This study examines the impact of work environment on employee performance. The researchers conducted a survey of 100 employees at manufacturing companies in India. They analyzed how factors like management policies, workplace design, health and safety protocols, and work-life balance influence employee motivation, productivity, and overall job performance. The results showed that the work environment significantly impacts employees and their ability to do their jobs effectively. A positive work environment that supports employee well-being, involvement, and growth leads to higher performance, while negative factors undermine it. The researchers conclude workplaces must focus on cultivating work environments where employees feel engaged, valued and able to achieve their full potential.
This document summarizes a research study conducted at Politeknik LP3I Bandung examining the influence of organization structure, work environment, and motivation on employee performance. The study used a quantitative approach, surveying 55 employees. The results found that organization structure, work environment, and motivation all positively influence employee performance. An appropriate organization structure and positive work environment are important for improving employee welfare and motivation, which enhances performance and allows the organization to achieve its goals.
Job satisfaction and contributing variables among the bank employees in cudda...iaemedu
This document summarizes a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that the majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. A regression analysis showed that job involvement, organizational climate, and organizational commitment significantly contributed to job satisfaction. Job involvement had the highest influence on satisfaction. The study provides suggestions for improving job satisfaction, such as ensuring job security, improving relationships, and fulfilling employee needs.
Job satisfaction and contributing variables among the bank employees in cudda...iaemedu
This document summarizes a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that the majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. A regression analysis showed that job involvement, organizational climate, and organizational commitment significantly contributed to job satisfaction. Job involvement had the highest influence on satisfaction. The study provides suggestions for improving job satisfaction, such as ensuring job security, improving relationships among coworkers and supervisors, and fulfilling employees' needs.
Job satisfaction and contributing variables among the bank employees in cudda...IAEME Publication
The document discusses a study on job satisfaction and contributing factors among bank employees in Cuddalore District, India. The study aims to measure job satisfaction levels, identify factors contributing to satisfaction, and examine relationships between variables. A sample of 300 bank employees was surveyed using questionnaires. Statistical analysis using stepwise regression and bivariate correlations was conducted to analyze the data. The results found that most employees reported high levels of job satisfaction, influenced by factors like welfare facilities and rewards. Addressing areas of low satisfaction could help increase job satisfaction and benefit organizational growth.
Job satisfaction and contributing variables among the bank employees in cudda...iaemedu
This document summarizes a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that the majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. A regression analysis showed that job involvement, organizational climate, and organizational commitment significantly contributed to job satisfaction. Job involvement had the highest influence on satisfaction. The study provides suggestions for improving job satisfaction, such as ensuring job security, improving relationships, and fulfilling employee needs.
Jobsatisfactionandcontributingvariablesamongthebankemployeesincuddaloredistri...Ralen Dave Roxas
This document discusses a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that a majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. Regression and correlation analyses showed that job involvement, organizational climate, and organizational commitment were significant contributing factors to job satisfaction. The study provides suggestions for improving job satisfaction, such as providing job security, improving relationships between coworkers and supervisors, and fulfilling employee needs.
This dissertation explores factors that impact employee performance and well-being within organizations. It aims to add empirical insights through four main objectives: 1) determine primary factors influencing performance; 2) investigate the relationship between job satisfaction and well-being; 3) examine the influence of organizational culture; and 4) evaluate employee reactions to organizational change. The study seeks to provide quantitative data and practical implications to inform management practices and enhance employee outcomes. A literature review covers key theories in organizational behavior, including classical management, human relations, and contemporary frameworks. Organizational culture and its effect on behavior will also be investigated.
This dissertation explores factors that impact employee performance and well-being within organizations. Chapter 1 introduces the topic and outlines 4 research objectives: 1) determine factors influencing employee performance; 2) investigate the relationship between job satisfaction and well-being; 3) examine how organizational culture impacts behavior and performance; and 4) evaluate employee reactions to organizational change. The study aims to provide empirical insights and practical implications for management.
This document summarizes a research study conducted at Politeknik LP3I Bandung examining the influence of organization structure, work environment, and motivation on employee performance. The study used a quantitative approach, surveying 55 employees. The results found that organization structure, work environment, and motivation all positively influence employee performance. An appropriate organization structure and positive work environment are important for improving employee welfare and motivation, which enhances performance and allows the organization to achieve its goals.
Job satisfaction and contributing variables among the bank employees in cudda...iaemedu
This document summarizes a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that the majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. A regression analysis showed that job involvement, organizational climate, and organizational commitment significantly contributed to job satisfaction. Job involvement had the highest influence on satisfaction. The study provides suggestions for improving job satisfaction, such as ensuring job security, improving relationships, and fulfilling employee needs.
Job satisfaction and contributing variables among the bank employees in cudda...iaemedu
This document summarizes a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that the majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. A regression analysis showed that job involvement, organizational climate, and organizational commitment significantly contributed to job satisfaction. Job involvement had the highest influence on satisfaction. The study provides suggestions for improving job satisfaction, such as ensuring job security, improving relationships among coworkers and supervisors, and fulfilling employees' needs.
Job satisfaction and contributing variables among the bank employees in cudda...IAEME Publication
The document discusses a study on job satisfaction and contributing factors among bank employees in Cuddalore District, India. The study aims to measure job satisfaction levels, identify factors contributing to satisfaction, and examine relationships between variables. A sample of 300 bank employees was surveyed using questionnaires. Statistical analysis using stepwise regression and bivariate correlations was conducted to analyze the data. The results found that most employees reported high levels of job satisfaction, influenced by factors like welfare facilities and rewards. Addressing areas of low satisfaction could help increase job satisfaction and benefit organizational growth.
Job satisfaction and contributing variables among the bank employees in cudda...iaemedu
This document summarizes a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that the majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. A regression analysis showed that job involvement, organizational climate, and organizational commitment significantly contributed to job satisfaction. Job involvement had the highest influence on satisfaction. The study provides suggestions for improving job satisfaction, such as ensuring job security, improving relationships, and fulfilling employee needs.
Jobsatisfactionandcontributingvariablesamongthebankemployeesincuddaloredistri...Ralen Dave Roxas
This document discusses a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that a majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. Regression and correlation analyses showed that job involvement, organizational climate, and organizational commitment were significant contributing factors to job satisfaction. The study provides suggestions for improving job satisfaction, such as providing job security, improving relationships between coworkers and supervisors, and fulfilling employee needs.
This dissertation explores factors that impact employee performance and well-being within organizations. It aims to add empirical insights through four main objectives: 1) determine primary factors influencing performance; 2) investigate the relationship between job satisfaction and well-being; 3) examine the influence of organizational culture; and 4) evaluate employee reactions to organizational change. The study seeks to provide quantitative data and practical implications to inform management practices and enhance employee outcomes. A literature review covers key theories in organizational behavior, including classical management, human relations, and contemporary frameworks. Organizational culture and its effect on behavior will also be investigated.
This dissertation explores factors that impact employee performance and well-being within organizations. Chapter 1 introduces the topic and outlines 4 research objectives: 1) determine factors influencing employee performance; 2) investigate the relationship between job satisfaction and well-being; 3) examine how organizational culture impacts behavior and performance; and 4) evaluate employee reactions to organizational change. The study aims to provide empirical insights and practical implications for management.
