23
ABSTRACTThe main problem of the study is the effects of working
conditions on employee productivity. These conditions may include
the workplace environment which may not be conducive at times. The
researcher will undertake this topic so as to help the management
to know what kind of environment the employees prefer to work in.
This study is limited as it will only be focused on the hotel
environment. The critical issues in the literature review are
employee productivity, flexible working conditions, and employee
reward method. The questionnaires will be personal
administered.CHAPTER ONE1.0 IntroductionThis chapter contains
background of the study, statement of the problem, objective of the
study, research question, and significance of the study, scope of
the study, limitation of the study and the theoretical framework of
the study.1.1 Background of the studyIn the 21st century a few
hospitality establishments in Kenya do experiment flexible work
places. Traditional cellular offices and the open-plan offices or
team-oriented bullpen spaces in which everyone had their own fixed
workplace were no longer a matter of course. Making use of modern
attention use of modern information and communication technology;
the pioneers redirected their attention towards the sharing of
activity-related workplaces in an establishment. Economic
considerations e.g. low occupancy of expensive workplaces,
organizational developments, team work and fast exchange of
knowledge, par time-work and external developments globalization,
and strong completion are important drivers for change. The aim is
to stimulate new days of working dynamic, less closely linked to
place and time, to improve labor productivity and to make major
cost savings without reducing employee satisfaction.Employees are a
vital part of a business resources and the level of their
contentment with their work will reflect both in the increase in
productivity and quality of business product or service. Therefore
it is important you ensure that the conditions of the workplace are
conducive to meet the necessary level of employee enjoyment. The
conditions subjected to employees of the hotels in Eldoret town are
a critical issue in the competition era in the hospitality
industry. The conditions become a challenge to the management of
the hotels due to the fluctuating turnover for the employees on
areas such as customer service. Working conditions subject to the
employees send a signal of lack for incentive by the management to
maintain high productivity by the employees. Every business margin
since it determines the profit margin and the growth of the
business as whole. Fluctuating productivity becomes a challenge and
the management in most cases pose with questions of how it handles
the junior employees, productivity therefore is one of the most
important areas in business that propels the business to greater
heights so as to acquire a bigger market share.The dictionary
defines productivity as the state of producing rewards or results.
Productive means fruitful, lucrative and profitable. In this
context productivity is synonymous with output. In scientific
literature productivity is defined as the relationship between
output and input; between proceeds and sacrifices.Hotels are
primarily concerned with achieving a better performance at lower
costs. For employees, a very important factor is gaining pleasure
from their work. With respect to employee satisfaction, a common
belief is that giving up ones personal desk conflicts with basic
human needs for privacy, territorially, and personalization and
expressing ones status, but that this can be compensated by nice
architecture and interior design and high-tech gadgets. A probable
resistance to change will be counterbalanced by organizational
advantages such as reduced facility costs and increased
flexibility, which make it easier to cope with growth and staff
turnover.According to Clements-Chrome, productivity depends on four
clusters of variables: personal characteristics, such as
relationships with colleagues; organizational characteristics, such
as the organizational structure or management style; and
characteristics of the physical environment such as indoor climate
(temperature, lighting, and acoustics), air quality (humidity and
pollution) and workplace layout. The external environment will have
an effect as well: for instance, the employment market; rules made
by governments and private concerns; and globalization
.Organizational productivity can be measured through employee
meeting targets, queue management, and number of complaints from
customers.1.2 Statement of the problemEmployee productivity in
every organization is an important aspect in relation to the profit
margin of a business hence it has an influence in the achievement
of objectives and goals of business. Performance of every employee
therefore has the relationship with productivity of any business
which influences the profits of the business. In situations where
it is possible to obtain commitment to objectives, it is better to
explain the matter fully so that employees grasp the purpose of an
action. They will exert self-direction and control to do better
work-quite possibly by better methods-than if they had simply been
carrying out an order which they did not fully understand.The
situation where employees can be consulted is one where the
individuals are emotionally mature, and positively motivated
towards their work; where the work is sufficiently responsible to
allow for flexibility and where the employee can see her or his own
position in the management hierarchy. If this conditions are
present, managers will find out that the participative approach to
problem solving leads to much improved results compared with the
alternative approach of handing out authoritarian orders.Most
employees enjoy challenging work. One way the manager can provide
this is by allowing employees to participate in decision making and
problem solving. An effective manager recognizes that capable and
productive employees do not require constant supervision.
