CHAPTER TWO: Literature Review
2.1 Productivity
According to (Stefan T.2002) productivity was defined as the relation of output (produced goods) to input (consumed goods) in the manufacturing transformation process. In addition Stefan explained productivity as a relative concept which cannot mean to increase or decrease unless a comparison is made, either of variations from competitors or other standards at a certain point in time, or changes over the time.
In addition Productivity explained as the quantitative relation between what we produce and we use as a resource to produce them, i.e., arithmetic ratio of amount produced (output) to the amount of resources (input).
Productivity = Output/ Input (S. Anail 2008) Also (S.ANAIL, 2008) said
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2.1.3 Productivity Improvement Techniques
According to (S. Anail 2008) productivity improvement techniques classified as;
1. Technology Based
Connects with Computer Aided Design (CAD), Computer Aided Manufacturing (CAM), and
Computer Integrated Manufacturing Systems (CIMS):
2. Material Based Mostly this is related with material planning and control, purchasing, logistics, material storage and retrieval, source selection and procurement of quality material, waste elimination.
3. Product Based
This improvement technique is mainly related with value analysis and value engineering, Product diversification, Standardization and simplification, Reliability engineering, Product mix and promotion.
4. Employee based
Financial and non -financial incentives at individual and group level, employee promotion, job design, job enlargement, job enrichment and job rotation are related with employee based technique.
5. Process Based
To improve productivity in relation to process based can be related with methods engineering and work simplification, job design evaluation, and job safety human factors
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N., & Palash, K. S. (2014)
Figure 2.1: Flow of garment manufacturing process
Sewing section is the heart of apparel industry which consist a group of work stations in which a specific task in a predefined sequence is processed and manufacturing of product always requires different kinds of sewing machines. In addition the production process of sewing lines is affected by frequent changes in style, due to variation of seasonal demand, and production lead times Mok, P.Y. et al. (2013). in addition Dan et al. (2002) said the production of a final garment consist the following consecutive steps listed in the figure below.
1. Pattern Making: Patternmaking is the process of forming all the correctly sized pieces needed to make a complete garment. The traditional method of pattern making includes making of hard paper patterns. The modern garment making system has adopted the digitization of pattern making process. Most of Ethiopian garment industries are still using the traditional method because the cost of computerized systems is expensive.
2 Pattern Grading: Pattern pieces must be increased or decreased geometrically to
When reading the book The Goal written by Eliyahu Goldratt, there were many lessons that I learned in order to have a clear and concise understanding of a positive level of productivity in a company. To have a positive level of productivity there are may components that are taken into consideration. Understanding what it actually means to be productive and how to increase the level of productivity by knowing the actual goal of the company that is trying to be reached and the components that go into the process of being productive. There are many factors that contribute to the level of productivity and being able to identify these factors is the key ingredient to having a successful level of productivity.
The pressure can come from the need to make minimum wage money or a parent deciding on what their kids need to fulfill financially. When choosing something partaking interest in, they are content and adore what they do. Love for their work profession encourages a positive attitude and this is needed for productivity. When an employee loves what they do, they attain a constructive behavior. But, when productivity is sacrificed, it begins to suffer with negative employees who only work to make a piece of change. The only determination they pertain to is to increase their productivity in order to get more money, but in due time this makes them traumatic and hostile. Undesirable employees have no interest in the work, soon the satisfaction is hard for them to achieve, leading to insufficient motivation. The two major ways for employees to improve, productivity in their professional ranges is the choice of profession
The culture of appreciating employees for their hard work and achievements by incentives shows how the organization values their employees. Lincoln believed “Status is of great importance in all human relationships. The greatest incentive that money has, usually, is that is it a symbol of success... The resulting status is the real incentive... Money alone can be an incentive to the miser only. There must be complete honesty and understanding between the hourly worker and management if high efficiency is to be obtained”. This shows how harmoniously the labor and management have to work together to produce
...r investigate what sort of rewards or fringes would their employee’s desire compared to the old method of monetary incentives for the beneficial for the company”.
