Impact of Workplace Design on Manufacturing Firm Performance

CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Evidence has it that the first offices emerged in ancient Rome as spaces where official
work was carried out, and that such spaces have existed throughout the centuries in
some form. Nevertheless, it wasn't until the 18th century that the construction of
dedicated office buildings began (Collyer, 2019). The first office building was built in
London in 1726 and became known as The Old Admiralty Office, with the British
Empire growing and engaged in an increasing level of trade with other parts of the
empire (and world). It served to handle the masses of the paperwork generated by the
Royal Navy and included meeting spaces and the Admiralty Board Room, which is
still used today (Collyer, 2019).
This was followed quickly in 1729 by the building of East India House on London's
Leadenhall Road, which served as the headquarters for East India Trading Company
and its staff legions. By now, the advent of a centralized, concentrated space to
administer increasing amounts of paperwork has gained recognition, with the
emergence of new offices throughout London (Collyer, 2019).
It is argued that the earliest industrial offices were exceptional for their scientific
approach, stressing productivity and following a static, regimented office layout that
culminated in staff sitting in endless rows of desks with managers in the nearby
offices where they could observe (Jacqueline and Mariam, 2015). Such early, open-
plan offices, which gained popularity throughout the early 20th century, adopted'
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Taylorism' concepts, a philosophy developed by mechanical engineer Frank Taylor,
who aimed to improve industrial output. Taylor's strategy has been widely criticized,
as it failed to take human and social aspects into account and focused exclusively on
ensuring workers achieve maximum productivity from their employees. Therefore, it
was the birth of the lift and steel frame construction that marked the beginning of a
radically new way of working, therefore heralding the development of office design as
a discipline, and thus the history of office design entered a new age (Amir and
Sahibzada, 2018).
Nevertheless, scholars concluded that it is believed that better results and increased
productivity are the result of a better workplace environment. Better physical office
environment will boost the employees and ultimately enhance their productivity.
Different research on the study of multiple offices and office buildings suggested that
factors such as frustration, cluttered environments and the physical environment play a
major role in the loss of productivity of the workers (Clements-Croome, 2010;
Hameed & Amjad, 2009; Wyon, 2014). According to Mendis (2016), the overall
performance of a company is influenced by the workers ' job performance. Layout of
workplace, motivation, work life balance, job satisfaction, and leadership style are
some factors that affect job performance. Workplace architecture plays an important
role in influencing the workers ' job performance.
Effective ergonomics application can strike a balance between the task and demands
of workers. This will increase the efficiency of the employer, provide worker safety,
physical and mental well-being, and job satisfaction, thus improving the
organizational performance (Garbie, 2014). Therefore, as an aspect of the work
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environment, the physical environment has directly affected the human sense and
gradually altered interpersonal relationships and therefore efficiency. This is so
because the characteristics of a space or meeting place for a company have effects on
efficiency and level of satisfaction. In today's business climate, the workplace
environment is the most important factor in keeping an employee happy
(Chandraseker 2019).
Overall, numerous studies have shown the positive effects on both the morale of the
worker and the efficiency of the occupied workplace where environmental
environments, such as lighting, temperature and sound levels, as well as furniture
comfort, aesthetics and architectural details, are properly controlled for the tasks being
performed (McCoy and Evans 2015; Vischer, 2017). More studies have shown that
lighting, ventilation rates, access to natural light and the acoustic environment are
significantly related to workers’ satisfaction and productivity (Humphreys 2015;
Veitch et al. 2014). In addition, workers’ attitudes and behaviors are affected by
ambient conditions, such as indoor air quality, illumination, temperature, and views
(Larsen et al. 2018; Veitch and Gifford 2016). Natural elements, such as views of
nature and indoor plants, have a positive influence on mental fatigue and a restorative
value (Kaplan 2015).
Experience has shown that workers are directly influenced by kind of workplace
environment they find themselves or where their competence will achieve nothing in
terms of productivity if the environment is not conducive. This is in respect of
workers in manufacturing industry in Enugu State and issue of unproductive nature of
workers is compounded with the poor nature of the workplace design (Duru and
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Shimawua, 2017). However, Jacqueline and Mariam (2015) suggest that to support
employees in executing their responsibilities and to maximize their contribution to the
overall organization performance, the office must also be efficient, functional and
flexible. Meeting these objectives requires that an organization plan strategically and
design facilities to meet the needs of organization both now and in the future.
Nonetheless, studies have shown that workplace design has both positive and negative
effects on the psychological and welfare of employees. The work environment can be
described as the environment in which people are working it is wide and incorporates
the physical scenery (e.g. noise, equipment, heat), fundamentals of the job itself (e.g.
workload, task, complexity) extensive business features (e.g. culture, history) and
even extra business background (e.g. industry setting, workers relation). However all
the aspects of work environment are correspondingly significant and also affects the
overall performance of the organisation (Jain & Kaur, 2014). Therefore, this study
aimed to examine effect of work place design and performance of manufacturing
firms in Enugu.
1.2 Statement of Problem
An attractive physical workplace that responds to the requirement of creative
knowledge workers plays a crucial role in increasing employees’ productivity and
improving their performance. This contributes majorly to the overall performance of
the organisation. Hence, when people are working in situations that suit their physical
and mental abilities, the correct fit between the person and work task is accomplished.
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However, in the manufacturing industry in Nigeria there seems to have absence of
important of work material as a result of non availability of some necessary office
facilities like air condition, rugs or tiles, good ventilation in some of the department in
the company is a common feature. Some offices or departments look depressing and
unstimulating. Some of them have no louvers, light and some with uncompleted roofs,
poorly designed workstations, unsuitable furniture, inappropriate lighting, excessive
noise, insufficient safety measures in fire emergencies and lack of personal protective
equipment.
The implication is that people working in such environments are prone to occupational
disease and it impacts on employee’s performance and overall organisational
performance. Thus productivity is decreased due to the workplace environment. Thus,
it is a wide industrial area where the employees are facing a serious problem in their
work place like environmental and physical factors. So it is difficult to provide
facilities to increase their performance level. Hence, to provide solutions to these
problems, this study aimed to examine effect of work place design and performance of
manufacturing firms in Enugu.
1.3 Objectives of the Study
The broad objective of this study is to examine the effect of work place design and
performance of manufacturing firms in Enugu. However, the specific objectives of the
study are to:
i. ascertain the effect of workplace-layout on employee goal attainment of
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ii. examine how conducive ventilation contributes to the productivity of
iii. assess the effect of lighting on employee job performance of manufacturing
firms in Enugu.
1.4 Research Questions
In line with the objectives of the study, the following research questions were put
forward:
i. What effect does workplace-layout have on employee goal attainment of
manufacturing firms in Enugu?
ii. How does conducive ventilation contribute to the productivity of
iii. To what extent does lighting affect employee job performance of
1.5 Research Hypotheses
In line with the objectives and research questions, the following hypotheses were put
forward for test:
Ho1: Workplace layout has significant effect on employee goal attainment of
Ho2: Conducive ventilation has significantly contributes to the productivity of
manufacturing firms in Enugu
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Ho3: Lighting has significant effect on employee job performance of manufacturing
firms in Enugu.
1.6 Significance of the Study
This study is highly significant in the sense that it will serve as a useful tool to
different group of persons within and outside an organization.
Top Executives in the Manufacturing Sector: First, the study will be useful to top
managers in the Nigerian organization especially those in the Manufacturing Sector,
so as to broaden their knowledge on how to incorporate conducive workplace design,
which will help to boost the performance of the employees and that of organisation
performance.
Government: The findings and recommendations of this study will be enormously
beneficial to the government and society at large when practically applied. Through
this research the government will be able to map out measures and strategies needed
to map policies that will help to ensure favourably workplace design.
Academia: This study can serve as lecturing material in management courses as it
helps to give comprehensive evaluation of the effect of workplace design and
performance of manufacturing firms in Enugu.
Prospective researcher: The study will be of immense help to other people and
students who might wish to carry out other researches in the field.
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1.7 Scope of the Study
