IMPACT OF WORK ENVIRONMENT ON THE PRODUCTIVITY OF SKILLED

WORKERS’ IN ABUJA
BY

MATTHEW JEPHTHAH OSHIOKUNODUO

2012/1/41496VQ

A PROJECT SUBMITTED TO THE DEPARTMENT OF QUANTITY SURVEYING,

FEDERAL UNIVERSITY OF TECHNOLOGY, MINNA

AUAGUST, 2017.

i
 IMPACT OF WORK ENVIRONMENT ON THE PRODUCTIVITY OF SKILLED

WORKERS’ IN ABUJA

BY

MATTHEW, JEPHTHAH OSHIOKUNODUO

2012/1/41496VQ

A PROJECT SUBMITTED TO THE DEPARTMENT OF QUANTITY SURVEYING,

FEDERAL UNIVERSITY OF TECHNOLOGY, MINNA

IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE AWARD OF

BACHELOR OF TECHNOLOGY DEGREE IN QUANTITY SURVEYING

i
 DECLARATION

I, Matthew Oshiokunoduo Jephthah declare that this project work entitled: ‘Impact of
work environment on the productivity of skilled workers in Abuja’ is entirely my
composition under the supervision of Dr. A. A Shittu. All references made to journals and
other peoples’ work has been dully acknowledged.

------------------------ -------------------------
Matthew Jephthah O. Date

ii
 CERTIFICATION

This is to certify that this work was carried out by Matthew Oshiokunduo Jephthah under the
regulations governing the writing and presentation of project work in the department of
quantity surveying, School of Environmental Technology, Federal University of Technology
Minna, Niger State.

--------------------------------- ---------------------

Dr. Shittu, Adullateef Adewale Date

(Project Supervisor)

--------------------------------- ---------------------

Mrs. Blessing, Okoson

(Project Coordinator) Date

--------------------------------- ---------------------

Dr. J. E. Idiake Date

(H.O.D)

--------------------------------- ---------------------
Examiner Date

iii
 ACKNOWLEDGEMENT

First and foremost, my utmost gratitude goes to our Grand Creator Jehovah for His grace and

protection for without it this study would never have come into reality.

I also owe a considerable measure of gratitude to my Supervisor Dr. A. A Shittu, who

supervised this work in a critical but objective and construction manner. I very much

appreciate the guidance, comments, assistance & advices. It has been a privilege of knowing

& working with you.

Again I extremely grateful to my able Head of department Dr. J. E. Idiake, my lecturers, Prof.

A. Mogbo, Prof. A. D. Ibrahim, Dr. Y. D. Muhammad, Dr. L. O. Oyewobi, Dr. A. D. Adamu,

Dr. I. Saidu, Dr. M. O. Anifowose, Dr. B. O. Ganiyu, Mrs. B O. Okosun my project

coordinator, Mrs. L. C. Odine and the entire staffs of quantity surveying department for their

thorough scrutiny & immense contribution to the success of this study.

Last but not the least, I wish to express my sincere appreciation to my wonderful family

Mr/Mrs Reuben, my sister, all my course mates, my friends, especially Hanafi Abdulsalam,

Dolapo Ibrahim, Vanessa Johnson, Idris Adamu, Yusuf Hamza, Elizabeth Alexander,

Babatunde, Alice Ikwue, Alison Dominion and Muchangi Christine, Senior Qs. Prince, for

their prayers, encouragement, kind assistance & useful suggestion that helped me to complete

this study successfully.

However, I alone claim the responsibility for the imperfections that remain in this study.

