...Working Conditions and Employee Performance in the Public Sector (A Case Study of Madina Polyclinic) By Mr. Kley Elikem Pius pius3000@yahoo.com Abstract Management’s new challenge is to create an environment that attracts, retain and motivates its workforce. This study seeks to examine the working conditions on the performance of employees. It is also aimed at identifying the perception of employees about their working conditions. The study employs descriptive and sample survey techniques. A sample of 50 employees was selected from the Madina Polyclinic in Ghana where the study is focused by the application of stratified and sample random sampling methods. Data was collected by the use of a well-designed questionnaire. It was found that casual workers were not satisfied with their working conditions while aside them other employees were somehow/ averagely satisfied with their working conditions. Working conditions such as quietness of workplace, office arrangement, availability of working materials, salaries, bonuses and allowances and job security have an influence on the performance of employees. It was thus recommended that to ensure improvement in employee performance and productivity, measures should be put in place to establish a conducive working condition for employees. 1.1 INTRODUCTION Management’s new challenge is to form an environment that attracts, retain and motivate its workforce. The responsibility lies with managers and supervisors at all...
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...obligations and responsibilities of the employees, the employers, the labor representative organizations, the employer representative organizations in the labor relation and other relations directly related to the labor relation, the State management of labor. Article 2. Subjects of application 1. The Vietnamese employees, apprentices, interns and other employees specified in this Code. 2. The employers. 3. Foreign employees working in Vietnam. 4. Other individuals, agencies and organizations directly related to the labor relation. Article 3. Interpretation of terms In this Code, the following terms are construed as follows: 1. Employees are people from 15 years old and above, capable of working, working under labor contracts, receiving salaries and subject to the management of the employers. 2. The employers are enterprises, agencies, organizations, cooperatives, households and individuals hiring, employing employees under labor contracts. The individuals must be sufficiently capable of civil acts. 3. The labor collectives are organized collectives of the employees working for one employer or in one division under the organizational structure of the employer. 4. The internal labor representative organizations are the executive board of the internal Union or the executive board of the direct superior Union if the internal Union has not been established 5. The employer representative organizations are organizations legally...
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...Global Advanced Research Journal of Management and Business Studies Vol. 1(4) pp. 126-133, May, 2012 Available online http://garj.org/garjmbs/index.htm Copyright © 2012 Global Advanced Research Journals Full Length Research Paper Impact of Motivation on the working performance of employees- A case study of Pakistan. Akbar Ali1, Maira Abrar2 , Jahanzaib Haider 1 Bahaudin Zakariya University, Multan, Sub-Campus, Dera Ghazi Khan, Pakistan. Tel: 92-331-7304678, 2 3 Bahaudin Zakariya University, Multan, Sub-Campus, Dera Ghazi Khan, Pakistan. Bahaudin Zakariya University, Multan, Sub-Campus, Dera Ghazi Khan, Pakistan. Tel: 92-331-3312626, Accepted 10 April, 2012 Motives are key to human behavior. It plays an important role in performance and other activities and as such the manager should know what motivation is and how subordinates can are motivated towards performance. This study investigates the role of motivation on employees’ performance as the history of explaining human or animal behavior is not new.” why did one do what one did “had been the subject of working even in the past, some human behavior was explained as an outcome of demos impedance and this explanation was unscientific. Efforts were also made to determine principles which could explain human behavior. McDougall emphasized that man’s social behavior can be explained in terms of instincts which was later on criticized. Freud used “unconscious metal process” to explain behavior especially...
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...mother may be looking for the benefits of flexibility. A employee that is a husband and father, may be more concerned with family medical and dental plans. Whatever the case may be, the employer needs to be certain that they offer benefits that are effective for the needs of the employee’s. That being said, this paper will review something’s that an employer should consider for employee’s that are working abroad. Consideration for the Working Abroad Employee Benefits When you think about working abroad you first consider the fact that the environment is different than that of the home from in some way, shape, form or fashion. There are different dynamics that have to be addressed than an employee that is working local. One example of a working abroad employee benefits package is the military. When a soldier is deployed over seas’ they receive an additional pay, known as hazardous duty pay. The soldier is working overseas sometimes in a war situation, and sometimes in a rescue mission capacity. The soldier is exposed to dangers that they are not faced with on the home front so they are compensated more because of the risk. Another example is shift work, often times people who are working off hour shifts receive shift differential pay rate, which is paid for the inconvenience of working for example the” grave yard” shift. As a Human Resources manager who is developing a benefits plan for an employee that is working abroad there are many things that need to be considered;...