Management can also provide employees with flexibility in deciding
when and how some of the tasks are to be performed. Employees can
also be allowed to do whole tasks by themselves without having to
wait on the manager to assign the tasks in steps. Most employees
want this type of independence in the workplace and want to be
trusted when they perform tasks.1.3 Objectives of the study1.3.1
Broad ObjectiveThe general objective of the study was to access the
cause of fluctuating productivity in relation to working conditions
of employees in the hotel. The objectives of the study are;i. To
determine the suitable methods of improving employee working
condition.ii. To establish the benefits of good working
conditions.iii. To find out the effect of working condition on
employee performance.iv. To establish the challenges facing
employee state of working.1.4 Research questionsThe following
research questions are formulated from the research objectives. The
aim of this study is to solve the problem in the area of study by
answering these questions. They include;i. Which are the suitable
methods of improving employee working condition?ii. What are the
benefits of a good working condition on employee productivity?iii.
What is the effect of working condition on employee performance?iv.
Which is the challenges facing employee working condition?1.5
Significance of the studyPerformance is the outcome of the work
done and is affected by the conditions subjected to employees, it
has been established that poor productivity by employees is a
result of working conditions subjected to employees. In the past,
policies developed have worked in accordance with law and has been
producing good results over considerable period of time but due to
various challenges of the economic system the conditions of working
to employees impacts on their productivity. Improved conditions may
increase the productivity since will be employee the satisfaction
and reduced employee turnover. The research study is set to benefit
category of people and different organization.The hotel will
benefit in formulations of strategies to reduce the rate of
employee turnover, and the same time retains qualified and
experienced employees who are efficient in the establishment.
Moreover another characteristic of achievement is that the bank
will motivate its employees upon which motivated people seem to be
more concerned with personal achievement than the rewards of
success. They do not reject rewards of success. They do not reject
rewards, but the rewards are not as essential as the accomplishment
itself.The employees will benefit in that they will get the kind of
environmental desire by people with a high need of achievement to
seek situations in which they get concrete feedback on how well
they are doing is closely related to this concern for personal
accomplishment.An effective manager can provide a friendly
environment and provide opportunities for employees to get to know
their co-workers. Employees are prone to be more satisfied if they
their colleagues and support for one another thrives in the
work.1.6 Limitation of the studyDuring the study the following
limitations may be encountered. The hotel staff may not be free to
give out the very sensitive information because of fear that it
might be used against them. For instance some questions in the
questionnaire may not be answered by some respondents and the
researcher may manage to convince a quiet number of respondents to
answer them.1.7 Scope of the studyThe study wants to find out the
impact of working condition on employee productivity. The will
target employees of hotels in Eldoret town.1.8 Theoretical frame
workThe study will adopt the theory of productivity of Elton Mayo.
Specifically wanted to find out the effect of fatigue and monotony
had on job productivity and how to control them through such
variables as rest breaks, work hours, temperature and humidity.
