Studies on PID controller tuning and self-optimizing control

Providing additional incentives outside of salary usually makes employees enthusiastic at work. A comfortable work environment is also the dream of every worker or employee in every organization. This study aims to determine the impact of additional employee income and a comfortable work environment on the performance of an employee at the Employment, Education and Training Agency in Banyuwangi Regency. This research is a quantitative study with all Civil Servants in the Personnel, Education and Training Agency as a sample of 36 civil servants. The analysis technique is by conducting multiple linear regression tests and hypothesis testing, using SPSS Statistic V. 29.0.0.0 Software. The results of the research based on the results of the calculations show that the provision of additional income in the form of incentives has an impact on employee performance. Meanwhile, a comfortable work environment has no effect on the performance of the Banyuwangi Regency Personnel, Education and Training Agency employees.

The background of this study is the complexity of factors that affect midwives' job satisfaction, especially at Muara Dua Health Center, Lhokseumawe. Job satisfaction is related to motivation, continuing education, salary and benefits, management, tasks, work environment, workload, and moral satisfaction. The characteristics of motivational factors are distinguished between intrinsic characteristics such as challenge, recognition, autonomy, work, and responsibility that determine job satisfaction. Extrinsic characteristics such as salary, security in work, working conditions. Job dissatisfaction can lead to delays and absences, inability to conduct proper checks, work fatigue. To determine the relationship between the level of midwife satisfaction with improving the quality of maternal and child health services at the Muara Dua Health Center in Lhokseumawe City. The study was conducted on 55 samples of midwives at the Blang Muara Dua Health Center, Muara Dua District, Lhokseumawe City, with a comfortable cross-sectional work design, giving satisfaction to 14 midwives (58.3%) and 10 uncomfortable people (41.7%). Meanwhile, 31 respondents were satisfied with a comfortable work environment by 19 people (61.3%) and dissatisfied with an uncomfortable work environment by 12 people (36.7%). Based on statistical tests on bivariate analysis with the Exact Fisher test at a 95% confidence level, a value of P = 0.084 (p < 0.05) was obtained, meaning that there was no significant relationship between a comfortable work environment and the level of midwife satisfaction. There is a significant relationship between the distribution of service fees in accordance with midwives' satisfaction in improving the performance of maternal and child health services. At the same time, there is no meaningful relationship between the comfort of the work environment and the level of midwives' satisfaction in improving the performance of maternal and child health services. There is a significant relationship between the distribution of tasks and midwife satisfaction in improving the performance of maternal and child health services. There is no significant relationship between leadership elements and midwives' satisfaction in improving the performance of maternal and child health services.

Purpose– The purpose of this paper is to examine the work challenges of employees with disabilities and predict the organisational behaviours of employees and their involvement in employment.Design/methodology/approach– A self-developed questionnaire was used to gather relevant information from employers, employees with disabilities and their co-workers. The questionnaires were distributed and administered by a number of trained enumerators.Findings– Both employers and co-workers perceived that their organisations have provided conducive organisation climate, comfortable work environment and reasonable adjustment for their employees with disabilities. Employees with disabilities are found loyal and committed. They are satisfied with the job. Organisational loyalty and commitment are predicted by the organisations’ ability to restructure their job design to suit to the needs of employees with disabilities.Research limitations/implications– Initially, this study planned to use purposive sampling; however, due to poor database maintained by the relevant agency of employees with disability employment in the country, the paper was unable to identify which employers employ how many employees with disabilities. The sampling then was based on convenient sampling.Practical implications– Job design, organisational climate and comfortable work environment have long been recognised for motivating employees’ performance (Hackmanet al., 1975; Garg and Rastogi, 2006). The paper's findings show that these factors also motivate employees with disabilities. This is added value to the existing body of knowledge as limited is known about the motivation of employees with disabilities.Originality/value– This study is unique because it gathers data from several parties: employees with disabilities, the co-workers and the employers.