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 ABSTRACT
A work environment can be identified as the place that one works, as well as the immediate
surroundings around the workplace such as a construction site. For decades, the construction
work environment has been given little or no interest. However, it has been established that
the productivity of workers is determined highly by the environment in which they work.
Hence, this study was aimed at assessing the impact of work environment on the productivity
of skilled workers’a view to enhance productivity and proffer a conducive environment to
create an industrious worker. A well-structured questionnaire was the instrument used for
data collection which Eighty-eight (88) closed ended questionnaires were administered to
skilled workers’ in different construction sites in Abuja. Data were collected from secondary
and primary sources and were ranked by means of severity index (Likert scale) and analysed
using mean item score & relative importance index. Investigation revealed that variables of
the work environment such as wages, safety measures during fire emergencies, personal
protective equipment, workload & welfare facilities as well as employment policies have
significant impact on workers’ productivity. This study identified construction work
environment as one of the factors responsible for low productivity. The study equally
identified strategies that will help to build up a safe & productive construction work
environment. The study concluded that skilled workers on construction sites should be
properly and adequately motivated since they are the building rock to a successful delivery of
project time and quality.

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 Table of Contents

DECLARATION ii

CERTIFICATION iii

ACKNOWLEDGEMENT iv

Table of Contents vi

List of Tables ix

List of Figures x

INTRODUCTION 1

1.1 Background of Study 1

1.2 Statement of Problem 3

1.3 Research Questions 4

1.4 Aim and Objectives 5

1.4.1 Aim 5

1.4.2 Objectives 5

1.5 Justification of the Study 5

1.6 Scope of the Study 7

1.7 Limitation of the Research 7

LITERATURE REVIEW 8

2.1 Construction Industry in Nigeria and Its’ Work Environment 8

2.2 Labour Productivity 11

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 2.3 Factors Responsible for Low Productivity of Skilled Workers 13

2.4 Impact of Work Environment on Productivity 15

2.5 Consequence of Poor Work Environment 17

2.6 Strategies to Improve Work Environment 18

2.7 Impact of Motivation on Productivity 22

RESEARCH METHOD 24

3.1 Introduction 24

3.2 Population of the Study 24

3.3 Sample Size and Sample Procedure 25

3.4 Instrument for Data Collection 25

3.5 Method of Data Collection 26

3.6 Method of Data Analysis 26

3.7 Decision Rule 27

CHAPTER FOUR 29

ANALYSIS OF DATA AND DISCUSSION OF RESULTS 29

4.1 Introduction 29

4.2 The Research Data 29

4.3 Respondents Information 30

4.4 Descriptive Data Analysis 31

4.4.1 Factors Responsible for Low Productivity of Skilled Workers’ 31

4.4.2 Impact of Work Environment on Productivity 33

vii
 4.4.3 Strategies to Improve Work Environment 34

4.5 Discussion of Results 36

4.6 Summary of Findings 38

CHAPTER FIVE 39

CONCLUSION, RECOMMENDATIONS AND AREAS FOR FURTHER STUDY 39

5.1 Conclusion 39

5.2 Recommendations 40

5.3 Contribution to Knowledge 41

5.4 Relevance to Quantity Surveying 41

5.5 Area for further study 42

REFERENCES 42

APPENDIX 47

viii
 List of Tables

3.1: Decision Rule for Mean item score ranking

3.2: Methodology

4.1: Response Rate of Questionnaire.

4.2: Various Trades of the respondents

4.3: Response of Factors Responsible for Low Productivity of Skilled Workers.

4.4: Response to Impact of Work Environment on Productivity

4.5: Response to Strategies to Improve Work Environment

ix
 List of Figures

Figure 4.1: Various Trades of the respondents

x
 CHAPTER ONE

INTRODUCTION

1.1 Background of Study

Mans’ existence is dependent on how well he relates and manipulates his immediate

surrounding. Wrongful control presents dangers that renders the environments hazardous and

disrupts the performance of the worker. Working environment can give some discouraging

messages about how much the firm esteem workers and the gauges it anticipates from them

(Armstrong and Murlis, 2007). The Environment truly implies surroundings and every one of

those things that affect a person amid the life time is all in all known as environment. A

working environment is where individuals work together to achieve the association's goals. It

means systems, processes, structures and tools and all those things which interact with

employees and affect in positive or negative ways on employees’ productivity. It can also be

defined as the location where a task is completed. When studying place of employment, the

work environment involves the physical geographical location as well as the immediate

surroundings of the workplace such as a construction site.

