Module: (FY028) Inquiry Based Learning
Report: (Title: The Question that you have
Due Date: 14/05/2020
II. Literature Review……………………………………………………………4
IV. Results/ Discussion………………………………………………………….8
V. Conclusions ………………………………………………………………..10
List of Figures
Figure: Survey one…………………………………………………………7
Figure: Survey two…………………………………………………………7
The project that is going to be discussed here in this report, is “the importance of a
healthy working environment in business. The objective of the report is to identify
how the workplace environment contributes to employee and organizational
performance, and find out how this environment can be improved. This is a very
important topic since modern organizations largely depend on employees, and by
determining the environment’s effects on the employees a lot of important measures
can be taken that would contribute to the organizational welfare. As the research has
been conducted, it has been identified that work environment directly affects on the
employee satisfaction, and employee satisfaction directly affects on the employee
performance and thus organizational performance. In this report, we have a section
to come next, where a literature review has been presented. After that, the method of
the research has been discussed, and after that comes the result that we got from
the research. Lastly, the report has been concluded by summarizing the main idea
and providing relevant recommendations.
II. Literature Review
As Heath (2006) states, the first and the most major goal of any business organization around
the world is to improve their productivity index, and minimizing the production costs so that
they can make their expected high profit. However, most organizations don’t put the effort
necessary for improving the productivity. A lot of employers have this misconception that to
improve the productivity it is enough just to give the employers a good payment package and
time to time increment. But they forget the other factors, which contributes directly to the
employee performance. One of the most important factor among them, is the workplace
About the nature of work environment, it has been stated by Agho et al. (2013) that the work
environment is actually a mix of various factors, which forms the organizational environment
when they comes together. These factors are: Goal setting, defined process, workplace
incentives, performance feedback, Role congruity, mentoring, infrastructure and resource
availability, and lastly the supervisor support. All the mentioned factors together affects the
performance of the employees of an organization.
The most important factor that comes next is, to ensure that the employees are being provided
with a job that perfectly complies with his or her expectations. The task processes should be
defined effectively, and the, and any requirements related to the job needs to be appropriately
communicated to the employees (Taiwo, 2010).
Shen (2015) stated the fact that, creation of a safer work environment is very much crucial to
any kind of a business. And this does not only states that organizations should only try to
avoid accidents but also it refers that organizations should discourage any unhealthy and risky
For the research purpose, a survey has been utilized here. Since the survey was all done for
this project and was done all independently, this definitely presents primary data. We have
followed statistical analysis and asked each of the participants the same question, and thus
undertaken quantitative data.
As a method to this research, the mostly used quality, work and competence indices (social
condition, skill development, mental energy, work related exhaustion, goal clarity, selfesteem, participation rate, efficiency in performance, workload, feedback of supervisors)
have been used, and four new indices have been created and undertaken for the effectiveness
of the research. These indices are: job satisfaction, authority, influence, and lastly the nature
of contact with the employer or supervisor. Then, all the individual questions, such as support
from work colleagues, social climate, employee relation, workplace satisfaction and relevant
psychological factors have been combined into a step-wise multiple linear regression
analysis, so that the best predictive model can be identified to match the new indices: mental
energy, exhaustion and work satisfaction. A general linear model for the repeated measures
validated qualitatively new indices by using:
Should have been on sick leave, but have not.
Is the work too pressurizing and demanding?
Do the colleagues support the fact that one can experience a bad day at work?
Has an employee been experiencing physical fatigue for the last few months?
Has an employee been experiencing psychological fatigue for the last few months?
Are the employees thinking about changing their job?
While finding answer to these questions and assessments, a linear correlation has been
identified between the above statements and questions with the newly initiated indices. These
indices then were then examined and answered against organizational questions regarding
leadership, relation with supervisor, participation nature, influence, goal clarity, authority,
efficiency, team support, development measures, learning opportunities and work pressure.
Results have shown that the organizational parameters depends big time on the individual
The multiple step-wise regression analysis has detected 9 questions that were directly
relevant to mental energy, 13 questions that were about work-related exhaustions, and 10
questions that were about workplace satisfaction. All the indices could have its effect on an
item either positively or negatively, even if all of the questions are phrased positively. A
certain example can clear this idea. “Do the employees have the amount of influence that they
need in work?” – this question had its impact on the three indices but it had its impact in
different ways. On the “mental energy” index, this claimed a weight of -0.12, while on the
work related exhaustion index the weight was +0.07 and on the index of work satisfaction, it
was +0.04. The question “Are the colleagues supportive enough?” had a weight of -0.14 on
the work related exhaustion index, and on the index of work satisfaction it was +0.04.
