Work Environment and Employee Performance

CHAPTER 1
INTRODUCTION
1
CHAPTER 1
INTRODUCTION
Human Resource (or personnel) management, in the sense of getting things done through
people, is an essential part of every manager’s responsibility, but many organizations find it
advantageous to establish a specialist division to provide an expert service dedicated to
ensuring that the human resource function is performed efficiently.
“People are our most valuable asset” is a cliché, which no member of any senior management
team would disagree with. Yet, the reality for many organizations is that their people remain
under-valued, under trained and under-utilized.
The market place for talented, skilled people is competitive and expensive. Taking on new
staff can be disruptive to existing employees. Also, it takes time to develop ‘cultural
awareness’, product / process / organization knowledge and experience for new staff
members.
People are very happy to have a job, but many of them no longer feel that their workplace is a
second home, although much of their time is spent in the office. This often leads them to feel
forced to accommodate with the uncomfortable environment. An employee's workplace
environment is a key determinant of the quality of their work and their level of productivity.
How well the workplace engages an employee impacts their desire to learn skills and their
level of motivation to perform. In a world of increasingly global competition among
companies and even among countries; the good performance of human resources is needed.
Researches (Suwati, Minarsih and Gagah, 2016) have shown that the main goal of work for
someone is not only to get the salary, but to reach self-satisfaction. Employees performance is
influenced by a lot of aspects such as: motivation, work environment and leadership in the
agency.
IMPORTANCE AND SIGNIFICANCE OF THE STUDY

This study will be conduct to understand how the employees of INDOWORTH
perceive working environment and working performance. This study also investigates how
the working environment would affect the performance of an employee. Key factors affecting
the employees of INDOWORTH will be able to be identified and analysed through this
study. It would be a great opportunity to share the outcome of the study with the company's
2
country manager and also to recommend a solution in order to enhance the performance of
his employees in the region.
Also the study will analyse the views of the employees on the working culture at the
INDOWORTH. The various aspects of the work culture is very important to study, so this
study is more significant to conduct.
RATIONALE OF THE STUDY

This study aims to investigate the influence of work environment and work culture on job
performance or on employee productivity. An engineering company i.e INDOWORTH
International from Nagpur is taken for the study with a sample size of 100 employees. A
quantitative methodology implying a cross-sectional survey was used to satisfy the study
objectives in addition to the literature review. Different dimensions were examined in relation
to the work environment factors, and working culture and working condition. The collected
data will be analysing by using MS Excel. The Findings of the study will be benefial for the
employee performance point of view. It is suggested that employers should take initiatives to
motivate employees by improving their work environment. As employees are motivated, their
job performance will increase, and they will achieve the desired outcomes and goals of the
job.
EXPECTED CONTRIBUTION
Every employee who works in a company must work according to what he should do. And
most certainly there are some things that must be achieved in carrying out their duties of
employment.
In carrying out these work duties according to the work culture, almost all employees must
have a desire to be able to carry out their duties properly, appropriately and effectively. This
is because there is an employee who has a work ethic like this would be called employees
with job performance.
So in this sense the project contributes to the major aspects of each and every company i.e.
work culture and job performance.
3
SCOPE OF THE STUDY
The study related to the work environment and work culture is having the very wide scope, as
it covers the major part of human resource functions. Also the job performance is the key
factor for every organization. So this study is having scope all over the globe for betterment
of the employees in respect of the working environment.
The study is also useful for the various other functions of the HRM.
LIMITATION OF THE STUDY

This Study having the following limitations
1. Since the scope of HRM and such studies is very wide, the study purposes to examine the
working environment aspect only that is limited with only INDOWORTH
2. Responses are considered as they replied about the working condition as their point of
view
3. Study is taking consideration only production employees.
4
CHAPTER 2
RESEARCH METHODOLOGY
5
CHAPTER 2
OBJECTIVES OF THE STUDY

