COLLEGE OF BUSINESS AND ECONOMICS

DEPARTMENT OF PUBLIC ADMINISTRATION AND

DEVELOPMENT MANAGEMENT

WORKING ENVIRONMENT AND ITS IMPACT OF ON EMPLOYEES

MOTIVATION (IN CASE OF HARAMAYA UNIVERSITY)

A Research Proposal Submitted to Department of public administration and

development management: In Partial Fulfillment of the Requirement for B.A
Degree in public administration and development management.

BY: ABDULAZIZ AMMEDIN

ID NO 0928/10

ADVISOR: GEMECHU

Page 1 of 22
Table of Contents
CHAPTER ONE..........................................................................................................................................1
1. Introduction.............................................................................................................................................1
1.1 Back ground of the study...................................................................................................................1
1.2. Statements of the problem...............................................................................................................2
1.3 Objectives of the study......................................................................................................................2
1.3.1 General objective............................................................................................................................2
1.3.2 Specific objectives...........................................................................................................................2
1.4 Significance of the study....................................................................................................................3
1.5 Scope of the study.............................................................................................................................3
CHAPTER TWO.............................................................................................................................................4
2. LITERATURE REVIEW................................................................................................................................4
2.1 Working environment........................................................................................................................4
2.2 Motivation and learning environment.............................................................................................5
2.2.1 Meaning of motivation...................................................................................................................5
2.2.2 Work place motivation...............................................................................................................5
2.2.3. The Importance of studying motivation.....................................................................................6
2.3. Learning Environment......................................................................................................................7
2.4 Working environment and teacher’s motivation....................................................................................7
2.5 working environment factors that affect employee motivation.......................................................8
Coaching /Mentoring...............................................................................................................................8
Defined process.......................................................................................................................................8
Opportunely to apply..............................................................................................................................8
Role congruity..........................................................................................................................................9
Physical work environment.....................................................................................................................9
Work place incentives.............................................................................................................................9
Supervisor support..................................................................................................................................9
Performance feed back............................................................................................................................9

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Job aid.......................................................................................................................................................10
2.7 Conceptual Frame Work..................................................................................................................10
CHAPTER THREE........................................................................................................................................10
The research Methodology........................................................................................................................10
3.1 Research Design...............................................................................................................................10
3.3 Population of the Study, Sample Size and Sampling Techniques.................................................11
3.3.1. Population of the Study...........................................................................................................11
3.3.2. Sample Size..............................................................................................................................11
3.4 Sources of Data............................................................................................................................11
3.5 Data Collection Methods (Tools).....................................................................................................11
3.5.1. Questionnaire..........................................................................................................................11
3.5.2 Interview...................................................................................................................................12
3.6 Data analysis and presentation....................................................................................................12
CHAPTER FOUR..........................................................................................................................................12
WORK PLAN...............................................................................................................................................12
4.1 Budgeting........................................................................................................................................12
The work plan is prepared as follows which starts from proposal finalization up to finalizing of the
research.....................................................................................................................................................14
REFERENCES..............................................................................................................................................14

