UNIVERSITY OF CALOOCAN CITY

The Impact of Conducive Working Environment on Employees’

Performance in Caloocan City Hall A.Y. 2017-2018

Caloocan City Hall Accounting Department

A Thesis Presented to

The Faculty of Bachelor of Science in Accounting Technology

University of Caloocan City, Edsa Campus,

Caloocan City, Philippines

In Partial Fulfillment of the Requirement

for the subject Thesis 002

( Thesis Writing )

By:

BOQUIREN, ANGELU Q.

To:

JOSE R. PABLO JR.

 UNIVERSITY OF CALOOCAN CITY

Chapter 1

BACKGROUND AND ITS PROBLEM

I. Introduction

Humans are influenced by certain activities around their habitat or working

environment. A work environment can be identified as the place that one works,

which means the milieus around a person. It is the social and professional

environment in which a person is supposed to interact with a number of people. A

work environment includes a friendly, well-designed, safe physical space, good

equipment and effective communication, which will improve productivity. Well-

designed and organized offices and work areas make significant differences to how

people feel about their work. Working environment can give some depressing

messages about how much the organization value employees and the standards

it expects from them. A satisfied, happy and hardworking employee is biggest asset

of any organisation. Effective work environment encourage the happier employee

with their job that ultimately influence the growth of an organisation as well as

growth of an economic. Researche found that environmental factors are important

determinant of job satisfaction. The level of salary, promotion, appraisal system,

climate management, and relation with co-workers are the very important factors.

Creating better and higher performing workplace requires an awareness of how

workplace impacts behaviour and how behaviour itself drives workplace

performance. People work individually and interact with others and this requires

different workplace solutions. Management’s new challenge is to form an

 UNIVERSITY OF CALOOCAN CITY
environment that attracts, retain and motivate its workforce. The responsibility lies

with managers and supervisors at all levels of the organization. They have to create

a working environment where people enjoy what they do, feel like they have a

purpose, have pride in what they do and can reach their potential. The work

environment affects employee morale, productivity and engagement- both

positively and negatively. In an effort to motivate workers, firms have put into

practice a number of activities such as performance based pay, employee

involvement, recruiting agreements, practices to help balance work and family life

as well as various forms of information sharing.

Today’s work environment is different, diverse and constantly changing. The

combination of factors has created an environment where the business needs its

employees more than the employees need the business. It is the quality of the

employee’s work environment that most impacts on the level of employee’s

motivation and subsequent performance. In today’s competitive business

environment, organizations can no longer afford to waste the potential of their

workforce. Therefore, most government organisations are making all possible

efforts to make work environment more comfortable, safe and healthy. The

workplace environment impacts employee morale, productivity and engagement -

both positively and negatively. Comfortable office design motivates the employees

and increases their performance to a large extent.

According to certain researchers, environmental factors represent the immediate

job environment that contains skills required to perform a job, authority, autonomy,

relationship with supervisors and co-workers and other working conditions. It is

important for the employer to know how its work environment impacts greatly on
 UNIVERSITY OF CALOOCAN CITY
the employee’s level of motivation and performance. A well designed office signals

the values and objectives of the organisation and the use of design in office interior

communicates an organisation values and identity. Office design therefore should

be one of the factors in affecting employee’s productivity. It’s therefore important

to find out if employee’s health can directly or indirectly disturb their work

performance or productivity.

II. Statement of the Problem

Employees use about 50 percent of their existence within work

environments, which extremely affect their status of mind, aptitudes, and actions

in addition to their performance. Notwithstanding this, the environment in the

workplace of most government organisations/ public companies are insecure and

harmful to one’s health. These comprises poor air circulation, poor personal

protective equipment, inappropriate furniture, inadequate security measures in fire

emergencies (absence of fire extinguishers), unnecessary noise, unfitting lighting

and poorly designed workplaces. Employees operating in these environments are

susceptible to job-related ailment and it influences on worker’s productivity

negatively. Meanwhile, it is the value of the work environment that influences

greatly on the quality of worker’s inspiration and productivity. In recent time’s

competitive corporate environment have created a situation where companies

cannot tolerate to misuse the abilities of their staff. For that reason, public

companies cannot afford not to do their possible best to create a comfortable, safe

and healthy work environment if productivity is a priority. There is important

evidence that productivity advancement in government organizations has not kept

 UNIVERSITY OF CALOOCAN CITY
pace with the growths discovered in the non-governmental sector. The difficulty is