ASSESSMENET OF WORK ENVIRONMENT ON EMPLOYEE JOB PERFORMANCE (A STUDY OF FIRST...AJHSSR Journal
ABSTRACT: This paper critically examined the impact of Work Environment on Employee Job Performance,
with specific focus on Alaba Branch 1, 2 &3 of First Bank Nig Plc, Lagos-State. This study employed a
descriptive survey design. A sample size of 67 respondents was selected using simple random sampling
technique of which 67 respondents filled and returned the questionnaire. Data from the questionnaire was
analyzed using special software for statistics which is called statistical package for social science (SPSS) version
23. The study found out that there is a perfect positive statistically significant relationship between physical
environment and employee’s commitment. Also, behavioural factor does statistically significantly affect job
satisfaction in First Bank Nigeria Limited, Alaba 1, 2, 3. After the findings of the research it is highly
recommended that organizations should improve on their physical environment to increase their employee
commitment which will have positive effect on employee performance and output resulting in improved
organizational performance.
KEYWORDS: Work Environment, Work Adjustment Theory (WAT), Behavioral Factor, and EMployee
Performance.
Project on the topic working environment of employees in steel company(minar ...rinushalu
The document provides an overview of the steel industry in India and Kerala, and profiles Minar Ispat Pvt Ltd. Key points:
- India is the 2nd largest steel producer globally and production has grown significantly since economic reforms in the 1990s opened the sector to private and foreign investment.
- Kerala's steel industry employs 15,000 people and contributes Rs. 75 crores annually. It faces issues like unreliable power supply.
- Minar Ispat Pvt Ltd is an ISO-certified company established in 2006 in Kozhikode, Kerala that manufactures and markets steel products. It aims to be a socially responsible and admired steel company through operational excellence.
International Journal of Enterprise Computing and Business Sys.docxbagotjesusa
International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems
(Online)(Online)(Online)(Online)
http://www.ijecbs.com
Vol. 1 Issue 1 January 2011
WORKPLACE ENVIRONMENT AND ITS IMPACT ON
ORGANISATIONAL PERFORMANCE IN PUBLIC SECTOR
ORGANISATIONS
Dr. K. CHANDRASEKAR
Assistant Professor,
Alagappa Institute of Management,
Alagappa University, Karaikudi, India
Email: [email protected]
ABSTRACT
The workplace environment impacts employee morale, productivity and engagement - both positively and
negatively. The work place environment in a majority of industry is unsafe and unhealthy. These includes
poorly designed workstations, unsuitable furniture, lack of ventilation, inappropriate lighting, excessive
noise, insufficient safety measures in fire emergencies and lack of personal protective equipment. People
working in such environment are prone to occupational disease and it impacts on employee’s
performance. Thus productivity is decreased due to the workplace environment. It is the quality of the
employee’s workplace environment that most impacts on their level of motivation and subsequent
performance. How well they engage with the organization, especially with their immediate environment,
influences to a great extent their error rate, level of innovation and collaboration with other employees,
absenteeism and ultimately, how long they stay in the job. Creating a work environment in which
employees are productive is essential to increased profits for your organization, corporation or small
business. The relationship between work, the workplace and the tools of work, workplace becomes an
integral part of work itself. The management that dictate how, exactly, to maximize employee productivity
center around two major areas of focus: personal motivation and the infrastructure of the work
environment.
International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems
(Online)(Online)(Online)(Online)
http://www.ijecbs.com
Vol. 1 Issue 1 January 2011
The paper presents the analysis of the working environment at different public sector
organizations and the research done to understand the performance level of the employees due to the
work environment, and also aims at suggesting few interactions to provide better work environment at
Public Sector Organisations.
Keywords: Work environment, employee performance, workplace design, environmental factors,
motivation
INTRODUCTION
.In today’s competitive business environment, organizations can no longer afford.
A study on industrial relation at rehabilitation plantations ltdSubodh G Krishna
This document provides an overview of a study on industrial relations at Rehabilitation Plantations Ltd. It discusses the objectives and scope of the study, which aims to understand relationships between different organizational levels and assess the relationship between employees, unions, and employers. The research methodology section outlines that the study will use questionnaires to collect primary data from a sample of 100 workers and 100 staff. It will analyze the data using percentage analysis to understand issues in industrial relations and provide suggestions for improvement.
This document summarizes a study on quality of work-life balance among textile mill employees in India. It finds that most employees feel moderately satisfied with their work environment and welfare activities. While over 70% feel their job security is adequate, nearly half sometimes worry about work and feel they cannot spend enough time with family. Statistical analysis shows a relationship between age and feelings of tiredness but no relationship between work days and work-life balance. The study aims to identify factors influencing work-life balance and its impact on employee performance.
This document discusses the role of leadership in increasing employees' motivation and productivity. It explores how leadership impacts employee motivation through factors like ethical leadership, empowerment, and psychological empowerment. Studies show leadership behaviors can stimulate innovative behaviors in employees. The relationship between leadership, employee motivation, and productivity is also examined. Effective leadership is found to enhance employee productivity through supporting, motivating and communicating with employees.
This study aims to examine and analyze the Influence of job stress, organizational climate and job
environment on employee turnover intention. Research uses causal analysis with a quantitative approach.
Population in this study was 121 employees. Sample collection technique uses simple random sampling. Sample
of 93 employees is obtained based on Slovin formula. Data analysis uses multiple linear regression
This document summarizes a research study that examined the influence of organizational culture, work environment, and work motivation on employee discipline at PT Jasa Marga (Persero) TBK in Medan, North Sumatra, Indonesia. The study found that organizational culture, work environment, and motivation all had a positive and significant influence on employee discipline. A survey of 67 employees found that these three factors together explained 61.8% of the variability in employee discipline, while other unmeasured factors explained the remaining 38.2%. The study concludes that maintaining a positive organizational culture, work environment, and motivation levels can help improve employee discipline at the company.
This document provides an introduction and overview of a study on job satisfaction at Muthoot Capital Services Limited. It discusses:
- The objectives of studying job satisfaction levels and identifying factors that influence satisfaction.
- The research methodology, which uses a survey method with a questionnaire to collect data from 110 employees across different departments.
- A literature review discussing previous research that job satisfaction impacts motivation, productivity, and business performance, and that controlling for variables like wages can provide better insights.
- An outline of the research problem being addressed, which is identifying areas of satisfaction that can be improved to reduce risks like absenteeism and turnover.
HEALTH CARE PROFESSIONAL PERCEPTION TOWARDS ENGAGEMENT FACTORS WITH REFERENCE...indexPub
This study aimed to investigate the health care professional perception towards their job engagement with special reference to multispecialty hospital in Chennai. Job engagement factors such as meaningful work, intrinsic rewards, extrinsic rewards, and self-efficacy, departmental support, supervisor support, co-worker support, job autonomy and job security are considered for this study.
1) The document examines the effects of work discipline, work motivation, and job satisfaction on government employee performance in West Jakarta, Indonesia.
2) A sample of 73 government employees was studied using path analysis, finding that work discipline and work motivation significantly influence job satisfaction, and all three factors influence employee performance.
3) Previous related studies also found motivation, satisfaction, and discipline positively impact employee performance, supporting the relationships examined in this study.
