1.1 BACKGROUND OF THE STUDY
Over the year’s theories have made services of attempt to unravel the mystery surrounding why people tend to display certain behavior in a given condition, the believe that every behavior manifested in the work place or otherwise is goal directed.
Work environment in general, entails its physical components such as the buildings, it’s furniture, level of comfort, office layout settings, under which employee’s operate. Social components of work environment speaks of a robust relationship among employees, the general freely interactive atmosphere, the involvement of employees in managerial decision at large, etc. this brings us to definition of environment. Kochan (2001) since considers environment in the following context, economic context, social, and technological context. It could be looked at as the surrounding of all situation, people, events, etc. that influence life. Gnaft (2004) comment on the effect of work environment in his write up, he stated that “environmental factors contributes to employee’s productivity, quality output, level of wastage and rate of turnover”.
Many organizations labour under the mistaken impression that the level of employee performance on the job is proportional to the size of the employee’s surveys have shown by and large to be untrue. Infact, salary increases and bonuses for performance, in many instances, have a very limited short – term effect. The extra money soon comes to be regarded not as incentive but as an “entitlement”.
There are other factors that when combined provide a more powerful determinant of employees performance. When these other factors are missing or diluted, the employees do come to work only for a page check. In this case, the employee is present at work in body, leaving their mind outside the gate.
It is the quality of the employee’s work place environment that brings most impacts on their level of motivation and subsequent performance. How the engage with the organizations, especially with their immediate environment, influence to a great extent their error rate, level of innovation and collaboration with other employees, absenteeism and ultimately, how long the employee stay in the job. Many studies have revealed that most employees leave their organization because of their relationship with their immediate management.
1.2 STATEMENT OF THE PROBLEM
This study examines “the effect of work environment on employee’s performance”. Happiness in the work place is based on many aspects and many differ from one employee to another: a good boss, stimulating projects, recognition and reward, work stability, and or pleasant ambiance, to name of few, can help someone walk in to work feeing motivated.
However, were there is a strong overturn of employee’s such expectation on a workplace environment, the performance of such workers are inadequate. In view of this, they are not motivated to put in their best.
It is on this note, this research is being designed to address major issues confronting employees in their work environment, the study will also be interested in suggesting some solving measure on how to great a work environment that can bring out the best performance from employees to boost organization’s growth.
1.3 OBJECTIVE OF THE STUDY
The general (broad) objectives of the study is the examine effect of work environment on employee’s performance. However, to meet the general objectives, the study will examine the following specific objectives.
- To find out if good employee’s management practices can assist employers to achieve higher performance.
- To examine whether a good work environment can enhance employee’s performance.
- To assess the importance of a good working condition of employee in a work environment.