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BOQUIREN, ANGELU Q.
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Chapter 1
I. Introduction
environment. A work environment can be identified as the place that one works,
which means the milieus around a person. It is the social and professional
designed and organized offices and work areas make significant differences to how
people feel about their work. Working environment can give some depressing
messages about how much the organization value employees and the standards
it expects from them. A satisfied, happy and hardworking employee is biggest asset
with their job that ultimately influence the growth of an organisation as well as
climate management, and relation with co-workers are the very important factors.
performance. People work individually and interact with others and this requires
with managers and supervisors at all levels of the organization. They have to create
a working environment where people enjoy what they do, feel like they have a
purpose, have pride in what they do and can reach their potential. The work
positively and negatively. In an effort to motivate workers, firms have put into
involvement, recruiting agreements, practices to help balance work and family life
combination of factors has created an environment where the business needs its
employees more than the employees need the business. It is the quality of the
efforts to make work environment more comfortable, safe and healthy. The
both positively and negatively. Comfortable office design motivates the employees
job environment that contains skills required to perform a job, authority, autonomy,
important for the employer to know how its work environment impacts greatly on
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the employee’s level of motivation and performance. A well designed office signals
the values and objectives of the organisation and the use of design in office interior
to find out if employee’s health can directly or indirectly disturb their work
performance or productivity.
environments, which extremely affect their status of mind, aptitudes, and actions
harmful to one’s health. These comprises poor air circulation, poor personal
cannot tolerate to misuse the abilities of their staff. For that reason, public
companies cannot afford not to do their possible best to create a comfortable, safe
that encouraging local workers is not an easy task in the mist of poor working
due to their poor work environment and managers cannot do much to resolve the
issue because of the firm civilservice laws. How local managers can inspire their
and for that matter needs immediate attention. It requires a completely diverse
method than what was used some years back to retain and motivate workers
currently. Worker’s well-being and confidence are regularly consistent with respect
advancement in government organizations has not kept pace with the growths
situation can adversely affect the productivity of government organizations and for
the employees.
organisation which will serve as a guide to evaluate how the working environment
room for employees to voice their level of work affection which helps in formulating
training needs. In a more perspective view, the outcome of the research would be
study would serve as background information for similar research in the future.
Scope of Study
were administered to the employees of Caloocan City Hall through the Accounting
department heads, senior and junior staff including both permanent and contract
staff.
that some respondents were unwilling to fill the questionnaires. Also, inadequacy
of time was another problem. Besides, the primary data was administered and
collected during working hours which conflicted with the work schedule of
another problem. Some respondents were reluctant in probing into vital issues
and influences that affect the growth, health, progress, etc., of someone or
something.
Employee - a person who works for another person or for a company for wages or
a salary.
Work - job or activity that you do regularly especially in order to earn money.
environment that attracts individuals into the health professions, encourages them
to remain in the health workforce and enables them to perform effectively. The
entering the health professions (recruitment) and for remaining in the health
that enable health workers to perform effectively, making best use of their
knowledge, skills and competences and the available resources in order to provide
high-quality health services. This is the interface of the work environment and
quality of care.
The work environment refers to the relationship between a worker and his
environment that can be broken down into different dimensions like the social,
technical and economic in which the work is normally viewed and designed.
Stephen P. Robbins (2001) advocates that working conditions will influence job
environment. In turn this will render a more positive level of job satisfaction. Miller,
Erickson & Yust (2001) forwarded their view that employees get benefited by work
environment that provide sense of belonging [cited in Shoaib Madiha et al., 2009].
environment reduces sick leave, lowers turnover rates and increases efficiency.
have a direct impact on the productivity, health and safety, comfort, concentration,
job satisfaction and morale of the people within it. Important factors in the work
environment that should be considered include building design and age, workplace
layout, workstation set-up, furniture and equipment design and quality, space,
in which they work. Work environment involves all the aspects which act and react
physical, mental and social environment where employees are working together
and their work to be analyzed for better effectiveness and increase productivity.
The major purpose is to generate an environment which ensures the ultimate ease
of effort and eliminates all the causes of frustration, anxiety and worry. If the
environment is congenial, fatigue, monotony and boredom are minimized and work
class. Those belonging to the upper class enjoy the best opportunities in terms of
job satisfaction, facilities, advancement, and choice of career. Those from the
middle class are usually able to land white-collar jobs with some room for
Philippine society. The unemployment rate in the Philippines rose to 10.1 percent
impeachment trial on charges of graft (illegal or unfair gain) and corruption. The
confidence hit rock-bottom. Nearly 3 million Filipinos were unemployed and the
Labor and Employment is the main agency making and implementing labor policies
and government programs. Guidelines set by the Labor Code of the Philippines
guarantee equal work opportunities to all, equal compensation for work of equal
value, secure work tenure, overtime and vacation benefits, safe working conditions,
Scand (2002) states, that there are five requirements, which should be
individual is allowed to influence his work, methods and practices. This allows an
individual to maintain his individuality at work. The design of the work should be
self explanatory for the employee, which means that the employee should be able
to understand the work process easily. The employees should be provided with
opportunities to showcase all their skills. They should also be provided with
opportunities to enhance and develop new skills. Organizations should take care
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that the employees have an environment where they get a chance to make human
contacts and co-operation with other employees during their work. Employees
should have satisfactory working hours, so that they are able to fulfill their
obligations apart from job, which includes duties towards family and society
(Scand, 2002).