A STUDY ON STRESS MANAGEMENT WITH SPECIAL REFERENCE TO A PRIVATE SECTOR UNITDon Dooley
This document summarizes a study on stress management among employees at SRF Limited, a technical textiles company in India. The study examined both organizational and individual stress factors. A survey was conducted among 85 employees across different job levels to understand sources of stress. Key findings included:
- High targets and work pressure were identified as major organizational stressors by 45.9% of respondents.
- Noise pollution was also seen as a stressor by 37.6% of employees.
- However, over half the employees did not see salary issues as a stressor.
- The study aimed to identify ways to minimize stress and improve employee well-being and productivity.
The Consequence of work environment on Employees ProductivityIOSRJBM
This research aims to analyze working environment of a foreign private banks operating in Kurdistan Region of Iraq and examines the relationship between the workplace physical conditions and employee’s productivity. The research uses qualitative approach, the data was collected from a questionnaire distributed to 50 employees working in four foreign banks in the Kurdistan Region of Iraq.The result will show that There is a relationship between office environment and productivity of employees. Behavioral components of office environment have a greater effect on productivity, than the physical components alone. And Satisfaction of Employees towards overall Workplace Environment leads to productivity.
Factors Affecting Management of Performance Appraisal among Public Secondary ...paperpublications3
Abstract: This study sought to establish factors affecting management of performance appraisal among public secondary schools in Trans Nzoia West Sub-County. The study sought to find out effects of training, professional ethics practices, monitoring and evaluation capacity in performance appraisal and the effect of ICT use on performance appraisal. The study used a cross sectional survey research design. Data was collected from a sample of 42 schools out of 94 schools. The respondents were 42 Principals, and 122 teachers who are committee members. Likert scale questionnaire contained closed ended questions whereas the open ended questions solicited more answers from the respondents. Data analysis was done using Statistical Package for Social Sciences (SPSS). Descriptive analysis was used as well as inferential statistics which included Pearson’s correlation coefficient and ANOVA. Data which was categorical was presented as frequencies with their corresponding percentage. This study has described a number of topical issues related to performance appraisal in public secondary schools in Trans Nzoia West Sub-County. In summary, the first objective revealed that the committees of public schools within Trans Nzoia West Sub-County have inadequate training on performance appraisal regulations and procedures. The committee members highlighted that vigorous training be conducted on performance appraisal. For the second objective, the findings showed that professional ethical practices ought to be entrenched among members of the committee. On the third objective, the researcher concludes that even though ICT use has never been fully adopted for performance appraisal in public schools, its implementation would lead to proper functioning of appraisal functions and speeds up performance appraisal activities and hence brings efficiency and integrity. On the fourth objective the findings was adopting Monitoring and Evaluation frameworks for performance appraisal in schools, the Ministry of education should ensure that the functions of performance appraisal are monitored and evaluated frequently and appropriately.
Keywords: Training on appraisal, professional ethics practices, monitoring and evaluation capacity and information communication technology.
Title: Factors Affecting Management of Performance Appraisal among Public Secondary Schools in Trans Nzoia West Sub County
Author: Ooko.A. Mary, Dr. Iravo, Mike, Mr. Nyaberi, Duncan, Mr. Okwaro, Fredrick
ISSN 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Paper Publications
AN EMPIRICAL STUDY ON THE EFFECT OF DEMOGRAPHIC VARIABLES ON QUALITY OF WORK ...IAEME Publication
In this era of globalization, the organizations have realized the importance of human resources in achieving the goals of organizations. Improving Productivity, enhancing employee commitment, reducing attrition rate are some of the major challenges the organizations are facing in today’s dynamic environment. Quality of Work Life(QWL) has emerged as a concept whose main foundation is on developing jobs and working conditions that satisfy the employees personal needs through their experience in the organization. QWL refers to a relationship between the employees and their work environment by including the human perspective to the economic and technical perspective, thereby improving the overall satisfaction, motivation, commitment and involvement employees experience while working in the organizations. Rise in the Quality of Work Life enhances employees' wellbeing there by the wellbeing of the whole organization.
International Journal of Business and Management Invention (IJBMI)inventionjournals
The document discusses a study on the significance of general well-being of IT professionals in India. Through a survey of 826 IT professionals, the study identified three key factors that influence general well-being: physical health, depressive symptoms, and work stress. Physical health was positively correlated with both depressive symptoms and work stress. Depressive symptoms were also positively correlated with work stress. The study concludes that understanding these influencing factors is important for developing training and workplace initiatives to promote employee well-being in the IT industry.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
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To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
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Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
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In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
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The effects of quality management practices on and employees’ well-beingTran Thang
Quality has become an increasingly indispensable part of our lives nowadays. People are constantly looking for quality products and services. Quality management practices have been widely used in almost all organizations throughout the world. An important factor that affects not only work motivation but also job performance is employees’ well-being. Satisfied and happy employees are more productive, they are more likely to comply with company regulations and commit to developing themselves within the organization. Thus, an examination of the relationship between quality management practices and employee’s well-being could provide useful insights for the employers in the organization.
The main purpose of this study is to explain and
Test the effects of Job satisfaction, Job performance towards
Organizational commitment. Job satisfaction & employee job
Performance is a pleasurable and positive result from the
experience of one employee job and their job experiences.
Highly satisfied person, the higher level of job satisfaction and
committed towards the works and performance. It may be
assumed that high level of satisfied employees towards work
more committed to the organization and it’s also enhance the
performance of the employees based on this attitude. Data used
in this study is based on primary data which were collected
through closed questionnaire with 1-5 Likert scale. The result
of this study showed that there is positive relationship between
job satisfaction and job performance but not significant effect
to job satisfaction and job performance of an employee’s .The
result showed that every positive efforts towards
organizational has a positive effects on organization
commitment and towards job satisfaction & job performance
in an organization.
Employer Work & Life Balance Policies and its impacty on Employee PerformanceHussain Mumtaz
This document outlines a thesis proposal on the relationship between employee trust in employer work-life balance policies and employee performance. The study will quantitatively examine how elements of trust (ability, benevolence, integrity), leave policies, well-being policies, and flexible work arrangements impact performance in the private banking sector of Pakistan. Surveys will be used to collect data, which will be analyzed using statistical methods like regression to test hypotheses about the effects of work-life balance policies on reducing conflict and improving attitudes, attendance, and productivity.
Writing A Sociology Essay Navigating The Societal LaKaren Benoit
The document provides instructions for how to get writing assistance from HelpWriting.net in 5 steps:
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5. Choose HelpWriting.net confidently knowing needs will be fully met, with options for multiple revisions if plagiarized a full refund is offered
Citations Examples For Research Paper. Online assignment writing service.Karen Benoit
The document discusses citations and references for research papers. It provides a 5-step process for using an online writing service: 1) Create an account, 2) Complete an order form providing instructions and deadline, 3) Review bids from writers and choose one, 4) Review the completed paper and authorize payment, 5) Request revisions if needed. The service offers original, high-quality content and refunds for plagiarized work.
