1. Abstract :-
There are several factors of job environment that have a huge impact on Employees on their performance, their own interest or their attachment towards their organization.
There is no fixed criterion to study the job environment impact of on job performance. However we chose the option to study on factors that matters on an employee’s overall contribution to their organization, in terms of performance or in term of pro active initiatives. .For this, we conducted interviewed (Semi Structured Standardised Interviews) around 10 people from the different sectors(IT Sector & NON IT Sector) in different age groups but in that same sample of Survey.
Based on our findings, amicable colleagues at work tend to be more satisfied with their
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their manpower. To prevent poaching/attrition of employees, it's important for organizations to understand what drives forward employee performance. Salary being an evergreen ingredient, a conducive work environment, healthy working relationship with colleagues & mangers, getting appraisal for their work and positive motivation levels primarily dominates the factors for job satisfaction in organizations. Employees spend more time in their offices than with their families at times, and therefore it is important that they build amicable relationships with their co-workers, or in various opportunity factors and work cohesively to give their best performance.
All of these factors motivate an employee to perform exceptionally well over a period of time, For example, an employee may come in on a Monday morning and face an overwhelming task. What is going to motivate them to work hard even though they are in “weekend” mode? Knowledge of the "Working environmental factors on Job Performance" is one of the best methods for organizations to analyse the effectiveness of their workforce and identify the gaps in job performance of individual employees. Factors like trust between co-workers, respect for each other, openness of ideas among peers,
Some factors that have contributed to the change of economy are through the quantity of jobs, the increase of diversity, and the increase of women in the workplace.4. Some causes of the changes in business environments over the decades have been the changes in values and technological differences.5. A company's culture has a great effect when it comes to the role of a successful business environment. Customers like to feel comfortable when shopping so a company would have to adjust to certain types of individuals that they would expect to shop around in their stores.6. Human resources hires and fires employees for the culture of the company. This process is done by screening the application of the applicant and screening the applicant itself.7. Quality Inn time play are two factors related to a customer being satisfied or dissatisfied by organizations deliverables or products.8. When organizations select the delivery method for product of services they get the best approach to take from the customers of course.9. The six key components of a customer service environment are the customer, the organizational culture, human resources, product and deliverables, delivery system, and services.10. Many organizations are changing to learning or organizations to become more observative customers and potential
An organisation may create an environment internal that affects the various subsystems of the organisation. An organisation needs to properly understand the environment for effective management. Factors that control an organisations environment are classified into internal and external factors. General environment: political/legal, economic, socio-cultural, and technological.
Sias, P. M., Pedersen, H., Gallagher, E. B., & Kopaneva, I. (2012). Workplace friendship in the
Environment The working environment at Keller Technology is much favourable for its employees since they can enjoy full benefits. It provides the ability for employees to flexibly exercise their skills and resources that enable them to perform optimally. The internal and external factors at KTI have a great influence on employee's performance. Despite the favourable working conditions provided for employees, performance level has been outlined to be low and profits have subsided over the years.
The need for achievement regards an individual’s relationship with setting challenging goals, creating competitive scenarios, and overcoming difficulties. Setting goals and creating healthy competition between employees can bring the performance level back to normal, and even better yet surpass the usual level. The need for power regards an individual’s need to positively influence coworkers and improve their wellbeing by making a difference in their life. Having an impact on the lives of others has the potential to influence employee turnover rates and attendance. If an individual feels that they have power over another employee they will be more inclined to show up to work everyday and to stay at their current job for longer than they may have originally anticipated. The need for affiliation concerns the relationships that an individual needs to maintain positive, close, or intimate feelings with others. Positive, close relationships in the workplace make individuals feel as if they are truly a part of the organization and increase satisfaction levels amongst workers. These close relationships will help employees to fell that their work is appreciated within the organization and that there certainly are people who care how they perform at their jobs. Together, achievement, power, and affiliation all play an influential part in motivating individuals in the
A great work environment is essential to employee morale. When there is low morale there is a lapse in productivity. The main objective of business is higher productivity which equates to higher profits.