that encouraging local workers is not an easy task in the mist of poor working

environment. Government employees have a status for sluggishness and indolent

due to their poor work environment and managers cannot do much to resolve the

issue because of the firm civilservice laws. How local managers can inspire their

staff is considered to be one of the big challenges of public management. The

above situation can adversely affect the productivity of government organizations

and for that matter needs immediate attention. It requires a completely diverse

method than what was used some years back to retain and motivate workers

currently. Worker’s well-being and confidence are regularly consistent with respect

to efficiency in the work environments. There is important evidence that productivity

advancement in government organizations has not kept pace with the growths

discovered in the non-governmental sector. The workplace environment of most

government organisations is insecure and harmful to one’s health. These

comprises poor air circulation, poor personal protective equipment, inappropriate

furniture, inadequate security measures in fire emergencies (presence of fire

extinguishers), unnecessary noise, unfitting lighting and poorly designed

workplaces. Individuals operating in these surroundings are susceptible to

jobrelated ailment and it influences on worker’s productivity negatively.The above

situation can adversely affect the productivity of government organizations and for

that matter needs immediate attention.

III. Hypothesis of the Study

 UNIVERSITY OF CALOOCAN CITY
A friendly, well-designed, safe physical space, good equipment and

effective communication work environment will improve the work performance of

the employees.

IV. Significance of the Study

The study is important in providing better understanding of the relationship

between working environment and employee’s productivity in government

organisation which will serve as a guide to evaluate how the working environment

affect the performance of government employees. In addition, the study makes

room for employees to voice their level of work affection which helps in formulating

training needs. In a more perspective view, the outcome of the research would be

used to alert the management of Caloocan City Hall level of satisfaction or

dissatisfaction with reference to specific work environment features. Moreover the

study would serve as background information for similar research in the future.

V. Scope and Limitation

Scope of Study

The study sought to investigate the effects of work environment on

employees productivity in government organisations. The population of this

research comprised the employees of Caloocan City Hall. Some questionnaires

were administered to the employees of Caloocan City Hall through the Accounting

Department. Respondents were made up of the management of the assembly,

department heads, senior and junior staff including both permanent and contract

staff.

Limitations of the Study

 UNIVERSITY OF CALOOCAN CITY
One of the limitations that came across during data collection exercise was

that some respondents were unwilling to fill the questionnaires. Also, inadequacy

of time was another problem. Besides, the primary data was administered and

collected during working hours which conflicted with the work schedule of

respondents. Moreover, fear of victimization on part of the respondents was

another problem. Some respondents were reluctant in probing into vital issues

because they were afraid of being victimized by their superiors.

VI. Definition of Terms

Impact - to have a strong and often bad effect on (something or someone).

Environment - the conditions that surround someone or something; the conditions

and influences that affect the growth, health, progress, etc., of someone or

something.

Conducive - making it easy, possible, or likely for something to happen or exist.

Employee - a person who works for another person or for a company for wages or

a salary.

Work - job or activity that you do regularly especially in order to earn money.

Performance - the act of doing a job, an activity, etc.

City Hall - a city government's main building.

 UNIVERSITY OF CALOOCAN CITY
CHAPTER 2

REVIEW RELATED LITERATURE

An attractive and supportive work environment can be described as an

environment that attracts individuals into the health professions, encourages them

to remain in the health workforce and enables them to perform effectively. The

purpose of providing attractive work environments is to create incentives for

entering the health professions (recruitment) and for remaining in the health

workforce (retention). In addition, supportive work environments provide conditions

that enable health workers to perform effectively, making best use of their

knowledge, skills and competences and the available resources in order to provide

high-quality health services. This is the interface of the work environment and

quality of care.

2.1 Foreign Literature

The work environment refers to the relationship between a worker and his

environment that can be broken down into different dimensions like the social,

technical and economic in which the work is normally viewed and designed.

Stephen P. Robbins (2001) advocates that working conditions will influence job

satisfaction, as employees are concerned with a comfortable physical work

environment. In turn this will render a more positive level of job satisfaction. Miller,

Erickson & Yust (2001) forwarded their view that employees get benefited by work

environment that provide sense of belonging [cited in Shoaib Madiha et al., 2009].

Working environment played an important role in the employee’s job satisfaction.

