Working Environment and Employees Productivity
- The information of this inquiry will allow the firm to understand a pathway in solving problems associated with workers and working conditions and to note office structure as a crucial determinant in boosting workers’workers’ productivity. It will serve as a precedent for future inquiry that will be done in this field. Further, the outcomes will expose other factors that affect workers’ productions as far as their working conditions are concerned. The inquiry is expected to facilitate logos and ways of improving the working conditions of workers for better productivity in public institutions.
- Public organization: this refers to any institution that is part of the public sector based on a legal framework.
Work environment: as a whole that consists of the overall forces, activities, and other impactful reasons that are contemporarily and, or capably contending with workers’ operations and productivity. The working environment encompasses the entire interrelationships that are there within the workers and the surrounding that the workers are working in.
1.2.
Kainkan, (2015) is of the opinion that the main accountability of your HR department involves making the conditions of your operation a safe one by ensuring safety regulations and making sure they are being monitored. This includes sufficiently posting chemicals cautions, and providing safety meetings is often conducted. Human resource staff members are also obligated to ensure that employees are motivated, which is accomplished by making sure communication is well articulated with employees and boosting operations such as company social occasions.
Brahma and Chakraborty, (2019), based on their inquiry, they argued that the working environment is pivotal in ensuring employees’ employee’s productivity. The working environment is presumed to either affect the workers’workers’ productivity positively or negatively. In the globe, there are international institutions that debate on the rights of employees. The majority of people spend fifty percent of their life in the internal environment, which adversely changes their mental state, activities, capabilities, and outcomes. Good results and raised productivity are estimated to be affected by the working environment. Better visible conditions of the office will increase the outcomes of workers and fully develop their productivity. Literature review on the prior study on the office building and multiple offices depicted that the reasons such as the cluttered workplace, lack of satisfaction, and environment are acting a massive role in the loss of workers’workers’ productivity.
During the 1990’s1990’s, the determinants of work surrounding had transformed because of changes in factors such as natural ways of structuring work procedures and information technology (Kolade & Oladipupo, 2019). When workers are physically and emotionally well, they will be motivated to work and thus increase their productivity. More so, a pleasant working environment will reduce the culture of employees’ employee’s absenteeism, and that will make them perform adding value to the firm (Brahma & Chakraborty, 2019).
2.3.1 Job Security and Workplace Safety
Bourgault (2019), asserts that job security is an idea that implies the actual or viewed possibility that a person will secure his or her job. A worker’s job security can be impacted by the terms of work that are elaborated in the employment contract, by the rules controlling termination in the jurisdiction he or she works in, by economic situations and labor organizations such as unions. Employees may feel more or less secure, depending on the attitude of the employer.
Safeguarding employee job security is a vital aspect of occupational health and safety rules enforcement and also regulation of government health and safety organization, to ensure the job security of workers who report injuries, issues, and illness with workplace precautions. These rules do not demoralize workers to report safety issues and health, more so they refute retaliation against employees for acting that way (Bourgault, 2019).
Job security is a possibility that a person will possess their job, a job with a high degree of protection such that that person with the situation would have a mild chance of being unemployed. Workplace safety implies that an employer uses preventive measures to ensure workers are not subjected to personal or health risks. This inclination means that drafting plans and guidelines for workers and managers in the working environment, further, workplace precautions includes making policies and securing emergency materials present for workers and managers application while at the workplace (Kainkan, 2015).
2.3.2. Employees Welfare
Bourgault, (2019), affirms that employee welfare as attempts to make life worth living for workers. Employee welfare is a broad term involving a series of services, gains, and facilities granted to employees and by the employers. Regarding those kinds of fringe advantages, the employer makes the life of employees more worth living. The idea of offering welfare schemes is to enhance sufficient healthy, loyal, and satisfied workforce for the firm. The objective of providing such privileges is to ensure a better working life and to improve their standard of living (Bourgault, 2019).
2.3.4. Physical Work Environment
A physical work environment can make and proper fit or misfit to the situation he or she is working in. The physical work environment can also be referred to as the ergonomic workplace. Inquiries must be made in the physical work environment to ensure an ergonomic workplace for every worker. By possessing a physical work environment at the workplace, it will assist workers from being subjected to nerve injury (Mhlanga, Pradhan & Olanrewaju, 2020).
More so, Kolade and Oladipupo (2019) argued that the elements of the working environment must be suitable so that the workers cannot be stressed in the process of getting the job done. In their article, they argued that the physical element plays a pivotal role in improving the connection and relationship in a working environment. Outcomes of the employees’employees’ productivity can be boosted from five to ten percent based on the development of the physical working environment structure at the workplace.
Kainkan, (2015), outlines the elements associated with a working environment. The two core elements comprise of office comfort and office layout plan. He further argued that the physical workplace is a field in a firm that is being organized so that the firm aims to achieve. The physical workplace thus plays a crucial role in making the aims of the organization achievable. If a physical workplace has hitches, it will change the outcome expectations of a firm.