The objectives of the study are as follows.
1. To study the views of the employees about working environment and work culture at
Indoworth India Ltd.
2. To study the external factors affects the performance of employees of Indoworth India
Ltd
3. To understand the conceptualization of the working environment and working
performance of INDOWORTH employees.
4. To determine ways in which the factors can be improvised to enhance the working
environment and working performance of employees of INDOWORTH.
HYPOTHESES
Hypothesis 1
Null Hypothesis: There is not a significant relationship between the organization culture and
performance of the employees at Indoworth India Ltd.
Alternate Hypothesis: There is a significant relationship between the organization culture
and performance of the employees at Indoworth India Ltd.
Hypothesis 2
Null Hypothesis: There is not a significant effect of work environment and work practices on
the employee satisfaction.
Alternate Hypothesis: There is a significant effect of work environment and work practices
on the employee satisfaction.
6
The methodology followed for conducting the study includes the specification of
research design, sample design, questionnaire design, data collection and statistical tools used
for analyzing the collected data.
Research Design
The research design used for this study is of the descriptive type.
REASEARCH SAMPLING
Population – Working employees of engineering company.
Sampling Unit – Indoworth India Ltd. Nagpur
Sampling Frame- The employees of Indoworth India Ltd.
Sampling Technique: Convenience method of sampling will be use to select the
respondents.
Sample Size –
An appropriate sample size is based on a number of accuracy factors that one must consider
together. Total sample size is 100.
DATA COLLECTION METHOD

Primary Method
 Questionnaire – Questions based upon work environment and work culture
aspects will be administered to the target group. This questionnaire will frame in
such a way that the answers reflect the ideas and thoughts of the respondents with
regard to impacting factors to the performance. Multiple choice questions and
Likert scale type questions will be administered for designing the questions to get
the measurable output from the questions.
Secondary Method – Journals, books, Organisation reports, magazines, articles were
referred for strengthening the concepts of work environment.
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CHAPTER 3
REVIEW OF LITERATURE
8
CHAPTER 3
Work environment can be anything that exists around the employee and can affect how he
performs his duties. Alex S.Nitisemito (1992) state that working environment is both an
external and an internal condition that can influence working spirit and result in instantly
finished jobs. According to Sedarmayanti (2003), a decent working environment is a
condition where individuals can do their jobs in an ideal, secure, healthy, and comfort way.
Therefore, many studies classify the work environment into toxic and conducive
environments (Akinyele, 2010; Chaddha, Pandey and Noida, 2011; Yusuf and Metiboba,
2012; Assaf and Alswalha, 2013). McGuire and McLaren (2007) believes that an
organization’s physical environment particularly its layout and design can impact employee
behaviour in the workplace. As indicated by Nitisemito (2001), some of the factors that
influence the workplace include: cleanliness, water, lighting, colouring, security and music.
Many work environment studies have shown that workers are satisfied with reference to
specific work environment features. These features preferred by users significantly contribute
to their workspace satisfaction and performance. Those features include ventilation rates,
lighting, access to natural light and acoustic environment (Becker, 1981; Humphries, 2005;
Veitch, Charles, Newsham, Marquardt and Geerts, 2004; Karasek and Theorell, 1990).
Lighting and other factors like ergonomic furniture have been found to have positive effect
on employees’ health and so on employees’ productivity (Dilani, 2004; Milton, Glencross
and Walters, 2000; Veitch and Newsham, 2000). Hameed and Amjad (2009) in a survey of
31 bank branches confirmed that convenient and ergonomic office design encouraged the
employees and increased their performance significantly. Chandrasekar (2011) also assert
that unhealthy and unsafe work environment in terms of poor ventilation, immoderate noise,
inadequate lighting etc. affect employees’ productivity and health.
Work Environment Factors that Influence the Performance