This research aim is to analyze the influence of occupational health and safety variables and standard operating procedures (SOP) on employee performance at PT. PLN (Persero) ULP Paniki. Occupational health and safety and SOP implementation are considered to have significant roles in creating a comfortable and effective work environment that supports optimal employee performance. The research employs a quantitative approach and a survey method involving 50 respondents from workers at PT. PLN (Persero) ULP Paniki. The research results show that there is a positive and significant relationship between occupational health and safety variables and employee performance. This finding indicates that the implementation of effective occupational health and safety programs contributes to the increase in employee performance. Furthermore, the analysis results also state that standard operating procedures (SOP) have a strong positive influence on employee performance. Based on these research findings, the recommendations proposed emphasize the need for increased investment in occupational health and safety programs, as well as a more efficient approach in delivering and explaining SOP within the PT. PLN (Persero) ULP Paniki area. Thus, the industry can create a more comfortable and effective work environment that fosters the achievement of optimal employee performance.

This paper presents the comparative study of Model Predictive Controller (MPC) with PID Controller implemented for flow control loop in LABVIEW. Classical PID controller is mostly used in process instrumentation yet tuning of PID controller is the crucial part to be dealt with. Moreover, changes in the parameters of the loop components affects the tuning of the controller, hence over a period of time retuning of PID controller is required. On the other hand MPC controller works on the process model which predicts and optimizes the process performance. Here, Flow control loop performance was studied for MPC and PID controller. MPC worked on 1st order state space system model and PID was tuned using Internal Model Control (IMC) method. The result of implementation shows that, MPC controller performs much better than PID controller. Set point of with less settling time and zero peak overshoot was observed in MPC whereas PID has comparatively more settling time and peak overshoot.

The paper presents a comparison of tuning procedures for a multi-region fuzzy-logic controller used for nonlinear process control. This controller is composed of local PID controllers and fuzzy-logic mechanism that aggregates local control signals. Three off-line tuning procedures are presented. The first one focuses on separate tuning of local PID controllers gains in the case when the parameters of membership functions of fuzzy-logic mechanism are know a priori. The second one consists of two major steps. In the first step, the local PID controllers gains are calibrated and in the next step the parameters of membership functions of fuzzy-logic mechanism are tuned. The third one focuses on tuning of PID controllers gains and membership functions parameters jointly. These procedures exploit evolutionary algorithm to optimize the performance of the multi-region fuzzy-logic controller with respect to integral quality criterion such as Integral Absolute Error (IAE). Effectiveness of these procedures is verified based on a well known from literature continuous nonlinear pH neutralization reactor model. For comparison a single PID controller tuned for specific work point is also taken into account.

The working environment of an aid organisation generally has fewer benefits than in the commercial sector, so why do well trained and presumably well qualified people work for an aid organisation rather than a corporation which could provide them with better remunerations and a more comfortable work environment? What is it about the work environment of an aid organisation that attracts them? The focus of this study was to answer these questions. This involved examining the social milieu of the work environment in order to identify the dynamics of the work environment that produced a committed and productive team of employees. It also sought to examine the shortfalls that staff members identified as lowering their satisfaction levels with the work environment. Ten World Vision Australia employees were interviewed and asked about various aspects of their work environment focussing on the interaction between themselves and their work milieu. This included an analysis of their views on management style and practices, conflict resolution, policies of World Vision Australia, and their reasons for applying for a position and continuing to work at World Vision Australia. This analysis provided a picture of the World Vision Australia work environment which was further enhanced by examining research literature into the importance of 'culture' in the workplace and employee well being. An important factor to emerge from the literature was the concept of 'solidary', which encompasses an employee's desire to subscribe to a particular collective or group identity. Solidary explains how some shortfalls of a work environment are overlooked for the sake of more important aspects of it. The interviews revealed that some aspects of the work environment of World Vision Australia are healthy and productive, while others require diligence from management particularly as it responds to the changing demands placed on the International Aid sector.;World Vision Australia has a low staff turnover which indicates that employees choose to stay at World Vision Australia despite non-competitive monetary rewards. The results from the analysis indicate that the work environment is healthy and accommodates the emotional, ethical and familial needs of employees. The specific culture that is engendered by management is a key element in the satisfaction of employees, with 'solidary' being an important factor in this.