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...primary objectives regarding employees is to devote their maximum working hours to the organization. This is because our organization deals with recruiting people to abroad countries. The work itself requires high demand for working hours from the employees. Working 8 hours a day is not sufficient enough for the organization to achieve their targets. So, our organization uses various tools of motivation in order to increase the working hours of employees and also not discouraging them with their works. The tools are: • Pay roll, incentives and extra payment(overtime): Normally in our organization out of 30 days 20 days the employee need to work extra hours. Every month there are at least 2 major interview held for recruiting people. So, during these interviews working 8 hours is not sufficient. So, management has decided to pay extra for employee working extra hours. Every employee should exceed at least 10 hours extra time per week in order to be eligible for the overtime payment. So, during these periods the manager responsibility is to evaluate and keep record of all the employees working hours, their contribution during there hours towards the work. In someone is found to be shirking in the job then the action should be taken accordingly. This evaluation also makes the plus point for the jobs for their salary increment and promotion. • Our organization has also decided since employee have being working extra hour weekly they are also provide with transportation facilities...
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...Working Practices Full-Time This type of working practice means an employee will work a specified number of hours depending on their contract of employment. The standard hours for this are Monday to Friday 9-5 but this is very much dependant on the industry you are working in and full time work is usually determined by the total number of hours undertaken each week on a recurrent basis e.g. 35, 37, 39 hours would all be considered full time. Advantages to Employer: the same person is doing the job all of the time and they will therefore be more likely to have a high level of skills and expertise in that job. Advantages to Employee: ability to earn more benefits relating to job. Regular working pattern which can help with things such as child care. Forward planning for holidays etc. Disadvantages to Employer: Lack of flexibility in working hours. Disadvantages to Employee: Also lack of flexibility in terms of needing time of at short notice etc. Less time to spend with family and friend if you are working full time. Part-Time Employees will work an agreed number of hours per week; this could mean a reduced number of hours per day or a reduced number of days per week. This will again be dependent on the environment they are working in. Advantages to Employer: increased flexibility, overheads can be reduced, shared workload amongst staff. Advantages to Employee: increased work/life balance (see additional notes – Work/Life balance), less likely to become stressed,...
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...Section: An introduction: Employment is defined as a give and take relation between employer and employee, which result in the formation of an agreement resulting in the payment of a definite amount at the completion of the term of agreement, agreed by both the parties. Employment relation is thus affected by various factors as follows. Terms of employment. Place of employment. Payments as per agreement. Mode of payment. Amount agreed for payment. Completion of term of employment. Following of set of rules and regulations of employment. Benefits and losses following the employments conditions. Working conditions. Laws related to employment. Terms of employment. Rules and regulations related to employment. Market rate of employment. Inflation. Government directions. Thus, from the above the two major factors that impact the employment relationship are as follows. Internal factors: The two major internal factors that affect the employment relationship are as follows. Place of employment: http://www.uniassignment.com/essaysamples/law/impactofemploymentlawemploymentrelationshipslawemploymentessay.php 1/8 12/20/2015 Impact Of Employment Law Employment Relationships Law Employment Essay If the place of employment is far away from the residence of the employee and also there is lack of efficient transfers to the working place. Then the employee will always keep searching for a nearer place to his home. Thus an employer must keep care of...