This study is set to study the effect of work place design and performance of
manufacturing firms in Enugu. This study covered Nigeria Brewery Plc, Ama 9 th Mile
Corner Enugu from where the data for the analysis were obtained. This study was
restricted to following variables; workplace layout, ventilation and lighting. However,
the study covers the period of 2019 – 2020
1.8 Operational Definition of Terms
Design: This is the means by which we order our surroundings, re-shaping natural
materials to suit our needs and purposes.
Environment: Business environment is the sum total of all external and internal
factors that influence a business.
External Environment: An external environment is composed of all the outside
factors or influences that impact the operation of business.
Internal Environment: This is defined as the conditions, entities, events, and factors
within an organization that influence its activities and Choices, particularly the
behavior of the Employees.
Office design: This is the arrangement of workspace so that work can be performed in
the most efficient way.
Organisational Growth: Organisational growth is a necessity to meet the demands of
an increasingly complex and dynamic environment.
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Organisational performance: Refers to the sum of accomplishments achieved by all
businesses/departments.
Productivity: The rate at which workers in a company produce goods and the
quantity produce, compared with how much time, work and money is needed to
produce them.
Worker Performance: This refers to what an employee does or does not do. This is
commonly looking at quantity of output, quality of output, timeliness of output,
presence at work and cooperativeness.
Workplace: This is a place where work is produced.
1.9 Profile of Nigerian Breweries Plc.
Nigerian Breweries Plc, is the pioneer and largest brewing company in Nigeria. It
serves the Nigerian market and exports to other parts of West Africa. The Nigerian
Breweries was incorporated in 1946. Its first bottle of beer, Star Lager, rolled off the
bottling lines of its Lagos brewery in June 1949. The brewery commissioned other
breweries including Aba Brewery in 1957, Kaduna Brewery in 1963, and Ibadan
Brewery in 1982. In September 1993, the company acquired its fifth brewery in
Enugu, and in October 2003, its sixth brewery, sited at Ameke in Enugu. Ama
Brewery began brewing on the 22 March 2003 and at 3 million hectoliters is the
largest brewery in Nigeria.
Nigerian Breweries Plc, Enugu State Branch (Ama Brewery) is located as
AmaekeNgwo near 9th Mile Corner in Enugu State. It is the sixth branch of Nigerian
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Brewery Plc in Nigeria and it was commissioned in the year 2003. The site covers a
total area of approximately 100 hectares. Ama Brewery is designed with the best
cutting-edge technology and world class standard processes. The company has a
production capacity of 3 million of hectoliters per annum.
Nigerian Breweries Plc and Heineken International jointly owe the company. It is a
beverage company designed for the production of three brands of beer lagers namely;
Star, Gulder and Heineken, and two brands of soft drinks namely; Amstel Malta and
Maltina which are successfully in production. The company is made up of several
departments which are controlled by heads of departments (HODs) who in turn are
summarily headed by a brewery manager. He oversees the general activities of the
company. The departments are as follows: support and development department,
finance department, logistics department, quality assurance unit, production
department/Brew house and packaging and engineering department.
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CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.1 Conceptual
2.1.1 Workplace Design
Workplace is made up of various elements of an organization. In a simple form, it is a
place where work is produced. Work is a purposeful productive activity and may
involve making material goods, creating or transforming information, and/or offering
a service. Differing from the meaning of space, the connotation of place is being
specific that one place is not the same as another (Alexander, Atkin, Brochner, &
Haugen, 2014). The concept of workplace in the 21st century is the place that is
designed and arranged with the aim to create a productive environment for people
who perform activities in an organization (Riratanaphong, 2019)
Meanwhile, office design is defined by BNet Business Dictionary (2018) as “the
arrangement of workspace so that work can be performed in the most efficient way”.
Office design incorporates both ergonomics and work flow, which examine the way in
which work is performed in order to optimize layout (Hameed, 2019).
However, different organizational goals require different arrangements of the
workspace. If the future function of work continues to require the combination of both
collaboration and individual concentration at work, then the new form will have to
combine private workspace with collaboration workspace. If this does not happen,
organizations will be both less effective and less efficient (Amir & Sahibzada, 2018)
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Office environment can be divided between the two components; physical and
behavioral. The physical environment consists of elements that relate to the office
occupiers‟ ability to physically connect with their office environment. The behavioral
environment consists of components that relate to how well the office occupiers
connect with each other, and the impact the office environment can have on the
behavior of the individual. the physical environment with the productivity of its
occupants falls into two main categories office layout (open-plan verses cellular
offices) and office comfort (lighting, temperature, air quality, interior design and
noise), and the behavioral environment represents the two main components namely
interaction and distraction (Amir& Sahibzada, 2018)
Offices are built for people to enjoy living and working together. So everything should
be orientated towards people. That’s why the main objective of good office
architecture is to put people, functions, rooms and equipment in the right relationship
with one another, bringing them into a shared context. It is particularly important to
harmonize potentially polarizing elements. On the one hand, there are the rational
considerations: people as performers, who have to carry out functions efficiently. On
the other hand is the emotional factor: people with all their senses, emotions, fears and
pleasures. It is here that interior architecture and interior design can make an
important contribution. If we get the emotional side right, this will have a direct,
positive effect on the rational factors (Elgner, 2016).
Interior design was defined as items in which the design was simple of good
proportions and without dust collecting features with stress in good construction.
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Interior designers are mainly responsible for selecting suitable textiles, floor and wall
covering, furniture, lighting and colure schemes (Rao, 2009)
2.1.2 Interior design elements
The interior design elements must integrate successfully to create a design solution for
high quality work environments. These solutions must respond to functional and
aesthetic program requirements as well as challenges presented by an increasingly
complex workplace. These elements and interior furnishing are: Furniture, ceiling,
flooring, walls, doors &window treatment, colures and decorative items. (Fabbrizzi,
2012)
2.1.2.1 Furniture
Furniture for the office environment is typically selected based on two sets of criteria.
As a functional component, furniture is chosen for performance characteristics and
cost. As a primary aesthetic element, furniture is chosen for it design and style. In
addition to meeting the criteria identified above, other key issues which are normally
considered in selecting furniture are: required maintenance, durability, inventory
management and flexibility of use (Rayfield , 2017).
Office furniture can be categorized as either a furniture system or general use
furniture. A furniture system is a generic term which refers to collection of
components such as desks, bookshelves, and storage units that are meant to be used as
an integrated group. General use furniture refers to individual (Rayfield, 2017).
However, the furniture systems were introduced to the open plan environment to
achieve greater planning flexibility and efficiency as well as increased communication
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among personnel. Initially, these systems were referred to as modular, that is, they
were floor- standing components that could be assembled to create larger planning
units such as ADP furniture, designed to accommodate computer equipment. separate
free- standing panels and interior landscaping ( plants) were used to enclose clusters
of modular or free standing furniture to provide some visual and acoustical privacy .
(Fabbrizzi, 2012)
Panel hung systems, commonly called systems furniture were the next evolution in
furniture systems. In a panel hung systems, most of the components including
horizontal work surfaces, storage, and file elements, are hung from the panel. The use
of Panel hung systems increased the flexibility to tailor workstations to meet the needs
of the individual and it also increased the capability to accommodate the task in a
smaller amount of space. (Myerson & Ross, 2016)
2.1.3 Lighting
Lighting is a functional component of the office environment because it is necessary
for vision. Yet it is also a design element, creating a sense of volume, form and shape.
It is an art form, with the potential to create drama and response: to excite, to
motivate, and to please. It affects office aesthetics and employee motivation and
creates substantial energy demands. For these reasons, the effective design and
installation of high quality, energy efficient lighting systems are a priority in the office
environment today (Rayfield, 2017)
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2.1.3.1 Methods of lighting
Lighting in the office environment is achieved through a combination of methods and
each of these methods has a specific purpose and is achieved through a variety of
sources and fixtures. These methods are:
i. Ambient lighting: is the general light in the space, it is categorized as
direct or indirect.
ii. Accent lighting: is a focused light, directed to illuminate specific objects or
small areas.
iii. Task lighting: illuminates a task area and is located relatively close to the
task surface. A desk lamp is an example of a task light.