Purpose: AThe purpose of this study is to explore how different factors, specifically reward, work environment, and motivation, impact employee performance within the EKP Department of FEB Universitas Negeri Malang. Organizations rely heavily on human resources to achieve their goals, and effective management of these resources is crucial for sustained success. Understanding the relationship between these factors and employee performance can help managers create an environment that supports high performance and satisfaction. Employee performance is influenced by both internal and external factors. Rewards, which can be both intrinsic and extrinsic, serve as a form of recognition for employees’ efforts and achievements. Meanwhile, the work environment encompasses the physical, psychological, and social conditions in which employees work. Motivation drives employees to put forth their best efforts, and it can be fostered through various means, including recognition, support, and personal growth opportunities. By examining how reward, work environment, and motivation contribute to employee performance, this study aims to provide insights that can guide organizational strategies. Identifying the most influential factor among these three can help managers and decision-makers prioritize interventions and resources to improve employee productivity and overall organizational effectiveness.Design/Methodology/Approach: This research uses a quantitative approach with a saturated sampling technique, involving all 47 employees of the department. Data was collected using questionnaires that applied a five-point Likert scale to measure the perceptions of respondents on each factor. Before performing multiple regression analysis, classical assumption tests were conducted to ensure data validity, addressing issues such as normality, multicollinearity, and heteroscedasticity. The use of multiple regression was justified despite the small sample size because it allowed for analyzing the simultaneous and individual influence of the independent variables on employee performance.Findings: The findings indicate that reward, work environment, and motivation all significantly influence employee performance, both individually (partially) and together (simultaneously). Of these three factors, the work environment was found to have the strongest impact on employee performance. This suggests that creating a supportive, well-organized, and comfortable work environment is crucial for enhancing employee productivity. The study highlights the practical importance of focusing on both tangible and intangible aspects of the work environment, as well as implementing fair reward systems and motivational strategies, to support high employee performance.

Abstract. Employee performance greatly determines organizational performance. In order for employee performance to be optimal in achieving organizational goals, improving job training and work environment is something that is really needed. Job training is considered as an activity that can increase and enhance the skills, knowledge and performance of employees. A safe and comfortable work environment is considered capable of influencing employee performance. This study aims to determine the effect of job training and work environment partially and simultaneously on the performance of employees in the Production Department at PT. Indo-Rama Synthetics Tbk Polyester Division Purwakarta.This research method is descriptive verification research with a quantitative approach. A sample of 70 respondents was obtained from a population of 219 employees using the slovin formula and the sampling technique was simple random sampling.The results of the study show that the job training for Production Department employees at PT. Indo-Rama Synthetics Tbk Polyester Division Purwakarta is very good, work environment is very good, and employee performance is very good. Job training has a positive and significant effect on employee performance by 19.6%, the work environment has a positive and significant effect on employee performance by 35.6%. Job training and work environment simultaneously have a significant effect on employee performance by 55.2%. This means that the better the level of job training and the employee's work environment, the better the employee's performance.
 Abstrak. Kinerja karyawan sangat menentukan kinerja organisasi. Agar kinerja karyawan dapat optimal dalam pencapaian tujuan organisasi, meningkatkan pelatihan kerja dan lingkungan kerja adalah hal yang sangat dibutuhkan. Pelatihan kerja dianggap sebagai kegiatan yang dapat menambah dan meningkatkan skill, pengetahuan dan kinerja karyawan. Lingkungan kerja yang aman dan nyaman dianggap mampu mempengaruhi kinerja karyawan. Penelitian ini bertujuan untuk mengetahui pengaruh pelatihan kerja, dan lingkungan kerja secara parsial dan simultan terhadap kinerja karyawan Bagian Produksi di PT. Indo-Rama Synthetics Tbk Polyester Division Purwakarta. Metode penelitian ini adalah penelitian deskriptif verifikantif dengan pendekatan kuantitatif. Sampel sebanyak 70 responden diperoleh dari populasi yang berjumlah 219 karyawan dengan menggunakan rumus slovin dan teknik pengambilan sample adalah simple random sampling. Hasil penelitian menunjukan bahwa pelatihan kerja karyawan Bagian Produksi di PT. Indo-Rama Synthetics Tbk Polyester Division Purwakarta sangat baik, lingkungan kerja sangat baik, dan kinerja karyawan sangat baik. Pelatihan kerja berpengaruh secara positif dan signifikan terhadap kinerja karyawan sebesar 19,6%, lingkungan kerja berpengaruh secara positif dan signifikan terhadap kinerja karyawan sebesar 35,6%. Pelatihan kerja dan lingkungan kerja secara simultan berpengaruh signifikan terhadap kinerja karyawan sebesar 55,2%. Artinya semakin baik tingkat pelatihan kerja dan lingkungan kerja karyawan maka akan meningkatkan kinerja karyawan.

