How much does working condition contribute to work effectiveness?

Research Methods in Business Project done by:- Group 31 TO 40 Class SYBMS, 4th Semester KC College Date: 28/2/2011

Group members 31 to 40

ROLL NOS

GROUP MEMBERS NAMES Monish Makhija Jidnyasa Malvankar Bharat Mandora Dixit Mehta Miti Mehta Shradha Modi Shabbir Petiwala Trupti Pithadia Sunita Punjabi

CONTRIBUTION MADE FOR THE PROJECT Questionnaire, Survey, Data Collection, PPT, Hypothesis Questionnaire, Survey, PPT, News Articles, Tables, Diagrams, Literature Review, Bibliography. Survey, Data Collection, PPT & Hypothesis. Survey, Data Collection, Literature Review, PPT & Hypothesis. Survey, Data Collection, PPT & Hypothesis & Conclusion. Survey, Data Collection, PPT & Hypothesis & Conclusion. Covering Letter, PPT, Data Collection & Hypothesis. Questionnaire, Survey, Data Collection, Literature Review & PPT. Questionnaire, Survey, Data Collection, PPT & Literature Review.

31 32 33 34 35 36 38 39 40

SR NO 1 2 3 4 5 6 7 8 9 10 11 12

INDEX TOPIC Introduction Objectives Methodology Survey Purpose Survey Questions Data Collection Tables, Graphs & Diagrams Literature Review Hypothesis Conclusion Acknowledgement Bibliography

PG NO

1. Introduction of the problem

Many managers and supervisors labor under the mistaken impression that the level of employee performance on the job is proportional to the size of the employees pay packet. Although this may be true in a minority of cases, numerous employee surveys have shown by and large this to be untrue. It is the quality of the employees workplace environment that most impacts on their level of motivation and subsequent performance. How well they engage with the organization, especially with their immediate environment, influences to a great extent their error rate, level of innovation and collaboration with other employees, absenteeism and, ultimately, how long they stay in the job. Many studies have revealed that most employees leave their organization because of the relationship with their immediate supervisor or manager.

In these days of recession, finding a job is the most difficult task above all things. So people who have a stable job that generates a regular income should be grateful for having it. But the important question is, are they happy with their jobs? All of us know that most of the people are not happy with their jobs and the reasons are delay in paying salaries, overtimes, heavy pressures etc. Though they are not happy with their present jobs, they cannot leave it because finding a new one is impossible at this time. So whatever may be the cause of your misery, you need to stick with it. Bosses know that whatever happen you will stick with your present job and won't leave it. So they are taking this as an opportunity and are making you to work harder. You can forget about the incentives you get for overtimes. You are required to give work more priority than your family. Unnecessary lay-offs certainly increase pressure on you. If you try to negotiate terms with your boss then you are probably the next one to be laid-off. However you can observe certain things and say if your boss is taking advantage of you or not.

Partiality: This should be expected in almost every field. If a colleague of yours having the same job description like you is being given more holidays and free time then there is no doubt that your boss likes him/her. There are even situations when incentives are given to everyone and you are neglected. Unnecessary cutoffs: When you see that your pay is being cut for a short absence from work and at the same time no extra pay is being given for overtime, then it's time for a serious talk to someone superior. Overtime: The biggest problem in all the companies these days. You are given your salary based on the hours you work. If your boss says that your future in the company is uncertain even after seeing you work for more than 60 hours a week, then your boss is certainly taking advantage. Unworkable Conditions: Everyone has a life after your job, but bosses often forget it and ask you to stay in the office until a project is completed. You will be threatened with a firing order if you leave before the work completes. Job may be a necessity but that necessity should not be taken as an advantage by others. If all the above things are happening in your life, then its better to have a friendly chat with your boss. Discuss about your problems in a friendly way. Change is inevitable in the life of an organisation. In todays business world, most of the organizations are facing a dynamic and changing business environment. They should either change or die, there is no third alternative. Organizations that learn and cope with change will thrive and flourish and others who fail to do so will be wiped out. The major forces which make the changes not only desirable but inevitable are technological, economic, political, social, legal, international and labour market environments.