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ASSESSMENET OF WORK ENVIRONMENT ON EMPLOYEE JOB PERFORMANCE (A STUDY OF FIRST...AJHSSR Journal
ABSTRACT: This paper critically examined the impact of Work Environment on Employee Job Performance,
with specific focus on Alaba Branch 1, 2 &3 of First Bank Nig Plc, Lagos-State. This study employed a
descriptive survey design. A sample size of 67 respondents was selected using simple random sampling
technique of which 67 respondents filled and returned the questionnaire. Data from the questionnaire was
analyzed using special software for statistics which is called statistical package for social science (SPSS) version
23. The study found out that there is a perfect positive statistically significant relationship between physical
environment and employee’s commitment. Also, behavioural factor does statistically significantly affect job
satisfaction in First Bank Nigeria Limited, Alaba 1, 2, 3. After the findings of the research it is highly
recommended that organizations should improve on their physical environment to increase their employee
commitment which will have positive effect on employee performance and output resulting in improved
organizational performance.
KEYWORDS: Work Environment, Work Adjustment Theory (WAT), Behavioral Factor, and EMployee
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Project on the topic working environment of employees in steel company(minar ...rinushalu
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- India is the 2nd largest steel producer globally and production has grown significantly since economic reforms in the 1990s opened the sector to private and foreign investment.
- Kerala's steel industry employs 15,000 people and contributes Rs. 75 crores annually. It faces issues like unreliable power supply.
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International Journal of Enterprise Computing and Business Sys.docxbagotjesusa
International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems
(Online)(Online)(Online)(Online)
http://www.ijecbs.com
Vol. 1 Issue 1 January 2011
WORKPLACE ENVIRONMENT AND ITS IMPACT ON
ORGANISATIONAL PERFORMANCE IN PUBLIC SECTOR
ORGANISATIONS
Dr. K. CHANDRASEKAR
Assistant Professor,
Alagappa Institute of Management,
Alagappa University, Karaikudi, India
Email: [email protected]
ABSTRACT
The workplace environment impacts employee morale, productivity and engagement - both positively and
negatively. The work place environment in a majority of industry is unsafe and unhealthy. These includes
poorly designed workstations, unsuitable furniture, lack of ventilation, inappropriate lighting, excessive
noise, insufficient safety measures in fire emergencies and lack of personal protective equipment. People
working in such environment are prone to occupational disease and it impacts on employee’s
performance. Thus productivity is decreased due to the workplace environment. It is the quality of the
employee’s workplace environment that most impacts on their level of motivation and subsequent
performance. How well they engage with the organization, especially with their immediate environment,
influences to a great extent their error rate, level of innovation and collaboration with other employees,
absenteeism and ultimately, how long they stay in the job. Creating a work environment in which
employees are productive is essential to increased profits for your organization, corporation or small
business. The relationship between work, the workplace and the tools of work, workplace becomes an
integral part of work itself. The management that dictate how, exactly, to maximize employee productivity
center around two major areas of focus: personal motivation and the infrastructure of the work
environment.
International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems
(Online)(Online)(Online)(Online)
http://www.ijecbs.com
Vol. 1 Issue 1 January 2011
The paper presents the analysis of the working environment at different public sector
organizations and the research done to understand the performance level of the employees due to the
work environment, and also aims at suggesting few interactions to provide better work environment at
Public Sector Organisations.
Keywords: Work environment, employee performance, workplace design, environmental factors,
motivation
INTRODUCTION
.In today’s competitive business environment, organizations can no longer afford.
A study on industrial relation at rehabilitation plantations ltdSubodh G Krishna
This document provides an overview of a study on industrial relations at Rehabilitation Plantations Ltd. It discusses the objectives and scope of the study, which aims to understand relationships between different organizational levels and assess the relationship between employees, unions, and employers. The research methodology section outlines that the study will use questionnaires to collect primary data from a sample of 100 workers and 100 staff. It will analyze the data using percentage analysis to understand issues in industrial relations and provide suggestions for improvement.
This document summarizes a study on quality of work-life balance among textile mill employees in India. It finds that most employees feel moderately satisfied with their work environment and welfare activities. While over 70% feel their job security is adequate, nearly half sometimes worry about work and feel they cannot spend enough time with family. Statistical analysis shows a relationship between age and feelings of tiredness but no relationship between work days and work-life balance. The study aims to identify factors influencing work-life balance and its impact on employee performance.
This document discusses the role of leadership in increasing employees' motivation and productivity. It explores how leadership impacts employee motivation through factors like ethical leadership, empowerment, and psychological empowerment. Studies show leadership behaviors can stimulate innovative behaviors in employees. The relationship between leadership, employee motivation, and productivity is also examined. Effective leadership is found to enhance employee productivity through supporting, motivating and communicating with employees.
This study aims to examine and analyze the Influence of job stress, organizational climate and job
environment on employee turnover intention. Research uses causal analysis with a quantitative approach.
Population in this study was 121 employees. Sample collection technique uses simple random sampling. Sample
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This document summarizes a research study that examined the influence of organizational culture, work environment, and work motivation on employee discipline at PT Jasa Marga (Persero) TBK in Medan, North Sumatra, Indonesia. The study found that organizational culture, work environment, and motivation all had a positive and significant influence on employee discipline. A survey of 67 employees found that these three factors together explained 61.8% of the variability in employee discipline, while other unmeasured factors explained the remaining 38.2%. The study concludes that maintaining a positive organizational culture, work environment, and motivation levels can help improve employee discipline at the company.
This document provides an introduction and overview of a study on job satisfaction at Muthoot Capital Services Limited. It discusses:
- The objectives of studying job satisfaction levels and identifying factors that influence satisfaction.
- The research methodology, which uses a survey method with a questionnaire to collect data from 110 employees across different departments.
- A literature review discussing previous research that job satisfaction impacts motivation, productivity, and business performance, and that controlling for variables like wages can provide better insights.
- An outline of the research problem being addressed, which is identifying areas of satisfaction that can be improved to reduce risks like absenteeism and turnover.
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2) A sample of 73 government employees was studied using path analysis, finding that work discipline and work motivation significantly influence job satisfaction, and all three factors influence employee performance.
3) Previous related studies also found motivation, satisfaction, and discipline positively impact employee performance, supporting the relationships examined in this study.
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The Consequence of work environment on Employees ProductivityIOSRJBM
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Factors Affecting Management of Performance Appraisal among Public Secondary ...paperpublications3
Abstract: This study sought to establish factors affecting management of performance appraisal among public secondary schools in Trans Nzoia West Sub-County. The study sought to find out effects of training, professional ethics practices, monitoring and evaluation capacity in performance appraisal and the effect of ICT use on performance appraisal. The study used a cross sectional survey research design. Data was collected from a sample of 42 schools out of 94 schools. The respondents were 42 Principals, and 122 teachers who are committee members. Likert scale questionnaire contained closed ended questions whereas the open ended questions solicited more answers from the respondents. Data analysis was done using Statistical Package for Social Sciences (SPSS). Descriptive analysis was used as well as inferential statistics which included Pearson’s correlation coefficient and ANOVA. Data which was categorical was presented as frequencies with their corresponding percentage. This study has described a number of topical issues related to performance appraisal in public secondary schools in Trans Nzoia West Sub-County. In summary, the first objective revealed that the committees of public schools within Trans Nzoia West Sub-County have inadequate training on performance appraisal regulations and procedures. The committee members highlighted that vigorous training be conducted on performance appraisal. For the second objective, the findings showed that professional ethical practices ought to be entrenched among members of the committee. On the third objective, the researcher concludes that even though ICT use has never been fully adopted for performance appraisal in public schools, its implementation would lead to proper functioning of appraisal functions and speeds up performance appraisal activities and hence brings efficiency and integrity. On the fourth objective the findings was adopting Monitoring and Evaluation frameworks for performance appraisal in schools, the Ministry of education should ensure that the functions of performance appraisal are monitored and evaluated frequently and appropriately.
