Pleasant Working Environment Research Articles

Research on the factors affecting rural teachers’ retention and countermeasures: strategies based on the perspective of Herzberg’s two-factor theory

ABSTRACT Rural education is an important component of K–12 education. However, influenced by multiple factors, the situation of rural teachers is far from stable. Therefore, how to retain teachers is the global issue faced by rural education. Based on Herzberg’s two-factor theory, a survey of Herzberg’s two-factor influence was carried out among 323 rural teachers, uncovering the internal factors affecting the stability of teaching staff, to understand the measures needed to improve rural teachers’ retention rates. The study shows that there exists a severe imbalance in the gender ratio of rural teachers, and teachers are highly satisfied with educational policies in spite of their low incomes. With regards to interpersonal relationships, school administrators fail to emphasize a “human-centered” management philosophy. Improvement measures are proposed including expanding the channel of teacher professional development, satisfying the demand for teacher professional development, improving welfare and creating a pleasant work environment.

Decent Work as An Impact Factor on The Human Capital of Companies in Tulancingo, Hidalgo

Objective: This study analyzes the elements that influence decent work in companies in Tulancingo, Hidalgo. This is because currently the personnel working in organizations infer that they do not have a decent job, due to the fact that there is no pleasant work environment, communication is not usually adequate, in addition to the fact that they do not provide training to perform their functions, which impacts on not having economic and job stability. With the results of this research, we intend to identify and relate the factors that impact human capital when having a decent job. Theoretical Framework: The study analyses related aspects of decent work, human capital and decent work, as well as human capital and decent work, the impact of decent work on social economic development, challenges in the implementation of decent work, aspects such as employment, social protection and labour rights. Design/Methodology/Approach: The methodology used in this research was a quantitative approach, with a total of 383 people from companies in the Tulancingo region, Hidalgo, considering the different sectors, in such a way as to obtain information corresponding to the variables of: employment, social protection, labor rights and social dialogue; which allowed to identify the most relevant elements that impact decent work. Findings: A measurement instrument was used that includes three dimensions of decent work, with a sample of 383 people. Among the results obtained, 53% feel comfortable in their workplace; however, only 42% feel identified with the company. This is related to working conditions, since 33% of people do not have the materials and supplies that allow them to carry out their work effectively, in addition to the fact that the workload is extreme and tiring. Social Impact: The identification of factors that influence decent work will be very useful for companies in Tulancingo, Hidalgo, because strategies can be implemented to have a better work environment, in such a way that operational efficiency is achieved within the different companies, achieving the participation of the members that make it up and having better results by meeting organizational objectives. Originality/Value: This research paper shows how social protection, labor rights and social dialogue impact employability and decent work in companies in Tulancingo, Hidalgo. The identification of factors will be of great relevance not only for organizations, but also for the personnel who work in them and contribute to their performance.

Relationship between perceived bureaucratic orientation and job satisfaction among nurses in the healthcare system Iligan City, Philippines

Background: Prior studies reveal that job satisfaction among nurses has become a growing global concern, revealing varied levels of satisfaction across different countries. Little is known about the role of bureaucratic orientation influencing job satisfaction in the Philippine context. Aim: This study investigated the relationship between bureaucratic orientation and job satisfaction among nurses in a hospital in the Philippines. Design: Using a quantitative, descriptive-correlational design, data were collected from 102 registered nurses through structured questionnaires. Results: Nurses perceived bureaucratic orientation as leaning towards administrative control, with management having primary control over practice, personnel, and resources. The study found a positive significant correlation between administrative control over practice and appropriate support from superiors and with a pleasant working environment. However, administrative control over resources and personnel negatively correlated with nurses' emotions towards work. Greater management participation in committee structures was also negatively associated with nurses' emotional fulfilment and perceived workplace significance. Conclusion: These results highlight the need for participatory management practices enhancing job satisfaction among nurses. The findings of this study can inform hospital administrators and nurses’ additional insight especially in a Philippine healthcare setting on how they can collaboratively support each other to improve nursing practice.