iv. Task and ambient lighting: was developed as an energy efficient method
of creating both task and ambient light utilizing only one light source.
(Rayfield, 2017)
2.1.4 Organizational Performance
Performance is the end result of activities; it includes the actual outcomes of the
strategic management process (Al-Hasan and James, 2013). Bhagwatti (2004) posits
that the organizational performance is represented by the success in achieving its
goals. Organizational performance constitutes all behaviors related to organizational
objectives depending on the contribution levels of individuals to the organization
(Delery and Doty, 2016). However, the organizational performance is the mirror that
reflects the organization’s ability in achieving high productivity provided it is
combined with the customers satisfaction and having a well market share that can
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provide a suitable financial refund and do social and ethic responsibilities towards the
environment where the organization works and the society (Al-Shammari and
Hussein, 2008).
Similarly, scholars considered organizational performance as the achieved results of
the interaction between the activities of communication and information technology
sector and its resources or the difference between the financial goals and the non-
financial ones in a specific period of time (Rajneesh and Kaur, 2014). Furthermore,
Venkatraman and Vasudevan (2009) note that measurement for the organizational
performance relies on the fields of performance in the business organizations vary and
differ according to their different businesses , nature of activities and the degree of
focus on the fields that is believed to achieve goals are considered a priority for the
organization (Giovanni, 2012). Although scholars have different attitudes towards
identifying fields of performance and ways of measuring them, hence some of them
pay attention to the shareholders‟ goals as major fields of performance that the
organization should rely on measuring the performance.
Darroch (2015) conclude that the financial performance will remain the field that
determines the extent of the organization’s success and its inability to achieve the
basic level of the financial performance. However, its existence will be in danger, only
if the performance includes non financial scales, the background image of the
performance will show up the thing which the financial indications fail to do (Zainol
and Ayadurai, 2011). In consistent with this, Sink and Tuttle (2009) realize that
performance should not be treated only as a financial concept. Thus, it is suggested
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that particularly in the service sector, such as university institution non-financial
performance should receive serious consideration.
However, Nofal, Hollenbeck, Gerhart and Wright (2014) argue that relying only on
the financial ratios in evaluating the performance gives incomplete image about the
organization. Therefore, this method in evaluation should be enhanced and supported
by operational performance’s scales to build measurement system for effective
performance in the organization such as market share, customer retain. To this end,
Noruzy, Lau-Chung and Foley (2013) argued that if the manger cares of the total
performance of the organization, he will be able to create a balance between the
operational and the financial interests.
Traditionally, firm performance has been viewed and measured in accounting terms.
An additional issue should be raised here; due to confidentiality concerns, it is often
challenging to obtain actual accounting data from organizations unless they are
publicly quoted companies (Coulter and Robbins, 2016).
Although organizational performance encompasses many specific areas of firm
outcomes (i.e. dimensions) (Richard and Johnson, 2009; Thang, Tessema, and Soeters,
2008; Morgan and Strong, 2003; Nwokah, 2008), we focused only on three key
dimensions to measure organizational performance which growth, competitive
advantage and level of its innovations.
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2.1.5 Physical Factors of the Workplace Environment
A physical work environment can result a person to fit or misfit to the environment of
the workplace and it is also known as an ergonomic workplace. There are some
factors of physical work environment which help employees to perform their job more
effectively and which leads to enhance their job satisfaction, such as lightings, the
floor configuration, office layout and also the furniture layout (Brill et al, 209).
The ability of the physical workplace environment to influence behaviours and to
create an image is particularly apparent for service businesses such as banks. The
physical environment includes components of the tangible workplace environment
that comprise spatial layout and functionality of the surroundings (Kohun, 2012).
Spatial layout refers to the ways in which machinery, equipment, and furnishings are
arranged, the size and shape of those items, and the spatial relationships among them.
The spatial layout of furniture was found to influence the amount and nature of
conversation between individuals (Becker, 2012). Functionality refers to the ability of
the same items to facilitate performance and the accomplishment of goals. How
performance is achieved will be affected by how well people fit with their physical
workspace and physical work environment (Srivastava, 2008).
In a broader perspective, the physical workplace environment; include but not limited
to the comfort level, ventilation, heating, natural lighting and artificial lighting.
According to Temessek, (2009) the above features assist on the functional and
aesthetic side, the décor, and design of the workplace environment that ultimately
helps improve the employees experience and necessitate better performance. He
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emphasises that banking services “must insist on the utility and the role of
environmental information, facilitating employees’ engagement with better space
management, and the automation of certain tasks”. Similarly, if the tasks to be
performed are very complex, efficiency of layout and functionality will be more
important than when the tasks are mundane or simple.
Office layout and design impressions suggest that certain dimension serves a symbolic
function by connoting meanings and images about organizations and further how their
employees are to be engaged (Challenger, 2010). Based on these affordances, it is
suggested that employees will tend to identify more with these features which enhance
performance. Informal seating arrangements, such as chairs placed at a right angle
facilitate social interaction, where as formal seating arrangements, such as chairs
placed back-to-back discourage social interaction (Doman, 2018). This also helps
explain how style of furnishings and other physical symbols may come to serve a
symbolic function.
2.1.6 The impact of workplace design on employees’ performance
One way organizations increase their competitive advantage is through innovative
strategies that improve human performance and can be enhanced or constrained by
situational factors that are introduced into the organization’s workspace. The findings
of Nickell (2017) demonstrate that the more satisfied workers are with their jobs the
better the company is likely to perform in terms of subsequent profitability and
particularly productivity(Amir & Sahibzada, 2018)
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(Figure 2.1: Delineates the broader picture of tangible and intangible factors impacting
productivity. Source: Doman, 2018)
The interior designing of offices nowadays play a crucial role as companies are being
forced to raise their productivity with minimum amount of costs. By using modern
office design which has given adequate consideration to an efficient and smooth
workflow and improved employees satisfaction and performance, firms are able to
increase their productivity (Amir and Sahibzada, 2008). Meanwhile, the 21 st century
office acknowledges that the office environment is highly valued as a place for ideas,
discussion, information, collaboration, teamwork and motivation. The industrial
revolution created by the internet has changed everything about business. With
companies doing automated sales around the clock and across time zones, office
environment is the physical workplace (Jacqueline and Mariam, 2015).
Open environments lead to information being freely shared and thus remove the need
for many targeted administrative transactions, the volume of information shared is
increased, the increased frequency of interaction improves feedback/response time and
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work can continue unencumbered. Shared conversations can lead to faster recognition
and resolution of issues. However, there is a fine balance between socializing and
distraction, employees should have some privacy. Mid-height barriers are a good
compromise between an open-plan office and cubicles, and soundproofing is
imperative (Jacqueline and Mariam, 2015).
Tacit learning is more effective than formal instruction and therefore better for
employees’ performance and Management can more easily monitor work in progress
(Mendis, 2016). Ergonomics have a crucial contribution in guaranteeing that the
workforce is efficient by maintaining employee’s physical well-being (Amir and
Sahibzada, 2018). Ergonomics is defined as "The science that seeks to adapt work or
working conditions to suit the worker; the study of the problems of people adjusting to
their environment.” Ergonomics is a key component when planning any office
nowadays to support employees well being (Office Design/layout, 2009)
Well-being reflects a healthy mind and body overall contentment with the
surroundings. And some degree of control of the surroundings is thermal comfort, air
quality, light and acoustics. There are three indicators to evaluate well-being:
a. Pleasure to displeasure;
b. Comfort to anxiety;
c. Enthusiasm to depression. (Doman, 2008)
However, Croome (2016) claims that well-being is only one aspect of mental health;
other aspects include personal feelings about one's competence, aspirations and degree
of personal control. Task performance is best when mind and body are at an optimum
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stimulation level with a high degree of satisfaction. Motivation stems from satisfaction
and sums up physical and non-physical factors that have a low or high magnitude and
a positive and negative direction.
2.2 Theoretical Framework
Many theories have been advanced to explain the link between workplace design and