 UNIVERSITY OF CALOOCAN CITY
The employees are the most important asset in all companies. A good working

environment reduces sick leave, lowers turnover rates and increases efficiency.

Work environment means the physical aspects of a workplace environment can

have a direct impact on the productivity, health and safety, comfort, concentration,

job satisfaction and morale of the people within it. Important factors in the work

environment that should be considered include building design and age, workplace

layout, workstation set-up, furniture and equipment design and quality, space,

temperature, ventilation, lighting, noise, vibration, radiation, air quality. The

productivity of employees is determined by an inordinate level, on the environment

in which they work. Work environment involves all the aspects which act and react

on the body and mind of an employee. Under organizational psychology, the

physical, mental and social environment where employees are working together

and their work to be analyzed for better effectiveness and increase productivity.

The major purpose is to generate an environment which ensures the ultimate ease

of effort and eliminates all the causes of frustration, anxiety and worry. If the

environment is congenial, fatigue, monotony and boredom are minimized and work

performance can be maximised.

2.2 Local Literature

Working conditions in the Philippines are closely related to one's social

class. Those belonging to the upper class enjoy the best opportunities in terms of

job satisfaction, facilities, advancement, and choice of career. Those from the

middle class are usually able to land white-collar jobs with some room for

advancement by capitalizing on education, company loyalty, and hard work. Those

 UNIVERSITY OF CALOOCAN CITY
belonging to the lower class, due to their lack of education or capital, largely

engage in poorly paid manual labor or blue-collar jobs, viewed as menial in

Philippine society. The unemployment rate in the Philippines rose to 10.1 percent

in October 2000 during a political crisis provoked by President Estrada's

impeachment trial on charges of graft (illegal or unfair gain) and corruption. The

performance of the manufacturing industry sank to an historic low and investor

confidence hit rock-bottom. Nearly 3 million Filipinos were unemployed and the

unemployment rate in Metro Manila reached 17.8 percent. The Department of

Labor and Employment is the main agency making and implementing labor policies

and government programs. Guidelines set by the Labor Code of the Philippines

guarantee equal work opportunities to all, equal compensation for work of equal

value, secure work tenure, overtime and vacation benefits, safe working conditions,

the right to collective bargaining, and social-security benefits.

2.3 Foreign Studies

Scand (2002) states, that there are five requirements, which should be

fulfilled in order to provide physiologically fit work environment to the employees.

As according to the author, work should be designed in a manner that every

individual is allowed to influence his work, methods and practices. This allows an

individual to maintain his individuality at work. The design of the work should be

self explanatory for the employee, which means that the employee should be able

to understand the work process easily. The employees should be provided with

opportunities to showcase all their skills. They should also be provided with

opportunities to enhance and develop new skills. Organizations should take care
 UNIVERSITY OF CALOOCAN CITY
that the employees have an environment where they get a chance to make human

contacts and co-operation with other employees during their work. Employees

should have satisfactory working hours, so that they are able to fulfill their

obligations apart from job, which includes duties towards family and society

(Scand, 2002).

All the above mentioned elements are very necessary to maintain

psychological health of an employee. Due to the growing importance of the

psychological health in an organization a new discipline has merged, known as

occupational health psychology. It can be said that healthy work requires

appropriate level of psychological job demands. According to the author, motivation

and stress are two sides of the same coin. Therefore, it is important that the work

environment provide with balanced work situation.

2.4 Local Studies

Baah and Amoako (2011) described that the motivational factors (the nature

of work, the sense of achievement from their work, the recognition, the

responsibility that is granted to them, and opportunities for personal growth and

advancement) helps employees to find their worth with respect to value given to

them by organization. Further, this can increase motivational level of employees

which will ultimately raise internal happiness of employees and that the internal

happiness will cause satisfaction. Hygeine factor can only cause external

happiness but they are not powerful enough to convert dissatisfaction into

satisfaction but still its presence is too much important. According to them the

Herzberg Two Factor Theory, both Hygiene and Motivation factors are linked with

each other, as Hygiene factors move employee from Job dissatisfaction to No Job
 UNIVERSITY OF CALOOCAN CITY
dissatisfaction, whereas motivation factors moves employees from no job

dissatisfaction to job satisfaction (Herzberg et al., 1959).