Work Adaptation and Employee Well-Being: Uncovering the Significance of Work Pattern Choices of Higher Education Employees During the Pandemic

ABSTRACT Background Maintaining a pleasant work environment and striking a healthy work-life balance are critical for improving employee well-being and performance. The Job Stress and Health model sheds light on acute challenges that employees confront as a result of numerous work-related or external variables. The COVID-19 epidemic has resulted in abrupt changes in work habits and lifestyles, resulting in severe stress and disruptions to people’s physical and mental health around the world. Purpose During the pandemic, this study was undertaken to investigate employee work pattern choices, such as work from home, blended work, or work from the office. Methods This study examined how work pattern decisions affected HEI employees’ well-being during the COVID-19 epidemic using the Job Stress and Health model and an online survey. To investigate work model preferences and challenges, demographics, work patterns, and well-being indicators including sleep and performance were collected and evaluated using descriptive and inferential statistics. The study questionnaire was close-ended and prepared in English. Results Even after the pandemic, a significant proportion of employees preferred the blended work paradigm, showing the long-term impact of the shift in work habits. Furthermore, the shift in work schedules has had an impact on employee well-being, particularly changes in sleep patterns. Discussion Even though the employees of higher education are adaptable and accept a blended work model, it is important to note that work-related stress and inefficiency can arise depending on the resource requirements. Also, physical and mental health aspects while working remotely or in a blended model need consideration, especially when implemented in the long term. Translation to Health Education Practice Understanding the effects of these work pattern choices on employee well-being is critical for organizations to adopt policies that foster a healthy work environment and assist employees in reaching optimal work-life balance. A AJHE Self-Study quiz is online for this article via the SHAPE America Online Institute (SAOI) http://portal.shapeamerica.org/trn-Webinars.

The The Impact Of Workplace Environment On Employee Productivity At Islamic Cooperative Bank

Today in the 21st century, it is impossible to adequately emphasize how vitally important a pleasant and favorable working environment is to employees' health, productivity, and well-being. As a growing issue for banking sectors, ensuring the staff members are being productive in the performance of their assigned responsibilities that may contribute to the success of the business, is becoming more important. Many variables may affect an employee's productivity, but the working environment of the workplace is by far the most prominent aspect that may either inhibit or enhance an employee’s productivity. As this research focuses on businesses and workers, the outcome will benefit both. Using a dataset of 144 employees from BKRM Berhad in Wilayah Persekutuan Kuala Lumpur branches, this study sought to determine the relationship between workplace environment on employee productivity, particularly at Islamic Cooperative Bank in Malaysia. The workplace environment is divided into two parts; physical and behavioral. According to the study’s findings, the researcher discovered that the behavioral workplace environment had a far more significant influence on employee productivity than the physical office environment.

Impact of lighting environment on human performance and prediction modeling of personal visual comfort in enclosed cabins

Enclosed cabins are of great significance in various fields, including national defense, scientific research, and industrial applications. It is important to clarify the impact of the lighting environment in these cabins on the people operating within them. This study investigated the effects of the lighting environment in enclosed cabins on the physiological, operational, and comfort performance of operators through simulated experiments. In Addition, using the Random Forest Algorithm and ExpandNet technique, we developed a prediction model to evaluate the comfort level of the lighting environment for personnel in enclosed cabins. The results indicated that pupil diameter exhibited the highest sensitivity to ambient light. The appropriate luminance combination of the screen and the ambient scene have a positive effect on human performance. In particular, it was observed that the average cognitive performance and comfort of participants tended to be relatively high in the luminance combinations 13, 14, and 15 at CCT 5500 K. The screen luminance of these combinations are all 284.75 cd/m2. Although no statistically significant relationship was found between the cognitive performance of the participants and their comfort, the comfort of the participants tended to decrease after the cognitive operations was completed. According to the proposed personal comfort prediction model, the visual comfort of different people varies even under the same lighting conditions. This study provides a solid theoretical basis for improving the design of lighting environments in enclosed spaces and contributes to developing a pleasant and productive working environment within limited cabins.

Redesigning Rooms of Clients With Intellectual Disabilities and Severe Behavioral Problems in a Long-term Care Facility: Three Case Studies

AbstractTo observe changes in three clients with intellectual disabilities and severe behavioral problems and staff in a long-term care residential facility after redesigning the clients’ rooms by making them more personal and homely, adjusting the amount of stimuli, changing the layout, connecting to the outdoor area, and using high-quality natural materials. Relatively many clients with intellectual disabilities exhibit severe problem behaviors, including self-harm, aggression toward others, and repeated destruction of their own rooms, which can eventually result in a barren, inhumane living environment. Research on these clients is limited. Data were collected in a mixed methods study in which quantitative and qualitative data were analyzed. After the redesigns, positive changes were observed in the well-being and behavior of all three clients, for example, with respect to quality of life, privacy, freedom of choice, problem behavior, mood, cognition, activities of daily living, leisure activities, social behavior, self-harm, and constraints. There were no changes in the use of psychotropic medication. Quality of life scores increased in two cases, but were significant in only one. Emotional and behavioral problem scores decreased significantly in two cases, but in only one case these results were maintained at follow-up. Staff experienced a more pleasant, safe, and functional work environment, with improved provision of indicated care and interaction. Absenteeism decreased significantly in two of the three cases. Redesigning clients’ rooms could potentially be a promising intervention for clients with intellectual disabilities and severe chronic behavioral problems.