organisational performance. The study is grounded on two theories i.e. The Two
Factor Theory and The Affective Events Theory.
2.2.1 Herzberg Two Factor Theory
The Two Factor Theory was advanced by Frederick Herzberg in 1959. This study is
grounded on this theory that has been explored by various scholars to explain the
relation between workplace environment and employee performance. Herzberg
defined two sets of factors in deciding employees’ working attitudes and levels of
performance, named motivation and hygiene factors (Robbins and Judge, 2007). He
stated that motivation factors are intrinsic factors that will increase employees’ job
satisfaction; wile hygiene factors are extrinsic factors to prevent any employees’
dissatisfaction. The theory pointed out that improving the environment in which the
job is performed motivates employees to perform better.
Herzberg’s theory concentrates on the importance of internal job factors as motivating
forces for employees. He wanted to create the opportunity for employees to take part
in planning, performing and evaluating their work (Schultz et al., 2010). The content
of the theory has been widely accepted as relevant in motivating employees to give
their best in organizations. Further research has proved that the employee is more
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motivated by intrinsic factors as captured by Herzberg’s motivator needs than
anything else.
There are however other schools of thought that share a different opinion from
Herzberg’s. One such scholar is King (2005) who sought to eradicate and evaluate
five distinct versions of the Two Factor theory. He concluded that two versions are
invalid as they are not supported by any empirical studies. However, the two factor
theory can be said to be a truly outstanding specimen for it to last a long period of
time without disapproval. It has been a great influence on the body knowledge about
workplace motivation and performance. It has generated a great amount of further
research by many scholars. It draws its thought from Maslow’s famous hierarchy of
needs theory and human behaviour. However due to changes in organizational
environment and the advancement in technology, it is necessary to develop new
methods of analysis. This will provide new ways of conducting research and
revaluating the results of existing findings.
2.2.2 Affective Events Theory
The theory was advanced by Howard M. Weiss and Russel Cropanzano in 1996
(Phua, 2012). The Affective Events Theory explains the link between employees’
internal influences and their reactions to incidents that occur in their work
environment that affect their performance, organizational commitment and job
satisfaction. It proposes that positive-inducing as well as negative emotional incidents
at work have significant psychological impact on employees’ job satisfaction. The
25
impact results into lasting reactions exhibited through job satisfaction, organizational
commitment and job performance.
According to Ashton-James and Ashkanasy (2015) research to date has supported the
central tenets of AET that workplace events trigger affective responses in employees
and that these affective responses influence workplace cognition and behavior. They
assert that AET is both empirically and theoretically, restricted to events that are
internal to the organization. The theory also considers how specific events at work
other than job characteristics lead to specific emotional and behavioral responses
(Briner, 2000). He posits that these events or things that actually happen at work affect
the well-being of employees thus affecting their performance.
2.3 Empirical Review
Mendis (2016) examined the relationship between workplace design and job
performance. Operational level employees in a leading garment manufacturing
organization of Sri Lanka were investigated by using a sample of 90 employees.
Simple random sampling method is used to select the representative sample. A self-
administrated structured questionnaire was used to collect data. Correlation analysis
and multiple regression analysis were used to test the research hypotheses. Study
confirmed that workplace design is significantly correlated with employee job
performance. Findings of the study indicate that there is a strong positive relationship
between workplace design and job performance of operational level employees.
Gitahi, Maina and Koima (2015) investigated the effect of workplace environment on
the performance of Bank employees in Nakuru Town. More specifically, the study
26
sought to establish the extent to which physical workplace factors, psychosocial
factors and the work life balance factors affect performance of Bank employees in
Nakuru Town. The population of the study was 736 non-managerial staff from which
a sample of 173 respondents were drawn from employees’ using stratified random
sampling with probabilities proportional to the size of the firm was used to allocate
samples within the Banks. To achieve the objectives of the study, a survey design was
employed. A sample of 173 employees participated in the study as respondents.
Descriptive statistics and multiple regression models were used to analyze the data.
The study findings showed that the physical aspects were did not have a significant
effect on employee performance while the psychosocial and work life balance factors
were significant. The results therefore indicated that psychosocial aspects exhibited
the strongest association with employee performance while physical aspects and
psychosocial aspects were moderate. It is recommended that attention be given to the
other influences of workplace life environments consisting the physical and work life
balance aspects.
Lankeshwara (2010) investigated the impact of workplace environment on the
employee’s performance. The study has utilized primary data and a sample of size 85
has chosen in accordance the Morgan approach of sample selection including both
managerial and non-managerial employees from Brandix Intimate Apparel-
Awissawella through the proportionate sampling technique, using already developed
questionnaire. Multiple Regression Model has been utilized as the main data analyzing
technique. The survey results revealed that the job aids, supervisory support and
physical work environment as positively influential for the employee’s performance
27
and job aid as the most critical predictor. Implications of the findings and
recommendations are offered.
Duru and Shimawua (2017) investigated the effect of work environment on employee
productivity using Edo City Transport Service whether inadequacy of the various
conditional factors can affect productivity of employee. The objective of this study
therefore geared towards ascertaining whether the nature of work environment lead to
low productivity, absenteeism and lateness among employees. With the objective of
the study in mind, this research project work focused on examining the effect of work
environment. To achieve the study objectives and for the purpose of this seminar
paper, secondary data were collected and analyzed as well. From the research
findings, if good office environment is provided for employees, it will go a long way
to enhance their morale and performance. Also, if office is neat, noiseless, properly
arranged well lighted and ventilated, employees will feel a sense of belonging and this
will make them to work efficiently and effectively. Good physical working
environment inspires workers to spend more time in their various offices, employees
responded emotionally better towards the provision of good office environment by not
absenting themselves unnecessarily from work, lateness to work and other negative
attitude will be drastically reduced. Good working environment increase individual
output therefore leading to growth of the organization
Hester (2012) examined the effects of workplace design on knowledge worker’s
perceived productivity in Dutch Universities of Applied Science. The study used
multiple case study based on literature review (6 cases); a survey (n=188). The
findings show that directors, professors and researchers do not have a shared vision on
28
the role of research in their institution. Knowledge workers share two basic needs:
time for working in isolation (internalization of knowledge); time for interaction with
others (externalization of knowledge); activities that require different spatial concepts.
None of the work environments involved in the study adequately support all of the
phases in the knowledge development process. Survey results show a difference
between the direct effect of the work environment on the perceived personal
productivity and the productivity of the collective (team and organization). The
physical and social dimensions combined explain approx. 50% of the variance of the
perceived productivity.
Malik, Ahmad, Gomez and Ali (2011) investigated the work environment and
employee performance in Pakistan. It aims to test a model based on five dimensions of
work environment and their effect on the performance of employees. The data were
collected from 115 employees of Pakistan Telecommunication Company Limited
(PTCL) and processed through Statistical Package for Social Science (SPSS) to apply
statistical tests, that is, descriptive statistics, Pearson’s correlation and regression
analysis, to investigate the relationship of the selected variables. The results of the
study reveal that most of the employees are males working at the supervisory level.
The Pearson’s correlation results show that all the independent variables have strong
and significant relationship with employee performance, especially physical working
conditions which reflect the strongest positive and significant relationship. Whereas
the results of regression analysis reveal that performance of employees mostly
depends on physical working conditions, training and development and
communication practices. It was concluded that the entire hypotheses were upheld.
29
The work environment has an impact on an individual’s ability to work safely,
competently and in compliance with operational performance targets. It is necessary to
train the employees to efficiently and effectively handle the work overload.
30
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Mccoy, J.M. and Evans, G,W. (2015). Physical work environment. Thousand Oaks, CA:
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Virginia: John Wiley and Sons Incorporated.
34
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 Research Design
The study used survey research design method. What informs the researcher’s use of
the survey method was that the study gathers both factual information and the opinion
of respondents, hence the relationships among given variables were determined.
3.2 Area of the Study