2.5 Theories

A motivated and qualified workforce is crucial to increase productivity and

the quality of the organisational services in order to achieve organisational

objectives. The challenge and dilemma for many managers is how to create this

type of motivation (Dieleman and Toonen, 2006:1). While there are many theories

surrounding the notion of motivation, two distinct areas of motivation are usually

mixed (Dieleman and Toonen, 2006:1). That is the emphasis placed on motivation

to be rooted in a job and motivation to perform (Dieleman and Toonen 2006:1).

Both are very vital and managers have to critically understand the impact of their

activities in both areas (Dieleman and Toonen 2006:1). Motivation is significant

because even people with the required knowledge, skills, and abilities will perform

poorly if they are not motivated to devote their time and effort to work (Harris in

Milapo, 2001: 29). Workers have needs which a workplace must fulfil in order to

avoid demotivation. When workers lack motivation they tend to resort to anti-work

behaviours such as absenteeism, negligence of duty, late-coming, failure to meet

deadlines, display of open frustration and all these factors work negative to the

performance and credibility of an organization. Organizations need to place all

efforts to ensure that incentives such as intrinsic motivators, extrinsic motivators

and performance management approaches are used in order to retain, attract,

increase workers efforts, satisfaction and commitment. The study discuses three

leading motivation theories into detail. It is argued that motivation theory is a basis
 UNIVERSITY OF CALOOCAN CITY
for this study because achieving higher levels of performance requires attending

to how best individuals can be motivated through incentives and performance

management approaches.

2.5.1 McGregor Theory X and Theory Y: Vroom and Deci: 1970

In his theory McGregor developed two distinct preconceived perceptions of

how people observe human behaviour at work and organisational life. He believed

that companies follow one of the two opposing approaches. He called these

approaches theory X and theory Y. He argues that in theory X, management has

the responsibility to ensure that the productive elements of the enterprise are

organised such as money, materials, and people with the purpose of meeting

economic ends. People have an inborn dislike of work and tend to avoid it

whenever an opportunity arises, they are inborn selfish, indifferent to the needs of

the organisation, peoples efforts need to be directed through motivation, controlling

their actions and modification of their behaviour so as to fit organisational needs,

they always need to be directed to take responsibility and have little or no ambition

but above all every thing they seek security. Due to the lazy inherent nature of

human beings they are not able to perform well in their own initiative. In order to

make people to achieve the organisational objectives they need to be persuaded,

rewarded, coerced, controlled, directed or threatened with punishment. The role of

management is to coerce and control employees. If management does not have

an active intervention, people tend to remain passive and resistant to the needs of

the organisation. On the other hand theory Y stipulates that management is

charged with the responsibility to organise the elements of productive enterprise

such as money, materials, equipment and people with the aim of meeting economic
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ends. To people work is a natural thing, they are not passive or resistant to

organisational needs and are always ready to express self direction when

committed to the objectives because people are naturally not lazy. Unlike theory X

people accept and seek responsibility at all times. However the only way

management can ensure that people are committed is to provide them with the

right conditions and operation methods to enable them achieve their goals through

the direction of their efforts to meet objectives of the organization. In the

assumptions suggested in theory Y, management’s role is to develop employee’s

potential and help them to release that potential towards the achievement of

common goals. Management in accomplishing its tasks uses these assumptions

as guides and this leads to a variety of possibilities which fall between two

extremes. In one extreme side management can be hard or strong and on the other

management can be soft or weak. Theory X is the standpoint that traditional

management has taken towards the work force while many modern organizations

are now taking the enlightened position of theory Y (Boeree, 2006:3). Mc Gregor’s

theory Y is linked to the questions in the questionnaire that are concerned about

training, monitoring performance, performance assessment, working conditions.

2.5.2 Abraham Harold Maslow’s Theory of Need: Armstrong: 2001

The most popular needs classification is the one developed by Maslow. In

his hierarchy of need he developed five major layers of needs, which he listed in

order of importance, namely physiological needs, safety needs social needs,

esteem needs and self fulfilment needs. He believed that these needs are generally

experienced by people. Self fulfilment is the highest point of Maslow’s motivation

theory. He believes at this point individuals have the desire to achieve their full
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potential and skills. Contrary to the lower needs, this need is never fully satisfied;

as people grow psychologically new opportunities to grow tend to emerge.

