Impact of Workplace Environment on Employee Performance...

Impact of Workplace Environment on Employee Performance Employees are very important assets in an organization. A good organization is one which takes care of its employees. This is often done by paying attention to their workplace environment. This is because the employees spend substantial part of the time of their lives at the workplace while carrying out their work. Hence, workplace environment influences their cognitive and emotional states, concentration, behaviour, actions, and abilities. It plays an important role in the employees’ engagement as well as in their performance. In fact, workplace environment has a big contribution for the organization in maintaining a high level of employees’ productivity and hence the organizational productivity. Workplace environment can be anything which exists around the employees where they work and which affect how they carry out their work. It consists of both external and internal conditions which can influence the working spirit and hence, reflect in their performance at work. There exists a strong interaction between employees’ performance and physical workplace environment. The physical environment at work is critical to employees’ performance, satisfaction, social relations and health. The environmental conditions at the workplace are important factors which has an influence on the employees’ morale and job satisfaction and hence their performance. Workplace environment and productivity are often perceived as two opposites by the managements in some of the organizations. This is because, the managements of such organizations consider workplace environment as an extra, resource-consuming, nonproductive activity, which they dislike because of the lack of production stemming from it. They believe that the productivity enhancement of the employees can be achieved by enhancing the employees’ skills. Such managements are ignorant of the fact that majority of the productivity problems reside in the workplace environment in which the employees operate....

Employee Engagement

Employee Engagement An organization is always in the need to successfully understand and use the employees’ talents, knowledge, skills, and vigour. Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. It is a workplace approach resulting in the right conditions for all members of an organization to give their best each day, committed to their organization’s goals and values, and motivated to contribute to organizational success with an enhanced sense of their own well-being. There are four main sub-concepts within the term employee engagement. These are (i) ‘needs satisfying’ approach, in which engagement is the expression of one’s preferred self in task behaviours, (ii) ‘burnout antithesis’ approach, in which energy, involvement, efficacy are presented as the opposites of established ‘burnout’ concepts consisting of exhaustion, pessimism, and lack of accomplishment, (iii) satisfaction-engagement approach, in which engagement is a more technical version of job satisfaction, and (iv) the multi-dimensional approach, in which a clear distinction is maintained between job and organizational engagement, normally with the primary focus on antecedents and consequents to the role performance rather than the organizational identification. Employee engagement is defined by William Kahn as ‘the harnessing of organization members’ selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances’. It is translating employee potential into employee performance and organizational success. It can also be defined as a set of positive attitudes and behaviours of the employees enabling their high job performance of a kind which is in tune with the organization’s mission. An engaged employee is defined as one who is fully absorbed by and enthusiastic about his work and so takes positive action to further the organization’s reputation...

Important Features of Rolling of Wire Rods Mar27

Important Features of Rolling of Wire Rods...

Important Features of Rolling of Wire Rods Wire rods are normally rolled in a high speed rolling mill, where steel temperature is above 1,000 deg C, maximum speed of rolling exceeds 120 metres per second (m/s) and coils of wire rod produced can be upto 10 kilometers (km) long. During rolling of wire rods, usually 25 passes to 30 passes are taken in a continuous rolling mill. Wire rod is a material which has a very wide application. From components for the automotive industry, tire cord, electrodes, connecting elements such as nuts and bolts, springs, wire and wire products, steel reinforcements, and so on, everything is based on wire rod. That is why wire rod mill is normally designed with versatility in mind. The mill being an energy intensive mill, it becomes necessary that the optimum solutions are incorporated in the mill design without compromising on the flexibility. All size ranges, materials and alloys need to be produced efficiently and with high productivity in the wire rod mill. Wire rods are required to meet the wire rod users’ requirements of surface and internal quality as well as physical, chemical, mechanical, and metallurgical properties. Wire rods undergo post-processing such as drawing, forging, or machining into desired shapes and heat treatment for enabling the product to achieve the desired strength. Thus, the wire rods are required to be capable of ensuring good performance of the produced parts wherever they are used, and at the same time, to have good workability at different stages of the post-processing. The user of wire rods has three basic requirements namely (i) to eliminate or simplify one or more of the secondary or tertiary processing to improve productivity and reduce processing cost, (ii) to improve the functionality, i.e. to extend the...

Dissecting of the Organization and Management Functions...

Dissecting of the Organization and Management Functions An organization is a corporate enterprise which is created by people and managed by people. Various types of forces act upon it. Economic forces set limits for the management for achievements. They create opportunities for management for the action. But these forces do not by themselves determine the nature of the organization and what it has to do. Management does not adapt the organization to the forces of the market. On the contrary it has to find these forces and has to create them. It requires enormous efforts on the part of the management and a huge time to bring changes in the basic nature of the organization for ensuring its growth and success. In fact, how the management makes decisions determines whether the organization is going to continue to prosper or to decline, to survive or eventually to perish. And this is true for successive managements of the organization. Profit and profitability are crucial for the organization. Profitability is not the purpose of but a limiting factor on the organizational activities. Profit is not the explanation, cause, or rationale of the organizational behaviour and decisions, but the test of their validity. All the persons who occupy the directors’ chairs are to be concerned with profitability. The first test of any organization is not the maximization of profit but the achievement of sufficient profit to cover the risks of economic activity and thus to avoid loss. Further, there is the prevailing belief that there is an inherent contradiction between profit and the organization’s ability to make a social contribution. Actually, an organization can make a social contribution only if it is highly profitable. To put it crudely, a bankrupt organization is not likely to be a good...

Importance of the Organizational Management...

Importance of the Organizational Management Organizations are parts in the society structure. They are part of the community in which they function. They exist for fulfilling the specific needs of the society as well as for satisfying some of the societal purpose. Hence, it is important that the organizations function successfully so that they can fulfill the tasks for which they are set up. They are to effectively and efficiently fulfill those needs of the society for which they have come into existence. Management, in turn, is an important part of the organization. It has no function in itself, indeed, no existence in itself. Management separated from the organization it serves is not a management. Management does not function efficiently and effectively when it becomes bureaucratic, or when it start serving some special interests in the society or when it fails in making the organization to function successfully so that it can fulfill the tasks for which it has been set up. Such a management has misconceived itself as an end and the organization as a means. This is a degenerative disease to which managements are prone, and especially those managements which do not stand under the discipline of the market test. The prime objective of an effective management is to prevent this disease to arrest it, and, if get caught in the disease then it is better to get cured. The existence of the management in the organization is since there is a necessity for it to fulfill certain tasks. The success of the management is determined by how they fulfill these tasks. These tasks are three in number, equally important but essentially different, which management has to perform to enable the organization in its charge to efficiently function and to make its...