Geographically, the researcher through survey research covers the activities of Nigeria
Brewery Plc, Ninth Mile, Enugu state
3.3 Sources of Data

The researcher used both primary and secondary sources of data collection in the
course of this research.
3.3.1 Primary Sources of Data

The primary sources are copies of questionnaire distributed to the staff of the Nigeria
brewery in ninth mile corner, Enugu state. Questionnaire was also used to collect data
from the respondents. The questionnaires was structured using open-ended
dichotomous and multiple choice question. The questionnaire was structured in 5
likert scale method.
3.3.2 Secondary Sources of Data

The following secondary source of data were used by the researcher to gather
information especially under the literature review part of this work: journals and
periodic articles, textbook, encyclopedias and dictionaries, academic research works
35
unpublished. The National Library Enugu and the Internet played great roles towards
gathering the secondary data for this research work.
3.4 Population of the Study
The population of the study is made up of the entire staff of Nigeria Brewery Plc,
Ninth Mile Enugu. According to the data disclosed to the researcher by the personnel
management of Nigeria Brewery Plc, Ninth Mile Enugu, the organisation has a total
number of 920 workers. Hence, the total population of the study is 920.
3.5 Sample Size Determination
In determining the sample size, the researcher used Taro Yamane formula (1967) of
sample size determination as follows:
Formula:
N
n=
1+ N (e)2
920
= 2
1+ 920(0.05)
920
=
1+ 920 ( 0.0025 )
920
=
1+ 2.3
920
= = 278.8
3.3
Approximately, the sample size is 279
36
3.6 Sampling Techniques
The researcher used random sampling technique, which gave every staff of Nigeria
Brewery Plc, Ninth Mile Enugu equal chance of being selected.
3.7 Validity of Research Instrument
In this study, face validity was adopted. In other to establish the face validity of the
instrument, a copy of the original draft of the questionnaire was presented to the
project supervisor. The idea was to make sure that the questionnaire covered what it
was supposed to cover in relation with the objective of the study. The supervisor went
through the questionnaire and made some corrections, and later validated the
questionnaire. Hence, the instrument is valid based on the validation of the supervisor.
3.7 Reliability of Research Instrument
The researcher used pilot testing method because it was expected that some items or
questions would have several possible answers. The researcher established the
reliability of the questionnaires by computing the alpha coefficient of the items
(questions) in the questionnaire. Cronbach's alpha of 0.7 and above indicates a high
level of internal consistency in the questionnaire.
3.8 Data Analysis Techniques
The data collected in the course of the field work was presented in a tabular form. The
data was analysed based on simple percentages, round up to 2 decimal places.
However, for the purpose of testing the hypotheses the Liner Regression analysis was
used.
37
The questionnaire was designed with the five point likert scales s follows:
Strongly Agree (SA) = 5
Agree (A) = 4
Neutral (N) = 3
Disagree (D) = 2
Strongly Disagree (SD) = 1
Decision Rule
If mean < 2.5, the respondents agree
If mean ≥ 2.5, the respondents disagree
38
CHAPTER FOUR
DATA PRESENTATION AND ANALYSES
4.1 Presentation of Data
The presentation of data collected means arranging the different forms of data
obtained through various data collecting techniques to enable the researcher perform
analysis and exact new meaning from it. The researcher distributes the copies of
questionnaire with the help of two research assistant and the data collected were
presented as follows:
Table 4.1.1: Questionnaire Distribution and Return