Keywords: Training on appraisal, professional ethics practices, monitoring and evaluation capacity and information communication technology.
Title: Factors Affecting Management of Performance Appraisal among Public Secondary Schools in Trans Nzoia West Sub County
Author: Ooko.A. Mary, Dr. Iravo, Mike, Mr. Nyaberi, Duncan, Mr. Okwaro, Fredrick
ISSN 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Paper Publications
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International Journal of Business and Management Invention (IJBMI)inventionjournals
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The effects of quality management practices on and employees’ well-beingTran Thang
Quality has become an increasingly indispensable part of our lives nowadays. People are constantly looking for quality products and services. Quality management practices have been widely used in almost all organizations throughout the world. An important factor that affects not only work motivation but also job performance is employees’ well-being. Satisfied and happy employees are more productive, they are more likely to comply with company regulations and commit to developing themselves within the organization. Thus, an examination of the relationship between quality management practices and employee’s well-being could provide useful insights for the employers in the organization.
The main purpose of this study is to explain and
Test the effects of Job satisfaction, Job performance towards
Organizational commitment. Job satisfaction & employee job
Performance is a pleasurable and positive result from the
experience of one employee job and their job experiences.
Highly satisfied person, the higher level of job satisfaction and
committed towards the works and performance. It may be
assumed that high level of satisfied employees towards work
more committed to the organization and it’s also enhance the
performance of the employees based on this attitude. Data used
in this study is based on primary data which were collected
through closed questionnaire with 1-5 Likert scale. The result
of this study showed that there is positive relationship between
job satisfaction and job performance but not significant effect
to job satisfaction and job performance of an employee’s .The
result showed that every positive efforts towards
organizational has a positive effects on organization
commitment and towards job satisfaction & job performance
in an organization.
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A STUDY ON THE IMPACT OF WORK ENVIRONMENT ON EMPLOYEE PERFORMANCE
1. A STUDY ON THE IMPACT OF WORK ENVIRONMENT ON EMPLOYEE
PERFORMANCE
Ms. BINDU ANTO OLLUKKARAN
Assistant Professor, Westfort Higher Education Trust,
Thrissur
E – Mail: binduantollukkaran@gmail.com
DR. RUPA GUNASEELAN
Associate Professor, School of Management and Entrepreneurship Development,
Bharathiar University
E- Mail: rupaguna@gmail.com
ABSTRACT
A work environment can be identified as the place that one works, which means the
milieus around a person. It is the social and professional environment in which a
person is supposed to interact with a number of people. The work environment has a
significant impact upon employee performance and productivity. This study aims to
provide the vital information regarding the work environment factors which have an
influence on employee performance. Creating a work environment in which employees
are productive is essential to increase profits for the organization and businesses as
well. In short the work place becomes an integral part of the work itself. Businesses
must step outside their traditional roles to create a work environment where employees
enjoy what they do, have pride in what they do, can reach their potential. The
respondents surveyed were the employees of the manufacturing companies. Total
number of employees surveyed is 100. The study shows how the work environment in
this organization is affecting the employee performance.
Key Words
Work Environment, Social, Professional, Employee Performance, Participative
Management, Productivity, Interpersonal Relationship, Safety and Security, Rewards,
Training and Development, Employee Welfare, Monetary Benefits, Supervision,
Advancement.
2. A Study on The Impact of Work Environment on Employee Performance
- Ms. Bindu Anto Ollukkaran and Dr. Rupa Gunaseelan
Namex International Journal of Management Research 71 Vol. 2, Issue No. 2, July – December 2012.
INTRODUCTION
A work environment can be identified
as the place that one works, which
means the milieus around a person. It is
the social and professional environment
in which a person is supposed to
interact with a number of people. The
work environment has a significant
impact upon employee performance and
productivity. By work environment we
mean those processes, systems,
structures, tools or conditions in the
workplace that impact favorably or
unfavorably individual performance.
The work environment also includes
policies, rules, culture, resources,
working relationships, work location,
and internal and external environmental
factors, all of which influence the ways
those employees perform their job
functions.
It is the quality of the employee’s
workplace environment that most
impacts on the level of employee’s
motivation and subsequent
performance. How well they engage
with the organization, especially with
their immediate environment,
influences to a great extent their error
rate, level of innovation and
collaboration with other employees,
absenteeism and, ultimately, how long
they stay in the job.
The environment that people are
required to work in can have a
significant impact on their ability to
undertake the tasks that they have been
asked to do. This can affect
productivity and employee health and
well-being. The key factors fall into
two categories, those that are driven by
procedures, protocols and management
requirements and the factors that arise
from premises, office or factory design.
Management driven factors include the
development of Organization plans
such as the allocation of responsibilities
at all levels of the organization,
definition of job descriptions and the
degree of access to the management and
administrative support needed to
complete their tasks; Working patterns,
shift-working, break times, absence or
holiday cover; and Health and safety
policies, including the provision of
training, development of safe working
practices and the adequate supply of
protective clothing and equipment. In
today’s competitive business
environment, management cannot
afford to waste the potential of their
workforce. The key factors in work
place environment impact greatly on
employee’s level of motivation and
their performance. The workplace
environment set in place impacts
employee morale, productivity and
performance– both positive and
negative. And if the circumstances are
not good it will be affecting the
performance of the employees in the
form of delay in work completion,
frustration, affect on personal growth
etc.
In an effort to motivate employees,
organizations have implemented
performance based pay, practices to
help balance both work and family and
various forms of information sharing.
Management’s new challenge is to
create a work environment that attracts
keeps and motivates its workforce.
According Patterson the development
and validation of a multidimensional
measure of organizational climate, the
Organizational Climate Measure
(OCM), based upon Quinn and
Rohrbaugh's Competing Values model.
The Competing Values model,
developed in series of articles and
studies by Quinn and colleagues
proposes that organizational
3. A Study on The Impact of Work Environment on Employee Performance
- Ms. Bindu Anto Ollukkaran and Dr. Rupa Gunaseelan
Namex International Journal of Management Research 72 Vol. 2, Issue No. 2, July – December 2012.
effectiveness criteria in the literature
can best be understood when organized
along fundamental dimensions-
flexibility versus control and internal
versus external orientation. In the study
of Parker, meta-analytic procedures
were used to examine the relationships
between individual-level
(psychological) climate perceptions and
work outcomes such as employee
attitudes, psychological well-being,
motivation, and performance. Review
of the literature generated 121
independent samples in which climate
perceptions were measured and
analyzed at the individual level. These
studies document considerable
confusion regarding the constructs of
psychological climate, organizational
climate, and organizational culture and
reveal a need for researchers to use
terminology that is consistent with their
level of measurement, theory, and
analysis. The meta-analytic findings
indicate that psychological climate,
operationalized as individuals'
perceptions of their work environment,
does have significant relationships with
individuals' work attitudes, motivation,
and performance. Structural equation
modeling analyses of the meta-analytic
correlation matrix indicated that the
relationships of psychological climate
with employee motivation and
performance are fully mediated by
employees' work attitudes. Despite the
number of published individual-level
climate studies that we found, there is a
need for more research using
standardized measures so as to enable
analyses of the organizational and
contextual factors that might moderate
the effects of psychological climate
perceptions. Finally, we argue for a
molar theory of psychological climate
that is rooted in the psychological
processes by which individuals make
meaning or their work experiences.