2.3.5. Job Aid
(Kolade and Oladipupo, (2019), postulated that job assistance aims to show and help to enlighten employee’semployee’s productivity. Job aids also help in making sure that employees received the needed support for their performance. They alluded that basing on military analysis, job assistance saved spending without hindering employees’ operations. There are three patterns to follow to increase workers’ performance in regards to a job aid. The first step is external support worker needs to take a leave and look for the external reference to their job. The second is foreign assistance. This support means support is facilitated within the system itself. The final is intrinsic assistance. Natural means software or insider that will ensure that there is an efficient workflow.
2.3.6. Performance Feedback
Performance feedback means data exchange and problem resolution between supervisor and employer using communication. This includes positive feedback on what the worker is doing and what requires changes. Managers and supervisors are inclined to be comfortable with all the factors in the workplace that alters employee’semployee’s performance. While the supervisor gives his or her feedback, the worker also gives information about what he or she needs. Even though all these procedures are formal, it could be monitored informally by having a closer association with both sides.
This chapter examines the technique of research, information gathering, sampling techniques, and duration of the inquiry, which have been maximized to get mandatory information to perform this research and answer the research questions. A quantitative method will be applied to obtain results using SPSS. Outcomes will be demonstrated in the following chapter illustrated in the descriptive and inferential analysis.
3.1. Research Approach
The study uses a quantitative method, a non-experimental model, because the target was to expose the association between variables without any set intervention. The survey comprised measuring at a single span and applied a cross-sectional structure utilizing primary information from the workers and manager by use of questionnaires. Those who engaged in this research are working in the public sector, and with their assistance, they have essential information about the effect to work environment and HRM activities. Secondary data was collected using resources listed in the chapter below and was applied to compare it with prior research.
3.2 Research Design
The structure of the research applies to the survey. This was chosen because it was relevant to the research question and the targets of the study. The study maximized a descriptive survey strategy to perform a survey of the responsibility of human resource managers in ensuring workers’workers’ productivity in the public sector in KSA. The reason for using a descriptive survey strategy because the research aims at elaborating employees ’employee’s views on the series of variables of enthusiasm, and thus the respondents are meant to offer data in regards to their work experience and recalling from their memories.
Series of models and lists have been applied to gather the needed information to finish this research. Correlational research structure has been used to ascertain whether and to what extent there is an association between the HRM operations and workplace surrounding and employees’ productivity in Saudi public institutions. More so, this type of strategy has been selected to assess the effectiveness of some plans to develop employees’ employee’s productivity in Saudi public institutions.
3.2.1. Data Collection Method
This research activity relies on quantitative primary data gathering using a structured survey. The beginning of the study contains questions about respondent’srespondent’s demographics. The second includes questions about the aims and research gap. The survey was disseminated randomly to employees working in Saudi public institutions using emails and other social media platforms. The outcomes are obtained from the statistical evaluation of the survey information. Dater is facilitated from academic websites, previous research, and journal to assist in the issue overview. This research delves to depict the responsibility of HRM in employees ’employee’s outcomes. This duration describes core transformations in Saudi Arabia’s financial and business operations, for instance, vision 2030, affirming the need for private and public sectors to improve employees ’employee’s productivity. The aim of increasing productivity to make sure that the state mission is achieved.
3.4 Study Population and Sampling
3.4.1 Sample Size
The survey has recorded a total of 50 to 100 respondents. This feedback comprises Saudi workers who have worked in the Saudi public sector and live in Saudi Arabia.
3.4.2. Technique of Sampling
The simple model plan is maximized by making use of an online survey through Google forms and disseminating the link via different channels such as WhatsApp and the main channel of emails. Social media channels such as Twitter and professional websites such as LinkedIn are also put to use.
3.4.3. Type of Sample
In this research, a total population sampling has been applied to facilitate the chance to a large number of respondents as possible to cut across a broad range of distinct demographics to generate precise results.
3.5. Data Processing and Analysis Plan
The survey questions have been disseminated randomly to workers serving in the public sector in Saudi Arabia. The facts and outcomes are drawn from the statistical assessment of survey information. Data is facilitated from previous inquiry, academic books, and journals and provides a view of the issue. Information was gathered for processing and assessment via statistical figures and measures. SPSS is a unique tool that is applied to creating graphs and tables to demonstrate intelligence. Correlation and detailed evaluation did not independently assist in answering the research question. Instead, they have helped to offer a visible knowledge of the demographic features of respondents. Hence, the regression technique is applied based on the linear form below to address the research question adequately.
3.6 Data Analysis
To synthesis the gathered information, this inquiry applied statistics to describe the fundamental aspects of the collected data. The descriptive statistics are pivotal in the journey of demonstrating the dissemination and the central tendency as the mean and standard deviation of information. Furthermore, it had touched the Pearson correlation coefficient, Coefficients Cronbachs alpha and Kaiser-Meyer-Olkin were applied to ascertain the strengths of association and the effect of the HRM operations and the working conditions on employees productivity.
3.7. Hypothesis
For the aim of meeting the target of the study, few research gaps were presumed. These were generated on the foundation of a current and previous study on the topic of the responsibility of HRM in developing the workers’workers’ productivity; the gaps are explained as follows:
The survey model was used in this paper to gather information for the study. Field of applied statistics, the approach of the questionnaires evaluated the sampling of individuals who participated in the population and models of data collection, accurate questionnaire information, for instance, questionnaire designing and procedures to develop the number and correct response to the polls.