In very simple words, we can say that change means the alteration of status quo or making things different. The term change refers to any alterations which occurs in the overall work environment of an organisation. When an organizational system is disturbed by some internal or external force, change frequently occurs. Change, as a process, is simply modification of the structure or process of a system. It may be good or bad, the concept is descriptive only. There are a number of factors both internal and external which affect organizational functioning. Any change in these factors necessitates changes in an organisation. The more important factors are as follows: EXTERNAL FORCES :

Technology Marketing conditions Social changes Political and legal changes

INTERNAL FORCES : Changes in the managerial personnel Deficiency in Existing organization Nature of the work force To avoid developing inertia

2.Objectives
The primary goal of any organization today is to promote opportunities for women and men to obtain decent and productive work, in conditions of freedom, equity, security and human dignity.

Communication explain four basic principles of communication (verbal and nonverbal) and active, empathetic listening. 2. outline four barriers and bridges to communication 3. list at least four ways communication skills which encourage staff involvement will help create a positive work environment.
1.

Effective coaching 1. state at least three job expectations for staff that focusing on meeting residents needs 2. plan five strategies to give frequent verbal and non- verbal encouragement and rewards 3. identify specific performance concerns with staff asking for possible solutions and decide together methods of measuring successful outcomes

Time Management 1. list job expectations of staff 2. provide tools to use in prioritizing tasks of resident care 3. create with staff a tentative schedule for cares based on these facts

 Stress Management 1. list and recognize major symptoms and behaviors related to too much stress 2. outline three to five stress management strategies 3. list quick strategies staff can use during work shift as well as at home to reduce stress level 4. educate staff about basic guidelines to build support work teams.

Communication skills/Cultural Approaches 1. teach each other and staff about different cultural approaches and living styles 2. identify three steps to foster a climate where differences in cultures are reviewed as positive and additive 3. learn at least three methods of problem solving when cultural differences and practices interfere with necessary resident care.

Job expectation/Coordination including authority and responsibility 1. learn three approaches to problem solving which includes identification of the underlying problem 2. make staff assignments based on input from staff 3. evaluate approaches and make corrections based on outcomes

Team work/Positive work environment/Positive Rewards

1. identify characteristics of an effective team 2. describe four skills leaders can use to foster comitment and collaboration 3. develop at least five guidelines to treating staff with respect and helping staff learn from each other

Goal Setting/Performance Reviews 1. develop guidelines to set specific goals with staff and help them plan to meet these goals 2. develop policy that encourages staff to seek education goals through career ladders 3. develop guidelines for effective observation and feedback toward goal achievement (by staff)

3. Methodology
Seeing the introduction to the problem, the survey fielding was conducted by our group between 18th & 19th February, 2011. Employees were notified of the survey with managers permission. The secondary information is provided from the website.

4. Survey Purpose
Our group conducted survey in Bank, Super Market. The purpose of the survey was to: Measure employee perceptions of the work environment Identify job satisfaction levels

 Identify areas of strength and opportunities for improvement The survey gathered information about employee satisfaction in their working condition in eight main areas: Job Satisfaction Communications Supervision Recognition Training Teamwork/Colleagues Mission/Motivation Workload/Resources

5. Our Survey
This survey asks questions about experience of workers working for their Company and other questions about how they think and feel about their company.

Our questions to employees:

01.What is your name ?

02.What is your sex?

a. ................................................. ..... b. ................................................. . 03. What is your age?

Male

Female

a. Under ................................................. ..... b. 21 to ................................................. . c. 35 to ................................................. . d. 45 to ................................................. . e. 55 or ................................................. . 04. Contact Number

21

34

44

54

older

05. How long have you worked for COMPANY?

Less than one ................................................. One year to less than two ................................................. Two years to less than five ................................................. Five years to less than ten ................................................. Ten years or .................................................

year

years

years

years

more

06.Which of the following best describes your role in the organization? First-level supervisor ................................................. Manager/supervisor higher than first level (Including senior management positions) ................................................. Not a manager or supervisor .................................................