Based on a description of what is meant by work environment and literature review findings,
a strong interaction is found between job performance and physical working environment.
The physical environment at work is critical to employees’ performance, satisfaction, social
9
relations and health. It is generally understood that the physical design of offices and the
environmental conditions at work places are important factors in organizational performance.
It will be able to put forward several factors that are included in the working environment and
its effects on job performance. The study of Badayai (2012) has confirmed previous studies
and classified five main factors of uncongenial working environment as shown in figure 1.
(each one of the factors will be discussed individually using the arguments from different
research findings on the related study).
(1) Air factor
The air in the work environment especially its components can play a considerable function
in relation to the work behaviour, specifically job performance. As indicated by Ossama,
Gamal and Amal (2006), indoor air quality is very significant to the health, comfort, and job
performance among employees. Indoor contamination levels frequently exceed open air
levels and most of the time workers might spend up to 90% of time alone inside. Most
possibly perilous indoor air pollutants are radon, asbestos, inorganic material, environmental
tobacco smoke, organics, biological and non-ionizing radiation. Other pollutants such as
odours and dusts can cause critical discomfort and feelings of unwillingness, that may lead to
a reduction in productivity and job performance. (Ossama, Gamal and Amal, 2006)
(2) Temperature factor
Good room temperature increases productivity and reduces stress in workers as it plays
notable role in workplace environment. Effective temperature indicates how hot or cold our
environment really makes us feel (Aamodt, 2004). High temperatures can affect employee’s
performance, particularly duties required on cognitive, physical, and perceptual duties.
(Badayai, 2012)
Chandrasekar (2011) state that high temperatures can have a direct impact on health and lead
to heat stress and heat exhaustion. Furthermore, Sehgal (2012) clarified that according to a
thin person, a higher temperature may be better. However, for somebody not as thin, a lower
temperature may work better. He also clarified possible effects of temperature as shown in
figure 2.
(3) Sound factor
Noise defined as unwanted sound, is the most common complaint in offices workplace. Many
researchers indicate that noisy places and exposing employees to such conditions can affect
their job performance quality. Melamed, Fried and Froom (2001) confirmed that exposure to
high levels of sound may lead to several diseases such as cardiovascular disease, endocrine
10
and digestive reactions particularly in complex jobs not in straightforward jobs. Companies
today tend to use an open-office design to increase teamwork, productivity, and
communication; however, researchers’ studies indicate that these open interactive spaces
boost noise in the workplace. Noise can affect task performance by office workers.
According to Kjelberg and Skoldstrom (1991), study showed that assignments needed
reading comprehension and memory are the most sensible to noise, specially noise sources
related to workers’ conversations. Noise can distract office workers more likely when
workers do not have control of the noise source and it is unpredictable. The raised noise in
the workplace is caused by common office equipment, for example, PCs, printers, phones,
copiers, heating and air conditioning unites, and conversations of office workers. (Maxwell,
2001) The study of Mital, McGlothlin, and Faard (1992) found that significant noise sources
were individuals arriving/departing, keyboard sounds, and ventilation equipment. While
conversations and PC/printer beeping sounds were accounted for to be the most irritating by
90 of the study respondents.
(4) Light and colour factor
Regardless of fitout design or building type, daylight, is considered to be the number one
wanted natural feature in the workplace as researchers always discovered that exposure to
natural light in an office space impacts employees’ quality of life. The amount of light needed
in the workplace depends on the kind of tasks being performed, either outdoors or indoors, or
when they are performed, in the day, or at night. As a consequence, it will either increase or
decrease the performance. Inconvenient lighting is a source of distress, thus leading to poor
job performance. That happens when the employee is exposed to uncomfortable working
environment in which there is a high glare, or dim bulk, or a lack of natural light in the office.
(Schultz and Schultz, 2006). The brightness of office light influences concentration, alertness,
and task performance. Modifying the quality and nature of light can appreciably enhance
working experience and productivity. (Sehgal, 2012)
Moreover, colour has been found to increase productivity and performance, and raise
employees’ spirits. It plays a role in the workplace by simply providing a pleasant working
environment. Mental reviews have showed that colours can impact individuals' mood and
stimulate feeling (Carruthers, Morris, Tarrier and Whorwell, 2010). Cool colours might
awaken unhappy and depressive feelings, while warm colours generally motivate a warming
and positive emotions. (Ching and Binggeli, 2012)
(5) Space factor
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The actual physical layout of an office is highly important when it comes to maximizing
productivity among employees. Nowadays, work environments support new ways of working
and flexible workplaces which displays ease of communication and interpersonal access
contrasted with fully enclosed private offices, and this change to open plan office has boosted
employee’s productivity paralleled to closed office spaces (Becker, 2002). The individual
workstation that is too crowded and restricted, will lead to stress, pressure and other
psychological effect. An individual employee may feel unstable and have lack of freedom
and motivation, on the short-run, it may lead to a very stressful environment, which decreases
the quality of the job performance.
Gifford (1996), stressed that employees whose work requires supervisory-professional and
privacy are unhappy with an open-plan office. Employees adapt to uncongenial work space
when spatial arrangements are inappropriate, and they may even not realize their
surroundings could be better.
According to Sehgal (2012), space components like office furniture comprises of desks
chairs, the filing system, shelves, drawers, etc., have a specified part to play in the
productivity and the efficiency of the employees and the suitable functioning of any office.
Also, one of the most essential things to be guaranteed is whether the workplace furniture is
ergonomic or not. Ergonomic office furniture guarantees that every worker gels well with the
things around him, like chairs, desks, PC arrangement and even environmental factors.
12
.
CHAPTER 4
PROFILE OF INDOWORTH
13
CHAPTER 4
PROFILE OF INDOWORTH
Indoworth Limited
Indoworth Limited was established in the year 1995. They are the leading Manufacturer,
Supplier & Exporter of Shirting Fabrics, Polyester Fabric, Designer Fabric, Woolen Yarn etc.
It’s products reveal a fine blend of smooth finish, innovative designs and appealing patterns.
Further, company’s product range is known for its features like high quality, skin friendliness
and fabric durability.
Their main objective is to meet the changing requirements of their clients as per their
specifications. To achieve motto, company team works in close coordination with each other.
Their process expertise is well backed by advanced production facilities to match up with the
latest industry trends.
Basic Information
Nature of Business Exporter and Manufacturer
Additional Business Exporter
Company CEO Mr Lohia
Total Number of
101 to 500 People
Employees
Year of Establishment 1995
Legal Status of Firm Limited Company (Ltd./Pvt.Ltd.)
Annual Turnover Rs. 100 - 500 Crore
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PRODUCTS
Textiles Yarn
Company is offering premium quality Textiles Yarn, which are highly resilient and durable.
Available for the customers in various counts, colors & lengths as well as in dyed and non-
dyed form, these are manufactured using the finest and thick fibers.