Page II of XXII
 CHAPTER ONE

1. Introduction
1.1 Back ground of the study
Working environment is allocation where a task is completed or it can be identities as the place
that one works when pertaining to a place of employment. The work environment involves the
physical geographical location ,as well as the immediate surrounding at the work place such
as construction site or office building ,typically involves other factors relating to the place of
employment such as the quality of the air noise level, additional perks and benefit of
employment such as adequate perking medical service, transportation, accommodation
insurance, cafeteria service ,educational programs, Child care facilities and others
Working environment means those processes, system, structure, tools or condition in the work
place that impact favorably or unfavorably individual performances and its motivation. The
working also include polices, rule, culture, resources, working relationship, work location,
internal and external environmental factor all of which influence, all of which influence the way
that employee motivation their job
Working environment is a major factor in the motivation a given situation. Social relationships,
Creative freedom, Incentive programs and originations pressure all play a role in a workplace
motivation. Because motivation is an essential ingredient in the work place understanding the
way these element affects each individual is a great way to boost motivation and improve
accompany moral. It means that as the suitability of working environment is improved
employees motivation towards their job is also increase.
There are different types of working environment factor that affect employee motivation like job
aid, supervisor support, physical work environment, work incentive and performance feedback
(Heath, 2006). In general achieving organizational objectives without employee contribution is
unthinkable so the organization should create conducive working environment. So the researcher
will focus mainly on the impacts working environment on employee motivation and will tries to
see the impacts of those working environment factors on academic staff motivation of CBE.
1.2. Statements of the problem
The work place environment in a majority of industry is unsafe and unhealthy. These include
poor work station design, unsuitable furniture, lack of ventilation, in appropriate lighting,
excessive noise, insufficient safety measure in emergency and lack of personal Protective
equipment’s and People in working environment are prone to occupational disease and it
impacts on employees motivation while leads to less organizational productivity and employee
performance and motivation. It is the quality of employee work place environment that most
impacts on their level of motivation (Chandrasekhar, 2011). Working environment is one of
motivational factors of employee. As suitability of working environment increase employee
motivation and satisfaction on their Job also increase.
The main purpose of this research will be tries to identify working environment factor that affect
academics staff motivation in college of business and economics at Haramaya University.
The researcher will tries to address the following basic research question:-
1. What are the working environment factors that can affect staff motivation in CBE?
2. What are the effects of working environment on academic staff motivation of CBE?
3. What are the measurements of suitable working environment in the academic staff of CBE?
4. What are the tools to improve the working condition for increasing academic staff
motivation in CBE?

1.3 Objectives of the study

1.3.1 General objective

The general objective of this study will be to assess working environment and its impacts
motivation in academic staff of CBE.

1.3.2 Specific objectives

In addition to the above general objectives the researcher has the following specific
objectives.
1) To identify the factor of working environment that affect staff motivation in CBE.
2) To examine the effect of working environment on staff motivation in CBE.
3) To identify the measurement of suitable working environment in teaching learning
processes.
4) To point out the mechanism to improve working condition for improving staff

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 motivation in CBE.

1.4 Significance of the study

Generally, identifying and analysis the working environment and factor that affect
employee motivation of college of business and economics ,Haramaya university concern
decision makers to though understanding the problems and give corrective action , and
also this study will be try to provide a possible ways to improve working condition to
maximize employee motivation toward their job that leads to accomplish the objectives,
mission and vision of the university.
In addition, the study will have significance for various individual and groups:-
1 For the researcher the primary significance will be to full filing an academic
requirement for degree in public administration and development management.
2 The study will provide relevant information for interesting individual and research
groups as the guideline for further related research.
3 The study will give to the researcher a chance to gain experience and knowledge in
conducting research.
4 The study is also useful for college of business and economics as inputs to reduce
negative factor that affect employee motivation.
5 For the government the study will be used to establish the institution in
comfortable ways.

1.5 Scope of the study

Working environment has a direct impact on every activity of individual or groups of
employee. The researcher will use descriptive types of research design. There are so many
factors that affects employee motivation but the researcher limited on the some factor that
affect employee motivation like physical work environment, performance feedback,
supervisor support, job aid and work place incentive. The scope of the study geographically
limited to HU College of business and economics and the study will try to assess
particularly on academic staff likes instructors, college dean and department head of CBE.

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 CHAPTER TWO

2. LITERATURE REVIEW

2.1 Working environment.

Work is the sum total of life. based on, Rao (2007).Work environment is a place where work is
done or it is a location where task is completed , work environment and work condition have a
related meanings .The early one refers to the condition in which an individual or staff
works .But not limited to such things such as physical environment stress and noise
level ,degree of safety danger and like.
Work environment is a location where task is completed can be Identified as a place where work
is done. The working environment involves as a physical, geographical location as well as
immediate surroundings of the work place including as construction site ,or office
building .Typically involves other factors related to the place of employment such as quality
of the air, noise level and benefits of employment such as adequate perking medical service,
transportations accommodation insurance, Cafeteria educational program child care facilities,
home and others (http//dictionary .beat. com./definition /working environment).