and stress are two sides of the same coin. Therefore, it is important that the work
Baah and Amoako (2011) described that the motivational factors (the nature
of work, the sense of achievement from their work, the recognition, the
responsibility that is granted to them, and opportunities for personal growth and
advancement) helps employees to find their worth with respect to value given to
which will ultimately raise internal happiness of employees and that the internal
happiness will cause satisfaction. Hygeine factor can only cause external
happiness but they are not powerful enough to convert dissatisfaction into
satisfaction but still its presence is too much important. According to them the
Herzberg Two Factor Theory, both Hygiene and Motivation factors are linked with
each other, as Hygiene factors move employee from Job dissatisfaction to No Job
UNIVERSITY OF CALOOCAN CITY
dissatisfaction, whereas motivation factors moves employees from no job
2.5 Theories
objectives. The challenge and dilemma for many managers is how to create this
type of motivation (Dieleman and Toonen, 2006:1). While there are many theories
surrounding the notion of motivation, two distinct areas of motivation are usually
mixed (Dieleman and Toonen, 2006:1). That is the emphasis placed on motivation
Both are very vital and managers have to critically understand the impact of their
because even people with the required knowledge, skills, and abilities will perform
poorly if they are not motivated to devote their time and effort to work (Harris in
Milapo, 2001: 29). Workers have needs which a workplace must fulfil in order to
avoid demotivation. When workers lack motivation they tend to resort to anti-work
deadlines, display of open frustration and all these factors work negative to the
increase workers efforts, satisfaction and commitment. The study discuses three
leading motivation theories into detail. It is argued that motivation theory is a basis
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for this study because achieving higher levels of performance requires attending
management approaches.
how people observe human behaviour at work and organisational life. He believed
that companies follow one of the two opposing approaches. He called these
the responsibility to ensure that the productive elements of the enterprise are
organised such as money, materials, and people with the purpose of meeting
economic ends. People have an inborn dislike of work and tend to avoid it
whenever an opportunity arises, they are inborn selfish, indifferent to the needs of
they always need to be directed to take responsibility and have little or no ambition
but above all every thing they seek security. Due to the lazy inherent nature of
human beings they are not able to perform well in their own initiative. In order to
an active intervention, people tend to remain passive and resistant to the needs of
such as money, materials, equipment and people with the aim of meeting economic
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ends. To people work is a natural thing, they are not passive or resistant to
organisational needs and are always ready to express self direction when
committed to the objectives because people are naturally not lazy. Unlike theory X
people accept and seek responsibility at all times. However the only way
management can ensure that people are committed is to provide them with the
right conditions and operation methods to enable them achieve their goals through
potential and help them to release that potential towards the achievement of
as guides and this leads to a variety of possibilities which fall between two
extremes. In one extreme side management can be hard or strong and on the other
management has taken towards the work force while many modern organizations
are now taking the enlightened position of theory Y (Boeree, 2006:3). Mc Gregor’s
theory Y is linked to the questions in the questionnaire that are concerned about
his hierarchy of need he developed five major layers of needs, which he listed in
esteem needs and self fulfilment needs. He believed that these needs are generally
theory. He believes at this point individuals have the desire to achieve their full
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potential and skills. Contrary to the lower needs, this need is never fully satisfied;
According to Maslow a small percentage of the population attain the level of self
fulfilment. After a person has successfully attained the sense of belonging, they
develop the urge to have a considerable degree of importance. This class of needs
is associated with the need to have a firm and stable, high valuation of ones self
and to attract respect from other people. He called this category of need the esteem
safety and security needs in order to overcome the threat of physical and emotional
difficulties, such needs may be met by protection against threat and the fulfilment
then the desire to satisfy that need will be increased and all the other needs above
in the pyramid will not be desired, until that need is met. Physiological needs are
the ones required in order to satisfy the basics of life, such as air, water, food, sex
and sleep. The lower order needs have to be satisfied in order to pursue higher
level motivators along the lines of self fulfilment. The argument of his theory is that
the need for self fulfilment can not be satisfied. Man is always wanting and
therefore it is only a need that is not satisfied that can motivate behaviour and the
dominant need is the one that makes one to act in a particular way in order to fulfil
it. People develop psychologically as they advance up the hierarchy but progress
Need to Management: Boeree: 2006 “If Maslow’s theory is true, there are very
organisation should ensure that it provides for example sufficient lunch breaks and
offer salaries that enable the workers to be able to meet basic needs. Safety needs
provision of job security and a feeling that workers are safe from any threat. Social
the spirit of communal living by encouraging team spirit among the workers.