Cashmere Yarn

Blended Yarn

Woolen Yarn
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Textile Fabrics
Company is offering Textile Fabrics to clients. These are 100% pure fabric is widely used for
stitching smooth and skin friendly garments. The clients can avail these fabrics from us in
various attractive designs, colors and patterns as per the requirements of our clients.

Designer Fabric

Printed Fabrics

Cotton Fabric
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Apparel Fabric
Company is offering Apparel Fabric to our clients. Company offer these products in different
specifications. Company’s products are having perfect finishes and are available in different
colors as well as looks.

Polyester Fabric

Embroidered Fabrics

Shirting Fabrics
Other Products
Manufacturer of a wide range of products which include Wool Silk Carpets.
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CHAPTER 5
DATA ANALYSIS AND
INTERPRETATION
18
CHAPTER 5
DATA ANALYSIS AND INTERPRETATION
DEMOGRAPHIC ANALYSIS
AGEWISE DISTRIBUTION OF THE RESPONDENTS
The following table shows the age wise distribution of the respondents.
Age Group No. of Respondents Percentage
Below-20 yrs 12 12
20-30 yrs 57 57
30-40 yrs 20 20
40-50yrs 9 9
Above 50yrs 2 2
Total 100 100
2%
9% 12%
Below-20 yrs
20%
20-30 yrs
30-40 yrs
40-50yrs
Above 50yrs
57%
The table makes it clear that the majority of the respondents (57 percent) fall in the age group
of 20 - 30 years, 20 percent fall in the age group of 30 - 40 years, 12 percent of the
respondents fall in the age group below 20 years, 9 percent of them are aged between 40-50
years and the remaining respondents fall in the age group of 50 years and above. It is inferred
that most of the respondents fall under the age group of 20-30 years and are also recently
recruited.
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SEXWISE DISTRIBUTION OF THE RESPONDENTS
The following table shows the sex wise distribution of the respondents
SEX No. of Respondents Percentage
MALE 97 97
FEMALE 03 03
Total 100 100
3%
MALE
FEMALE
97%
The table indicates that the majority of the respondents (97 percent) are males and only 3
percent are females. It is inferred from the above table that since the nature of work in the
engineering industries happens to be strenuous, only males have preferred to take it up.
DISTRIBUTION ON THE BASIS OF EXPERIENCE

The following table depicts the work experience of the respondents.
WORK EXPERIENCE No. of Respondents Percentage
0-2 YRS 32 32
2-5 YRS 44 44
ABOVE 5 YRS 24 24
Total 100 100
The table shows that, 44 percent of the respondents have the experience between 2 and 5
years, 32 percent of the respondents have experience between 0 to 2 years and 24 percent of
the respondents have experience 5 years and above.
It indicates that the company has experienced personnel.
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24%
32%
0-2 YRS
2-5 YRS
ABOVE 5 YRS
44%
INCOMEWISE DISTRIBUTION OF THE RESPONDENTS