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...minimum working hours vary for full time and part time subordinates. Whereas, managers make sure that there are enough subordinates on duty to meet business needs. Number of needed subordinates can be decided by managers. For example, Restaurant managers need more subordinates to work during weekend. Application description This application allows manager to add, delete and modify setting for subordinates and constraints such as working hours. Data sheet stores subordinates information such as employee name, employment type and working day restriction. Besides, it stores attendants needed, maximum and minimum working hours. By using solver excel function, Roster sheet presents a report describing shift work arrangement. Solution is found when total shortfall cell value is zero and working hours of subordinates meet requirement. Otherwise, report prompts message box stated no feasible solution found. Button usage description There are four buttons in Explanation sheet. 1) Add Employee New employee information will be stored in Data Sheet. Employee name should be unique. Duplicate employee name will be rejected by application. As excel 2010 solver limits to 200 adjustable cells, maximum number of employee is 14. (14 employees*14 half days=196 adjustable cells) Please refer to below website http://office.microsoft.com/en-us/excel-help/excel-specifications-and-limits-HP010342495.aspx 2) Delete/Modify Employee Managers can delete and modify setting for employee. After...
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...Abstract The purpose of this study is to analyse the argumentative issue between the times spent working in the workplace and their work performance. This study is not specifically mentioned which relevant industry it’s referred to. The initial perception of being in this study is there is a positive correlation between the times spent working in the workplace and the work performance. This study also analyse about the working productivity between the two countries which possess a very distinct working culture - Japan and Malaysia. There are some factors that influence the employee behaviour in the workplace, and this includes the influence from social media and the work-life balance of the respective employees. Apart from that, the factors such as job satisfaction and remuneration, career growth and job satisfaction are chosen as the main motivators for the employees in this study. Background of the Issue Hardworking is being associated as an attribute in which every employer crave in every of their employees. Hardworking in the eyes of the employer means the employee must be willing to do the extra mile on their job - means their working hours being extended beyond their usual. But along this case lies the question underneath. Is the extra hour spent in the workplace increase the work performance of the employee? Or employee can just simply stay around in their workplace for the sake of showing that they are hardworking, whereas they are not doing anything productive...
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...workplace an employee’s willingness to work is dependent upon the end result of working and how important the end result is to the employee. An employee will be more compelled to put forth more effort if it is believed that the consequence of doing so will be a positive performance evaluation. The employee must believe that by achieving a positive performance evaluation, an incentive will be achieved. The incentive, whether it is monetary or advancement, must benefit the employee (Robbins, 2012). In the first relationship of the expectation theory of motivation, the effort-performance relationship, the employee’s belief that recognition or praise for a job well done will lead to recognition or praise. If the employee believes working hard will result in a positive performance evaluation, the employee will exert more effort into doing a good job. However, if the employee believes working hard will go unnoticed, the motivation to work hard will be less (Robbins, 2012). The second is the performance-reward relationship. In this relationship, the employee believes that the recognition or accolades received by working hard will lead to a desired organizational result. The employee will work harder to attain a positive performance if there is a positive outcome to be gained, such as compensation or advancement. If the employee believes there is nothing to be gained by working hard, the employee will tend to be less motivated to do a good job(Robbins, 2012). The third and...
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...Reviews Updated Dec 11, 2013 All Employees Current Employees Only 3.4 796 reviews 57% of employees recommend this company to a friend 796 Employee Reviews Bottom of Form Review Highlights Pros: * "Great environment combined with a perfect work-life balance" in 49 reviews * "Great work environment/culture which makes it a fun place to work" in 45 reviews * "Good benefits; Good company to work for till profits started to slide off" in 36 reviews * "Lots of great people at the company, learned a lot and inspired my career in technology" in 33 reviews * "Good pay, great management, I felt like the work I was doing was important for the company" in 30 reviews Cons: * "No work life balance, limited career advancement, lack of good benefits of tech companies" in 20 reviews * "Senior management (C-Level) does no communicate down to employees well" in 27 reviews * "Poor management decision making processes - not innovative" in 18 reviews * "Upper management doesn't listen to people lower down that actually know what they're talking about" in 15 reviews * "Many bad/useless middle management built up over the years but the layoff did some clean up" in 13 reviews Reviews Dec 8, 2013 “Loved the company and the people.” Software Development Manager (Former Employee) Rolling Meadows, IL I worked at BlackBerry full-time for more than 5 years Pros – BlackBerry was a great company with great people. I still...