working employees and provision of status to make them feel valued and
Herzberg’s theory is rooted into two underlined parrel sets of needs namely
man’s need as an animal to avoid pain and as a human the need for psychological
growth. In his theory he listed a number of factors that are similar to Maslow’s
hierarchy of needs, except his theory is more inclined to the working environment.
He divided these factors into two major categories namely hygiene factors
salary and benefits, supervision, status, job security, co-workers and personal life
associated with what a person does while the other is concerned with the situation
in which it is done. The motivators have the ability to create an effective motivation
in individuals in order to be able to perform and exert considerable effort while the
disatisfiers describe the work environment but do not have much effect in creating
positive job attitudes. The hygiene factors are disatisfiers because they form the
environment in which man is persistently trying to adjust while the motivators create
motivation because they are the tasks available to facilitate the achievement of
growth. Herzberg argues that hygiene factors must be initially observed in the job
before motivators can be used to stimulate the job and the resultant feeling of
motivation to be achieved. This implies that you can not use motivators until all the
hygiene factors have been fulfilled. Hygiene’s theory spells out unique and distinct
issues which people need in their work to enable them feel motivated to perform
well.
2.6 Journal
environments unsafe and impede the productivity rate of the worker. Therefore, the
workplace entails an environment in which the worker performs his work while an
environment have directly affected the human sense and subtly changed
employer/employee relationship of old has been turned upside down. Workers are
living in a growing economy and have almost limitless job opportunities. This
combination of factors has created an environment where the business needs its
Chapter 3
RESEARCH METHODOLOGY
A research design can be defined as a plan for selecting sources and type
of information used to answer the research questions. The research design for this
study was the survey research design to assess the relationship between work
method was used in this study. The essence of deploying the survey method in this
research was to make sure that the findings and results would be generalized. Data
The main research collection tool of the primary data was done through
Accounting Department. All of the questions asked in the study were closed-ended
within a limited set and it was used essentially to gather factual data such as gender
and age and the open-ended questions allowed for flexibility on the part of
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respondents. In a study by McNamara, (2008), open-ended questions solicit
subjective data, generate a wider variety of responses and better reflect the
number of participants. This actually enables the researcher to have a high degree
3.4 Questionnaires
Secondary data was also used as well. Secondary data is data already
collected for some other purposes. The secondary data sources include but are
not limited to published articles, books, reports related to the subject area, as well
as internet sources. These sources were generally used in the literature review
chapters to develop the arguments that serve as the basis for the empirical study.
fraction of the population that answers the research questions. It can be said that
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the reasons for undertaking surveys is to enable the researcher generalize from
the sample to the population that the hypothesis regarding attitudes, behaviour
among others can be made. Thus how respondents are selected for a particular
study is very critical for the success or otherwise of the study. The size of the
resources available during the limited duration of the study. Since sampling is a
subset of the population of interest to the researcher, the sample for the study was
20 employees of Caloocan City Hall. Simple random sampling was used to select
statistical population in which each member of the subset has an equal probability
of being chosen.
achieve its objectives. Research can be classified into qualitative and quantitative.
Qualitative methods focus on the diction, words and observing the subjects in order
to describe reality. Quantitative methods on the other hand come from the
academics and it emphasizes serious belief and trust in figures which are used to
stand for opinions and concepts. It has been said that the last two decades has
seen intense debates about the comparative strengths and advantages of the two
approaches.
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3.9 Administration of the Research Instruments
The research was carried out by the use of a questionnaire. There are three
questionnaires), and through using secondary data. Two of the three categories of
collecting data (through observation and direct communication) were used for this
The research was carried out by the use of a questionnaire. The raw data
obtained from a study is useless unless it is transformed into information for the
purpose of decision making. Data from the answered questionnaires in this study
was analyzed by using percentages. The collected data was checked for
consistency and then frequencies and percentages used to show responses of the
Caloocan City Hall. The department records account payable and receivable,
inventory, payroll,fixed assets and all other financial elements. The department’s
government’s financial position and any changes required to run the government
cost- effectively.