A satisfied and tireless worker is the greatest resource of any firm. Powerful work

environment energizes the more joyful worker with their activity that at the appropriate time

impact the on the productivity of the firm and in addition the development of the economy.

As indicated by Hoskins (2006) In the coming years, firms will flourish or plunge dependent

upon their capacity to enlist and save top skilled workers. In this way, the work environment

is assuming an opened up commitment to join individuals and bolster solid corporate

societies that draw in workers' souls and psyches. Firms have come to understand the

significance of solace in the workplace environment, enhancing practical ergonomic

components with a specific end goal to protect quality representatives, increment in

productivity, and keep up an upper hand. It is the nature of the worker's work environment
1
that most effects on the level of workers’ inspiration and ensuing execution. How well they

take an interest using the firm, especially with their immediate environment, effects, as it

were, their blunder rate, level of development and joint effort with different workers, non-

attendance and, in the end, to what extent they remain in the activity.

Lambert et al. (2001) establish that environmental components are crucial components of

employee’s productivity. The level of pay, advancement, evaluation framework, atmosphere

administration, and connection with associates are the imperative components. Making better

and higher performing workplace requires awareness of how workplace impacts conduct and

how conduct itself pushes workplace execution (Armstrong and Murlis, 2007). Individuals

work freely and interface with others and this requires assorted workplace arrangements

(Chandrasekar, 2011).

Administration's new challenge is to shape an environment that draws in, hold and persuade

its workforce to accomplish enhanced productivity. The commitment hangs with managers

and directors at all levels of the firm. They need to make a working environment where

individuals appreciate what they do, feel like they have a reason, have pride in what they do

and can achieve their potential. The work environment influences workers’ resolve,

productivity and engagement-both emphatically and contrarily. In the battle to spur workers,

firms have incorporated various exercises, for example, productivity based pay, employee’s

association, enrolling understandings, practices to enable adjust to work and family life and

additionally different types of data sharing, (Chandrasekar, 2011).

The present working environment varies from the past in light of the fact that workers today

are working with innovative progression. The mix of variables has made an environment

where the business necessitates its employees’ more than the workers require the business. It

is the nature of the employer’s work environment that most effects on the level of worker's

2
inspiration and ensuing execution (Christian, 2015). In the present aggressive business

environment, firms can never again stand to squander the capability of their workforce

(Hughes, 2007). Consequently, most firms are endeavouring every single possible push to

make work environment more agreeable, protected and solid.

As per Abdulla et al. (2010), environmental components speak to the quick occupation

environment that encompasses aptitudes required to play out a vocation, specialist, self-

governance, association with administrators and collabourators and supplementary working

conditions. It is imperative for the firm to know how its work environment impacts incredibly

on the worker's productivity. Tragically, in Nigeria, construction workers are ineffectively

paid with long working hours and poor working environment which includes perilous manual

work. These workers are of momentary nature (either easy-going or impermanent), for the

most part moving from rustic territories to urban focuses (Okoye, 2016). Likewise, around

86% of productivity issues live in the work environment of firms (Akinyele, 2010).

Consequently, it is basic to direct an examination on work environment of construction

industry today and its impact on employees’ (skilled workers) productivity. Perceiving that

these specialists are in charge of the accomplishment of any development work, the state of

their work environment must be given genuine consideration.

1.2 Statement of Problem

Amongst other factors that influences the productivity of workers’, work environment seems

to be most crucial since it can result to psychological worries (Al-shammari, 2013).

