Abstract
The study has examines the relationship between work environment and performance of organizational. In this study, the case study research design. A total of 28 employees in Union Bank Plc, Bori representing the entire population of Union banks in Bori. The Taro yemen’s formula was used to determine the sample size of 22. The instrument used in obtaining data is copies of structure questionnaire which contain test items. A self-designed questionnaire on work environment and organizational performance was administered for the collection of data. The work is a descriptive one. As such, the data for this work will be analyse in simple percentage using the SPSS Version 22. The study revealed that mental environment, social environment and physical environment enhances organizational performance in Union Bank Plc, Bori. Based on the findings of the study, it was recommended that management should improve the system of communication with their employees and create a motivating climate to increase productivity and clear reward system to all members of the organization, since work environment is the key determinant of organizational performance, emphasis should be on how to improve the work environment, making it more conducive to employees in providing loans and other scheme that uphold and sustain employees’ commitment and dedication to their jobs and management should clearly set structures and work system as to achieve goals and objectives.
Table of Contents
Title Page i
Cover Page ii
Certification iii
Dedication iv
Acknowledgements v
Abstract vi
Table of Contents vii
List of Tables x
List of Figures xi
CHAPTER 1 1
INTRODUCTION 1
1.1 Background of the Study: 1
1.2 Statement of the Problem 3
1.3 Objective of the Study 4
1.4 Research Questions 4
1.5 Significance of the Study 4
1.6 Scope of the Study: 5
1.7 Limitation of the Study: 6
1.8 Definition of Terms: 6
CHAPTER 2 7
LITERATURE REVIEW 7
2.1 Conceptual Framework: 7
2.1.1 Concept of Work Environment: 7
2.1.2 Dimensions of Work Environment: 10
Physical Environment 11
2.1.3 Organizational Performance 12
2.1.4 Measures of Organizational Performance 12
Market Share 12
Effectiveness 15
2.1.5 Work Environment and Organizational Performance 16
2.2 Theoretical Framework: 17
2.2.1 Victor H. Vroom’s Expectancy Theory (1964): 17
2.3 Empirical Framework 18
CHAPTER 3 20
RESEARCH METHODOLOGY 20
3.1 Research Design 20
3.2 Population of the Study 20
3.3 Sample and Sampling techniques: 20
3.4 Instrument for Data Collection 21
3.5 Validity of Instrument: 22
3.6 Method of Data Analysis 22
CHAPTER 4 23
DATA PRESENTATION AND ANALYSIS 23
4.1 Data Collection and Presentation 23
Table 4.1: Questionnaire Administration and Retrieval 23
4.2 Data Analysis 24
Sex of Respondent 24
Age of Respondent 24
Educational Qualification 25
4.3 Discussion of Findings 27
CHAPTER 5 28
SUMMARY, CONCLUSION AND RECOMMENDATIONS 28
5.1 Summary 28
5.2 Conclusion 28
5.3 Recommendations 29
References: 30
Appendix I 33
Appendix II 34
LIST OF TABLES
Table 4.1: Questionnaire Administration and Retrieval 23
Sex of Respondent 24
Age of Respondent 24
Educational Qualification 25
LIST OF FIGURES
Fig 2.1: Relationship between work environment and organizational performance 7
CHAPTER 1
INTRODUCTION
1.1 Background of the Study:
Human effort in organization is indispensable. It constitutes a complex phenomenon to managers of such organization to comprehend. Accordingly, it is believed that every behaviour is goal directed. Thus, for an organization or individual to engage in any productive venture, it must have underlying fundamental factors including the individual in that direction. Hence the effect of work environment in achieving set target for the organization must be in adequate condition. Therefore, the nature of office concerned with these things that influence organizational performance, which constitute the “why” of people behaviours? Why do people do things? Why is Ifeoma’s moral higher than Ngozi’s?, what are these increases in organizational performance? These questions can be answered with the understanding of the nature of work environment and how these affect performance. However, the organizational target can only be achieved if the environment is conducive.