This theory discusses about employee productivity .In the process
he stumbled upon on a principle of human motivation that would help
to revolutionize the theory and practice of management. Here is a
direct relationship between working conditions and productivity of
employees ,working conditions includes such factors as salaries and
allowances ,housing, provision of employee health, welfare and
safety when this conditions are improved better productivity is
enhanced. Productivity is hence development in the nature and state
of working conditions performance refers to attainment of through
desired results. This can be measured through performance
indicators such as less overtime duties, better relationship with
managers. The research variables are therefore working conditions
being independent variable and productivity representing the
dependent variable.CHAPTER TWOLITERATURE REVIEW2.0 IntroductionThe
purpose of literature review is to examine the past studies already
raised by number of scholars as far as employee working conditions
is concerned. This chapter discusses literature of their
productivity.2.1 Review of literatureNo hospitality establishment
wants to be known for its high employee turnover rate. All
hospitality establishments would love to have happy employees and
be able to improve productivity. So how does a boss achieve this
goal? Try this ten ideas and you are sure to have happy employees
and theyll want to improve their productivity;1) Offer a
stress-free workplace and bring in a massage on a weekly basis to
give five minutes mini massage to relieve aches, pains and tight
muscles. 2) Have theme days and offer incentives for those who
participate.3) Offer a perfect attendance award each month.4) Have
a brain storm-session where all employees are invited to offer the
suggestions to improve the establishment.5) Show that you care and
respect your employees by knowing them by name.6) Walk around the
workplace and visit the workspaces of your employees.7) Talk to
your employees; ask them if they have any problems or concerns.8)
Make one Friday a month ice-cream day and have a ice-cream truck
stop by and let the employees choose whatever they want from the
truck at establishment expense.9) Make sure that insurance and
benefit plans offer good programs and fair to your employees
without them pay outrageous out-of-pocket costs (Bed man 1995).10)
Play classical music in the workplace at times and create a stress
free environment.Bed man (1995) defines performance as the outcome
of work done. The oxford dictionary defines performance as an
accomplishment, execution and carries out anything ordered or
undertaken. According to Armstrong, performance is a process for
measuring output in the shape of standards and performance based on
attained standards and performance indicators and it is concerned
with inputs, the knowledge, skills and competencies required to
produce desired results (Armstrong 2000).Actual productivity; for
example the number of phone calls per employee or unit of time(call
centre) or the number of completed policies per month, per employee
or per division.(Armstrong 2000)Perceived productivity; for
example, by asking people to assign report to the environment
indicating the extent to which it supports their productivity or
asking them to rate their appreciation a three or five point scale.
Variants include: what percentage of your time is spent working
productively?, what percentage of time of your time is spent
unproductively because of distraction?, what percentage of your
time is spent searching for suitable working place?, by what
percentage would your productivity increase if working conditions
were to change?Absenteeism due to illness is a form of
non-productivity.Indirect indicators, to what extent can people
concentrate properly or are they actually distracted? How quickly
can employees solve a problem or supplement a lack of knowledge
through interaction with colleagues?Although perceived productivity
probably provides a reasonable indicator of the actual productivity
and particularly of the qualitative effect (positive or negative)
of the examined variable the output of the individual, the
reliability and validity of this measurement method is
questionable. On the other hand, we most probably do not measure
productivity so much as satisfaction. It is likely that people who
are satisfied with a particular concept are more inclined to view
the effect on their productivity in a positive light, while
dissatisfied may be inclined to regard the effect as
negative.Personal motivation and the infrastructure of the work
environment are the principles of management that dictate how to
maximize employee productivity. Where there is maximum productivity
of employees, there will likely be maximum profits for any type of
establishment. Although many people in the industry today may think
the most obvious incentive for increasing employee productivity in
the work place is salary and promotions, surprisingly, this is not
always the case, (Armstrong 2000). Optimal human resource
management has less to do with salary and more to do with factors
that will be discussed in this article. What motivates employees?
Is it the amount that employee gets paid? Is it possibly
recognition on doing a good job? Is it the power of praise? Is it
the environment that the employee works in? Is it the ability to
get goals for the employee? How about disciplinary guidelines in
the workplace? A key motivation for employees in a work environment
is that each employee is treated fairly no matter what level of
input a particular has in relation to the business process as a
whole. It is essential for a manager to give each employee a sense
of playing an integral role in something that is much larger.