STATEMENT OF THE PROBLEM
The work environment has a significant
impact upon employee performance and
productivity. Work environment means
those processes, systems, structures,
tools or conditions in the workplace that
impact favorably or unfavorably
individual performance. The work
environment also includes policies,
rules, culture, resources, working
relationships, work location, and
internal and external environmental
factors, all of which influence the ways
that employee perform their job
functions.
It is widely accepted that the work
environment has an impact - positive or
negative - on employee performance.
The work environment strongly
influences the extent to which
employees are engaged in their work
and committed to the organization.
Disengaged workers produce mediocre
results; highly engaged workers
produce extraordinary results. So it is
necessary to study the impact of the
work environment in an organization on
the performance of its employees.
OBJECTIVES OF THE STUDY
To assess the impact of work
environment on employee performance.
To identify the factors influencing the
employee performance.
RESEARCH METHODOLOGY
A research design is a conceptual
structure within which the research
would be conducted. The research
design adopted here is descriptive
research. The major purpose of the
descriptive research is description of the
state of affairs as it exists; usually
includes surveys and fact-finding
enquiries. The main goal of this type of
4. A Study on The Impact of Work Environment on Employee Performance
- Ms. Bindu Anto Ollukkaran and Dr. Rupa Gunaseelan
Namex International Journal of Management Research 73 Vol. 2, Issue No. 2, July – December 2012.
research is to describe the data and
characteristics about what is being
studied. The study was conducted
among employees in manufacturing
sector. Sampling is that part of
statistical practice concerned with the
selection of an unbiased or random
subset of individual observations within
a population of individuals intended to
yield some knowledge about the
population of concern. The sampling
technique used here is Random
sampling. The sample size taken for the
study is 100. Collection of information
is called as data. Data is of two types.
Primary data are those which are
collected afresh and for the first time,
and thus happen to be original in
character. The questionnaire was found
to be the suitable research instrument to
collect the primary data from the
employees. The rating scale used is 5
point likert scale. The sources of
secondary data are books, magazines,
journals, news papers and other
websites. The percentages analysis is
used for the study. Simple percentage
analysis refers to a special kind of ratio
in making comparison between two or
more data and to describe the relation
between the data. Percentage can also
be used to compare relative items, the
distribution of two or more series of
data.
VARIABLES USED FOR THE
STUDY
A concept which can take different
quantitative values is called variable. It
can be quantitative or qualitative. This
research was studied keeping the
dependent variable as employee
performance. Then independent
variables were analyzed based on how
it affects the climate variable.
DEPENDENT VARIABLE
A dependent variable is a variable that
depends or is a consequence of another
variable. In this research the dependent
variable is employee performance.
DEFINITION OF INDEPENDENT VARIABLES
INTERPERSONAL
RELATIONSHIPS
An interpersonal relationship is the nature of interaction that
occurs between two or more people.
PARTICIPATIVE
MANAGEMENT
Participative management, however, involves more than
allowing employees to take part in making decisions. It also
involves management treating the ideas and suggestions of
employees with consideration and respect
FORMALIZATION
AND
STANDARDIZATION
The purpose of standardization or formalization is to make a
person in an organization independent, whereby the interaction
between the individuals in the organization is minimum. The
people work on the basis of rules, procedures, systems,
guidelines and policies
TRAINING AND
DEVELOPMENT
Training and development is the field which is concerned with
organizational activity aimed at bettering the performance of
individuals and groups in organizational settings.
MONETARY
BENEFITS
Direct compensation refers to monetary benefits offered and
provided to employees in return of the services they provide to
the organization.
OBJECTIVITY AND
RATIONALITY
The state of having good sense and sound judgment. This
means Judgment based on observable phenomena and
uninfluenced by emotions or personal prejudices
5. A Study on The Impact of Work Environment on Employee Performance
- Ms. Bindu Anto Ollukkaran and Dr. Rupa Gunaseelan
Namex International Journal of Management Research 74 Vol. 2, Issue No. 2, July – December 2012.
AGREE
NEUTRAL
DISAGREE
STRONGLY
DISAGREE
Q1
60.0%
40.0%
20.0%
0.0%
Percent
61.0%
24.0%
12.0%
3.0%
SCOPE FOR
ADVANCEMENT
The act of advancing, or the state of being advanced;
progression; improvement; furtherance; promotion to a higher
place or dignity; as, the advancement of learning.
SUPERVISION
Supervision is an intervention that is provided by a senior
member of a profession to a junior member or members of that
same profession.
EMPLOYEE
WELFARE
Welfare includes anything that is done for the comfort and
improvement of employees and is provided over and above the
wages.
SAFETY AND
SECURITY
The condition of being protected from or unlikely to cause
danger, risk, or injury
DATA ANALYSIS AND INTEPRETATION
CHART No. 1. INTERPERSONAL RELATIONSHIP
INTEPRETATION
The above table shows the responses of
the employees towards the statement
that the employees in the organization
are friendly. Out of the 100 respondents
61% agree, 24% have neutral opinion,
12% disagree and 3% strongly disagree
to the above statement. There is no
response for ‘Strongly agree’. Since
most of the employees are agreeing
with the statement we can conclude that
there is good interpersonal relationship
in the organization.
CHART No. 2. IMPACT OF INTERNPERSONAL RELATIONSHIP ON
EMPLOYEE PERFROMANCE
STRONGLY
AGREE
AGREE
NEUTRAL
DISAGREE
STRONGLY
DISAGREE
Q2
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Percent
6.0%
43.0%
33.0%
12.0%
6.0%
6. A Study on The Impact of Work Environment on Employee Performance
- Ms. Bindu Anto Ollukkaran and Dr. Rupa Gunaseelan
Namex International Journal of Management Research 75 Vol. 2, Issue No. 2, July – December 2012.
AGREE
NEUTRAL
DISAGREE
STRONGLY
DISAGREE
Q4
40.0%
30.0%
20.0%
10.0%
0.0%
Percent
28.0%
40.0%
17.0%
15.0%
Interpersonal Relationship
INTEPRETATION:
The above table shows the responses of
the employees towards the statement
that the employees in the organization
are friendly. Out of the 100 respondents
61% agree, 24% have neutral opinion,
12% disagree and 3% strongly disagree
to the above statement. There is no
response for ‘Strongly agree’. Since
most of the employees are agreeing
with the statement we can conclude that
there is good interpersonal relationship
in the organization.
CHART NO. 3 - PARTICIPATIVE MANAGEMENT
INTEPRETATION
The above table shows the responses of
the employees towards the Participative
management. Out of 100 respondents
25% agree, 33% have a neutral opinion,
21% disagree and 21% ‘Strongly
disagree.’ There is no response for
‘strongly agree’.