According to Maslow a small percentage of the population attain the level of self

fulfilment. After a person has successfully attained the sense of belonging, they

develop the urge to have a considerable degree of importance. This class of needs

is associated with the need to have a firm and stable, high valuation of ones self

and to attract respect from other people. He called this category of need the esteem

need. Following the achievement of physiological needs, ones attention shifts to

safety and security needs in order to overcome the threat of physical and emotional

difficulties, such needs may be met by protection against threat and the fulfilment

of physiological needs. In his theory he argues that if a person feels threatened

then the desire to satisfy that need will be increased and all the other needs above

in the pyramid will not be desired, until that need is met. Physiological needs are

the ones required in order to satisfy the basics of life, such as air, water, food, sex

and sleep. The lower order needs have to be satisfied in order to pursue higher

level motivators along the lines of self fulfilment. The argument of his theory is that

the need for self fulfilment can not be satisfied. Man is always wanting and

therefore it is only a need that is not satisfied that can motivate behaviour and the

dominant need is the one that makes one to act in a particular way in order to fulfil

it. People develop psychologically as they advance up the hierarchy but progress

is not achieved in a straightforward manner. Application of Maslow’s Hierarchy of

Need to Management: Boeree: 2006 “If Maslow’s theory is true, there are very

important leadership implications it provides to promote workplace motivation.

There are a variety of ways to motivate employees through their style of

 UNIVERSITY OF CALOOCAN CITY
management, compensation plans, role definitions and organisation activities”

(Boeree, 2006:1). In order to be able to provide physiological motivation an

organisation should ensure that it provides for example sufficient lunch breaks and

offer salaries that enable the workers to be able to meet basic needs. Safety needs

can be provided through the creation of a conducive environment which is safe,

provision of job security and a feeling that workers are safe from any threat. Social

needs require an organisation to create a feeling of acceptance, belonging, and

the spirit of communal living by encouraging team spirit among the workers.

Esteem motivators are provided through the recognition given to workers

achievements, attaching value to their views, assigning important projects to hard

working employees and provision of status to make them feel valued and

appreciated by the organisation. In order to enable a worker to achieve the need

of self actualization it requires provision of challenging tasks, important work

assignments which help to stimulate motivation, creativity, and progress in

accordance to long term organisational goals.

2.5.3 Frederick Herzberg’s Hygiene and Motivational Factors Theory: Vroom

and Deci: 1970

Herzberg’s theory is rooted into two underlined parrel sets of needs namely

man’s need as an animal to avoid pain and as a human the need for psychological

growth. In his theory he listed a number of factors that are similar to Maslow’s

hierarchy of needs, except his theory is more inclined to the working environment.

He divided these factors into two major categories namely hygiene factors

(dissatisfiers) and motivators (satisfiers). Under the hygiene factors he stated

 UNIVERSITY OF CALOOCAN CITY
factors such as working conditions, company policies and administrative practices,

salary and benefits, supervision, status, job security, co-workers and personal life

while the motivators include factors such as recognition, achievement,

advancement, growth, responsibility and job challenge. One set of needs is

associated with what a person does while the other is concerned with the situation

in which it is done. The motivators have the ability to create an effective motivation

in individuals in order to be able to perform and exert considerable effort while the

disatisfiers describe the work environment but do not have much effect in creating

positive job attitudes. The hygiene factors are disatisfiers because they form the

environment in which man is persistently trying to adjust while the motivators create

motivation because they are the tasks available to facilitate the achievement of

growth. Herzberg argues that hygiene factors must be initially observed in the job

before motivators can be used to stimulate the job and the resultant feeling of

motivation to be achieved. This implies that you can not use motivators until all the

hygiene factors have been fulfilled. Hygiene’s theory spells out unique and distinct

issues which people need in their work to enable them feel motivated to perform

well.

2.6 Journal

The environment is man’s immediate surrounding which he manipulates for

his existence. Wrongful manipulation introduces hazards that make the

environments unsafe and impede the productivity rate of the worker. Therefore, the

workplace entails an environment in which the worker performs his work while an

effective workplace is an environment where results can be achieved as expected

by management. Physical environment affect how employees in an organization

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interact, perform tasks, and are led. Physical environment as an aspect of the work

environment have directly affected the human sense and subtly changed

interpersonal interactions and thus productivity. This is so because the

characteristics of a room or a place of meeting for a group have consequences

regarding productivity and satisfaction level. The workplace environment is the

most critical factor in keeping an employee satisfied in today’s business world.