05. What is your total income from this job, including overtime and bonuses? Less than ................................................. ... 20,000 to less than ................................................. 30,000 to less than ................................................. 50,000 to less than ................................................. 75,000 or ................................................. 20,000

30,000

50,000

75,000

more

11. Overall, how satisfied are you with your company as an employer? (Please circle one number) Very Dissatisfied Neutral Dissatisfied 1 2 3 Very Satisfied 4 5 Satisfied

12. COMPANYS leadership and planning (Please circle one number for each statement) Disagree Agree Cant Say

I have confidence in the leadership of my COMPANY.1 .2.........................3 There is adequate planning of corporate objectives....1 .2.............3 Management does not play favorites1.. ..2...............................3

13. Corporate Culture (Please circle one number for each statement) Agree Cant Say Quality is a top priority with my COMPANY . . ...1. 2..........................3 Individual initiative is encouraged at my COMPANY...1 .2..........................3 Nothing at COMPANY keeps me from doing....1 .2.........................3 my best every day Disagree

14. Communications (Please circle one number for each statement) Agree Cant Say My COMPANYS corporate communications are frequent enough..................................................1 ..2........................3 I feel I can trust what COMPANY tells me1 ..2........................3 There is adequate communication between departments. ....1 ..2........................3 Disagree

15. Career Development (Please circle one number for each statement) Agree Cant Say I have a clearly established career path at my COMPANY....1 ...2......................3 I have opportunities to learn and grow..........1 ...2......................3 Disagree

The performance appraisal system is fair.1 ...2...........................3

16. Your Role (Please circle one number for each statement) Agree Cant Say I am given enough authority to make decisions I need to make...................................................1 ...2....................3 I feel I am contributing to my COMPANYS mission.....1 ...2....................3 I have the materials and equipment I need to do my job well....................................................1 ...2....................3 Disagree

17. Recognition and Rewards (Please circle one number for each statement) Agree Disagree Cant Say

I feel I am valued at COMPANY..................1 ...2....................3 COMPANY gives enough recognition for work that's well done....................................................1...2 3 My salary is fair for my responsibilities........1...2 3

18. Teamwork and Cooperation (Please circle one number for each statement) Agree Disagree Cant Say

I feel part of a team working toward a shared goal. .1... ...23 Politics at this company are kept to a minimum ..1 ..2.....................3 19. Working Conditions (Please circle one number for each statement) Agree Disagree Cant Say

I believe my job is secure...........................1...2 3

My physical working conditions are good...1...2 3 Deadlines at COMPANY are realistic.........1...2 3 I can keep a reasonable balance between work and personal life.......................................1...2 3

20. Your Immediate Supervisor (Please circle one number for each statement) Agree Disagree Cant Say

My supervisor treats me fairly.....................1..2 3 My supervisor asks me for my input to help make decisions....1 ..2.....................3 My supervisor is an effective manager.......1..2 3

21. COMPANYS Training Program (Please circle one number for each statement) Agree Disagree Cant Say

COMPANY provided as much initial training as I needed........1 ..2.....................3 COMPANY provides as much ongoing training as I need........1 ..2........................3

22.

Benefits (Please circle one number for each statement) Agree Disagree

Cant Say Overall, I'm satisfied with COMPANYS benefits package.......1 .23

23. How long do you plan to continue your career with COMPANY? Less than a yearOne to two yearsTwo to five yearsMore than five yearsDon't Know 24. Would you recommend employment at your COMPANY to a friend? Definitely not Probably not Definitely would Maybe Probably would

25. What can your COMPANY satisfaction as an employee?

do

to

increase

your

26. What would you like to say overall about your COMPANY?

6. Data Collection, hypothesis and Report

1) Chembur Nagrik Sahakari Bank Ltd We conducted a survey by means of questionnaire at Chembur Nagrik Sahakari Bank Ltd and found the following information: All employees are male. Three employees are between age of 2134, three are between35-44, three are between45-54,and one is more than 55.Thus mostly employees are under the age group of 21-50.Employees have worked for more than 5 years. Employees

have kept up with the bank for more than 10 years. Employees are getting a really good pay that is more than 75,000 Employees are satisfied with their working in the bank. This shows that they are satisfied with leadership, planning of the bank and they respect the decision of the management body. Employees are given adequate chance to prove themselves. There is continuous communication and the information passed is adequate and trustworthy. There is co-ordination between different departments. The employees are given authority to make decisions. They feel positive as they contribute to the mission. They have the materials and equipments to do the job well. They feel valued, get enough recognition for doing their work well and are satisfied with their salary. They feel part of a team working towards a shared goal, politics is kept to minimum. They agree that their job is secured, physical working conditions are good, deadlines are realistic, and they can keep a reasonable balance between work and personal life. The supervisor is an effective manager, treats the employees fairly, asks the employees for input to make decisions. Training level is up to the mark. The banks training program provides the employees initial training as well as ongoing training required for work. As the employees are working for more than 10 years they have made it as a good career path and they have ample of opportunities to learn from the organization. They are given good appreciation at the time of achievement. Suggestions From the above survey ,we came to the conclusion that mostly all the workers were satisfied with the benefits and working conditions of the company and they would recommend others to join it. There are no really suggestion as such because most of the employees in the bank are