According to Akinyele (2010), about 86% of productivity problems reside in the work

environment of firms. Furthermore, construction labour productivity is frequently affected

by the management of the labour directly intricate with on-site activities (Aina, 2016). These

on-site activities take place on the construction site which in turns is the working

3
environment of every construction worker. it is the significance of the work environment that

impacts significantly on the quality of worker’s inspiration and productivity (Hughes, 2007).

Today, a bulk of the skilled workers can be found in the construction industry and they

include bricklayers/masons, carpenters, welders’/iron benders, house painters, plumbers,

electricians and the likes. The speed and success of a construction project depends on the

productivity level of the skilled workers which is linked to how conducive the work

environment is. According to Hameed and Amjad, (2009), healthier workplace yields better

results. That is to say better outcomes and increased productivity is expected to be the result

of better work environment. Sadly, the working environment of these construction workers is

in a poor state thereby giving rise to low productivity, accidents, poor quality of work,

rework, delay in project completion time and ultimately low profit to the firm (Okoye, 2016).

Consequently, the issue arises as to which type of work environment be maintained by a

construction firm in order to enhance workers’ productivity. The research will thus identify

and study elements of work environment and its impact on skilled workers’ productivity.

1.3 Research Questions

i. What are the factors responsible for low productivity of skilled workers?

ii. What significant impact does the work environment have on the productivity of

skilled workers’?

iii. What are the strategies for improving the work environment of skilled workers

so as to increasing their productivity?

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1.4 Aim and Objectives

1.4.1 Aim

This research aims to assess the impact of work environment on the productivity of skilled

workers with a view to enhance productivity and proffer a conducive environment to create

an industrious worker.

1.4.2 Objectives

i. To identify the factors responsible for low productivity of skilled workers’.

ii. To assess the impact of work environment on the productivity of skilled workers’.

iii. To examine the strategies for improving the work environment so as to increase

skilled workers’ productivity.

1.5 Justification of the Study

Previous research has identified components of physical and behavioural work environment

that has been found to have significant effect on workers’ productivity. Behavioural

workplace environment has greater effect on workers’ performance (Sharma, 2016). Others

have pointed out further areas that can be researched on. Mwenda (2013) suggested that more

details on the perception of employees and effects of working environment may be revealed

through studies in areas like leadership, employee commitment and so forth.

Shruti (2012), studied how good office design affect employees’ productivity. Kiraju and

Elegwa (2013), suggest that institutions should establish effective communication across all

levels of the institution. It is imperative to note that all previous studies on work environment

only applies to tasks that are performed in an enclosed space(indoors) especially for

organisations, manufacturing industry and the banking sector. On the other hand, construction

works are usually executed outdoor thus making the construction work distinct from these

jobs. The working environment is to be seen as the construction site where all on-site jobs

5
take place. The working environment of any site is said to have a positive and negative effect

on the productivity of the skilled workers. Hence, factors relating to work environment will

be studied in the context of construction firms. A conducive working environment yields a

productive worker meanwhile a hazardous working environment breeds low productivity.

skilled workers work seamlessly with other professionals within the built environment to

speed up the project completion time, to improve work quality and to meet up with design

specification. More so, the performance of these workforce determines the survival and

growth of construction firm.

Since the bulk of labour force in Nigeria can be found in the construction industry, it is

imperative that a research that will assess the impact of working environment on skilled

workers’ performance should be conducted. This research is paramount in providing a much

better understanding of the impact of construction environment and its influence on the

productivity of employees in construction industries thus serving as a guide to evaluate how

the working environment affects the productivity of construction workers. It can also be used

to notify the respective constructions firms of specific work environmental features that

affects workers level of satisfaction or dissatisfaction.

The need to have a conducive work environment cannot be over emphasized since it not only

saves the firm’s resources but also ensure the smooth running of the project without

interruption, improving the dedication of the worker towards work, speed up the construction

work with a view of maintaining the standard and reputation of the firm. Therefore, this

research can be used to identify problems emanating from the work environment, proffer

solutions and also show how an improved work environment can lead to higher productivity

with the view of maintaining an employee dedication to work. finally provides a baseline for

other future research in this field.