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Chapter 4
Table 4.1
60% 55%
50% 45%
40%
30%
20%
10%
0%
Male Female
According to the response, 55% and 45% of the respondents are female and male
Table 4.2
80% 75%
70%
60%
50%
40%
30%
20%
10% 10%
10% 5%
0%
respondents followed by the same percentage of 10% which constituted the 31-
40 and 41-50 years old respondents. The lowest number of respondents was
Table 4.1.3
70%
60%
60%
50%
40%
30%
20% 20%
20%
10%
0%
1-5 years 6-10 years 11-20 yrs
constituted 20% of the respondents who had 6-10 and 11-20 years of experience
1.00
0.80
0.80
0.60
0.40
. 0.20
0.20
Yes No
work environment affects the productivity of the employees of Caloocan City Hall
while the remaining 20% of the respondents disagreed that physical work
Table 4.1.5
120%
100%
100%
80%
60%
40%
20%
0%
Yes No
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According to the response, 100% of the respondents agreed that the
the employees. However, none of the respondents disagreed about the said
questionnaire.
Table 4.1.6
60%
50%
50%
40% 35%
30%
20% 15%
10%
0%
According to the response, 50% of the respondents believed that the work
environment at Caloocan City Hall had a very good satisfaction. The another 35%
of the respondents believed that it had a good work environment. And the lowest
percentage which constituted 15% of the respondents believed that the work
Are your problems with physical conditions concerned with your work place
environment?
80% 70%
60%
40% 30%
20%
0%
Yes No
According to the response, 70% of the respondents voted yes about the
the remaining 30% of the respondents voted no about the said questionnaire.
Table 4.1.8
Are your work place environment problems concerned with your (multiple
answers)
80%
70%
70%
60%
50%
40%
30%
30%
20%
10%
0%
However, 30% of the respondents said that the problem in workplace environment
is concerned about the space of their office. Therefore, majority of the employees
believed that workplace layout has a big factor in terms of the workplace
environment problems.
Table 4.1.9
100%
80%
80%
60%
40%
20%
20%
0%
Yes No
organization has a stable fiscal well-being. And the remaining 20% of the
what the employee is doing right as well as feedback on their organization's well-
being.
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Table 4.1.10
100% 95%
80%
60%
40%
20%
5%
0%
Yes No
organization's work has a positive impact on people's lives. And only 5% of the
respondents are against about the said statement. Majority of the employees
believed that there's a big influence if the work on their organization has a positive
Table 4.1.11
120%
100%
100%
80%
60%
40%
20%
0%
Yes No
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According to the response, 100% of the respondents believed that their
Table 4.1.12
60% 55%
50%
40% 35%
30%
20%
10%
10%
0%
satisfaction towards their job. The another 35% of the respondents believed that
they had a good satisfaction. And the lowest percentage which constituted 10% of
the respondents said that they had a poor satisfaction towards their job.
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Chapter 5
5.1 Introduction
analysis done so far. Recommendations based on the findings have been provided
to improve the work environment of Caloocan City Hall. The study is concluded
5.2 Conclusion
The study set out to assess the effects of work environment on employee’s
Hall. A response rate of 100% was achieved. The data collected was analyzed
using graphical presentation and supporting interpretations. It was found that, each
of the components that define work environment were statistically significant to the
performance of the employees at Caloocan City Hall. However, the physical and
psychological work environment of employees of Caloocan City Hall were the most
conducive work environment at Caloocan City Hall. In the end, work environment
5.3 Recommendations
Since the physical and psychological environment of Caloocan City Hall was
noted to be conducive, the city hall must keep an eagle eye on it so that the working
In view of the fact that there was an impact of physical and psychological
motivational level of the employees and the stressful nature of their work, the
Caloocan City Hall is advised to introduce reward systems to enable the employees
feel that they are being valued by the organization they work for. The reward
system would encourage the staff to be punctual at work and work harder because
their well-being is seriously taken care of by the management of the city hall. Also
the city hall is advised to take care of their employees career and self-development
In view of the fact that work environment was statistically significant to the
Caloocan City Hall. For this reason, the city hall is advised to invest in them.
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Similarly, the work environment of the city hall has positive impact on the
productivity of its workers so the current must be maintained for the employees to
REFERENCES
1. http://caloocancity.gov.ph/departments-offices1/revenue-and-financial-
services/city-accounting-department
2. http://caloocancity.gov.ph/departments-offices1/city-government-services/53-
public-information-office
3. http://www.caloocancity.gov.ph/departments-offices1/revenue-and-financial-
services/city-accounting-department#contact-us
4. https://thesis.eur.nl/pub/7156/Stella%20Opu%20HRE.pdf
5. https://www.simplypsychology.org/maslow.html
6. http://www.jiem.org/index.php/jiem/article/viewFile/1530/755
7. http://www.stat.yale.edu/Courses/1997-98/101/sample.htm