2.2 Motivation and learning environment

2.2.1 Meaning of motivation

Motivation can be defined in variety of ways depend up on whom you ask .As far as the
formal definition, motivation can be defined as a force within an individual that account for
the level of direction and persistence of effect expanded at work (Schermerhome 1984).
On other hand motivation is the acts of stimulating of one or oneself to take a desire course of
action .It is the approves or act of on incentive to action .The creation and maintenance of
common objectives an environment in which individuals words together in group toward
common objective .The manager’s job is not to manipulate people rather than motivate them
(Bantie Workie 2006).
Employee motivation means reflection of the level of energy commitment and creativity that
accompany works bring to their job .It is psychologically force to determine the direction n of
adperson .behavior in an organization a person level of effort and persistence (G.jones and

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George 2009).

2.2.2 Work place motivation

No one or person will make great business who wants to it all himself or get all the credit and
drew Carnegie motivation is present in every life function. Common place that we see the
need to play motivation is in the work place, in the work place we can see motivation play a key
role in leader (Chandrasekar, 2011).
The most obvious incentives for increasing employee productivity is often to be based on
salary and promotion this not always the case in fact recently on the true nature of optimal
human resource management has conclude in a large number of cases .salary has to done
with motivation than other important factor (Ibid).
In addition a motivation work place must be one in which employee are treated fairly .No matter
level of input a particular worker has in a relation to business process as whole .It is essential for
a manager to give each employee a sense of playing a dynamic integrate role in something
such as much larger induced .Loyalty is one element of motivating workers and increase the
overall productivity of operation (Ibid).

2.2.3. The Importance of studying motivation

Motivation is one or the most important element in the directing process works will tends to be
an efficient as possible by moving up on their skill and knowledge tor performing any tasks two
things are necessary such as;
- Ability to work
And
-Willingness to work
The ability to work is no use .without willingness to work willingness to work to is created by
only by motivation In other work organization. To be effective it must come to groups with the
motivational problem, of stimulating by the directing by the decision to participant and the
decision to product of work (Sadik, 2010).
Motivation as a concept present a multiple of factors in the organization set up .The
compressive motivation is thus essential in order to comprehensive more fully effectives of
variation in factor such as leader ship, job redesign and salary system to
performance ,satisfaction (Ibid).

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Finally organizations are used to see their financial and physical resource from a long term
perspectives. Much organization now beginning to pay increase attention to developing their
employee as future resource up on, which can drew as they grew
In addition toward stimulating employee to enlarge they job skill through training job
designing and job rotation and on at both the blue color and white color crucial I non efforts to
ensure continuous reservoir. The topic of predication has been going increase attention by both
manager and organization by Honiara (Ibid).

2.3. Learning Environment

Learning environment is palace where teacher and students are meeting in order to their in
knowledge experience and skill and so on. For the permanent change in be heavier. To make
learning environment favorable the motivation of teaches are essential element (Rao Np.2007).
Teacher motivation is a pivot to discipline and quality of teaching in an intuition .punctual
affordance to the conduct of special coaching classes and guiding students in co-curriculum
activities and going beyond satisfying the hunger for knowledge higher degree of
involvement ,commitment and dedication are essential on the development of the student
intellectual and personality ,The motivated teacher is capable to the best of the best of the
above opportunity (Rao,N,P2007).
A higher motivated teacher contribute a lot to the development of the student personality.
The motivated teacher is capable of making the best of the above opportunity (Rao, N.P,2007).
If it turns out same employees do less than their share on a consistent basis. Other employees
recognize this and have some intense feeling about the situation .Intervention is necessary .If
the problem is lack of skill ,make sure the poorly performing employees get the training
needed .There are penalty of classes available .In these those skills make sure them and strong
urge the employee to attend (Chandrasekar, 2011). If the conflict becomes serious enough to
threaten, the harmony and efficiency of the work place you may need to require mediation for
the parties involves. Some may run very smoothly most of the time while other seems to be in a
constant conflict. You may need to take a good look at the management of the poor functions
department. Your department head may have management style that invites conflict rather than
serving to resolve it (Ibid).