The foundation for effective job performance and compensation system can be traced to effective job analysis process. Fundamentally, a job analysis should consist of a thorough examination of the job 's duties and knowledge, skills, abilities, and qualities that are required in order to be successful in a specific position, upon which appropriate rewards or compensation can be determined. For many perspectives, jobs are usually made up of requirements and rewards, where rewards may be regarded as a major recruitment strategy for motivating potential employees in order to influence them to stay the organization for a longer period as well as enhance their performance. The most common or basic form of rewards which attracts employees is extrinsic
Productivity is the quantity of output formed by one unit of production input in a unit of time. Inputs used in the production of the goods and services are the major determinants of any country’s productivity they are also called factors of production. There are four major determinants of productivity of any country’s economy.
Reward Management (RM) has been defined as the distribution of monetary and non-monetary rewards to employees in an effort to align the interests of the employees, the organisation, and its shareholders (O’Neil, 1998). In addition O’Neil (1998) also suggests that a RM system can serve the purpose of attracting prospective job applicants, retaining valuable employees, motivating employees, ensuring legal requirements relating to direct and indirect rewards are not violated, assisting the company in achieving human resource and business objectives, and ultimately assisting the organisation in obtaining a competitive advantage.
For a business there is many things that is required to keep that business in business. For example, In order to create an product the society must choose upon it’s needs, resources they have and choose based on it’s populations and other available markets.The factors of production is the readiness to work on answer the three questions (What?, How? and For whom?) in order to solve the problems of scarcity. Scarcity is a resources that is limited, a certain number of available resource. Or paying simple bills to stay in a certain location. To sell a certain amount products could affect how a business runs, based off it’s amount of products sold. And then there is the factors of production. Land isn’t about where something is located in a area, Labor is the help to create things, and Capital and Entrepreneurship are necessary to a business.
The factors of production are the inputs in any production process. The completed goods are what result from the process, also often called raw and finished goods. The more factors of production are given as input the higher the number of completed goods will be, and of course the opposite is just as true. The typical factors of production are Land, Labor and capital goods. more recently Entrepeneurship has also been added as one of these factors. Understanding these is essential to understanding the two production functions which this WIKI article focuses on. (2)
Employee compensation and reward systems have undergone a couple of paradigm shifts since inception. Reward systems were traditionally compensation based and focused on the individual or the position (Beam 1995). After a recession in the early 1980's, employers turned to performance based models in an attempt to save money while still rewarding top performers (Applebaum & Shapiro, 1992). Today, the most successful organizations are using a total reward model, a hybrid of the performance based model combined with strategic human resource management planning to create reward systems that both benefit the employee and help organizations realize their operational goals (Chen & Hsieh, 2006).
A major area of concern among economists is opportunity costs. Opportunity costs are the products that are given up for another product. Because we have a limited amount of resources, we must find the most efficient way to use them. Production possibilities are the alternative combinations of all final goods and services that can be produced in a given time period with all available resources and technology. The main objective of economists is to maintain maximum output in production.
Operations – To work out the right layout and work flow process in the company. The manpower resource allocation is also critical in the situation on the right balance of resource to handle the production. If possible, adopt a hybrid model to handle the flexibility in the product nature, make both the production line being able to configure standard and customized so to reduce setup and changeover time and cope with the demands.
Management spends a huge amount of time to design incentive systems and schemes to motivate their workers and to ensure they work in their best possible manner. Motivating workers by giving them decent pay helps in winning employees heart to make the work done efficiently, significantly and effectively. The most effective way to motivate people to work productively is through individual incentive compensation (Pfeffer, 1998). An attraction of getting more is a powerful incentive to people for high performance. While most people agree that money plays a major role in motivating people, in organizations there is a widespread belief that money may also have some undesirable effects on morale.
First of all, the fibres can classified as natural or man-made fibres. Natural fibres are those obtained from the natural resources on the environment, whereas the man-made fibres could be synthetic or regenerated fibres. Synthetic fibres are completely made from chemicals while regenerated fibres are those originally from natural resources unsuitable to be used as fibres directly, processed chemically to be changed into textile fibres. In this assignment, we will study on the general textile manufacturing processes as listed below. Then, it is hoped that the knowledge on general process could help us understand more on the industry as well to relate it with the environment.
“Business productivity is dependent on employee job satisfaction”. When an employee feels satisfied, secure and trust the employer, they work harder which will enhance the business productivity (Philip, 1958). Moreover, when the employee feels respected, admired, and appreciated by their employers, they will produce productive work which will generate high profit and revenue and hence less turnover (Kalim, Syed & Muahmmad,