Pengaruh Lingkungan Kerja dan Kesehatan Kerja terhadap Keselamatan Kerja Karyawan pada Gudang PT Datascrip Pulogadung Jakarta Timur

A work environment condition can be said to be good if employees can carry out activities optimally, healthily, safely and comfortably. Effective communication is very important in the company to ensure that superiors and subordinates are open and transparent. Employee appreciation often occurs in every company for employees who have contributed to the company. Career paths in the company are usually seen from the employee's job performance. Therefore, the company must pay attention to a good work environment or create working conditions or a comfortable working atmosphere in order to be able to provide motivation to work, it will have an influence on the enthusiasm and enthusiasm of employees to work. The hope is that the company must build a pleasant work environment so that every employee is happy to do his job so that he can work optimally. A pleasant work environment, cooperative coworkers, and leaders who always pay attention to the complaints of employees are a dream for employees so that employees can work more enthusiastically and have a high commitment to the company.

Cultivating Neurodiverse Connections Through Competent Leadership: Integrative Literature Review

This study examined the relationship between neurodiversity and leadership competency to create inclusive and encouraging settings. The concept of neurodiversity in the workplace stresses the acceptance and celebration of neurological variations, including autism, ADHD, and other neurodevelopmental disorders. In order to promote diversity, inclusion, and shape corporate culture, competent leadership is essential. In order to investigate how leaders might develop neurodiverse connections, this review synthesises the literature and looks at how they may embrace inclusive practices, recognise the special advantages and difficulties faced by neurodivergent people, and create a positive work environment. An extensive review of the present state of knowledge in this burgeoning topic is provided by the analysis, which includes studies from a variety of disciplines such as management, organisational behaviour, and psychology. The results underscore the significance of leadership competencies, including empathy, adaptability, and communication, in fostering settings that enable neurodivergent persons, hence augmenting creativity and efficiency. Furthermore, this study investigated the complex relationship between neurodiversity and leadership ability, with a particular emphasis on creating inclusive and supportive workplace settings. The findings highlight the importance of competent leadership in encouraging diversity, inclusiveness, and moulding corporate culture, particularly in terms of embracing neurodiverse relationships. As a result, this assessment suggests that leaders actively engage in inclusive practices, recognise the particular strengths and challenges that neurodivergent people confront, and help to create a pleasant work environment. Moving forward, it is believed that applying these recommendations will result in a more inclusive workplace culture, increasing acceptance and appreciation of neurological variances such as autism, ADHD, and other neurodevelopmental diseases. Organisations may empower neurodivergent individuals by building leadership abilities such as empathy, adaptability, and effective communication, resulting in increased creativity and efficiency. This study, which draws on a thorough evaluation of current knowledge from a variety of fields, is an invaluable resource for organisations looking to promote neurodiversity and capitalise on its potential benefits in the pursuit of a more inclusive and innovative workplace

MANAGING CONFLICT TO INCREASE ORGANIZATIONAL EFFECTIVENESS

Conflict is an unavoidable element of human interactions. Within the framework of business organizations, the ability to effectively resolve conflicts remains pivotal to preserving a pleasant and productive work environment. The present work looks at the definitions of conflict that enlist its key factors and shows how conflict is inherent in human interaction in their workplaces. This paper highlights the common types of conflict usually exhibited in organizations and examines the sources and causes of conflict. This study considers in detail six theories on managing conflict, including Thomas-Kilmanns Conflict Mode Instrument (TKI), Integrative Negotiation Theory, Interest-Based Theory (Fisher & Urys Principled Negotiation), Mediation and Third-Party Interventions, Conflict Transformation Theory, and Cultural Intelligence and Cross-Cultural Conflict Resolution Theory. Towards the end, some steps and strategies have been shared to resolve conflicts and increase organizational effectiveness, as suggested by various researchers. KEYWORDS: conflict, theories of conflict management, organizational effectiveness, strategies for managing conflicts.

