ABSTRACT
The
performance and attitude of employees’ towards official assignments around the
workplace varies from one individual to another. Some individuals approach
their duties with utmost seriousness while others present a rather
lackadaisical approach. It is the opinion of the majority elites that an
individual approach to official assignments in a corporate environment is as a
result of different factors many of which in most of the cases are attributed
to the social, political and economic variable .The environmental variables
which are equally important as other
variables lags behind in order of ranking and importance to employees’
performances in various institution or industry, be it banking, textile, oil
and gas, and the academic environment. The purpose of this research is to
investigate the impact of environmental variables on employees performance in
selected institutions of higher learning in Yaba Lagos State, Nigeria. The research
questions as well as hypotheses were drawn to investigate the extent of
environmental variables on employees performance. The research design used was
the survey design in which the population of the study consisted of members of
staff some selected tertiary institutions. A sample size of one hundred and six
(106) was selected using convenient sampling. Copies of questionnaires were
administered to the respondents in which ninety-five (95) copies was collected
back. The research question were analysed using frequency tables and simple
percentages while the hypothesis were tested using Pearson Product Movement
Correlation Method. The findings revealed that there is a significant
relationship between environmental variables and employees job performances.
The work environment was found to be socially and physically challenging, thereby
leading to some negative behaviours on the part of the workers’ such as
fatigue, low commitment and mobility of skilled labour from one higher
institution of learning to another. The study concluded that in view of the
importance of selected environmental variables to employees job performances
programmes such as the introduction of financial incentives positive leadership
and pollution (either noise or air pollution) employee performance should be looked-into analyzed and improved
upon by the management in work organizations.
TABLE
OF CONTENT
Title page i
Certification ii
Dedication iii
Acknowledgements iv
Abstract v
Table of Contents vi
CHAPTER
ONE: INTRODUCTION
1.1 Background
to the Study ` 1
1.2 Statement
of Problem 3
1.3 Aims
and Objectives of the Study 4
1.4 Research
Question 4
1.5 Research
Hypothesis 5
1.6 Significance
of Study 5
1.7 Scope
of the Study 6
1.8 Definition
of Terms 6
References
7
CHAPTER
TWO: LITERATURE REVIEW
2.1 Preamble
9
2.2
Theoretical framework of the Study 9
2.3
Elements for Enhancing Employees
Performance 50
2.4 Empirical
Review of Previous Work in the Area of Study 63
References
66
CHAPTER
THREE: RESEARCH METHODOLOGY
3.1 Preamble
67
3.2 Research
Design 67
3.3 Population
of the Study 67
3.4 Sample
Procedure and Sample Size 67
3.5 Data
Collection, Instrument and Validation 67
3.6 Method
of Data Analysis 67 References 69
CHAPTER FOUR: DATA
PRESENTATION, ANALYSIS AND INTERPRETATION
4.1 Preamble 70
4.2 Presentation and Analysis of Data 70
4.3 Test
of Hypothesis 79
4.4 Discussion of Findings 83
CHAPTER FIVE: SUMMARY CONCLUSION AND RECOMMENDATIONS
5.1 Summary
84
5.2 Conclusion 85
5.3 Recommendations
85
Bibliography 87
Appendix
89
CHAPTER
ONE
INTRODUCTION
1.1 Background to the Study
Environment is the surrounding
conditions and external forces influencing employee’s productivity irrespective
of the nature of the organization. The productivity of employee, both the
public and private sector depends on several factors out of which the immediate
or working environment plays a vital role towards ensuring the optimum
performances of individual or group of workers’ in question. In the course of
attaining an optimal abysmal performance of employees’ in an organization,
positive and negative work environment plays a vital role Decenzo & Robbins
(1998).
The type of environment in which
employees’ operates goes a long way to determine the way in which such enterprise
prospers. About Eighty six percent (86%) of productivity problems resides in
the work environment of organizations. Akinyele (2010)
The performance of a corporate
organization which determines its survival and growth, depends to a large
extent on the productivity of its workforce. Akinyele (2010) workers’
productivity cannot be optimal if the conditions of work environment are not
favourable. Brenner (2004).
It
should be noteworthy that employees’ carryout official assignment with vigour
in a conducive working environment. A conducive environment ensures the
well-being of employees’ which enable them exert themselves to their roles
which translates to higher productivity. A conducive environment endangers
motivation and aspiration for optimum productivity in organization Akinyele
(2007).
A
working environment where employees have access to adequate materials to work
with at his or her immediate disposal, improves their performance(s) and
productivity. In today’s Nigeria, industries, factories and public sectors are
not producing effectively due to non-conducive environmental factors, For
example the rise of insurgence in the Northeast of Nigeria has made most of the
working environment unfriendly for employees’ in private and public
institutions to perform ineffectively, which has a negative impact on their
overall productivity.
Also, the performance of employees’
increases when the working environment ensures a stable and long-time job
security. Surveys over the years has shown that most people prefers to seek
employment in a government-owned institutions to that of their private
counterpart. This can be adduced that government-owned institution hardly
carry-out sudden and unannounced sacking of the work force enmass, and that the
workers’ detainment is guaranteed for maximum numbers of years compared to
privately-owned institutions Alam & Sameena (2012).
In
addition to sustainability of a prosperous organization, another important
variable is the issue of continuous training and manpower development with
correct and up-to-date techniques in relations to their jobs. Employees’ who
attends seminars and trainings on a regular basis are encouraged to put their
best not only in their daily cores but also in furtherance to their career
development Casio (1989).