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 2.4 Working environment and teacher’s motivation
Money acts a power full motivator not only because of its ability to satisfy physiological need
but also. It’s ability to satisfy higher level need such as need for status power recognition,
achievement money is offend conceded as measure of success when a multi-Million and
continues to engage in money –marking activities (Sadik.2010).
According to Rao N.P(2007).If has been recognize that money is not the only motivating factor
.There are other factors that Identify by social and psychological also play a field of
motivation .The possibility to get the best from the teacher motivating through providing
appropriate environment conducive to academic work with the minimum needed motivating.
Additionally According to Ruben (2004).employee can be motivated through the prevalence
of social commitments In restructure development and work safety, Beyond this according to
Rao N.P(2007).Teachers can be Motivated by cost effective education.

2.5 working environment factors that affect employee motivation

Many managers and supervisors under the mistaken, impression, the level of employee
performances on the job is proportional to the site of employee pay packet this may be true in
majority of cases .In fact salary increase and bonuses for performances in many instance,
have Avery limited short term effect .The extra money comes to be not as an incentive but as
on entitlement . It is the quality of employee work place environment in most impact on the level
of motivation and subsequent performance how well they engage with the organization,
especially with their environment. This Influence in a great extent their error rate level of
innovation and collaboration with other employee, absenteeism and ultimately how long they
stay in the job. Many Studies have relived of that most employee leave their organization
because of the relationship with their immediate supervisor or manager (Chandrasekhar, 2011).
An attractive and supportive working environment provides condition that enables the employee
to increase their level of motivation.

Coaching /Mentoring
Respected and skilled people are available to employee to help them perform better in their
current role and to assist them to develop for their future roles (Chandrasekhar, 2011).

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Defined process
The organization constraints variability of how work is actually performed through dominated
process and communicating such expectation to employee (Chandrasekhar, 2011).

Opportunely to apply
Individual work load and organizational system and process do not hinder employees from
applying establishing skills or from practicing new learned skills (Chandrasekhar, 2011).

Role congruity
The role that the employee is required to perform is consistent with their expectation on joining
the organization and any subsequent training .The organization role expectation, are consistent
with task allocated by the employee is immediate supervisor (Chandrasekhar, 2011).

Physical work environment

Physical working environment can results a person to fit or misfit to the environment of the work
place. physical factors in the work place such as poor lay outer crowding leads to common
types of accident such as tripping against objects a physical work environment can also be
known as an ergonomics work place. Research on the work place environment need to be done
order to get an ergonomics work place for every each of the employees by having thus
ergonomics physical work place at their work place, it will help employee from not getting the
injury (Cooper and Dewe, 2004)

Work place incentives

The organization determines what motivates employees and set up formal and informal
structures for rewarding employee be heavier in the way required. Rewards may consist of a mix
of internal reward, such as challenging assignment and external rewards such as higher
compensation and peer recognition (Chandrasekhar, 2011). Significant changes in promotion,
compensation and benefit helps in keeping employees motivated and in turn increase productions

Supervisor support
A supervisor is also known as a person with an experiences leader, a person who can solve
problem and also role model at the first level of organizational management (Adair, 1988;
Nijman, 2004). Supervisor acts as advocator for employee ,gathering and distributing the

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resource needed by the employee for them to be able to do a good job and provide positive
encouragement for a job well done.

Performance feed back

Performance feedback is an information exchange and conflict resolution process between the
employee and supervisor. How the employee is performing a feedback regular to employees.
This consists at both positive feedbacks on what the employee is doing right as wells feedback
on what requires improvement (Chandrasekhar, 2011).

Job aid
Rosset and Gauier (1991) stated that, the purpose of job aid is to direct and guide as to enlighten
the employee motivation. Work is to be made easier and help to minimize error rate and
customer dissatisfaction by supplying job aids. These can be include template guides models and
checklist.