The table presented below shows the monthly income of the respondents.
Monthly income No. of Respondents Percentage
Rs. 0-25000 72 72
Rs. 25000-40000 25 25
Rs. 40000 and Above 03 03
Total 100 100
From the above table, it is clear that the majority (72 percent) of the respondents earn up to
Rs.0-25000 per month, 25 percent of the respondents have a monthly Income of Rs.25000-
40000 and only 3 percent have a monthly Income of Rs.40000 and above.
It is inferred from the above table that income is not the only criterion for continuing in the
present job.
DISTRIBUTION OF THE RESPONDENTS ON THE BASIS OF MARITAL STATUS

The following table shows the marital status of the respondents
Marital status No. of Respondents Percentage
MARRIED 51 51
UNMARRIED 49 49
Total 100 100
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49% MARRIED
51% UNMARRIED
The above table indicates that, most of the respondents (51 percent) are married and 49
percent of the respondents are unmarried.
It is understood that the married and unmarried are equally distributed.
DESCRIPTIVE ANALYSIS
The descriptive analysis of various factors resembling working environment and work culture
practices at INDOWORTH international was studied on 5-point Likert scale. The employees’
opinion about various statements on work culture practices was recorded and tried to find out
their opinion related to work environment.
SR. STATEMENTS STRONGLY AGREE NETUR DISAGR STRONGLY

NO. AGREE AL EE DISAGREE
1. I get easily tired in my 0 13 59 28 0
workplace due to work
environment.
INTERPRETATION :- By the observation, I have studies that in the case of working

environment and work culture practices, employees get easily tired at workplace due to work
environment, in this statement 0% employees are strongly disagree, 28% employees are
disagree, 59% employees are neutral, 13% employees are agree and 0% employees are
strongly agree.
22
STRONGLY AGREE AGREE NETURAL
DISAGREE STRONGLY DISAGREE
28% 13%
59%
SR. STATEMENTS STRONGLY AGREE NETURAL DISAGREE STRONGLY

NO. AGREE DISAGREE
2. Proper water 0 94 5 1 0
arrangement is
provided to us.

1%
5%
94%
23
environment and work culture practices, they are provided proper water arrangements at
workplace, in this statement 0% employees are strongly disagree, 1% employees are
disagree, 5% employees are neutral, 94% employees are agree and 0% employees are
strongly agree.

NO. AGREE DISAGREE
3. We have not 0 94 5 1 0
provided with
proper ventilation.

1%
5%
94%

environment and work culture practices, they are not provided with proper ventilation at
workplace, in this statement 0% employees are strongly disagree, 1% employees are
disagree, 5% employees are neutral, 94% employees are agree and 0% employees are agree.
NO. AGREE DISAGREE
4. We get 0 100 0 0 0
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complimentary tea
from organization.

100%

environment and work culture practices, they get complementary tea from organization, in
this statement 100 % employees are agree.

NO. AGREE DISAGREE
5. Bus facility is 0 0 0 100 0
provided for
employees.
25
100%

environment and work culture practices, organization provides Bus facility for employees, in
this statement 100% employees are disagree.

NO. AGREE DISAGREE
6. We are provided 0 77 5 18 0
facilities of all
types of leaves.

18%
5%
77%
26
environment and work culture practices, organization provide facilities of all types of leaves,
in this statement 0% employees are strongly disagree, 18% employees are disagree, 5%
employees are neutral, 77% employees are agree and 0% employees are strongly agree.

NO. AGREE DISAGREE
7. We celebrate 10 80 5 4 1
Diwali, Holi
together.

5% 1%
4% 10%
80%
INTERPRETATION :-By the observation, I have studies that in the case of working
environment and work culture practices, they all are celebrate Diwali, Holi together, in this
statement 1% employees are strongly disagree, 4% employees are disagree, 5% employees
are neutral, 80% employees are agree and 10% employees are strongly agree.
27
NO. AGREE DISAGREE
8. Organization 11 71 18 0 0
provides a safe
work environment.