satisfied with the working condition and the work environment. So the management should just keep up with their good work and motivate them and keep training them for higher growth of themselves as well as of the bank. 2) Manohar Supermarket We conducted a survey by means of questionnaire at Manohar Supermarket and found the following information: Mostly men are working at the market. They are under the age group of 35-40.They have worked approximately for 5-10 years in the supermarket. Their total annual income including bonus and overtime does not exceed Rs 20,000. They do not feel like they are fairly treated at the supermarket. According to the survey there was equal ratio of agree, disagree and cant say about the companys leadership and planning department. They were satisfied with the corporate culture followed at the supermarket which helped them to generate interest in the market to some extent. Mostly everybody felt like the company doesnt trust them and therefore there was a feeling of insecurity between them. The survey clearly indicated that the supermarket has enough career opportunity programs but they all did not want to extend their career in the supermarket. They all were of the view that they are not given authority to make decision even when they are contributing to the companys mission. Mostly all of them were dissatisfied by the pay the company provided them according to the work they do. Regarding teamwork and co operation there was a mixed review of the people. People felt that their job is insecure and about 50% of the people were dissatisfied with the physical working conditions and the remaining had mixed response between agree and cant say. Their supervisor treats all of them fairly and they think he is

an effective manager. They thought their company does not provide initial training to them and that there is nobody to guide them. Suggestions As seen that employees are not satisfied with the working conditions in the supermarket management should take some effective steps. They should trust their employees and also increase their pay. With pay also the physical conditions in the supermarket. They should be rewarded when they do good job it will motivate them at a great level. They should be provided some security of their job so that they will feel like working longer and with much effectiveness. It is also seen that because of workers being dissatisfied they could not deal with customers also properly. They need to be given security, motivation and good pay which will inspire them to work more willingly and effectively.

7. Tables, Graphs and Diagrams

Table 1:1 Survey done at Bank Source: BMS Research Survey 2011 No of employees 1 2 3 4 5 6 7 8 9 10 Graph 1 of Table 1:1 Satisfied Dissatisfied

Total number of employees 10 Total number of employees dissatisfied 0 Total number of employees satisfied 10 Diagram 1 of table 1:1

T otal num of em ber ployees S atisfied & D satis is fied

satisfied dissatisfied

Explanation to the Diagram

The above diagram shows that out of 10 employees in the bank all ten employees were satisfied and 0 were unsatisfied. This means in the bank 100% of employees is satisfied with their working condition and 0% is dissatisfied.

Table 2:1 Survey done at Super Market Source: BMS Research Survey 2011 Number of employees 1 2 3 4 5 6 7 8 9 10 Graph 2 of table 2:1 Satisfied Dissatisfied Neutral

Total number of employees dissatisfied - 3 Total number of employees satisfied - 6 Total number of employees neutral - 1 Diagram 2 of table 2:1

The above diagram shows that out of 10 employees in the super market 6 employees were satisfied and 3 were unsatisfied and 1 was neutral.

This means that in the Manohar super market 60% of employees is satisfied with their working condition. 30% of employees is dissatisfied and 10% of employee is neutral with their working condition.

Overall Result of the research survey

Table 3:1
Source: BMS Research Survey 2011 Survey Bank Super Market Satisfied 10 6 Dissatisfied 0 3 Neutral 0 1

Bank - Out of 10 employees, 10 employees were satisfied and 0 employees were dissatisfied & 0 were very neutral. Super Market - Out of 10 employees, 6 employees were satisfied and 3 were very dissatisfied and 1 employee was neutral.

Graph 3 of table 3:1,

Comparing survey of Bank and Super Market

Bank - Our survey resulted that out of 100% of employees,100% were satisfied and 0% were dissatisfied & 0% is neutral with their work. Super Market - Out of 100% of employees, 60% were satisfied and 30% were dissatisfied and 10% were neutral.

This terminates that in bank 100% of the employees is satisfied and in super market 60% of the employees is satisfied.

8. Literature Review
(Primary and secondary data were used for the study. Primary data were collected through the direct personal interview with the help of questionnaire and secondary data gathered from journals, books, magazines, etc.)