The Impact of Employee Retention Strategies on Fast-Moving Consumer Goods Manufacturers in India: An Analysis using AMO Model and ANOVA

Employee retention is crucial for companies in many industries, including FMCG. This study examines how employee retention methods affect work satisfaction and their complexity. This study uses the AMO model (abilities, motivation, and opportunity) to analyze employee retention and satisfaction. ANOVA is also used to assess the importance of different factors in employee retention. The study found five categories of factors: incidental, hygienic, secondary, primary, and vital. Incidental factors include employee participation, open communication, and continual training. Hygiene Factors include work-life balance, welfare, and incentives. Secondary variables can drive people, including rewards, teamwork, leadership, and positive work culture. A pleasant work environment, continuous performance feedback, and public recognition of accomplishments encourage employees. Competitive salary, career progression, job security, and promotion are crucial factors. The data shows that Secondary Motivational and Hygiene Factors affect employee retention the most. Rewards, teamwork, communication, and work-life balance are considerations. Incidental and Quintessential Factors also help retain employees, although Primary Motivational Factors do less. The study also explores how organization size affects employee retention. Large companies retain workers better than mid-sized ones. This may be because larger companies have more resources and better retention practices. Finally, this study shows the intricate relationship between employee motivation, satisfaction, and retention. It emphasizes the necessity of addressing cleanliness and primary and secondary motivators to encourage and satisfy employees. The findings can help FMCG and other companies improve staff retention.

Brain Drain among Nigerian Doctors: Country’s Implications and Policy Responses

Over the past two decades, the migration of medical doctors has shown remarkable trends. In Nigeria, the medical profession stands out as one of the most mobile, highly skilled occupations and grapples with severe labor shortages. This study delves into two primary aspects. Firstly, it examines the main theoretical contributions and historical evolution of two phenomena: brain drain and medical brain drain. Secondly, it aims to raise inquiries, provide insights, pinpoint critical concerns, and propose potential solutions to curtail the emigration of medical doctors from Nigeria to developed nations. Secondary data source through desktop research was employed. Descriptive and explanatory research designs were used with mixed method research methodology involving qualitative and quantitative methods. Our results reveal that the attractive remuneration of doctors, a pleasant working environment, and adequate provisions for career advancement in the destination countries are among the pull factors for doctors' brain drain. In like manner, the surge in demand for healthcare services and improvements in medical technology in the receiving country act as driving forces behind the migration of medical doctors from developing nations, such as Nigeria. Keywords: Brain Drain; Migration; Poor Wages; Opportunities; Remuneration

Brain Drain among Nigerian Doctors: Country’s Implications and Policy Responses

Over the past two decades, the migration of medical doctors has shown remarkable trends. In Nigeria, the medical profession stands out as one of the most mobile, highly skilled occupations and grapples with severe labor shortages. This study delves into two primary aspects. Firstly, it examines the main theoretical contributions and historical evolution of two phenomena: brain drain and medical brain drain. Secondly, it aims to raise inquiries, provide insights, pinpoint critical concerns, and propose potential solutions to curtail the emigration of medical doctors from Nigeria to developed nations. Secondary data source through desktop research was employed. Descriptive and explanatory research designs were used with mixed method research methodology involving qualitative and quantitative methods. Our results reveal that the attractive remuneration of doctors, a pleasant working environment, and adequate provisions for career advancement in the destination countries are among the pull factors for doctors' brain drain. In like manner, the surge in demand for healthcare services and improvements in medical technology in the receiving country act as driving forces behind the migration of medical doctors from developing nations, such as Nigeria. Keywords: Brain Drain; Migration; Poor Wages; Opportunities; Remuneration

THE INFLUENCE OF THE WORK ENVIRONMENT ON THE PERFORMANCE OF MULTITECH SMARTPHONE EMPLOYEES IN PALOPO CITY

In the highly competitive landscape of today's globalized era, organizations and companies are compelled to optimize the performance of their employees or human resources. One effective approach to managing employees and enhancing their work performance within an organization is by fostering a comfortable, safe, conducive, and pleasant work environment. This research aims to investigate the relationship between the work environment and employee performance and to determine the extent of the work environment's influence on employee performance. The study involved distributing questionnaires to 40 employees at Multitech Smartphone Palopo. The findings reveal a positive and significant correlation between the work environment and employee performance. Consequently, it can be concluded that the work environment plays a vital role in positively influencing the performance of employees at Multitech Smartphone in Palopo City.

