖ INSTRUCTIONS: Please READ each question carefully. Do you feel that employees are recognized as individuals? • Always • Usually • Rarely • Never • Not sure 67 .

The company clearly communicates its goals and strategies to me. 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. How flexible is the company with respect to your family responsibilities? • Very flexible • Somewhat flexible • Neither flexible nor inflexible • Somewhat inflexible • Very inflexible 4.3. My furniture is comfortable enough so that I can work without getting tired till 5pm. • I strongly agree • I agree • I‘m neutral • I disagree • I strongly disagree 68 . • Strongly agree • Somewhat agree • Neither agree nor disagree • Somewhat disagree • Strongly disagree 5.

• No effect • Positive effect • Normal effect • Quite good effect • Bad effect 69 . • Always • Mostly • Often • To some extent • Not at all 9. • Always • Mostly • Often • To some extent • Not at all 8. To what extent your room temperature affects your normal level of productivity.7. My work environment is quiet. The physical conditions at work influence my productivity. • I strongly agree • I agree • I‘m neutral • I disagree • I strongly disagree 10. My workspace has many noise distractions.

11. ―Happy employees are Productive employees‖ Are You? • Always • Usually • Rarely • Never • Not sure 14. Do you feel that skilled and respected people are available for employees in mentoring? • Always • Usually • Rarely • Never • Not sure 13. movements. etc) • Always • Mostly • Often • To some extent • Not at all 12. My work area is sufficiently equipped for my typical needs (normal storage. 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 70 .

not the Organization‖. • Strongly agree • Somewhat agree • Neither agree nor disagree • Somewhat disagree • Strongly disagree 17. Even if I had the opportunity to get a similar job with another organization. Overall. I have friends in my office who encourage me and support in my work. ―Love your Job. I would stay with my present company. • Strongly agree • Somewhat agree • Neither agree nor disagree • Somewhat disagree • Strongly disagree 16. • Strongly agree • Somewhat agree • Neither agree nor disagree • Somewhat disagree • Strongly disagree 18. My services are better utilized by the company.15. how far do you agree with the statement? • Strongly agree • Somewhat agree • Neither agree nor disagree • Somewhat disagree • Strongly disagree 71 .

REFERENCES / BIBLIOGRAPHY 72 .

4.Godavari 73 .co. 2009) 2.BISWAJEET PATTNAYAK.R.Safety and other departments. (2008. Document: i) NTPC . iv) NTPC .ntpc. Books: HUMAN RESOURCE MANAGEMENT . NTPC Corporate SAFETY Manual.1. 3rd ED 2004 HUMAN RESOURCE MANAGEMENT . 3.R. Information: i) Various information collected from H. ii) www.Ramagundam. Emergency Preparedness & Response Plan. Manuals: NTPC Corporate H.in iii) NTPC corporate intranet web site.Ramagundam intranet web site .SAIYADAIN. Manual. .

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