News Article
ARTICLE - 1

TIMES OF INDIA
JANUARY 13, 2011

Common working conditions hurting workers

New research has found that increase in professional business practices such as outsourcing, hiring temporary workers and focusing on projectbased teams is having a detrimental effect on workers and likely poses long-term problems for employers. For their study, North Carolina State University researchers examined data on working conditions, workplace relationships and worker behaviour of professional employees over the past 80 years. The researchers found that, over that period, employers have increasingly implemented measures that they feel will improve worker productivity and profits. We found that, while these measures have succeeded in increasing performance pressure, there have also been unintended consequences, says Dr. Martha Crowley, an assistant professor of sociology at NC State and lead author of a paper describing the research. They also found that these business practices have led people to withdraw loyalty from their

employers and also that employees are no longer as committed to their employers goals. People are still doing their jobs and many are putting in a lot of hours, but they are not doing the things they would do if they were passionate about their work, Crowley says. The paper also addresses the deterioration of working conditions in the manual employment sector. The paper, Neo-Taylorism at Work: Occupational Change in the PostFordist Era , was co-authored by Daniel Tope of Florida State University and Lindsey Chamberlain and Randy Hodson of Ohio State University. The research was done using data collected under a grant from the National Science Foundation . The paper will be published in the August issue of Social Problems . NC States Department of Sociology and Anthropology is a joint department of the universitys College of Humanities and Social Sciences and College of Agriculture and Life Sciences.

ARTICLE - 2

TIMES OF INDIA
LUDHIANA: Teachers of students with special needs protested their working conditions and salary. The rally was held at Shaheed Chatter Singh Park by members of Inclusive Foundation Volunteers Association, Punjab, on Saturday. State president Gurvinder Singh Budde said, their condition was pathetic though they also help other departments like society welfare and health departments. "We want to tell the education department's director that our salary is around Rs 2,000 to 2,500 which works out to Rs 66.46 per

day. We spend Rs 26 daily on visiting the students' home. We get only Rs 40.86 daily while a daily wager earns approximately Rs 120," he said. "Our jobs should be made permanent and till then, we be paid Rs 10,000 per month," he added.

9. Hypothesis
The possible solutions are as follows:a.

High level of fair promotion system will lead to high level of work performance.

b. Reasonable pay system will lead to higher level of employees performance. c. High level of appropriate work itself will result in high level of employees work performance. d. High level of good working condition will lead to high level of employees work performance.
e.

Organization should develop good working condition. This facilitates employees to do their work effectively. Organization should design working procedure including hours work, over time payment and hours payment.

f.

g. Proper working environment should be designed. In that organization should provide adequate facilities employees to do their works such as appropriate equipment, work breaks, and work sharing.

In other words, employees job satisfaction has positive impact on their performance and the working condition. Even Though there are several factor affecting employees satisfaction, the researcher only considered four variables: promotion, pay, work itself and working condition. Therefore in future conducting a detailed research including various factors in this field, further option findings can be obtained.

10. Conclusion
This research accepted that there is as positive relationship between working condition and employees performance. That is high level of fair promotion, reasonable pay system appropriate work itself and good working condition leads to high level of employees performance. In other words, employees job satisfaction and working condition has positive impact on their organization. Even Though there are several factor affecting

employees satisfaction, the researcher only considered four variables: promotion, pay, work itself and working condition. Therefore in future conducting a detailed research including various factors in this field, further option findings can be obtained.

11. Acknowledgement
We owe a great thanks to our amazing mam, Mawithnju Mansukhani who made us do this project through which we gained ample of knowledge. We dealt with many employees and got to learn a lot about how actually things work in an organization and what kind of working conditions does they get. It will be really useful for us in future. Thank you mam.

12. Bibliography
Fred Luthans (2005), Organization Behavior, 3rd edition. oxford, pg 173 Arthur G Bedrian & William f Gluek(1998), Management, 3rd edition: Holt Sauders International, pg 110 - 111 Robson, C. (2002). Real World Research, 2nd edition, Oxford: Blackwell. Hoppock, R. (1935), Job satisfaction. 5th edition, New York: Happer and Brothers. Article 1 Times of India ( 13th January, 2010) Article 2 Times of India Websites:www.citehr.com www.surveys.krylon.com www.humanresources.com