CHART No. 4. IMPACT OF CONSULTATIVE APPROACH ON EMPLOYEE
PERFORMANCE
AGREE
NEUTRAL
DISAGREE
STRONGLY
DISAGREE
Q3
40.0%
30.0%
20.0%
10.0%
0.0%
Percent
25.0%
33.0%
21.0%
21.0%
Interpersonal Relationship
7. A Study on The Impact of Work Environment on Employee Performance
- Ms. Bindu Anto Ollukkaran and Dr. Rupa Gunaseelan
Namex International Journal of Management Research 76 Vol. 2, Issue No. 2, July – December 2012.
INTEPRETATION:
The above table shows the responses of
the employees towards the impact of
consultative approach on employee
performance. Out of 100 respondents
28% agree, 40% have a neutral opinion,
17% disagree and 15% ‘Strongly
disagree.’ There is no response for
‘strongly agree’.
CHART No. 5. FORMALIZATION AND STANDARDIZATION
INTEPRETATION:
The above table shows the responses of
the employees towards the statement
that the rules and regulations in the
organization are followed without any
change. Out of 100 respondents 2%
strongly agree, 17% agree, 48% have
neutral opinion, 27% disagree and 6%
‘Strongly disagree.’
CHART No. 6 – IMPACT OF FORMALIZATION AND STANDARDIZATION
ON EMPLOYEE PERFORMANCE
STRONGLY
AGREE
AGREE
NEUTRAL
DISAGREE
STRONGLY
DISAGREE
Q5
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Percent
2.0%
17.0%
48.0%
27.0%
6.0%
Interpersonal Relationship
STRONGLY
AGREE
AGREE
NEUTRAL
DISAGREE
STRONGLY
DISAGREE
Q6
40.0%
30.0%
20.0%
10.0%
0.0%
Percent
2.0%
29.0%
37.0%
20.0%
12.0%
Interpersonal Relationship
8. A Study on The Impact of Work Environment on Employee Performance
- Ms. Bindu Anto Ollukkaran and Dr. Rupa Gunaseelan
Namex International Journal of Management Research 77 Vol. 2, Issue No. 2, July – December 2012.
INTEPRETATION:
The above table shows the responses of
the employees towards the statement
that there is an impact of formalization
and standardization on employee
performance. Out of 100 respondents
2% strongly agree, 29% agree, 37%
have neutral opinion, 20% disagree and
12% ‘Strongly disagree.’
CHART No. 7 – TRAINING AND DEVELOPMENT
INTEPRETATION:
The above table shows the responses of
the employees towards the statement of
training and development in the
organization. Out of 100 respondents,
24% agree, 26% have neutral opinion,
44% disagree and 6% ‘Strongly
disagree.’ There is no response for
‘strongly agree’. Since most of the
employees are disagreeing with the
statement it is possible to conclude that
the training facilities are less in this
organization.
CHART No. 8 – IMPACT OF TRAINING FACILITIES ON EMPLOYEE
PERFORMANCE
AGREE
NEUTRAL
DISAGREE
STRONGLY
DISAGREE
Q7
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Percent
24.0%
26.0%
44.0%
6.0%
Interpersonal Relationship
STRONGLY
AGREE
AGREE
NEUTRAL
DISAGREE
STRONGLY
DISAGREE
Q8
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Percent
2.0%
42.0%
29.0%
24.0%
3.0%
Interpersonal Relationship
9. A Study on The Impact of Work Environment on Employee Performance
- Ms. Bindu Anto Ollukkaran and Dr. Rupa Gunaseelan
Namex International Journal of Management Research 78 Vol. 2, Issue No. 2, July – December 2012.
INTEPRETATION:
The above table shows the responses of
the employees towards the statement of
impact of training facilities on
employee performance. Out of 100
respondents, 2% strongly agree, 42%
agree, 29% have neutral opinion, 24%
disagree and 3% ‘Strongly disagree.’
Most of the employees agree that if
training facilities are available it will
improve their current performance.
CHART No. 9 – MONERARY BENEFITS
INTEPRETATION
The above table shows the responses of
the employees towards the statement of
monetary benefits. Out of 100
respondents, 7% agree, 33% have
neutral opinion, 45% disagree and 15%
strongly disagree. There is no response
for ‘strongly agree’. The monetary
benefits are not attractive in this
organization as most of the employees
are disagreeing with the statement.
CHART No. 10. – IMPACT OF CURRENT PAY SYSTEM ON EMPLOYEE
PERFORMANCE
AGREE
NEUTRAL
DISAGREE
STRONGLY
DISAGREE
Q9
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Percent
7.0%
33.0%
45.0%
15.0%
Interpersonal Relationship
STRONGLY
AGREE
AGREE
NEUTRAL
DISAGREE
STRONGLY
DISAGREE
Q10
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Percent
2.0%
6.0%
32.0%
42.0%
18.0%
Interpersonal Relationship
10. A Study on The Impact of Work Environment on Employee Performance
- Ms. Bindu Anto Ollukkaran and Dr. Rupa Gunaseelan
Namex International Journal of Management Research 79 Vol. 2, Issue No. 2, July – December 2012.
INTEPRETATION
The above table shows the responses of
the employees towards the statement of
impact of current pay system on
employee performance. Out of 100
respondents, 2% strongly agree, 6%
agree, 32% have neutral opinion, 42%
disagree and 18% ‘Strongly disagree.’
Since the current pay system is not
attractive there is no positive effect on
employee performance.
CHART No. 11 - OBJECTIVITY AND RATIONALITY
INTEPRETATION
The above table shows the responses of
the employees towards the statement of
objectivity and Rationality in the
organization. Out of 100 respondents,
2% strongly agree, 19% agree, 38%
have neutral opinion, 32% disagree and
9% ‘Strongly disagree.’
CHART No. 12 – IMPACT OF OBJECTIVITY AND RATIONALITY ON
EMPLOYEE PERFROANCE
STRONGLY
AGREE
AGREE
NEUTRAL
DISAGREE
STRONGLY
DISAGREE
Q11
40.0%
30.0%
20.0%
10.0%
0.0%
Percent
2.0%
19.0%
38.0%
32.0%
9.0%
Interpersonal Relationship
AGREE
NEUTRAL
DISAGREE
STRONGLY DISAGREE
Q12
60.0%
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Percent
24.0%
51.0%
19.0%
6.0%
Interpersonal Relationship
11. A Study on The Impact of Work Environment on Employee Performance
- Ms. Bindu Anto Ollukkaran and Dr. Rupa Gunaseelan
Namex International Journal of Management Research 80 Vol. 2, Issue No. 2, July – December 2012.
INTEPRETATION:
The above table shows the responses of
the employees towards the statement of
impact of objectivity and Rationality on
employee performance. Out of 100
respondents 24% agree, 51% have
neutral opinion, 19% disagree and 6%
strongly disagree. There is no response
for ‘strongly agree’.
CHART No. 13 – SCOPE FOR ADVANCEMENT
INTEPRETATION
The above table shows the responses of
the employees towards the statement of
scope for advancement in the
organization. Out of 100 respondents
32% agree, 8% have neutral opinion,
57% disagree and 3% ‘Strongly
disagree.’ There is no response for
‘strongly agree’. The response of the
employees towards the statement shows
that there are not much career
opportunities in this organization.