Work environment consists of the office buildings, its furniture and layout as well as the physical conditions under which workers operate. it is also concerned with the external factors to the business which the office serves, the industry or other activities within which the business lies, the custom and laws of the community within which they operates. These environment factors are always changing and the office must react to the changes, but how does the customs and laws reduce workers morale? This question can be answered after investigation. Office and work environment are dynamic, but the most dynamic factors in the office is human factor. Workers today are more educated than before. They are more likely to raise questions about their environment of work since management itself dynamic pro. It has adhered and addresses itself to the provision of good environment of work for workers productivity. But what are those increases that enhance productivity? Therefore, answer will be made after investigations. However, poor work environment and bad conditions have posed a great danger to workers health and therefore make them to work with less joy and enthusiasms and work progress is hampered and disrupted. An understanding of the effect of work environment on the productivity of employees cannot be over-emphasized or seen as overstatement in every organization. Experience has shown that workers are directly influenced by the environment they find themselves or were their competence will achieve nothing in terms of productivity if the environment is not conducive. This is in line saying in respect of workers in public enterprises today specially those in Delta Line and his issue of unproductive nature of workers is compounded with the poor nature of the environment. Therefore, because of the adverse effect of work environment on morale of employees, the need for provision of good physical work environment for workers was stated by Millin 1930 after the first world war. During this period, various management were concerned with the importance of maintaining loyalty and morale through the elimination of irritants such as temperatures, noise and pollution from their environment. This was later spread out to include a wider area of disturbing influences like feeling of insecurity in relation to employment, unfairness on the part of supervision and not being accepted by one’s fellow employees. According to Mills (1983), the need for standard of working condition received legal backing by 1963 law and act of parliament which made it mandatory for all business organization to provide the minimum standard of interest that will enhance the performance of employees as an objective.
1.2 Statement of the Problem
Every organization is set up for a purpose and such purpose which is generally referred to as the objective. This cannot be achieved if the environment looks unhealthy. The absence of important work material as a result of non availability of some necessary office facilities like air condition, rug, good ventilation in some of the department in the company is a common feature. Some office or department looks depressing and un-stimulating. Some of them have no louvers, light and some with uncompleted roofs. The state of affairs do not compete favorable with other office outside, some office with dirty and scattered environment, most of the departments has small floor space with materials tables, chairs, papers, files and other things scattered here and there. Some office were furnished without due regard to the relationship between colour selection and workers morale. Some of these facilities has colour which makes the office to be dark; in some of the department’s work service are wrongly arranged. It is known from workers view point that the work of accounting typing etc needs good quality of light because of visual discrimination involved. As a result of non availability of good work environment, the performance of employees is in a declining state. Most departmental manager in the company pay no attention in accomplishing the departmental set objectives, as to be recognized and promoted at the expense of workers or employees welfare. These acts of negligence by the mangers have gone a long way to reduce workers performance or morale. The state of affairs in the company has resulted to negative attitude by the employees which is inimical to the progress and accomplishment of the company’s set objective. With an attempt to answer the questions in the research work.
1.3 Objective of the Study
The main objective of the study is to examine the relationship between work environment and the performance of organization. Specific term, the study is aimed at;
1. To investigate how mental environment influence organizational performance in Union Bank Plc, Bori.
2. To ascertain the relationship between social environment and organizational performance in Union Bank Plc, Bori.
3. To understand how physical environment impede organizational performance in Union Bank Plc, Bori.
1.4 Research Questions
The following questions will help to reconcile issues in this study
1. Does mental environment influence organizational performance in Union Bank Plc, Bori?
2. Does social environment associate organizational performance in Union Bank Plc, Bori?
3. Does physical environment influences organizational performance in Union Bank Plc, Bori?
1.5 Significance of the Study
The study will serve as guide to the management of Union Bank in particular and the Nigerian managers as a whole in determining the best way of getting the best output from their employees who are presently demoralized in the face of the prevailing socio-economic hardship.
The study is also aimed at contributing to the literature in Work Environment and Employee Attitude particularly with reference to Employee Performance. Also, this work on completion will broaden the essence for application of modern office equipment and layout for both public and private sectors respectively.
1.6 Scope of the Study:
The study is delimited under the following heading: content scope, geographical scope and unit of analysis.
1. Content Scope: The content scope of this study involves on investigation to ascertain the relationship between work environment and organizational performance on one hand and employee attitude and organizational performance on the other hand. The study consists of two independent variables: work environment. Work environment is measured by mental environment, social environment and physical environment. While the dependent variable is Organizational performance measure by market share, productivity and effectiveness.
2. Geographical Scope: This study is delimited in Bori with special reference to Union Bank Plc, Bori, Rivers State.
3. Unit of Analysis: The unit of analysis in this research involves the individuals at the time of carrying out the study.
In carrying out an investigation of this native the researcher must of necessity be faced the following constraint.
1.7 Limitation of the Study:
Firstly, the time constraint’s the time frame provision for this study was short.
Secondly, Financial Constraints. Usually, a study of this nature involved some level of expenditure therefore; finance was also a limiting factor.
Thirdly, Inability to access the entire population of the study. Lastly, poor measurement instrument.
1.8 Definition of Terms:
Attitude: An attitude is a relatively enduring organization of beliefs, feelings, and behavioral tendencies towards socially significant objects, groups, events or symbols.
Employee: a person employed for wages or salary, especially at non-executive level.
Organizational performance: The process whereby employee function is carry it function to achieve the goal of the organization.
Work Environment: this involves the physical geographical location as well as the immediate surroundings of the workplace, such as a construction site or office building.
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