(Armstrong2000) There are needs to be trusted in each and every
employee to let them expand their talents by letting them perform
in bigger roles in an ongoing project. Loyalty is the key to
element of motivating workers and increasing the overall
productivity of operations. Another factor in motivating the
employees in the workplace is the power of praise. While often
ignored or forgotten by managers in the workplace, giving an
individual worker a sense of worth in relation to the actual work
they have done for the company, praise an recognition have been
shown to dramatically increase productivity. Motivating an employee
in a workplace does not have to always be positive. Setting
disciplinary guidelines for employees to follow in the workplace
will lead to productivity as well. Productivity has been known to
increase if workers are not faced with consequences with poor
performance. Setting guidelines in the workplace leads to a more
structured environment for everyone. Employees will understand the
limits and standards that they are required to follow, which in
turn will promulgate respect for the manager as well as more
functional, productive department. Managers need to be very
creative when it comes to penalize workers who bring down
productivity. By establishing consequences and the value of
behaviors the manager can focus his or her employees on positive
reinforcement (Arm strong 2000) Setting goals is another motivating
tool to increase productivity in the workplace. Setting realistic
objectives of the actual work to be completed to ensure the
timeliness and work quality of the particular project will allow
the worker to feel ready to take on the next project with more
confidence once the current one has been completed. This will allow
workers to perform a thorough job as well as increase productivity.
(Felgen Baum 1954)The office environment is also another tool for
motivating a worker. Just think about going to work every day,
being in an environment where there is no or limited communication
between team members and managers; where there is a negative
attitude in the workplace; where there are no company functions, no
team building exercises and where the workspace is unaccommodating
for the work that needs to get done. These conditions would not
allow any worker to be motivated .If no motivations exist,
productivity will decrease, and so will profits. Communication is a
must in workplace (Felgen Baum 1954)Good communication skills are
imperative for outstanding performance and career management. The
actual physical layout of the work place is also extremely
important when it comes to maximizing productivity. Managers need
to make sure that quality employees are given workspace that they
can call their own.These are just a few tips on motivating
employees in the work place. Recognition, loyalty, guidelines and
goals will each allow employees to be motivated and allow them to
work more effectively in combination. 2.1.1 ProductivityThe
dictionary defines productivity as the state of producing rewards
or results. Productive means fruitful, lucrative and profitable. In
this context is synonymous with output. In scientific literature
productivity is defined as the relationship between output and
input; between result or proceeds and sacrifices. When it concerns
the ratio between the total output and the total input all labour
and capital, economists refers to it as total factor productivity.
If it involves the ratio between output and a specific part of the
input, this is referred to as partial productivity. For example
labour productivity expressed as the amount of production for each
labour unit or the number of labour hours for each product unit.
Output involves the number of products, the quality of the products
and the operating result expressed as for example, net profit or
market share. Input involves all establishment resources that are
used, i.e. labour (number of employees, number of full time
equivalents), capital, technology, information (training,
education), facilities and services. There are three ways to
increase productivity; Increase output with the same input
(improved effectiveness). Achieve the same output with less
input(improved efficiency) Achieve a relatively stronger rate of
increase in output compared with the increase in input(both more
effective and more efficient)2.1.2 Employee satisfactionEmployee
satisfaction means the degree to which the working environment
meets the needs and wishes of the employees. It can relate to the
work itself content, complexity, required knowledge and skills,
degree of independence, the social working environment, colleagues,
management style, conditions of employees such as salaries, leave
arrangement and career prospects; the physical working environment
workplace, lighting, daylight view etc, and interactions between
these aspects.There are a number of issues raised by this
literature. First as most studies have relied on small sample sizes
from single occupations, there is a clear need of an examination of
stress productivity that uses a large sample drawn from a large
sectors. Research attending to this issues will be unique and the
results more significantly generalizable. Another important
consideration is the need for research to use a more general
psychological well-being measure rather than focusing on the
limited construct of burnout. This would provide an indication of
mental health beyond exhaustion and depression, addressing what
might be thought of as arousals well as depressed, exhausted
aspects of psychological well-being. This study aims to address the
needs first by using a large and varied sample and second through
the use of such psychological factors as constant irritability,
having difficulty in concentrating and feeling or becoming angry
with others in the measure of psychological well-being. If we find
that these associations do not exist, this will provide support for
the hypothesis that stressors do not impact on productivity.2.1.3
Planning and allocations of flexible workplacesA poor relationship
between the number of employees and the number of workplaces is
viewed in an extremely negative light. Flexible working is
superfluous if there are too many workplaces but a shortage causes
irritation and forces personnel to use locations that are less
suitable. In some hospitality establishments concentration cells
are either never or rarely used for the intended purpose.