However, our research lead us to the idea that work satisfaction is more powerful comparing
to the two other factors. For example, if the work satisfaction is high, then the mental energy
is supposed to be high as well, and work-related exhaustion is supposed to be low. The
questionnaire we prepared, was optimized firstly to the healthcare personnel. In order to be
sure of the fact whether the questionnaire can be applicable to other organizations as well, we
further applied it on some other organizations like to tax advisors, employees of advertising
agencies and employees at a day care center. In total, 335 individuals agreed to complete the
questionnaire. We considered the survey result validated qualitatively after we used
interviews of 44 employees. The question that we asked were:
(1) Were the questions relevant according to your opinion (94 percent said yes)
(2) Were the results relevant too? (95 percent said yes)
(3) Do the result of this test results goes well enough with your current situation (97 agreed)
To validate the survey furthermore, we interviewed 12 managers as well. All of them
answered the questions in positive. After all these, we have presented our research on bar
charts. We have calculated the values on the three scales: mental energy, work related
exhaustion and work satisfaction. An important note here is that work related exhaustion
scale has been shown to be inverted. In the charts, results are presented in three bars. The
green refers to “all is fine”, yellow refers to “alert” and red refers to the fact that something
has to be done soon.
Figure: Survey one
After three months, another survey was conducted and then it was compared to the previous
one. The result of that survey is as follows:
Figure: Survey two
The results that we have achieved, shows the fact that organizational parameters have a
significant influence on the individual indices. The questionnaire identifies various
organizational factors that lead to workplace environment based on questionnaire answers.
This allows managers required knowledge regarding how they can intervene and prevent the
employees from developing mental issues because of the work environment. We have shown
the survey results that we got from the tax advisor group as an example of how our total
research process worked. The results have been shown at group level using a bar for each of
the indexes and a vertical variable line for showing variability in the group. Every index there
explains which of the questions have contributed to the high or the low scores. As it can be
seen from the indexes, the total group was in the green zone when it came to mental energy,
but the variable line indicated that there were some employees who reported their mental
energy in the yellow zone. Which means, the organization needs to be alert regarding their
mental health. In the case of the work related exhaustion, the group was in green zone and
approximately none was at a major risk of developing any kind of work related exhaustion.
The variable line is also there within the green zone, but the total group was in lower green
field. Work satisfaction was indicated with yellow and there were only a number of people
who were there the green area.
After three months, another survey was conducted. Meanwhile, the work environment was
improved, and the ones who were newly employed were given clearer directives. When the
result came out, it was noticed that the employees reported higher levels on two of the bars
from the three (Figure: second survey). As per the second measure, no difference were
detected in terms of mental energy. The index of work-related exhaustion rose higher in the
second survey. However, the change was not much mentionable. However, the index of work
satisfaction rose higher remarkably and all of the personnel were noticed to be in green zone.
The survey result indicates to the fact that the work satisfaction and dissatisfaction work as
major contributing factors behind employee and organizational performance. In the study,
two surveys have been done in a tax advisor agency in a difference of three months, and in
three months the work environment was upgraded to a better and standard position. The
result showed positivity in employee and organizational performance after the work
environment was made better. Indeed, the result indicates towards the need of creating and
maintaining a healthy workplace environment in a social term. It is a primary condition for
improving the employee satisfaction and minimize the work related exhaustion among the
employees which lead to poor health and poor performance. The survey also shows the fact
that detecting the risky work environment factors and initiating a healthier workplace can
turn out to be relatively easy when the organizational and the social situation are defined
The working environment really plays quite a vital role behind motivating the
employees in performing their jobs. However, a lot of employer considers money to
be the most effective motivator, which indeed is a wrong perception. In the modern
and competitive business context, it is very much important to attract, retain and
motivate the high performance employees. The survey reveals that employee
performance can be improved if the relevant issues and problems can be identified.
As the research concluded, it was determined that the working environment of the
employees largely affect their scope of productivity. Therefore, it should be
considered to be the responsibilities of every organization to provide a healthy and
friendly working environment that is supposed to influence the employees and
improve their performances.
The result and the findings of the research leads to a number of recommendations.
However, the following recommendations can be the mostly effective ones that can
be considered for future implementation:
Periodic meetings with the employees can be a great way for the management to
understand their needs. Indeed, this can work directly as a motivating factor for the
employees as well. Not only the employees, but also the managers need to be
counselled on the basis of their relationships with the subordinate employees.
The organization should initiate an appropriate program to ensure the right work life
balance for the employees. This is something that can be a great motivator factors to
the employees, and thus it can be a way in which the organization can retain the
high performing employees who are assets to them.
It is the duty of the management to try and ensure the employees with a work
environment that attracts them, suggests themselves to hold on to the organization,
and motivate them so that they can work in a comfortable manner. As a result, it
increases organization productivity to a great extent.
It is also duty of the employers to ensure a healthy and safe work environment.
Every sort of precautions and things necessary for the safety and comfort of the
employees need to be ensured at any cost.
Another great initiative can be to tailor benefit programs to the needs of the
employees. For that, management should firstly try to understand the employee
demands, and then do the necessary things to fulfill them. Doing all these, it can be
expected that the organization can lead to a much better employee and
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