Connecting Neuroscience Principles and Education People Profile of Culture and Leadership: A Labour Market Approach

Neurosciences, based on the founding idea of “neuroplasticity”, have helped to clarify the issue of initial (and integral) training of individuals based on the balanced structuring of the respective brain system. From what has been said, we would say that initial parental education, in times of an increasingly urban life (where parents delegate the education of children to school) does not seem to facilitate this balance of integrated development. It is important to discuss the connection between the neurosciences and education, concluding that this joint approach would be essential to guide quality levels and the researchers admit that the applicability of neuroscience research, for the improvement of pedagogy, has been, paradoxically, very limited. In general, we can define organizational culture as a set of beliefs, values and norms that influence the climate of a company, aligning employee behaviour and the strategic way in which the company positions itself in the market. Organizational culture is the essence of an organization. The supportive culture or clan culture presents a pleasant work environment, with a united organization that endures through loyalty and traditions, where interpersonal relationships are created, success is defended by teamwork, participation and consensus between employees and the organization. Leaders are considered mentors and there is a high level of commitment. In accordance with the updated works of Miranda, which seeks to reconcile the previous author and the OCAI model of R. Quinn and collaborators, a questionnaire was constructed, with twenty-eight questions, involving as many others adjectives that characterize a cognitive profile. In a first approximation, and taking only the descriptive statistics data into account, and taking only the sample data, there is a striking curiosity: the respondent students consider that the school made a visible and verifiable effort to correct the dominant profile. limbic pointing to a right cortical profile: intuition, entrepreneurship, vision.

A Case Study of Accounting Firm Related to Human Capital Development, Work-Life Balance, and Motivation of Employees

Abstract The dynamism and continuous change aimed at competitive markets causes organizations to diversify their tactics to obtain long-term competitive advantages and to achieve performance. Human capital is the key to achieving these goals, and the creation and development of unique human capital, according to the specific needs of each company through the knowledge, skills, expertise, and capabilities it possesses, is the main competitive advantage that a company can have. Therefore, this paper aims to test and analyze, through a case study applied to the employees of an accounting and audit firm, the degree of satisfaction of the team regarding the activity they carry out, emphasizing the existing human capital development opportunities, motivation, and work-life balance. To achieve these objectives, a questionnaire was distributed to the company's employees. Therefore, the results show that for a newly established company, it is important to emphasize the training and development of human resources because a large employees’ turnover can destabilize the situation in which the company is. Also, maintaining a work-life balance can determine a more positive perspective on the activity carried out, and the pleasant work environment and the encouraging attitude of superiors/management can be a source of extrinsic motivation for employees. This research can represent a starting point for entrepreneurs at the beginning of the journey in this field and, at the same time, it can be helpful for professionals in the field who want to make a comparison between the analyzed company and the company in which they work. Starting from the image provided by the case study applied to a single company, in order to expand the possibility of applying these studied aspects, a research work can be carried out in the future that includes companies from various fields of activity, with different sizes and development opportunities.

The Importance of Trust in Cultivating Employee Loyalty and Productivity in a Remote Work Environment

Purpose: This study aims to interpret workers' desire, especially copywriters, to work from home while producing profitable results for the company and maintaining a competitive advantage. Theoretical framework: Motivation is an essential aspect of human decision-making because it motivates people to act, according to Abraham H. Maslow (2002). Motivation is an inner drive that guides a person's behavior and can be influenced by factors such as comfort, style, prestige, or a desire to fit in with others. Design/methodology/approach: This study uses a qualitative inductive reasoning-based exploratory technique to investigate individual experiences in the advertising industry during a pandemic. It uses a phenomenological paradigm. Creswell (2014) defines phenomenological research as a branch of economics, management, and psychology that describes participants' life experiences related to a phenomenon. Findings: Employee loyalty can be developed by trusting and respecting colleagues, which is essential for a pleasant work environment, especially when working remotely. Remote working has several benefits, including increased productivity, improved work-life balance, and cost savings for employees and businesses. Flexible work arrangements and focusing on employee time off can significantly impact employee loyalty, productivity, and overall competitive advantage. Research, Practical & Social implications: Trust and respect for their employees' time and well-being must be prioritized by transformational leaders, which can increase company loyalty, productivity, and growth. Originality/value: Trust and confidence in the company's leadership and mission can foster employee loyalty and a healthy work environment, even when working remotely.