Personnels whose jobs have very little in common are sometimes
located together, this is particularly unpleasant when jobs that
involve high and low degree of concentration or communication are
grouped together.2.1.4 Psychological effects of flexible workingA
typical feature of flexible work solutions is that personal work
done here and there irrespective of time and place provides someone
with a positive feeling of freedom, while others find the constant
need to switch to a burden.2.1.5 The perception of working in a
positive environmentWorking in an open environment is also
perceived in different ways; an open environment offers more
opportunities for communications and social interaction, but also
generates many complaints about reduced privacy both, visual
(seeing and being seen), and acoustic (hearing and being heard). In
open workplaces there are considerably more visual and acoustic
stimuli than in enclosed. In an open workplace there is most likely
to be noise pollution since every one can just get in and interact
with the employees hence causing lack of concentration to others
who are in the same place. In most hospitality establishments there
tend to be corridors joining two or more places for instance the
kitchen and the restaurant, and these corridors tend to be a source
of irritation because people using them are mostly noisy hence
causing lack of concentration to the employees. is easier while
working in an open place because one does not have to move from one
place to another.Managers can increase employee satisfaction and
productivity by controlling certain factors, these factors are:
challenging work, equitable rewards, supportive working conditions
and supportive colleagues.2.1.6 Challenging workMost employees
enjoy challenging work. One way the manager can provide this by
allowing employees to participate in decision making and problem
solving. An effective recognizes that capable and productive
employees do not require constant supervision even when they have
been given a challenging work. Employees can also be allowed to do
whole tasks by themselves without having to wait for the manager to
assign the tasks in steps and this makes the employees to have a
sense of belonging to the establishment. Most employees want this
kind of independence in performing their tasks in the workplace and
want to be trusted even when performing a challenging task.2.1.7
Equitable rewardsEmployees will be more productive and likely to
perform beyond their normal assigned work if they are treated
fairly. The manager can do this by awarding an employee who
performs his/her tasks effectively; this will make other employees
to be more serious with their work so that they can also be
awarded. By praising an employee for good performance is also a way
of rewarding them too.2.1.8 Supportive working conditionsSupportive
working conditions should be provided to prevent some of the
dissatisfactions in the workplace. Because employees spend most of
their time in the workplace they need safe and comfortable work
areas. An effective manager will provide a well lit, well
ventilated and clean areas to help increase productivity.2.1.9
Supportive colleaguesAn effective manager can provide a friendly
environment by allowing employees to know each other these
opportunities can be; coffee and lunch breaks, meeting, training
programs, and even informal office gatherings. Employees are prone
to be more satisfied if they know their co-workers and support for
one another thrives in the work environment. When the employees
know each other they are always free to interact and even solve
problems that may arise in a good manner.2.2 Critical
reviewPerformance is an outcome of work done, but in workplace
performance is an accomplishment, execution and carries out
anything ordered or undertaken. (Bed man 1995)Tilburg reveals that
autonomy at work and informal contacts have increased while
cooperation has improved. Yet opportunities for formal contact have
hardly changed due to poor relationship between employees and
employers.Felgen Baum 1954 says that a good management may carry
conditions and rent less emphasis on the quality through personal
leadership in mobilizing the knowledge, skills and positive
attitudes of everyone in the building to maintain a dear customer
research connected process.Forte and lord 2000, the allocation of
responsibilities, grouping of functions, decision-making,
co-ordination, control and reward are fundamental requirements for
the continent operation of an organization. But the quality of an
organization will not affect how all these requirements are.2.3