Another
variable which determines employees’ performance in an organization and
institutions of learning it has to do with location or distance of work
environment from residing environment. This determines how productive or
otherwise of employees’, depending on the nearness or farthest of employees’
residence to the working environment. Employees’ who resides far from work
environment spends a quarter of their allocation office hours to recover from
fatigue as a result of the long distance transportation hassles from home to
their daily working environment.
In
tandem with other variable include the leadership style displayed by employers
in a working environment. Ricthmond (2009) asserted that employees’ whose
working environment promotes democratic decision-making performs better in
their official assignment than those employees’ whose working environment
favours authoritarian decision-making styles. This is evident in institutions
of higher learning, where democratic decisions are taken on behalf of the staff
of institutions by management.
1.2 Statement of Problem
This part discusses some of the
challenges facing employees’ of higher institutions in respect of their
inability to perform their duties to the maximum as a result of environmental
variables. There are countless environmental variables militating against
optimum performance(s) of employees’ in educational institutions; some of which
includes independent variables such as irregular and non-payment of salaries,
wages and other compensation packages to the employees of higher
institutions..
Furthermore,
the use of constant mobility of highly qualified skilled person highly qualified
skilled person both academic and non-academic in governmental tertiary institutions
to privately owned institutions in Nigeria and abroad. Specialists in different
field of knowledge either moved to private educational institutions in Nigeria
or travel abroad for greener pastures. This can be attributed majorly to the
inability of the government to provide the basic adequate infrastructure
enabling research environment and policy implementation to better the lives of
most of the qualified personnel.
Kyko (2005) described the “Toxic Work
Environment” which refers to physical environment and offices close to places
where offensive odour and air pollution takes place on a regular basis.
Employees’ in higher institutions whose offices are located near the toilets
and are ill-ventilated, produce debilitating output.
In
addition, the fear or the anticipation of not getting other due entitlements as
pensions allowances at the end of their service from the Federal government is
a contending issue. This became a dreaded phenomenon for employees’ in higher
institutions as a result of huge financial scam rocking the pension system
scheme in Nigeria. Hence, this research would want to investigate the impact of
the impact of these environmental variables on employees’ performance.
1.3 Aims and Objectives of the Study
The aim of this study is to
investigate the impact of environmental variables on employee’s performance
while the specific objectives are to:
i.
Examine the effects of the irregular and
non-payment of salaries and other compensatory incentives on workers’
productivity level in selected higher institutions.
ii. Determine
the negative impact of labour mobility on the job performance of employees in
selected higher institutions
iii. Ascertain
the influence of physical factors such as fatigue, noise, ventilation as well
as tidiness etc, has on productivity of employees.
1.4 Research
Question
The following questions will be
raised in the course of this research:
i. What are the effect of irregular and
non-payment of workers’’ salaries on workers’ productivity levels?
ii. Does the movement of skilled workers’
have a negative effect on the overall productivity of workers’ of selected
educational institutions?
iii. Does the physical factors such as noise,
proper ventilation, fatigue, etc portends dire consequences on employee’s
productivity?
1.4 Research Hypothesis
Hypothesis I
Ho: There is no significant relationship
existing between irregular and non payment of workers’ salaries on workers’
productivity
Hypothesis II
Ho: There is no significant relationship
existing between movement of highly skilled workers’ and effect in the
productivity of workers’ in some selected educational institution
Hypothesis
III
Ho: There
is no significant relationship existing between physical factors such as noise,
ventilation, fatigue and dire consequences on employees' productivity the
following nun hypothesis was formulated for possible acceptance/rejection
1.5 Significance
of Study
The study serves as a source of
knowledge for individuals and group of people who crave to get information
about the impact of environmental variables on employees’ performance in higher
institutions.
It
helps to promote further knowledge on different variables which motivates
employees’ to put in their best in different field of endeavours in Federal and
Privately owned tertiary institutions in Lagos State.
It
is also significant because it helps to inform readers and public-alike about
the impression some people might have about the real impact leaders (management)
over the tackling of the challenges faced by the workers’ in higher
institution. This is so because people from different quarters have the
impression that the management of some of the higher institutions mentioned
never contributed to the growth and the development of their staff members,
while some others believed otherwise. It is therefore instructive here to note
that this study tries to situate areas of these perceived or actual
contributions of the management.
This study is also significant that
it discusses the Expectancy theory, as it relates to how the management
interpret the process to the administration of the selected higher institutions
of learning.
1.6 Scope of the Study
This study covers selected Federal
and privately owned higher educational institutions of learning in Yaba Local
Government area alone. These educational institutions include University of
Lagos, Yaba College of Technology, Federal College of Education (Technical)
Akoka and ST. Augustine College of Education.
1.7Limitation
of the Methodology
The major limitation of the research
in higher institution is based on how you share your questionnaires while some
respondents did not give accurate and reliable answers, other limitations are
unwillingness and uncooperative attitude which led to the delay in the return
of questionnaires from respondents
1.8
Definition of Terms
Employees:
This is individual who on a part time or
full time under a contract or employment weather oral or written and has
recognized right and duties.
Mobility
of Labour: As used in this project, this present
the movement of skilled workers’ from one educational institution to another as
a result of financial benefit accrued to the individuals in question..
Tertiary
Institutions: They are basically educational
institutions or citadel of learning whose responsibility is to admit, train and
impact knowledge transfer is done within a specific period of time.
Pension:
This represents the legal financial
payment due to be paid to retired workers’ monthly from their savings during
their active days in the work force.
Variable:
Variable is defined as a construct of
which numerical values can be assigned
Worker’s
Productivity: This may be defined as the
efficiency level of a workers’ in the production process or performances in
line with the stated objectives and job assign by the employer.
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