The influence of human resources in an organization is increasingly being realized so that humans are seen as the most important asset in the company. The provision of compensation and the creation of a safe and comfortable work environment from the company to employees can affect employee performance to achieve a company goal. This study uses quantitative research where there are two variables, namely compensation and work environment as the independent variable and employee performance as the dependent variable. The purpose of this study was to determine whether compensation and work environment had a significant effect on the performance of the Prayogi Pharmacy Surabaya employees. This research questionnaire was distributed to 60 respondents with simple random sampling technique, namely random sampling. This study uses primary data and data obtained from analysis using multiple linear regression analysis, to examine the variables of compensation and work environment on employee performance. The results showed that compensation had a significant effect on employee performance, the work environment had no significant effect on employee performance, while compensation and the work environment simultaneously had a significant effect on employee performance. DOI : https://doi.org/10.33005/jbi.v13i1.3073

Main aim of this research is to develop a robust controller for an inverted pendulum system. Performance of classical PID controller is found to be effective in this regard. However, effectiveness of PID controller depends on its three gain values that require proper tuning. Two different tuning methods have been adopted in this study. In the first approach, frequency response-based Zeigler Nichols PID tuning has been considered. In the second approach, a Fuzzy Logic (FL)-based tuning of PID controller gains has been implemented. Moreover, performance of FL-based tuner has been optimized using a binary coded genetic algorithm. It is observed that control performance of FL-based method is substantially better compared to the other method. It may be due to the fact that FL-based method is not taking into account the nonlinearities and plant uncertainties present in the model explicitly. Both the simulation and experimental analysis have been carried out in MatLab Simulink environment.

Robust tuning of PI controllers based on taguchi method

This study aims to analyze in depth the influence of motivation and work environment on employee performance at PT. Value Consult, South Jakarta. The focus of the study is directed at the extent to which work motivation and work environment conditions can contribute to increasing employee productivity and performance effectiveness. This study uses a qualitative approach with data collection techniques through observation, in-depth interviews, and documentation of a number of key informants. The results show that motivation formed through a fair reward system, providing opportunities for self-development, and managerial support has a significant influence on increasing employee morale and responsibility. In addition, a comfortable work environment, harmonious work relationships, and adequate work facilities contribute to creating a positive work atmosphere that supports the improvement of individual and team performance. Thus, the synergy between the right motivation and a conducive work environment is a strategic factor in improving employee performance and achieving organizational goals in a sustainable manner.

Amaç -Bu çalışmanın amacı, X ve Y Kuşağının çalışma yaşamında motivasyonunu etkileyen faktörleri ortaya koymaktır

The world economy continues to grow at an ever-increasing pace and as a result, has created additional demand for new buildings. This has placed an ever-increasing demand for experienced construction managers with learned and practically applied skills to competently deliver successful projects. South Africa is no exception to this phenomenon. To retain skilled construction managers projects must be well managed from the outset. Having the correct policies and procedures in place will assist with this requirement. Motivating factors play a large role to assist construction managers in achieving their best and keeping their focus. Thus, how to motivate them is key to ensuring that a project delivers on; quality, time and within budget. This paper attempts to identify factors that motivate construction managers and assist construction companies to retain them. For this purpose, structured interviews were conducted at the University of Pretoria and a mixed-method approach was followed. Data was collected from construction professionals with a minimum of 10 years of construction site experience within the Gauteng Region of South Africa. The decisive factor was the work environment conditions and this included factors like; creating job security, give employees a sense of belonging, mentors giving constructive criticism, listening to problems, acting on them and thus giving support, reducing long working hours, improved site office facilities, regular relaxing social events within the company. Results from a recent research project have identified three items that are needed to retain construction managers. These included; a good work environment and extrinsic and intrinsic rewards. It was found not uncommon that if an offer to be employed at an alternative company with less salary, but with a more comfortable work environment was available, then this would be a viable option. Construction companies should invest more effort to improve their work environment and further tailor-make their extrinsic and intrinsic awards systems.