SummaryThis literature is significant to the study as it discusses
the effects of working conditions on employee performance. Most of
the literature concentrates on the performance management as a
process for measuring output in the shape of standards and
performance based on attained standards and performance indicators
and it is also concerned with the inputs, the knowledge, skills and
competencies required to produce desired results. Moreover
supportive working conditions can be provided and can prevent some
of the dissatisfaction in the workplace because employees spend
many hours in the workplace they need safe and comfortable work
areas.CHAPTER THREE3.0 Research Design and Methodology3.1
IntroductionThis chapter shows the research design, target
population, sampling procedures, data collection methods, validity
and reliability of research data analysis that will be used in the
study.3.2 Research designThe research design to be used in the
study is the correlational study of hotel and restaurants in
Eldoret town. The hotel and restaurants are selected in assumption
that they have similar challenges as all the other establishments
in the country but the only difference is in handling the
challenges.3.3 Target populationThe target population refers to the
group of people or the study subjects who are similar in one or
more ways and which forms subjects to the study. This is the number
of people that the researcher will target. Table 3.1 Target
populationEmployeesTarget population
Managers4
Assistant managers4
Supervisors6
Department heads8
Cashiers8
Subordinates12
Total42
3.4 Sampling design and sample sizeSampling is the procedure of
selecting a part of the population which research is to be
conducted. It ensures that conclusions from the study can be
generalized to the entire population. Simple random will be used so
that all members of the target population will get a chance of
being selected. According to Olive .M. Mugenda and Abel G .Mugenda
(1999) the target population should not be less than 30% of the
target population. The researcher should have a big sample size as
possible because with larger sample size he or she is confident
that if another sample size were to be selected samples of the
findings of the same two samples would be similar at a high degree.
The danger with the small sample sizes is that they do not
reproduce the salient characteristics of the accessible population
to an acceptable degree.Table 3.2 Sample sizeTitleTarget
populationSample size
Managers42
Assistant managers42
Supervisors63
Department heads84
Cashiers84
Subordinates126
Total4221
3.5 Data collection instrumentThe research will adopt use of
questionnaires as a data collection tool. The questionnaires will
contain both open pay ended and close ended questions.
Questionnaires will be used to gain the general pictures of effects
to effect on employee performance. The questionnaire will contain
questions derived from the objectives of the study. All questions
to be adopted will be related to the study. The questionnaires will
be structured and semi-structured to ensure that all information
needed shall be captured. The semi-structured questions will be
designed to analyzed respondents views on pay effect on employee
performance. It will be used to verify and understand the data to
be collected from the field. 3.6 Data collection procedureThe
questionnaires will be personal administered. The procedure will
ensure they are received at the right time and are clarified. The
establishments will be informed earlier before the data collection
takes place to make the respondents aware of the research to take
place in their establishment.3.7 Validity and reliabilityValidity
is the extent to which differences found with a measuring tool
reflect true differences among respondents being tested. The
purpose of validity is to seek relevant evidence that confirms the
answers with the measurement device is the nature of the problem.
The validity of the instrument will be ensured by the project
supervisor. T he items are to be revised and improved according to
the supervisor`s advice and suggestions. On the other hand
reliability is the accuracy and precision of a measurement
procedure.3.8 Data analysis presentationThe data collected from the
field for the purpose of the study will be adopted and coded for
completeness and accuracy of information at the end of every field
data collection day. Data capturing will be done through Microsoft
excel. The data from the completed questionnaire will be recorded
and entered in the computer using frequency tables and percentages.