2.7 Conceptual Frame Work

Even if the above factors are listed the researcher develop its own conceptual frame work which
will use to study

Working environment factor

Job aid

Supervisor
support
Employee motivation

Physical work
environment

Work
incentives

Performance
feedback

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 CHAPTER THREE

The research Methodology

3.1 Research Design

Research design refers to plan which shows the strategy of an inquiry thought appropriate to the
research (Kothari, 2004). For the purpose of this study descriptive type of research design will
use. The descriptive design describes the phenomena as they exist.
.

3.3 Population of the Study, Sample Size and Sampling Techniques

3.3.1. Population of the Study

A population is any group of individual that has one or more characteristics an in common and
that are of interest to the researcher (Creswell, 2005). Therefore, the target population of this
study includes instructors’, department heads, dean of the college.

3.3.2. Sample Size

The total population of CBE is 101, But the researcher will use 20 academic staff as a sample,
using scientific formula of Tayro Yamen

Collect the necessary data the researcher will use proportionate stratified random sampling the
reason for the researcher to use this technique is to give equal chance of being selected in
stratum.

3.4 Sources of Data

In this study the researcher will use primary sources of data. Primary data is original and collect
for the first time by the researcher. It is gathered through questionnaire, interview and
observation (Kothari, 2004). In this study the data were gathered through questionnaire and
interviewing the academic staff and dean of the college.

3.5 Data Collection Methods (Tools)

According to Creswell (2005) no single techniques or instruments may be considered to be
adequate in itself in collecting valid and reliable data. Therefore the researcher will use two
major collection instruments those are questionnaire and interview methods.
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3.5.1. Questionnaire
According to Kothari (2004), a questionnaire is a method of collecting data. In this method data
are collected with the help of questions. Questionnaires will be prepared in which to assess
working environment and its impact on employee motivation and the question includes both
open and close end questions that will be arranged to academic staff of the college.

3.5.2 Interview
The interview method of data collection involves presentation of oral verbal stimuli and replying
in terms of oral- verbal responses. This method is use through personal interview and if possible
telephone interview (Kothari, 2004). In this study the researcher will use personal interview
which will required face to face contacts with the dean of CBE.

3.6 Data analysis and presentation

The study will use both qualitative as well as quantitative method of data analysis the analyzing
parts will be done based on the source of data. All the relevant data for the study will edited,
coded and summarized the data by using descriptive technique. The summarized data will be
checked for consistency and then frequencies and percentage used to show responses of the
distribution. The results will presented

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 CHAPTER FOUR

WORK PLAN

4.1 Budgeting
Budget plan shows the budget estimated for the accomplishment of the research

No Item Unit Amount Unit Total

price
1. Pen No 10 10 100
Stationery Paper Packet 1 200 200
Not book No 1 15 15
Ruler No 1 20 20
Total 335
6. Communication Telephone Three 200
months
7. Internet 200
Others Flash No 1 250 250
Copy Paper 50 1 50
Total 500
11.Total 1035

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The work plan is prepared as follows which starts from proposal finalization up to finalizing of
the research.

NO Activities Mar April May Jun

1 Literature review
2 1stdraft Proposal writing
3 Preparing questioner
4 Data collection
5 Data coding and feeding
6 Data analysis
7 Writing the 1st draft report
8 Revising the draft report
9 Writing the final report
10 Presenting the report

Page 13 of 22
REFERENCES
1. Adair, J. (1988). The effective supervisor. London: The Industrial Society.
2. BantiWorkie. (2006). Introduction to management. Addis Ababa.
3. Chandrasekar.k (2011). Workplace Environment and its impact on organizational
performances in public sector organization, International Journal Of Enterprising
Computing And Business Systems, Vol:1, Issue:1.
4. Cooper, C.,&Dewe,P. (2004). Stress, a brief history. Oxford: Blackwell Publishing.
5. Creswell, J.W (2005). Research Design: A qualitative, quantitative and mixed methods
approach. London: Sage Publication.
6. Gareth Jones &Jennifer (2009). contemporary management “Sydney usable .Australia
7. Heath, V. (2006). Organization: Workplace Environment and its Impact on Employee
Performances.
8. Kothari, C.K (2004): Research Methodology, Methods and Techniques, New Age
International, New Delhi.
9. Nijman, D.J.J (2004). Differential effects of supervisor support on transfer of training.
Enchede: University of Twente.
10. Opperman C. S. (2002). Tropical business issues. Partner Price Water House Coopers.
International Business Review.
11. RAO N.P. (2007).The physical environment of the school: review of the research .review
of educational research.
Page 14 of 22
 12. Rossett, A and Dowenes, G.(1991). What are job aid. 5th edition.
13. SadikTemam (2010).Employee motivation and its impact on productivity in
HawassaMoha soft drink branch.
14. Sundstrom (1987).”Work Environment: office and factories in stockol” D and J,altman
(led’s).Wiley .New York.
15. Schermerhorn, J.R. (1984) Management for productivity. New York.
16. Yamane, Taro (1967). Statistics an introductory analysis, 2nd edition new York, Harper
and row

