The effect of the working environment on employee performance in MTN Cameroon
No of pages
|MS Word & PDF|
The custom academic work that we provide is a powerful tool that will facilitate and boost your coursework, grades and examination results. Professionalism is at the core of our dealings with clients
For more project materials and info!
Call us here
The effect of working environment on employees performance, the study had the following specific objectives, To access the effect of external working environmental factors on employees performance, To examine the effect of internal working environmental factors on employees performance and finally Proving Recommendations.
The research designed used was the survey research design. Target population consists of 50 MTN Employees, while the sample size is 30Employees
The sample size was randomly drawn from three communities the sampling techniques used was the purposive sampling and simple random sampling, the research instrument used was questionnaire and the method of data analysis used is the descriptive and inferential statistics.
The study recommended that employers should organize more of external working conditions to improve productivity. The limitation identified was that some employers limits the working conditions of their employees.
1.1. Background Of The Study
Every organization is required to monitor its internal and external environment for the attainment of specific goals. Organization is the structured entity established to attain specific objectives by blending of different types of resources (Ahmad, 2010). Internal environment of the corporate entities is important for the successful survival.
The economic conditions and competitive environment have compelled organizations to concentrate on improving employee performance. Work environment is the combination of factors (social support, physical working conditions, job characteristics, training and development and communication process) that influence work.
The social support means the help that an individual receives from his/her co-workers, supervisor and colleagues to perform his/her work effectively. It reveals the structure of relationships (Greenhaus and Parasuraman, 1994). It can be divided into two categories such as the work related social support and the personal social support. Giga and Hoel (2003) believe that the mergers and acquisitions lead to economic interdependence due to technological changes, globalization and organizational work environment.
Employee performance is multidimensional and essential for organizational success (Campbell, 1990; Dyne et al., 2002). Job performance is the result of three factors: skill, effort and the nature of work conditions.
The skills include knowledge, abilities and competencies the employee brings to the job; effort is the degree of motivation the employee puts forth toward getting the job done and the nature of work conditions is the degree of accommodation of these conditions in
facilitating the employee’s productivity (Kazmi et al., 2008). The current study contributes to the existing body of knowledge by exploring employees’ performance in different cultural setting. It aims to investigate the effect of work environment on performance of employees working in the telecommunication sector of Pakistan.
It is reported that organizational commitment mediates the relationship between age and work performance (Iun and Huang, 2007). The organizational performance could be the outcome of employees’ positive behavioral change that may be linked with incentive programs (Feldman and Landsman, 2007).
It may create greater feelings of belongingness, esteem, satisfaction and commitment (Green and Heywood, 2007). Conducive work environment including friendly human resource policies may enhance employee productivity, organizational commitment and overall performance (Chiang and Birtch 2010).
The success of any organization is closely tied to the job performance of its employees. The quality of the employees’ workplace environment impacts on their motivation level and hence performance (Heath, 2006). When employees have the desire, physically and emotionally to work, then their performance shall be increased (Boles et al., 2004).
They also stated that having a proper workplace environment helps in reducing the number of absenteeism and as a result can increase the performance in today’s competitive and dynamic business world.
The working environment that are set in place impacts employees’ morale; productivity; engagement both positively and negatively (Chandrasekhar, 2011). She adds that factors of workplace environment play an important role towards the employees’ performance. The factors of workplace environment give an immense impact to the employees’ performance either towards the negative outcomes or the
positive outcomes. The study is focused on the Two Factor Theory (Herzberg, 1986). Herzberg came to a conclusion that the aspects of the work environment that satisfy employees are different from the aspects that dissatisfy them.
The theory points out that improving the environment in which the job is performed motivates employees to perform better. The other theory is Weiss and Cropanzano’s Affective Events Theory (AET) which explains the link between internal influences and their
reactions to incidents that occur in their work environment that affect employee performance, organizational commitment and job satisfaction (Phua, 2012).MTN which is a Telecommunication company found itself in Cameroon in the year 2000 and this organization has branches in many parts of Africa and the world. MTN has grown over the years and it’s the leading mobile telecommunication company in Cameroon. There are other mobile communication companies like Orange, Nexttel, and CAMTEL.
Some renowned products of MTN are: mobile telephone calls, Mobile Money, and internet services. It employs almost 250,000 people in Cameroon. On the other hand employees are faced with issues concerning their work environment especially their working hours due to shifts and lack of mobility in the workplace in terms of promotions. This is also coupled with other work environment related challenges that might cause them to underperform.