Research has shown that motivation in an employee is an important factor which determines his performance. Motivation is the “driving force within individuals” (Mullins, 2007, p. 285). It is the concerned with finding out the reasons which shape and direct the behaviour of the individuals. The people act to achieve something so that they can satisfy some needs (Gitman and Daniel, 2008). It is important for the manager to understand this motivation of individual employees in order to inspire them and devise an appropriate set of incentives and rewards which would satisfy the needs that they have individually (Kerr, 2003). Once these needs are expected to be met in return for some specific behaviour or action, they would work more diligently to have that behaviour in them and to achieve that objective (Meyer and Hersovitch, 2001). Since it would lead to early and fuller achievement of the company objectives as the individual would work more diligently, it would lead to better organizational performance (Wiley, 1997).
Today work environment company are expecting very high demand from manager and workers that they over sea about job performance to keep than motivated to do they tasks. First the manager has to meet executive level manager’s goals and productivity to keep a companies success. The test book reading stated Organization is people working together to achieve a common goals, that goals also can evaluate the issues about the absenteeism in the workforce. Manager are govern by four functions to keep a business delay functions work first Planning setting performance, second Organization to process assigning tasks, third Leading to process a arousing environment by inspiring others, four controlling to process of measuring work performance.
It is well established reality that organisations in the world today can no longer survive without focusing on their employees. If they have to be at the competitive edge they have to invest in human resource, and placing their employees on top priority. This notion has lead to the strategies that, most organisations are pursuing through employee management. To achieve the optimum performance from employees organisations must motivate their employees, and have to engage them in activities that will benefit and help employees in achieving their predetermined goals and objectives. In order to achieve this, it is imperative for managers to set in motion work conditions that will help employees to achieve satisfaction of their job, low turnover and absenteeism rate and promoting the environment that promotes the organizational commitments and organizational citizenship behavior. Job satisfaction has been identified as a major requirement for organisations which aim to achieve excellence in their operations. Armstrong (2003) refers to job satisfaction as the attributes and feelings people have about their work. By extension, job satisfaction will mean positive or favourable attitudes towards one’s job whilst a negative or unfavourable attitude indicates job dissatisfaction.
Describe and explain how this factor can potentially have a positive influence on workplace relationships
Employee satisfaction is undoubtedly the best predictor of employee retention. A job environment consisting of good working relationships usually fosters employee satisfaction. Employees feel motivated as they believe that the company is appreciating their service and commitment. Job satisfaction results in employee retention. Employee retention could be defined as the length of time employees stay with the organization.
In my opinion, HR practices can make positive contributions to organisational performances, because except the unpredictable external environments, human resource management can improve the most factors that affect employees’ performances which finally influence organisational performances in long-term perspectives. This essay is aim to prove human resource practices can positively effect organisational performances based on literature discussion and empirical evidences. The next section briefly brings few negative views about the limitation of HRM related to improving organisational performances. The third section discuss the positive relationship between HR practices and organisational performances are established by applying HRM processes of hiring, selecting, placing employees as well as creating employment relationships within organisations. The final section is going to analyse an example company Mark & Spensers successfully utilised HR practices to improve their organisational performances and created competitive advantages.
In today's complex business environment; traditional approaches like monetary incentives are not the only prime motivators. In addition to expecting financial incentives for their performance, employee's expectations are much more. Appreciation, recognition and opportunities for personal growth; must be catered for to harness maximum productivity. Furthermore in an era where change is imperative for the organisation's survival, highly motivated employees, represent flexibility and show willing to change; a vital component for the success of any organisation.
Organizational change is the alteration of work environment in an organization (Mabey, Salaman & Storey, 1998). It implies a new equilibrium between different components of the organization such as technology, structural arrangement, job design and people. It is a continuous process between the employer and the employee to improve the performance and avoid poor performance (Roberts, 1994). It maintains the equilibrium between various external and internal forces to achieve organizational goals.
The goal of nearly every company or organization is to motivate those involved towards a unified vision and or goal. When an organization is able to identify the major individual variables that influence work behavior, they can offer an atmosphere that is healthy. Typically, all organizations experience the direct relationship between job satisfaction, and performance. In an effort to maximize the performance of staff within a system it is important to develop an optimal interpersonal chemistry. In order to be most effective, leaders in an organization must have a clear understanding of their employees,