18% 11%
71%

environment and work culture practices, Organization provides a safe work environment, in
this statement 0% employees are strongly disagree, 0% employees are disagree, 18%

NO. AGREE DISAGREE
9. My colleague helps 8 69 10 13 0
me in bad situation.
28
13% 8%
10%
69%

environment and work culture practices, their colleagues helps them in bad situation, in this

NO. AGREE DISAGREE
10. We share healthy 5 41 50 4 0
communication
with each other.
29
4% 5%
41%
50%

environment and work culture practices, they share healthy communication with each other,
in this statement 0% employees are strongly disagree,4% employees are disagree, 50%

NO. AGREE DISAGREE
11. I get personal support 2 88 2 8 0
from my superior.
30
2%
2% 8%
88%

environment and work culture practices, they get personal support from their superior, in this
are neutral,88% employees are agree and 2% employees are strongly agree.

NO. AGREE DISAGREE
12. We enjoy the 2 88 2 8 0
cultural differences.
31
2%
2% 8%
88%

environment and work culture practices, they enjoy the cultural differences , in this statement
0% employees are strongly disagree, 8% employees are disagree, 2% employees are neutral,
88% employees are agree and 2% employees are strongly agree.

NO. AGREE DISAGREE
13. Lack of basic 0 30 66 4 0
facilities leads to
fatigue.
32
4% 30%
66%

environment and work culture practices, In the organization lack of basic facilities leads to
fatigue, in this statement 0% employees are strongly disagree, 4% employees are
disagree,66% employees are neutral, 30% employees are agree and 0% employees are
strongly agree.

NO. AGREE DISAGREE
provides medical
facilities.
33
9%
91%

environment and work culture practices, Organization provides medical facilities, in this
statement 0% employees are strongly disagree, 0% employees are disagree,9% employees

NO. AGREE DISAGREE
15. Absence of good 0 14 15 61 10
ambience affects
my performance.
34
10% 14%
15%
61%

environment and work culture practices, In the Organization absence of goo ambience
affects their performance, in this statement 10% employees are strongly disagree, 61%
employees are disagree,15% employees are neutral, 14% employees are agree and 0%
employees are strongly agree.

NO. AGREE DISAGREE
16. Work culture & 0 91 5 4 0
environment
supports us giving
the best results.
35
5%
4%
91%

environment and work culture practices, Organizations work culture & environment supports
them to give the best results , in this statement 0% employees are strongly disagree, 5%
employees are disagree, 5% employees are neutral, 91% employees are agree and 0%

NO. AGREE DISAGREE
provides school
facilities for our
children.
36
50% 50%

environment and work culture practices, Organization provides Bus facilities for their
children , in this statement 50% employees are strongly disagree and 50% employees are
disagree.
SR. STATEMENTS STRONGLY AGREE NEUTRAL DISAGREE STRONGLY

NO. AGREE DISAGREE
18. Job affects by your 0 13 10 50 27
family
responsibilities.
37
27% 13%
10%
50%

environment and work culture practices, Job effects by their family responsibilities, in this
statement 27% employees are strongly disagree, 50% employees are disagree, 10%

NO. AGREE DISAGREE
19. Awareness program 0 78 20 2 0
related to health
and other things are
organized by
organization.
38
20% 2%
78%