Questionnaire Respondents Percentage of Respondents
Returned 240 86.1
Not returned 39 13.9
Total distributed 279 100
Source: Field Survey, 2020
Table 4.1.1 above shows the distribution and returns of the questionnaire. The copies
of questionnaire administered were 279 representing (100%) from which 240 (86.1%)
were returned, while 39 representing (13.9%) were not returned. The 240 copies of
questionnaire that were returned were considered adequate enough for making valid
deductions and conclusions. Hence, the research analysis was based on the returned
copies of questionnaire.
Table 4.1.2: Sex Distribution of Respondents

Option Frequency Percentage (%)
Male 148 61.7
Female 92 38.3
Total 240 100
Source: Field Survey, 2020
39
The table 4.1.2 shows the responses of staff sex distribution. In the table, 148
respondents representing 61.7% of the respondents stated that they are males while the
remaining 92 respondents representing 38.3% stated that they are females. Therefore
this table reveals that majority of the respondents are males.
Table 4.1.3: Distribution of respondents’ marital status

Married 103 42.9
Single 137 57.1
Total 240 100
Source: field survey, 2020
The table 4.1.3 shows the responses of respondents on marital status. Out of 103
respondents representing 42.9% of the entire respondents are married, while 137
respondents representing 57.1% indicated single. Hence, it is crystal clear that single
respondents are more.
Table 4.1.4: Age Distribution of Respondents

21-29 105 43.7
30-39 95 39.6
40-49 34 14.2
50 and above 6 2.5
Total 240 100%
Source: Field Survey 2020
The table 4.1.4 shows the age distribution of respondents. In the table, 105
respondents representing 43.7% out of the entire respondents are within the age of 21-
29 years, 95 respondents representing 43.7% are within the age bracket of 30-39
years, 34 respondents representing 14.2% are within the age bracket 40-49 years,
40
while the remaining 6 respondents representing 2.5% indicated 50 and above. Hence,
the majority of the respondents fall within 21-29 years.
Table 4.1.5: Distribution on length of career service

OPTIONS FREQUENCY PERCENTAGE %
0- 10 years 88 36.6
11-20 years 124 51.6
21 years and Above 28 11.6
TOTAL 240 100
Source: Field Study, 2020
The above table presents the research respondents on length of career service of the
staff. In the table, 88 respondents representing 36.6% of the respondents indicated that
they have worked between 0 – 10 years, 124 respondents representing 51.6% of the
respondents indicated that they have worked for 11-20 years while remaining 28
respondents representing 11.6% indicated that they have worked for above 21 years
and above. Thus, base on the evidence on the table the majority of the respondent falls
within above 11 - 20 years of work experience.
Table 4.1.6: Mean rating of responses of respondents on the effect of workplace-

layout on employee goal attainment of manufacturing firms in Enugu
S/N ITEMS SA A U D SD N FX X Decision
1 The working space area is sufficient and 116 95 1 12 16 240 1003 4.2 Accepted
roomy enough
2 The room or office I operate from is well 101 80 9 5 45 240 907 3.8 Accepted
illuminated it enhances my resolve towards
achieving goals
3 The temperatures in the room or office I 119 83 1 9 28 240 976 4.1 Accepted
operate from is appropriate
4 My furniture is comfortable enough to 126 82 - 10 22 240 1000 4.2 Accepted
enable me perform my jobs without getting
tired
5 My office is sufficiently equipped for my 134 89 1 2 14 240 1047 4.4 Accepted
job performance
Total Mean 4.1 Accepted
Source: Field Survey, 2020.
41
Table 4.1.6 above shows the mean mark calculated from the response of the
respondents on the effect of workplace-layout on employee goal attainment of
manufacturing firms in Enugu. Based on the decision rule, that if x is below 2.5 it is
considered rejected and if x is 2.5 and above it is considered accepted. However, all
the items in the table were accepted because they score the mean score of 2.5 and the
overall mean is 4.1 it therefore proves that workplace-layout affect employee goal
attainment of manufacturing firms in Enugu.
Table 4.1.7: Mean rating of responses of respondents on how conducive

ventilation contributes to the productivity of manufacturing firms in Enugu
S/N ITEMS SA A U D SD N FX X Decision
6 My office temperature affects my normal level of 118 78 3 2 39 240 952 3.9 Accepted
performance positively
7 Windows in my office provide me the fresh air 87 90 2 29 32 240 891 3.7 Accepted
which energies me to work effectively
8 I am able to control temperature and airflow in my 110 69 1 50 10 240 939 3.9 Accepted
office
9 The overall temperature in my office is pleasant 113 74 2 40 10 240 957 3.9 Accepted
10 The overall layout of the offices and workspaces 101 80 9 5 45 240 907 3.8 Accepted
here are good
Total Mean 3.8 Accepted
Source: Field Survey, 2020.
Table 4.1.7 above shows the mean mark calculated from the response of the
respondents on the effect of corporate social responsibility on business environment
(internal and external environment). Based on the decision rule, that if x is below 2.5
it is considered rejected and if x is 2.5 and above it is considered accepted. However,
all the items in the table were accepted because they score the mean score of 2.5 and
the overall mean is 3.8 it therefore proves that conducive ventilation contributes to the
productivity of manufacturing firms in Enugu.
42
2.2 Test of Hypotheses
Test of Hypothesis One
Ho : Workplace layout has no significant effect on employee goal attainment of

Hi : Workplace layout has significant effect on employee goal attainment of

Table 4.2.1a Model Summary

R Adjusted Std. Error of
Model R Square R Square the Estimate
1 .663a .440 .431 .37617
a Predictors: (Constant), Workplace layout
Table 4.2.1a above revealed that there is a strong significance at R = .663 between
workplace layout and the level of effect on goal attainment of manufacturing firms in
Enugu. An examination of the table shows that R square = .440 which implies that
workplace layout accounts for 44% of variations having a significant effect on goal
Table 4.2.1b ANOVA