Appendices 1

Haramaya University
College of business and economics
Department of public administration and development management
This questionnaire is concerned with the impacts of working environment on employee
motivation in the college of business and economics Haramaya University.
The main objectives this research proposal will be to identify the impacts of working
environment on employee motivation on teaching and learning process and develop as well as
provide necessary solution to the problem .Therefore, your participation with giving reliable
information has a very much to contribution for the success of this study .I thank all of you in
advance for your contribute to fill this questionnaire.
Notice;
Writing name is not important
To show your answer, “√” on the box provide for choice question
. A questionnaire for instructor and department heads
Part one- personal information
1) Sex A) Male B) female

2) Age A) 20-29 B) 30-39 C) 40-49

Page 15 of 22
 D) 50 years and above

3) Educational level A. degree B. Master Degree C.PHD

4) Current job position A. instructor B. department head

C. college dean D .others like assistants professor and vice college dean

5) Year of service .A 0-1 years B.2-5year c.6-10 years

D. 11-15 years E. above 16 year

Part two main questions

i. Factors affecting employee motivation

7. My Furniture is enough comfortable to enable me perform job without getting tired.

a) Strongly disagree d) Agree

b) Disagree e) Strongly agree

c) Neutral
8. My work place provides undisturbed environment without any noise that allows me a time to perform
duties.

a) Strongly disagree d) Agree

b) Disagree e) Strongly agree

c) Neutral
9. A better work environment (spacious space, enough lighting, etc……..) will make me motivate to
perform better job?

a) Strongly disagree d) Agree

b) Disagree e) Strongly agree

c) Neutral
10. The monetary compensation or salary structure of the university motivates me?

Page 16 of 22
 a) Strongly disagree d) Agree

b) Disagree e) Strongly agree

c) Neutral
11. What is the level of feedback that you receive from your supervisor (department head and

dean of the college)?

a) Very bad d) good

b) Bad e) very good

c) Moderate
12. The performance feedback that you receive from your supervisor has an impact on your
motivation.

a) Strongly disagree d) Agree

b) Disagree e) Strongly agree

c) Neutral
13. What is your relationship with your supervisor at the work place?

a. Very strong relationship

b. Strong relationship

c. Fair relationship

d. No relationship
14. How would you rate supervisor in each of the following area?

Areas Very Poor poor Average Good Very good

Communication
Planning and
organizing
Directing and
coordinating
Job or technical
knowledge
Interpersonal
relationship

Page 17 of 22
 15. Job aid made works to be easier and motivate me to work.

a) Strongly disagree d) Agree

b) Disagree e) Strongly agree

c) Neutral
ii. Effects on working environment

17. To what extent do you agree that working environment has impact on motivation?

a) Strongly disagree d) Agree

b) Disagree e) Strongly agree

c) Neutral

18. What are the effects of unsuitable working environment? (select one than one option is possible)

a) Turnover increase

b) Reduces performances

c) Create Health disorder

d) Less motivation and commitment

Appendices 2
INTERVIEW QUESTTION

1. What is the major problem of working environment in the college?

2. What is the measurement of suitable working environment in teaching and learning
process?
3. The final questions were, what should the college do to adjust the existing working
environment problems?

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