CHART No. 14 – IMPACT OF PROMOTION OPPORTUNITIES ON
EMPLOYEE PERFORMANCE
AGREE
NEUTRAL
DISAGREE
STRONGLY
DISAGREE
Q13
60.0%
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Percent
32.0%
8.0%
57.0%
3.0%
Interpersonal Relationship
STRONGLY
AGREE
AGREE
NEUTRAL
DISAGREE
STRONGLY
DISAGREE
Q14
60.0%
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Percent
2.0%
20.0%
12.0%
57.0%
9.0%
Interpersonal Relationship
Impact of Promotion Opportunities on
employee performance
12. A Study on The Impact of Work Environment on Employee Performance
- Ms. Bindu Anto Ollukkaran and Dr. Rupa Gunaseelan
Namex International Journal of Management Research 81 Vol. 2, Issue No. 2, July – December 2012.
INTEPRETATION
The above table shows the responses of
the employees towards the statement of
impact of promotion opportunities on
employee performance. Out of 100
respondents, 2% strongly agree, 20%
agree, 12% have neutral opinion, 57%
disagree and 9% ‘Strongly disagree.’
As per the response of employees
promotion opportunities are not open to
everybody in the organization, so that
there is no much positive impact on
employee performance.
CHART No. 15 - SUPERVISION
INTEPRETATION
The above table shows the responses of
the employees towards the statement of
Supervision in the organization. Out of
100 respondents 30% agree, 45% have
neutral opinion, 19% disagree and 6%
strongly disagree. There is no response
for ‘strongly agree’.
CHART No. 16 – IMPACT OF SUPERVISION ON EMPLOYEE
PERFORMANCE
AGREE
NEUTRAL
DISAGREE
STRONGLY
DISAGREE
Q15
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Percent
30.0%
45.0%
19.0%
6.0%
Interpersonal Relationship
STRONGLY
AGREE
AGREE
NEUTRAL
STRONGLY
DISAGREE
Q16
40.0%
30.0%
20.0%
10.0%
0.0%
Percent
18.0%
36.0%
40.0%
6.0%
Interpersonal Relationship
Supervision
13. A Study on The Impact of Work Environment on Employee Performance
- Ms. Bindu Anto Ollukkaran and Dr. Rupa Gunaseelan
Namex International Journal of Management Research 82 Vol. 2, Issue No. 2, July – December 2012.
INTEPRETATION
The above table shows the responses of
the employees towards the statement of
impact of Supervision on employee
performance. Out of 100 respondents
18% strongly agree, 36% agree, 40%
have neutral opinion, and 6% strongly
disagree. There is no response for
‘Disagree’.
CHART No. 17 - EMPLOYEE WELFARE
INTEPRETATION
The above table shows the responses of
the employees towards the statement of
employee welfare in the organization.
Out of 100 respondents 2% strongly
agree, 37% agree, 34% have neutral
opinion, and 27% Disagree. There is no
response for ‘Strongly Disagree’. Since
most of the employees are agreeing
with the statement, the organization is
providing good welfare facilities.
CHART No. 18 – IMPACT OF REWARDS AND RECOGNITION ON
EMPLOYEE PERFORMANCE
STRONGLY AGREE
AGREE
NEUTRAL
DISAGREE
Q17
40.0%
30.0%
20.0%
10.0%
0.0%
Percent
2.0%
37.0%
34.0%
27.0%
Interpersonal Relationship
AGREE
NEUTRAL
DISAGREE
STRONGLY
DISAGREE
Q18
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Percent
18.0%
45.0%
28.0%
9.0%
Interpersonal Relationship
14. A Study on The Impact of Work Environment on Employee Performance
- Ms. Bindu Anto Ollukkaran and Dr. Rupa Gunaseelan
Namex International Journal of Management Research 83 Vol. 2, Issue No. 2, July – December 2012.
INTEPRETATION
The above table shows the responses of
the employees towards the statement of
impact of rewards and recognition on
employee performance. Out of 100
respondents, 18% agree, 45% have
neutral opinion, 28% Disagree and 9%
strongly disagree. There is no response
for ‘Strongly agree’.
.
CHART N). 19 – SAFETY AND SECURITY
INTEPRETATION
The above table shows the responses of the employees towards the statement of safety
and security in the organization. Out of 100 respondents, 40% agree, 35% have neutral
opinion, 16% Disagree and 9% strongly disagree. There is no response for ‘Strongly
agree’. From this table it is understood that most of the employees are agreeing with the
safe working conditions provided by the organization.
CHART No. 20 – IMPACT OF JOB SECURITY ON EMPLOYEE
PERFORMANCE
AGREE
NEUTRAL
DISAGREE
STRONGLY
DISAGREE
Q19
40.0%
30.0%
20.0%
10.0%
0.0%
Percent
40.0%
35.0%
16.0%
9.0%
Interpersonal Relationship
STRONGLY
AGREE
AGREE
NEUTRAL
DISAGREE
STRONGLY
DISAGREE
Q20
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Percent
2.0%
48.0%
19.0%
19.0%
12.0%
Interpersonal Relationship
15. A Study on The Impact of Work Environment on Employee Performance
- Ms. Bindu Anto Ollukkaran and Dr. Rupa Gunaseelan
Namex International Journal of Management Research 84 Vol. 2, Issue No. 2, July – December 2012.
INTEPRETATION
The above table shows the responses of
the employees towards the statement of
impact of job security on employee
performance. Out of 100 respondents,
2% strongly agree, 48% agree, 19%
have neutral opinion, 19% Disagree and
12% strongly disagree. As per the
statement most of the employees are
agreeing that there is job security in the
organization.
FINDINGS AND SUGGESTIONS
The employees are agreeing that the
employees in the organization are
friendly. This means that there is good
interpersonal relationship exist in the
organization. The employees are
disagreeing that there is scope for
advancement in the organization. This
means that, since there is no adequate
promotion opportunity in the
organization it has less impact on
employee performance. Moreover
Training facilities, monetary package,
impact of rewards and recognitions,
safe working conditions, job security
will influence the employee
performance. In order to improve the
performance management can consult
the employees before decision making
to seek their suggestions. In order to
rectify that the management has to
encourage their employees to
experiment new methods and try out
creative ideas which will results a
positive impact on their performance.
The management has to organize more
training and development programs for
improving the performance of
employees. Since most of the
employees are not satisfied with the
monetary benefits, the management has
to consider this as a serious issue and
try to give more salaries according to
their years of experience. The
management has to look into the
grievances and complaints of the
employees on observable phenomena
which are influenced by emotions or
personal prejudices. Promotions have to
be given according to their experiences
and performance.
CONCLUSIONS
The workplace environment impacts
employee morale, productivity and
engagement - both positively and
negatively. The work place
environment in a majority of industry is
unsafe and unhealthy. These includes
poorly designed workstations,
unsuitable furniture, lack of ventilation,
inappropriate lighting, excessive noise,
insufficient safety measures in fire
emergencies and lack of personal
protective equipment. People working
in such environment are prone to
occupational disease and it impacts on
employee’s performance. Thus
productivity is decreased due to the
workplace environment. It is the quality
of the employee’s workplace
environment that most impacts on their
level of motivation and subsequent
performance. How well they engage
with the organization, especially with
their immediate environment,
influences to a great extent their error
rate, level of innovation and
collaboration with other employees,
absenteeism and ultimately, how long
they stay in the job.
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Namex International Journal of Management Research 85 Vol. 2, Issue No. 2, July – December 2012.
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