Employee Performance Model Through Job Satisfaction: Distributive Justice and Procedural Justice at the Padang Sidempuan City Health Office

Organizations must concentrate on their human resources to perform their functions optimally in order to create a more advanced organization, especially in light of impending environmental changes. This research aims to analyze the relationship between distributive justice and procedural justice, as well as their impact on job satisfaction, among health office workers. This study is use quantitative method. Total of 285 workers involving in this study as subjects. This study was used surveyed for the research. In analyzing data SEM PLS was used to analyze the collected data. The result of this study found employee performance at Health Office is influenced by distributive justice, procedural justice, and job satisfaction. The impact of distributive justice on employee performance is mediated by job satisfaction; the impact of procedural justice on employee performance as mediated by job satisfaction. In order to promote procedural justice management have to improves on-time work completion, fair implementation of leadership decisions, provision of a pleasant working environment, encouragement of positive attitudes among workers, and the dissemination of accurate and up-to-date information.

A multifaceted approach to wellness in a hematology/oncology fellowship program.

11006 Background: Burnout is widespread among physician trainees and is a growing problem despite increasing awareness. We describe multiple efforts in a single institution’s Hematology/Oncology (HO) fellowship program to help support trainees’ wellness. Methods: A needs assessment was conducted to identify wellness topics and programming important to fellows. Anonymous surveys were distributed to all fellows in Yale’s HO fellowship program at the start of the academic year. Three senior fellows reviewed the results and, with the support of core faculty, designed initiatives to address top priorities. The interventions included off-campus debrief sessions for fellows only, Schwartz Rounds-style discussions during weekday didactic slots, faculty-led didactics on Imposter Syndrome and Perfectionism, and several off-campus, after-hours social activities. A follow-up survey was conducted six months after the initial survey (mid-academic year) to garner feedback. Results: Of the 23 fellows who were sent the initial survey, 17 responded (73.9%). The most requested discussion topics were Perfectionism Traps, Imposter Syndrome, Achieving Happiness/Defining Success at Work, and Myths About Work/Life Balance. Most fellows (76.5%) responded that they would attend off-site debrief sessions if offered. In response to the initial survey, several initiatives were undertaken as described in Methods. The mid-year survey was completed by 16 of 23 fellows (69.6%). Of these 16 respondents, attendance was as follows: 31.3% for after-hours debrief sessions, 75% for Schwartz Rounds-style discussion, 75% for Imposter Syndrome and Perfectionism lecture, and 75% for at least one social activity. The majority of fellows who attended these events reported them to be helpful (range 75-100%). Themes identified from written comments included universal appreciation for wellness programming efforts and a desire for more sessions for group reflection. One fellow noted these activities were “helpful for wellness and fostering a pleasant work environment.” Other fellows noted the Imposter Syndrome discussion “should be mandatory” and “would be helpful earlier in the year.” Several fellows expressed their wellness was linked to clinical workload, and one fellow noted sessions outside of regular work hours are difficult to attend. Conclusions: Structured needs assessment and implementation of wellness programming in a HO training program appeared to be beneficial to the majority of fellows. To our knowledge, this is the first description of comprehensive fellow-directed wellness initiatives in HO training. Continued efforts must be made to better support fellows, including options in location, timing, faculty presence, and optimizing work responsibilities and expectations. Further study is necessary to quantify the impact of these initiatives and to tailor the most effective approach to fellows’ wellness.

Possibilities of Noise Load Elimination in Production

Abstract In a pleasant and healthy work environment, employees are able to fully devote themselves to work, which is reflected in their work performance and a positive approach to work. This research paper focuses on changing the management approach of a selected company to physical factors of the work environment. The focus was targeted at looking for possibilities to change the work environment, which would create wellbeing for its employees, as well as to the exposure of a worker to noise in the work environment and the possibility of its elimination in a particular manufacturing plant. Based on measurements it was found out that the noise exposure values on the machinery had been exceeded. Based on the findings, two corrective technical measures were proposed to reduce noise in the workplace. The first technical measure was to cover the ultrasonic welders with acoustic covers; the second was to cover the fixture itself. However, the fixture covering was removed due to several negative effects on labour productivity and increased costs. After the implementation of technical measures, the measurements were taken once again and based on the results, the organizational measures were proposed.