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...external factor that might impact on the employment relationship is the social impact. Organisations must be able to meet the demands of the business whilst managing the needs of their employees who due to social factors such as family etc. means organisations have to offer incentives such as flexible working, home-working or job sharing and other benefits such as holidays etc. in order remain competitive in order to attract candidates. Internal factors: 1. An internal factor that might impact on the employment relationship is the employment contract. ACAS notes: “A contract of employment is an agreement between an employer and employee and is the basis of the employment relationship”. ACAS also notes “A contract of employment will contain some terms such as: Statutory terms- “imposed, varied or regulated by law such as the minimum statutory notice period”. Express terms: “these are terms that have been specifically mentioned, either in writing or orally, and have been agreed by both employer and employee”. Implied terms: “these are terms that are not set out in writing or agreed orally, but may be too obvious to need to be recorded. An example of this may be that the employee will not steal from the employer”. Incorporated terms: are things that have been put into contracts from work rules or...
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...Unit: 3MER Supporting good practice in managing employee relations 1. Understand the impact of employment law at the start of the employment relationship. 1.1. Describe the internal and external factors that impact on the employment relationship Internal One internal factor that can impact on the employment relationship is employment laws and changes to employment law, for example maternity and paternity leave. New legislation enables couples to share maternity leave meaning men can take more time off work after the birth of a child. Another internal factor that can impact, is the strategy of a business. If a business needs to change its strategy for cost saving purposes it can result in reduction of staff. If a business needs to grow due to new strategy, this can result in an increase of staff, more training can become available to staff to enhance their skill sets and help the business grow. External In some cases, technological developments can destroy jobs, it can blur the separation between existing jobs and can lead to a lower skilled lower paid workforce. In these cases, the bargaining power of the employer becomes increased. In other examples, technological developments can create new jobs and make some industries more capital intensive. This increases the bargaining power of the employees. Political factors can impact on the employment relationship. Countries are now more interdependent than ever due to the reduction of trade barriers. Markets now...
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...facultyjournal.com/ ISSN: 2231-0703 A STUDY ON EMPLOYEE SATISFACTION PERSPECTIVES IN THE HOTEL INDUSTRY IN MALAYSIA Anantha Raj A. Arokiasamy, Quest International University Perak (QIUP), Malaysia ABSTRACT Satisfaction is fulfillment of a need or desire and the pleasure obtained by such a fulfillment. Employee satisfaction is a good measure to evaluate personal attitude to the professional activity of an organization. Employee satisfaction is considered to be a critical success factor for organizations. The concept of employee satisfaction has gained a special concern from both academicians and practitioners. The purpose of this study is to examine the relationship between career development, compensation & rewards, job security and working environment with employee satisfaction in the hotel industry in Malaysia. A total of 127 employees’ responses were collected from four three star hotels in Ipoh, Perak. Data were collected over a period of two months using survey questionnaire and multiple regression analysis were used to examine the correlation between independent variables and dependent variable. Since, the sample of this study comprises only the Food & Beverage staffs, it is hoped that a future extended study would include the front and back hotel staff as well. The results indicate that there is a positive relationship between career development, compensation & rewards, job security and working environment and employee satisfaction. The findings would greatly assists...
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...Elementary Division Manager Subject: Employee Claim of Constructive Discharge Date: September 16, 2014 As you have previously been informed, the company is currently facing a lawsuit filed by a former employee. This employee is claiming Constructive Discharge under Title VII of the Civil Rights Act of 1964 due to the recent changes in the company’s working schedule policy. At the beginning of the year the company changed the working schedule policy to accommodate the growth of the company. This new schedule requires all production employees to work the following rotating shift schedule: 12-hour shifts, four days on, four days off with the working days occurring any day of the week, Monday through Sunday. However, the working schedule for the office staff remained Monday through Friday, 8 am to 5 pm. All production employees used to work 8-hour shifts, Monday through Friday. The former employee, who voluntarily quit after the changes took effect, is claiming that the company “forced” him to quit because the new working schedule would require him to work on a religious holy day. A constructive discharge claim can only be established if there is either evidence of intolerable working conditions that would compel an employee to quit, or evidence of outrageous conduct by the employer, such as sexual assault or violent threats towards the employee. If the employee believes that working conditions are intolerable then the employee is required to take the following steps...
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