Sum of Mean
Model Squares Df Square F Sig.
Regression 20.123 3 6.708 47.403 .000b
1 Residual 25.612 236 .142
Total 45.735 239
a. Predictors: (Constant), Workplace layout
b. Dependent Variable: Goal attainment
Table 4.2.1b shows that the F-value is the Mean Square Regression (6.708) divided by
the Mean Square Residual (0.142), yielding F=47.403. From the results, the model in
this table is statistically significant (Sig =.000). Therefore, workplace layout is a
significant predictor on goal attainment of manufacturing firms in Enugu at F (3,184)
= 47.403.
43
Table 4.2.1c: Coefficientsa
Model Unstandardized Standardized t Sig.
Coefficients Coefficients
B Std. Error Beta
(Constant) .782 .236 3.309 .001
1 WL .230 .054 .663 4.272 .000
a. Dependent Variable: Goal attainment
The table above revealed the degree of the effect of workplace layout and its level of
significance. The statistical results is given as; (workplace layout; β=.230; t=4.272;
p<0.01). The statistical result implies that workplace layout is a statistically significant
predictor of goal attainment.
Linear Regression Model is given as Y = a + βX
Where Y = goal attainment
a = constant
βx = Coefficient of X
Therefore goal attainment = .782 + 0.230WL
Based on the results in the Anova table above, the significance level for all items are
less than 0.01 therefore we accept the alternative hypothesis and reject the null
hypothesis. That is, workplace layout has significant effect on employee goal
44
Test of Hypothesis Two
Ho: Conducive ventilation has significantly contributes to the productivity of
Hi: Conducive ventilation has no significantly contributes to the productivity of
Table 4.2.2a: Model Summary

R R Adjusted Std. Error
Model Square R Square of the Estimate
1 .250a .063 .047 .45468

a Predictors: (Constant), Conducive ventilation
Table 4.2.2a above revealed that there is a significance effect at R = .250 between
conducive ventilation and productivity of manufacturing firms in Enugu. An
examination of the table shows that the R square = .063 which implies that conducive
ventilation accounts for only 6.3% of variations having a significant effect on
Table 4.2.2b ANOVA

Sum of Mean
Regression 2.503 3 .834 4.035 .008b
1 Residual 37.418 236 .207
Total 39.921 239
a. Predictors: (Constant), Conducive ventilation
b. Dependent Variable: Productivity of manufacturing
Table 4.2.2b shows that the F-value is the Mean Square Regression (0.834) divided by
the Mean Square Residual (0.207), yielding F=4.035. The model in this table shows
that conducive ventilation is statistically significant at (Sig =.008) and is a significant
predictor of productivity of manufacturing firms in Enugu at F (3,184) = 4.035.
45
Table 4.2.2c: Coefficientsa
Model Unstandardized Standardized T Sig.
Coefficients Coefficients
B Std. Error Beta
(Constant) 3.638 .286 12.735 .000
1 CV .229 .093 .250 2.459 .015
a. Dependent Variable: Productivity
The table above revealed the degree of effect of conducive ventilation on productivity
of manufacturing firms in Enugu and its level of significance. The statistical results is
given as; (conducive ventilation β =.019; t=.171; p>0.05). The statistical result implies
that conducive ventilation is a statistically significant predictor of productivity of
Where Y = Productivity
a = constant
Therefore productivity = 3.638 + 0.019CV
Based on the results in the Anova table above, the significance level for conducive
ventilation is less than 0.01 therefore we accept the alternative hypothesis and reject
the null hypothesis. That is conducive ventilation has significantly contributes to the
46
Test of Hypothesis Three
Ho : Lighting has no significant effect on employee job performance of
Hi : Lighting has significant effect on employee job performance of manufacturing
firms in Enugu.
Table 4.2.3a:Model Summary

R Adjusted Std. Error of
Model R Square R Square the Estimate
1 .125(a) .016 .008 1.25837
a Predictors: (Constant), Lighting
The model summary (Table 4.2.3a) describes the proportion (or percentage) of the
(sample) variation in the dependent variable that can be ascribed to the independent
variable(s). Further explanation is given under the Table 4.2.3b below.
Table 4.2.3b: ANOVA

Sum of Mean
1 Regression 3.367 1 3.367 2.126 .147(a)
Residual 210.603 238 1.583
Total 213.970 239
a Predictors: (Constant), Lighting
b Dependent Variable: Employee job performance
In this study 1.6% variation in industrial solid waste. The third hypothesis which
stated that “lighting has no significant effect on employee job performance of
manufacturing firms in Enugu” was rejected at R=0.125, R2=0.016, F (1, 349)
=2.126; p<.05. The null hypothesis is therefore rejected. This implies that lighting has
significant effect on employee job performance of manufacturing firms in Enugu.
47
Table 4.2.3c: Coefficients(a)
Mode Unstandardized Standardized
l Coefficients Coefficients
B Std. Error Beta T Sig.
1 (Constant) 3.255 .090 -2.826 .005
L 1.034 .021 .125 49.856 .000
a Dependent Variable: Employee job performance
The table above revealed the degree of effect of lighting had on employee job
performance and its level of significance. The statistical results is given as; (Lighting;
β =.1.034; t=49.856; p<0.05). The statistical result implies that lighting is a
statistically significant effect on employee job performance of manufacturing firms in
Enugu.
Where Y = Employee job performance
a = constant
Therefore employee job performance = 3.255 + 1.034L
Based on the results in the Anova table above, the significant levels for lighting is less
than 0.01 therefore we accept the alternative hypothesis and reject the null hypothesis.
That is, lighting has significant effect on employee job performance of manufacturing
firms in Enugu.
48
4.3 Discussion of Findings
The finding of the study revealed that workplace layout has significant effect on
employee goal attainment of manufacturing firms in Enugu. This finding is in
agreement with the study of Mendis (2016) which revealed that there is a strong
positive relationship between workplace design and job performance of operational
level employees. The study of Gitahi, Maina and Koima (2015) showed that physical
aspects were did not have a significant effect on employee performance while the
psychosocial and work life balance factors were significant. The results therefore
indicated that psychosocial aspects exhibited the strongest association with employee
performance while physical aspects and psychosocial aspects were moderate.
The finding showed that conducive ventilation has significantly contributes to the
productivity of manufacturing firms in Enugu. This finding is consistent with the
finding of Lankeshwara (2010) which showed that hat the job aids, supervisory
support and physical work environment as positively influential for the employee’s
performance and job aid as the most critical predictor. Implications of the findings and
recommendations are offered. In agreement Malik, Ahmad, Gomez and Ali (2011)
revealed that performance of employees mostly depends on physical working
conditions, training and development and communication practices.
The finding revealed that lighting has significant effect on employee job performance
of manufacturing firms in Enugu. This finding is in agreement with Duru and
Shimawua (2017) which revealed that e if office is neat, noiseless, properly arranged
well lighted and ventilated, employees will feel a sense of belonging and this will
49
make them to work efficiently and effectively. Good physical working environment
inspires workers to spend more time in their various offices, employees responded
emotionally better towards the provision of good office environment by not absenting
themselves unnecessarily from work, lateness to work and other negative attitude will
be drastically reduced. The study of Hester (2012) supported the results by revealing
that the physical and social dimensions combined explain approx. 50% of the variance
of the perceived productivity.
50
CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS
5.1 Summary of Findings
The study made the following findings:
i. Workplace layout had significant effect on employee goal attainment of
ii. Conducive ventilation had significantly contributes to the productivity of
iii. Lighting had significant effect on employee job performance of
5.2 Conclusion
This research investigates the effect of work place design and performance of
manufacturing firms in Enugu. Three factors of workplace design (workplace layout,
conducive ventilation and lighting) are considered to represent the impact of
workplace design on employees performance which affects the overall organisational
performance. Hence, the work place design affects employees performance, where it
affects employees satisfaction, motivation and retention, and affects the efficient and
smooth of workflow, team working, collaboration, sharing information, feedback and
response time, socializing and relationships between employees, it affects employees
privacy , distraction , absenteeism and their commitment of work times.
51
5.3 Recommendation
Based on the findings made in the course of this study, the following
recommendations are hereby suggested:
i. Management should ensure that there open spaces within the workplace as it
will help to provide natural lighting and fresh air that enhances employee
performance.
ii. In lighting of the workplace, management should provide proper and adequate
controlled artificial as well as natural light to improve the office design for
better performance.
iii. Air ventilation and temperature should be suitable and controlled.
52
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56
APPENDIX
University of Nigeria Enugu Campus,