environment and work culture practices, Organization organized by Awareness program
related to Health and other things, in this statement 0% employees are strongly disagree, 2%
employees are disagree, 20% employees are neutral, 78% employees are agree and 0%
HYPOTHESIS TESTING
Null Hypothesis: There is not a significant relationship between the organisation culture and
work practices with employees’ satisfaction at INDOWORTH
Alternate Hypothesis: There is a significant relationship between the organisation culture
and work practices with employees’ satisfaction at INDOWORTH
This study aimed to examine the influence of work environment on job performance among
employees in engineering company. Results showed that employee’s dissatisfaction is
consistent with results from previous findings that work environmental factors have sensible
impact, and lead to decline in performance. While the most obvious factor of the negative
impact is noise coming from conversations of office workers. Second, the discomfort of used
39
furniture of office. Third, the poor ventilation comes from low concentration of adequate
oxygen in office. And finally, the poor lighting comes from natural light. The following table
shows the significant relationship between the work environment factors and the performance
Whether the following factor affect job performance
Factor Yes No
Noise coming from conversations of office workers 54 46
Discomfort of used furniture of office 69 31
Poor ventilation 88 12
Poor lighting 91 9
For testing the hypothesis for significance relationship researcher used chi square -test to test
hypotheses about means
CHI-SQUARE TESTS FOR HYPOTHESIS
Chi-Square Tests
Value df Asymp. Sig. (2-sided)
Pearson Chi-Square 25.123a 12 .000
Likelihood Ratio 21.485 12 .000
Linear-by-Linear Association 2.181 1 .000
N of Valid Cases 100
a. 10 cells (50.0%) have expected count less than 5. The minimum expected count is .11.
The application of Chi-square test founds that the p – value = 0.000 which is lower than 0.05
at 95% confidence level (p-value0.05). So we found the sufficient evidence to reject null
hypothesis.
It depicts that There is a significant relationship between the organisation culture
and work practices with employees’ satisfaction at INDOWORTH
Hence, the null hypothesis is rejected.
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41
CHAPTER 6
FINDINGS, CONCLUSION AND
SUGGESTIONS
CHAPTER 6
FINDINGS, CONCLUSION AND SUGGESTIONS
FINDINGS
 I analyzed the condition of the family, The working environment, and Education &
training etc. this are the external factors which affects the performance of employees.
 Mostly the organization provides arrangements like water, proper ventilation,
complementary tea, food, safe work environment, medical facilities etc.
 And organization provides awareness programs related to health and other things.
 And also I observed that employees are mostly satisfied with the organization and his
services.
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CONCLUSION
The present findings show that the situational constrains are constituted of multiple variables
such as noise, office furniture, ventilation and light. These are the major physical conditions
that should gain more attention. It is suggested that employers should take initiatives to
motivate employees by improving work environments. As employees are motivated, their job
performance will increase, and they will achieve the desired outcomes and goals of the job.
Thus, the increasing of employers’ satisfaction.
This project investigates the influence of working environment on an employee due to the
organisational change that has taken place in production department. From the findings, it is
evident that the working environment has a significant positive impact on the performance of
an employee. It was also consistent with the previous studies reviewed in the earlier chapter
43
that all the factors identified has been identified to play a role in enhancing the performance
level of the employee.
SUGGESTIONS
At INDOWORTH there will be certain measures can be suggested for working conditions
and organization culture
1. The offices in the production department should be properly sound proof.

2. The bus facility should provide to employees for better work environment and work
culture
3. The good canteen facilities should provided in the organisation.
4. Good ambience should provided in the factory
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BIBILIOGRAPHY
BOOKS:
 Human Resource Management - Harvey Mackway
 HUMAN RESOURCE MANAGEMENT V.S.P.Rao EDITION : SECOND
ADDITION
 HUMAN RESOURCE & PERSONNAL MANAGEMENT K..ASHWATTHAPA
EDITION : FOURTH EDITION
WEBILIOGRAPHY
 www.hrmservices.com
45
 www.sbi.org
 www.sbilife.com
 www.sbicard.com
 www.wikipedia.com
 www.citehr.com
46
APPENDICES
QUESTIONNAIRE
Name
Age
Gender
Work experience
Monthly income
Marital status
Tick the statement as per your agreement

SR. STATEMENTS STRONGLY AGREE NETURAL DISAGREE STRONGL
NO. AGREE Y
DISAGRE
47
E
I get easily tired in my
1. workplace due to work
environment.
Proper water
2. arrangement is provided
to us.
We have not provided

3.
with proper ventilation.
We get complimentary
4.
tea from organization.
Bus facility is provided

5.
for employees.
We are provided
6. facilities of all types of
leaves.
We celebrate Diwali,
7.
Holi together.
Organization provides a
8.
safe work environment.
My colleague helps me
9.
in bad situation.
We share healthy
10. communication with
each other.
I get personal support

11.
from my superior.
We enjoy the cultural

12.
differences.
Lack of basic facilities

13.
leads to fatigue.
Organization provides
14.
medical facilities.
Absence of good
15. ambience affects my
performance.
48
Work culture &
16. environment supports us
giving the best results.
Organization provides
17. school facilities for our
children.
Job affects by your

18.
family responsibilities.
Awareness program
related to health and
19. other things are
organized by
organization.
Whether the following factor affect job performance

Factor Yes No
Noise coming from conversations of office workers
Discomfort of used furniture of office
Poor ventilation
Poor lighting
49
50

Work Environment and Employee Performance

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Work Environment and Employee Performance

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CHAPTER 1

IMPORTANCE AND SIGNIFICANCE OF THE STUDY

RATIONALE OF THE STUDY

LIMITATION OF THE STUDY

OBJECTIVES OF THE STUDY

DATA COLLECTION METHOD

Work Environment Factors that Influence the Performance

Nature of Business Exporter and Manufacturer

Additional Business Exporter

Company CEO Mr Lohia

Year of Establishment 1995

Legal Status of Firm Limited Company (Ltd./Pvt.Ltd.)