Today’s workplace is different, diverse, and constantly changing. The typical

employer/employee relationship of old has been turned upside down. Workers are

living in a growing economy and have almost limitless job opportunities. This

combination of factors has created an environment where the business needs its

employees more than the employees need the business.

 UNIVERSITY OF CALOOCAN CITY

Chapter 3

RESEARCH METHODOLOGY

3.1 Research Design

A research design can be defined as a plan for selecting sources and type

of information used to answer the research questions. The research design for this

study was the survey research design to assess the relationship between work

environment and employee’s productivity in government organizations. This survey

are made by 10 questionnaires to answer.

3.2 Sources of Data

This research relied on questionnaires to achieve its objectives. The survey

method was used in this study. The essence of deploying the survey method in this

research was to make sure that the findings and results would be generalized. Data

was collected from all relevant questionnaires.

3.3 Primary Sources of Data

The main research collection tool of the primary data was done through

administering a survey questionnaire to the employees of Caloocan City Hall -

Accounting Department. All of the questions asked in the study were closed-ended

and open-ended. Closed-ended questions were used because it allowed answers

within a limited set and it was used essentially to gather factual data such as gender

and age and the open-ended questions allowed for flexibility on the part of
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respondents. In a study by McNamara, (2008), open-ended questions solicit

subjective data, generate a wider variety of responses and better reflect the

opinions of respondents since it is impossible to predict all forms of opinions. Also,

closed-ended questions make it easier to generate statistical analysis on a larger

number of participants. This actually enables the researcher to have a high degree

of control over the questionnaire.

3.4 Questionnaires

The research survey consists of 10 questionnaires to be answered by the

20 employees of Caloocan City Hall - Accounting Department.

3.5 Secondary Sources Data

Secondary data was also used as well. Secondary data is data already

collected for some other purposes. The secondary data sources include but are

not limited to published articles, books, reports related to the subject area, as well

as internet sources. These sources were generally used in the literature review

chapters to develop the arguments that serve as the basis for the empirical study.

3.6 Population of the Study

The population of this research comprised only 20 employees of Caloocan

City Hall - Accounting Department. These 20 employees will be answering the

questionnaires for the used of the survey study.

3.7 Sample Size and Sampling Technique

The process of selecting a portion of the population to represent the entire

population is known as sampling. A sample is referred to as the percentage or

fraction of the population that answers the research questions. It can be said that
 UNIVERSITY OF CALOOCAN CITY
the reasons for undertaking surveys is to enable the researcher generalize from

the sample to the population that the hypothesis regarding attitudes, behaviour

among others can be made. Thus how respondents are selected for a particular

study is very critical for the success or otherwise of the study. The size of the

sample is largely determined by calculating what could be achieved with the

resources available during the limited duration of the study. Since sampling is a

subset of the population of interest to the researcher, the sample for the study was

20 employees of Caloocan City Hall. Simple random sampling was used to select

the respondents for this research. A simple random sample is a subset of a

statistical population in which each member of the subset has an equal probability

of being chosen.

3.8 Data Collection Instrument

This research used quantitative research methodology in order to effectively

achieve its objectives. Research can be classified into qualitative and quantitative.

Qualitative methods focus on the diction, words and observing the subjects in order

to describe reality. Quantitative methods on the other hand come from the

academics and it emphasizes serious belief and trust in figures which are used to

stand for opinions and concepts. It has been said that the last two decades has

seen intense debates about the comparative strengths and advantages of the two

approaches.
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3.9 Administration of the Research Instruments

The research was carried out by the use of a questionnaire. There are three

ways of collecting data- observation, direct communication (through interviews and

questionnaires), and through using secondary data. Two of the three categories of

collecting data (through observation and direct communication) were used for this

project. The researcher administered the questionnaires to the employees of

Caloocan City Hall - Accounting Department herself.

3.10 Data Analysis

The research was carried out by the use of a questionnaire. The raw data

obtained from a study is useless unless it is transformed into information for the

purpose of decision making. Data from the answered questionnaires in this study

was analyzed by using percentages. The collected data was checked for

consistency and then frequencies and percentages used to show responses of the

distribution. The results were presented in graphical form.