Faculty of Business Administration
Department of Management
13th August, 2020
Dear Respondent,
REQUEST FOR THE COMPLETION OF QUESTIONNAIRE
I am a student of the above named institution and Department, undertaking a research on

“effect of work place design and performance of manufacturing firms in Enugu”. Here are a
set of questions for your kind completion and return. The questionnaire is in partial
fulfillment for the award of Bachelor of Science (B.Sc.) in Management of the University of
Nigeria.
I therefore, solicit your assistance in providing answers to the questions contained in this
questionnaire. All information provided by you would be treated with strict confidentiality
and will be used duly for academic purpose.
Thanks in anticipation of a positive response
Yours faithfully
UGWOKE AMARACHI MABEL
57
Section A
INSTRUCTION: Please tick (√) in your preferred option
1. Gender : (a) Male[ ] (b) Female[ ]
2. Marital Status : (a) Single[ ] (b) Married[ ]
3. Age : (a) 21-29 years[ ] (b) 30-39 years[ ] (c)40-49 [ ] (d) 50 and above[ ]
4. How long have you work with Nigeria Breweries Enugu

a. 0 - 10 years [ ]
b. 11 - 20 years [ ]
c. 21 and above [ ]
SECTION B
Please tick (√) in the appropriate column that represents your opinion in each statement.
Key words are shown below:
SA - Strongly Agree
A – Agree
U - Undecided
D - Disagree
SD – Strongly Disagree
SECTION (B1)
The following statements are meant to elicit responses from the respondents on the effect of
workplace-layout on employee goal attainment of manufacturing firms in Enugu
S/N ITEMS Response Keys
SA A U D SD
5 4 3 2 1
1 The working space area is sufficient and roomy enough
2 The room or office I operate from is well illuminated it enhances
my resolve towards achieving goals
3 The temperatures in the room or office I operate from is
appropriate
4 My furniture is comfortable enough to enable me perform my jobs
without getting tired
5 My office is sufficiently equipped for my job performance
58
SECTION (B2)
The following statements are meant to elicit responses from the respondents on how
conducive ventilation contributes to the productivity of manufacturing firms in Enugu
SA A U D SD
5 4 3 2 1
6 My office temperature affects my normal level of performance
positively
7 Windows in my office provide me the fresh air which energies
me to work effectively
8 I am able to control temperature and airflow in my office
9 The overall temperature in my office is pleasant
10 The overall layout of the offices and workspaces here are good
SECTION (B3)
The following statements are meant to elicit responses from the respondents on the effect of
lighting on employee job performance of manufacturing firms in Enugu
SA A U D SD
5 4 3 2 1
11 My workspace is provided with efficient lighting so I can work
easily without strain on my eyes or visual confusion
12 Ample amount of natural lighting comes into my office
13 My office lighting support the function and desired atmosphere
influences my job performance
14 We don’t face any problems of lighting in my office like silhouette,
sparkle or glare
15 The office lighting support my overall productivity and morale
59

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CHAPTER ONE

1.1 Background of the Study

still used today (Collyer, 2019).

administer increasing amounts of paperwork has gained recognition, with the

emergence of new offices throughout London (Collyer, 2019).

ensuring workers achieve maximum productivity from their employees. Therefore, it

major role in the loss of productivity of the workers (Clements-Croome, 2010;

performance of a company is influenced by the workers ' job performance. Layout of

role in influencing the workers ' job performance.

organizational performance (Garbie, 2014). Therefore, as an aspect of the work

gradually altered interpersonal relationships and therefore efficiency. This is so

efficiency and level of satisfaction. In today's business climate, the workplace

environment is the most important factor in keeping an employee happy

worker and the efficiency of the occupied workplace where environmental

environments, such as lighting, temperature and sound levels, as well as furniture

significantly related to workers’ satisfaction and productivity (Humphreys 2015;

value (Kaplan 2015).

terms of productivity if the environment is not conducive. This is in respect of

workers in manufacturing industry in Enugu State and issue of unproductive nature of

employees in executing their responsibilities and to maximize their contribution to the

aimed to examine effect of work place design and performance of manufacturing

1.2 Statement of Problem

An attractive physical workplace that responds to the requirement of creative

knowledge workers plays a crucial role in increasing employees’ productivity and

improving their performance. This contributes majorly to the overall performance of

important of work material as a result of non availability of some necessary office

poorly designed workstations, unsuitable furniture, inappropriate lighting, excessive

disease and it impacts on employee’s performance and overall organisational

performance. Thus productivity is decreased due to the workplace environment. Thus,

work place like environmental and physical factors. So it is difficult to provide

facilities to increase their performance level. Hence, to provide solutions to these

manufacturing firms in Enugu.

1.3 Objectives of the Study

performance of manufacturing firms in Enugu. However, the specific objectives of the

study are to:

i. ascertain the effect of workplace-layout on employee goal attainment of

manufacturing firms in Enugu.

manufacturing firms in Enugu.

iii. assess the effect of lighting on employee job performance of manufacturing

1.4 Research Questions

i. What effect does workplace-layout have on employee goal attainment of

manufacturing firms in Enugu?

ii. How does conducive ventilation contribute to the productivity of

manufacturing firms in Enugu?

iii. To what extent does lighting affect employee job performance of

manufacturing firms in Enugu?

1.5 Research Hypotheses

forward for test:

Ho1: Workplace layout has significant effect on employee goal attainment of

manufacturing firms in Enugu.

Ho2: Conducive ventilation has significantly contributes to the productivity of

manufacturing firms in Enugu

1.6 Significance of the Study

different group of persons within and outside an organization.

managers in the Nigerian organization especially those in the Manufacturing Sector,

so as to broaden their knowledge on how to incorporate conducive workplace design,

Government: The findings and recommendations of this study will be enormously

to map policies that will help to ensure favourably workplace design.

Academia: This study can serve as lecturing material in management courses as it

helps to give comprehensive evaluation of the effect of workplace design and

performance of manufacturing firms in Enugu.

restricted to following variables; workplace layout, ventilation and lighting. However,

the study covers the period of 2019 – 2020