Data analysis will be done and the findings reported. CHAPTER FOUR
DATA ANALYSIS, INTERPRETATION AND PRESENTATION OF FINDINGS 4.0
IntroductionThis study sought to determine the effects of working
conditions on employee and how it contributes to productivity, a
study of hotels in Eldoret town. This chapter provides what the
researcher found during this study. It includes quantitative
analysis and findings that were presented by the use of pie charts
and bar graphs. It is at this point that the researcher matched the
results of the data collected with the objectives stated previously
in the project.4.1 Data Analysis4.1.1 Quantitative AnalysisOut of
the 200 questionnaires issued, only 180 were returned, 30
questionnaires were rejected and 150 accepted. This is illustrated
in the table below:Table 2: number of questionnaires
distributed:Actual NumberPercentage (%)
Number of questionnaires issued200100 %
Number of questionnaires returned18090 %
Number of questionnaires rejected3015 %
valid15075 %
Sources (Author) 20124.1.2 Gender RespondentsTable below shows
the distribution of gender respondents who participated in filling
of questionnaires, from the results, out of the 150 valid
questionnaires, 70 were female and 80 were male and thus the result
werent gender based.Table 3: Distribution of gender the
respondentsFrequency Percentage (%)
Male 8053.3 %
Female 7047.7 %
Total150100
Sources (Author), 2012Figure 1
Female
Male
Female
4.2 Findings and Data Presentation based on Quantitative
AnalysisThese findings are summarized using the tables below:4.2.1
Effects of working conditions on employee productivityThe aim of
the study was to find out how effects of working conditions on
employee productivity. The researcher found out that respondents
had different opinions on how organizational structures are
analyzed in the table below:Table 6: respondents opinion on
organizational structures:Frequency Percentages (%)
Very Strong 50 25%
Strong 100 50 %
Weak 35 17.5%
Very Weak 15 7.5%
Total 200
100 %
Figure 2: From the above results out of 200 respondents 75% said
working conditions affect the productivity of employees in an
organization.CHAPTER FIVE
THE SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS5.0
IntroductionThis chapter finalizes this project by providing the
summary of findings, answers to research questions, conclusions and
recommendations 5.1 The Summary of FindingsThe main purpose of the
study was to illustrate the relationship that exists between the
working condition of employee and how it affects their
productivity. The project highlighted several objectives that were
used through out the project to demonstrate this relationship.5.1.1
Organizational Structures The purpose was to find out if the formal
systems of an organization contribute to the achievement of
organizational goals and objectives. The research paper showed that
working conditions in an organizational structure plays a big role
in determining the productivity of an organization.5.2 The
ConclusionThe results of the study reveal that in deed a
relationship exists between working conditions of employees and
productivity. The objectives discussed through out this project
illustrate the relation of the two and show how they affect an
organization. 5.4 RecommendationsThis study gives recommendations
to hoteliers and managers to keep in check working conditions of
their employees always make sure there is no communication
breakdown between the junior staff and the senior.Also hotels
should hire people with solid professional experience who are able
to pin point rot in the organization and help maintain good working
standards Thirdly organization should also introduce incentives on
employees with good work record sheet. 5.5 Limitations of the Study
But with the need for research and data collection comes numerous
limitations and loopholes. These include: Financial constraint
since researcher is a student where the amount required to conduct
a complete and comprehensive research is far much more than his/her
capability. Time constraint in the attempt to achieve a perfect and
exhaustive research. Few personnel which would mean an incomplete
research is conducted. Language barrier while interviewing the
locals around all the branches. Biased responses from the
correspondents. Slow implementation of recommendations offered
after completion of the researchBudgetResearch work300
Printing & binding450
Stationary150
Total900