3.11 Profile of Caloocan City Hall - Accounting Department

This study covered the effects of work environment on performance of

employees in government organizations specifically employees of Caloocan City

Hall - Accounting Department. The Accounting Department is a subunit of the Local

Government that provides an information system which measures, processes and

communicates financial information about an identifiable geographic entity. This

information allows users to make reasonable choices among alternative uses of

 UNIVERSITY OF CALOOCAN CITY
scarce resources in the conduct of providing services and other economic

activities. The modern view of accounting department is to regard it as a service

activity; it is a link between activities and decision-makers. The accounting

department also provides accounting services and financial support to the

Caloocan City Hall. The department records account payable and receivable,

inventory, payroll,fixed assets and all other financial elements. The department’s

accountants review the records of each department to determine the local

government’s financial position and any changes required to run the government

cost- effectively.
 UNIVERSITY OF CALOOCAN CITY

Chapter 4

PRESENTATION AND INTERPRETATION OF DATA

Table 4.1

Gender of the Respondents

60% 55%

50% 45%

40%

30%

20%

10%

0%

Male Female

According to the response, 55% and 45% of the respondents are female and male

respectively who answered the questionnaires given.

Table 4.2

Age of the Respondents

80% 75%
70%
60%
50%
40%
30%
20%
10% 10%
10% 5%
0%

20-30 31-40 41-50 51 & above

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According to the response, the 20-30 years old constituted 75% of the

respondents followed by the same percentage of 10% which constituted the 31-

40 and 41-50 years old respondents. The lowest number of respondents was

within the 51 and above which constituted 5% of the respondents.

Table 4.1.3

Years of Experience in Caloocan City Hall

70%
60%
60%
50%
40%
30%
20% 20%
20%
10%
0%
1-5 years 6-10 years 11-20 yrs

According to the response, 60% of the respondents had 1-5 years of

experience in Caloocan City Hall. Followed by the same percentage which

constituted 20% of the respondents who had 6-10 and 11-20 years of experience

in Caloocan City Hall

 UNIVERSITY OF CALOOCAN CITY
Table 4.1.4

Does physical work environment at Caloocan City Hall affects the

productivity of the employees?

1.00
0.80
0.80

0.60

0.40
. 0.20
0.20

Yes No

According to the response, 80% of the respondents agreed that physical

work environment affects the productivity of the employees of Caloocan City Hall

while the remaining 20% of the respondents disagreed that physical work

environment affects the productivity of the employees.

Table 4.1.5

Does psychological work environment at Caloocan City Hall affects the

productivity of the employees?

120%
100%
100%

80%

60%

40%

20%

0%

Yes No
 UNIVERSITY OF CALOOCAN CITY
According to the response, 100% of the respondents agreed that the

psychological work environment at Caloocan City Hall affects the productivity of

the employees. However, none of the respondents disagreed about the said

questionnaire.

Table 4.1.6

How is the work environment at Caloocan City Hall?

60%
50%
50%

40% 35%

30%

20% 15%

10%

0%

Very Good Good Poor

According to the response, 50% of the respondents believed that the work

environment at Caloocan City Hall had a very good satisfaction. The another 35%

of the respondents believed that it had a good work environment. And the lowest

percentage which constituted 15% of the respondents believed that the work

environment at Caloocan City Hall had a poor work environment.

 UNIVERSITY OF CALOOCAN CITY
Table 4.1.7

Are your problems with physical conditions concerned with your work place

environment?

80% 70%

60%

40% 30%

20%

0%
Yes No

According to the response, 70% of the respondents voted yes about the

problems in workplace environment is concerned in it's physical condition. While

the remaining 30% of the respondents voted no about the said questionnaire.

Table 4.1.8

Are your work place environment problems concerned with your (multiple

answers)

80%
70%
70%
60%
50%
40%
30%
30%
20%
10%
0%

Workplace Layout Space Others

 UNIVERSITY OF CALOOCAN CITY
According to the response, 70% of the respondents said that the problem in

workplace environment is concerned about the workplace layout of the office.

However, 30% of the respondents said that the problem in workplace environment

is concerned about the space of their office. Therefore, majority of the employees

believed that workplace layout has a big factor in terms of the workplace

environment problems.

Table 4.1.9

My organization’s fiscal well-being is stable.