Annual Turnover Rs. 100 - 500 Crore

DATA ANALYSIS AND INTERPRETATION

DISTRIBUTION ON THE BASIS OF EXPERIENCE

INCOMEWISE DISTRIBUTION OF THE RESPONDENTS

DISTRIBUTION OF THE RESPONDENTS ON THE BASIS OF MARITAL STATUS

SR. STATEMENTS STRONGLY AGREE NETUR DISAGR STRONGLY

INTERPRETATION :- By the observation, I have studies that in the case of working

SR. STATEMENTS STRONGLY AGREE NETURAL DISAGREE STRONGLY

STRONGLY AGREE AGREE NETURAL

SR. STATEMENTS STRONGLY AGREE NETURAL DISAGREE STRONGLY

STRONGLY AGREE AGREE NETURAL

INTERPRETATION :- By the observation, I have studies that in the case of working

STRONGLY AGREE AGREE NETURAL

INTERPRETATION :- By the observation, I have studies that in the case of working

SR. STATEMENTS STRONGLY AGREE NETURAL DISAGREE STRONGLY

INTERPRETATION :- By the observation, I have studies that in the case of working

SR. STATEMENTS STRONGLY AGREE NETURAL DISAGREE STRONGLY

STRONGLY AGREE AGREE NETURAL

SR. STATEMENTS STRONGLY AGREE NETURAL DISAGREE STRONGLY

STRONGLY AGREE AGREE NETURAL

STRONGLY AGREE AGREE NETURAL

INTERPRETATION :- By the observation, I have studies that in the case of working

SR. STATEMENTS STRONGLY AGREE NETURAL DISAGREE STRONGLY

INTERPRETATION :- By the observation, I have studies that in the case of working

SR. STATEMENTS STRONGLY AGREE NETURAL DISAGREE STRONGLY

INTERPRETATION :- By the observation, I have studies that in the case of working

SR. STATEMENTS STRONGLY AGREE NETURAL DISAGREE STRONGLY

INTERPRETATION :- By the observation, I have studies that in the case of working

SR. STATEMENTS STRONGLY AGREE NETURAL DISAGREE STRONGLY

INTERPRETATION :- By the observation, I have studies that in the case of working

SR. STATEMENTS STRONGLY AGREE NETURAL DISAGREE STRONGLY

INTERPRETATION :- By the observation, I have studies that in the case of working

SR. STATEMENTS STRONGLY AGREE NETURAL DISAGREE STRONGLY

INTERPRETATION :- By the observation, I have studies that in the case of working

SR. STATEMENTS STRONGLY AGREE NETURAL DISAGREE STRONGLY

INTERPRETATION :- By the observation, I have studies that in the case of working

SR. STATEMENTS STRONGLY AGREE NETURAL DISAGREE STRONGLY

INTERPRETATION :- By the observation, I have studies that in the case of working

SR. STATEMENTS STRONGLY AGREE NETURAL DISAGREE STRONGLY

INTERPRETATION :- By the observation, I have studies that in the case of working

SR. STATEMENTS STRONGLY AGREE NEUTRAL DISAGREE STRONGLY

INTERPRETATION :- By the observation, I have studies that in the case of working

SR. STATEMENTS STRONGLY AGREE NETURAL DISAGREE STRONGLY

INTERPRETATION :- By the observation, I have studies that in the case of working

Value df Asymp. Sig. (2-sided)

Pearson Chi-Square 25.123a 12 .000

Likelihood Ratio 21.485 12 .000

Linear-by-Linear Association 2.181 1 .000

N of Valid Cases 100

FINDINGS, CONCLUSION AND SUGGESTIONS

1. The offices in the production department should be properly sound proof.