According to Tripathi (2014) the work environment can be defined as the environment in which people work that include physical setting, job profile, culture and market condition.
Each aspect is inter linked and impacts on employees overall performance and productivity. It is the quality of the employees’ workplace environment that most impacts on their level of motivation subsequently performance.
Work environment can be thought of simply as the environment in which people work (Briner, 2000) as such; it is a very broad category that encompasses the physical setting (e.g. heat, equipment), characteristics of the job itself (e.g. workload, task complexity).
He adds that it also encompasses broader organizational features (e.g. culture, history) and even aspects of the external organizational setting (e.g. local labor market conditions, industry sector, work life balance).
Employees will always be contended when they feel that their immediate environment states are in LINE with their obligations (Farh, 2012). Chandrasekar (2011) asserts that the type of workplace environment in which employees operate determines whether or not organizations will prosper. The workplace environment consists of physical factors which include the office layout and design among other factors.
Other aspects of the workplace environment are the policies which include employment conditions. A better physical workplace environment boosts employees’ performance. Employees in many organizations are encountering with working problems related to workplace environmental and physical factors.
It has been argued by Pech and Slade (2006) that employee disengagement is increasing and it has become important to make workplaces that positively influence workforce. Employees’ comfort on the job, determined by workplace conditions and environment, has been recognized as an important factor for measuring their productivity (Leblebici, 2012).
In today’s dynamic and competitive business world, a healthy workplace environment makes good business sense. Managers should not just focus on the employees’ pay packet with the assumption that it is proportionate to performance (Heath, 2006).
Organizations deemed as a positive place to work will have a competitive edge over the others. Armstrong (2006) defines performance as the development of quantified objectives. Performance is not only a matter of what people achieves but how they achieve. Performance defined by Sultana et al. (2012) as the achievement of specified tasks against predetermined or identified standards of accuracy, completeness, cost and speed. High performance is a step towards the achievement of organizational goals and tasks.
Frese and Sonnentag (2001) opined that an individual performance is highly important for an organization a s a whole and the individuals working in it. Organizations need highly performing employees in order to meet their goals and to deliver the products and services they are specialized in and finally to achieve a competitive advantage. Platt and Sobotka (2010) assert that employee performance is the combined result of effort, ability and perception of tasks.
The factors that affect the level of individual performance are motivation, ability and opportunity to participate (Armstrong, 2009). He perceives performance as a function of ability and motivation. There are a number of factors that affect employee performance, the workplace environment impacts most their level of motivation hence their performance. Stup (2003) describes several factors towards the success of employees’ performance.
These factors include physical environment, equipment, meaningful work, performance expectation, feedback on performance, bad system among others. He adds that, to have a standard performance, employers have to get the employees task done on track so as to achieve the organizational goals.
1.2. Problem Statement
There are many factors that affect the performance of employees in organizations. Workplace environment plays an essential role towards workers’ performance and productivity in any organization (El-Zeiny, 2013). Providing a good workplace environment increases employee performance in organizations (Shikdar &
Shawaqed, 2003). When people are working in situations that suit their physical and mental abilities, the correct fit between the person and work task is accomplished. Employees are then in the highest situation for learning, working and achieving .The business environment is becoming very competitive and complex. For that reason the Management of MTN should therefore find ways to ensure that workplace environment is conducive enough to enable employee’s performance in order to remain competitive.
Talking about making the working environment suitable in MTN, this research in MTN has proven that a significant number of workers most of MTN are not very satisfied with their working conditions. Reasons being that, there is always delay in payment of salaries which pushes them to borrow hence cannot do proper planning, there is little or no bonus, there is little or no promotion.
With regards to all the complaints gathered from individual Employees working condition really calls for attention and it will be very important for the management of MTN to pay more attention on the working conditions of its workers (working environment).That is the reason this research is focused on the working environment of MTN in order to provide necessary solutions which if ignored will likely affect the performance of employees negatively.
1.3 Research Questions
The main research question of the study is to what extent does working condition affects organizational performance in MTN Buea?
The specific objectives are;
What is the effect of external working environmental factors on employee’s?
performance of MTN Buea?
What is the effect of internal working environmental factors on employee’s?
performance MTN Buea?