100%
80%
80%

60%

40%
20%
20%

0%

Yes No

According to the response, 80% of the respondents believed that their

organization has a stable fiscal well-being. And the remaining 20% of the

respondents are against about the said statement. Employees feedback

contributes on their organization because it consists of both positive feedback on

what the employee is doing right as well as feedback on their organization's well-

being.
 UNIVERSITY OF CALOOCAN CITY
Table 4.1.10

My organization’s work positively impacts people’s lives.

100% 95%

80%

60%

40%

20%
5%
0%
Yes No

According to the response, 95% of the respondents believed that their

organization's work has a positive impact on people's lives. And only 5% of the

respondents are against about the said statement. Majority of the employees

believed that there's a big influence if the work on their organization has a positive

impact on every people's lives.

Table 4.1.11

My organization has a safe work environment.

120%
100%
100%

80%

60%

40%

20%

0%

Yes No
 UNIVERSITY OF CALOOCAN CITY
According to the response, 100% of the respondents believed that their

organization has a safe work environment.

Table 4.1.12

Considering everything, how satisfied are you with your job?

60% 55%

50%

40% 35%

30%

20%
10%
10%

0%

Very Good Good Poor

According to the response, 55% of the respondents had a very good

satisfaction towards their job. The another 35% of the respondents believed that

they had a good satisfaction. And the lowest percentage which constituted 10% of

the respondents said that they had a poor satisfaction towards their job.
 UNIVERSITY OF CALOOCAN CITY

Chapter 5

CONCLUSION AND RECOMMENDATIONS

5.1 Introduction

This chapter involves the conclusion and recommendations from the

analysis done so far. Recommendations based on the findings have been provided

to improve the work environment of Caloocan City Hall. The study is concluded

and a statement of the way forward is made.

5.2 Conclusion

The study set out to assess the effects of work environment on employee’s

work performance in government organization at Caloocan City Hall. In an attempt

to do this, 20 questionnaires were administered to the employees of Caloocan City

Hall. A response rate of 100% was achieved. The data collected was analyzed

using graphical presentation and supporting interpretations. It was found that, each

of the components that define work environment were statistically significant to the

performance of the employees at Caloocan City Hall. However, the physical and

psychological work environment of employees of Caloocan City Hall were the most

conducive work environment at Caloocan City Hall. In the end, work environment

at Caloocan City Hall was statistically significant to the performance of employees.

 UNIVERSITY OF CALOOCAN CITY

5.3 Recommendations

5.3.1 The Work Environment of Caloocan City Hall

Since the physical and psychological environment of Caloocan City Hall was

noted to be conducive, the city hall must keep an eagle eye on it so that the working

life of the employees could be better to enhance productivity.

5.3.2 The Productivity of Workers at Caloocan City Hall

In view of the fact that there was an impact of physical and psychological

effects in the productivity of their work performance, it brought about by low

motivational level of the employees and the stressful nature of their work, the

Caloocan City Hall is advised to introduce reward systems to enable the employees

feel that they are being valued by the organization they work for. The reward

system would encourage the staff to be punctual at work and work harder because

their well-being is seriously taken care of by the management of the city hall. Also

the city hall is advised to take care of their employees career and self-development

so as to retain efficient and experience workforce in the organization.

5.3.3 Effect of Work Environment on Employees Productivity

In view of the fact that work environment was statistically significant to the

productivity of employees at Caloocan City Hall, the work environment must be

maintained or improved to ensure productivity. In addition, all the components that

define work environment were statistically significant to productivity of the

Caloocan City Hall. For this reason, the city hall is advised to invest in them.
 UNIVERSITY OF CALOOCAN CITY
Similarly, the work environment of the city hall has positive impact on the

productivity of its workers so the current must be maintained for the employees to

be continued to be productive for the Caloocan City Hall.

 UNIVERSITY OF CALOOCAN CITY

REFERENCES

1. http://caloocancity.gov.ph/departments-offices1/revenue-and-financial-

services/city-accounting-department

2. http://caloocancity.gov.ph/departments-offices1/city-government-services/53-

public-information-office

3. http://www.caloocancity.gov.ph/departments-offices1/revenue-and-financial-

services/city-accounting-department#contact-us

4. https://thesis.eur.nl/pub/7156/Stella%20Opu%20HRE.pdf

5. https://www.simplypsychology.org/maslow.html

6. http://www.jiem.org/index.php/jiem/article/viewFile/1530/755

7. http://www.stat.yale.edu/Courses/1997-98/101/sample.htm