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1.6 Scope of the Study

The proposed research will focus on the impact of work environment on the productivity of

skilled workers. The research will revolve majorly around skilled workers within a

construction site which is to be seen as the working environment. This study will be restricted

to construction sites specifically for on-going large scale projects within the Abuja federal

capital territory. Lastly, the study will cover skilled workers in construction companies

registered with Federation of Construction Industry (FOCI).

1.7 Limitation of the Research

Pertinent academic works related to this research will be consulted subsequently thereby

reducing the efficiency of this research since the data collection process will be restricted to a

particular location in this case Abuja.

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 CHAPTER TWO

LITERATURE REVIEW

2.1 Construction Industry in Nigeria and Its’ Work Environment

The development area is one of the best five areas utilized as a part of measuring the National

Gross Capital Formation (NGCF) and the Gross Domestic Products (GDP) of any country.

As indicated by Ademola (2014), in 2008 and 2009 the construction sector was the eighth

driving supplier to the Nigeria's Gross domestic product. Notwithstanding, between the third

quarters of 2010 and 2012, the division's position as a supplier to the Gross domestic product

dropped to ninth position while it enhanced somewhat to eighth position among the twelve

areas considered, regardless of the way that the segment kept up expanding offer of Gross

domestic product between the second from last quarter of 2010 and second from last quarter

of 2013. It contributed between 1.56 for each penny and 1.80 for every penny to the nation'

Gross domestic product individually in the vicinity of 2010 and 2013.Its impact on each other

segment makes it a noteworthy forefront for reasonable advancement (Mosaku et al., 2006).

The construction sector offers prospects to both skilled and semi-skilled people on

construction sites to perform the activities and is the most elevated utilizing industry in

Nigeria (Ugulu et al., 2016). In this way, there is an upsurge out in the public sector projects,

for example, public housing schemes, road construction and rehabilitation (Isa et al 2013).

Construction is for the most part a labour intensive industry and enhancing the productivity of

labour constitutes an essential target (Tran and Tookey, 2011). Acocrding Jang, Kim, and

Kim (2011), the construction industry is work concentrated and depends enormously on the

skills of its workforce which represents over a fourth of the aggregate cost of a project.

Construction industry in Nigeria is constantly looked with the problem of productivity. A few

research has endeavoured to address this issue from alternate point of view. Ademola (2014),

8
recognized the environment, deficiency of specialized ability, shortage of key building

materials, and compelled access to credit. Edom et al (2015) likewise recognized labour,

administration, motivations and environment with little essentialness given to the last

mentioned.

Environment truly implies surroundings and every one of those things that effect person amid

the life time is all in all known as environment. A working environment is where individuals

work together to achieve the association's goals. It means systems, processes, structures and

tools and all those things which interact with employees and affect in positive or negative

ways on employees’ productivity. It can also be defined as the location where a task is

completed. When studying place of employment, the work environment involves the physical

geographical location as well as the immediate surroundings of the workplace such as a

construction site. It normally includes different variables identifying with the place of work,

for example, the nature of the air, noise level and additional boosts and fringe of employment,

for instance, free child’s care or parking.

For quite a long time, construction industry in Nigeria has kept up a poor working

environment in this manner offering ascend to defer and low quality conveyance of projects.

Not exclusively are construction workers inadequately paid with long working hours, they

additionally take part in extraordinary manual work (Okoye, 2016). As indicated by

Alinaitwe (2006), building works in Nigeria are still done physically along these lines making

labour productivity more vital as ever. To additionally support the need of concentrate the

work environment, Ayinkele (2010) expressed that around 86% of productivity issues dwell

in the work environment of firms. His decision isn't farfetched from construction industry

since it is essentially a labour concentrated industry, the productivity of labour in a helpful

work environment is a noteworthy determinant of the firm's development and future

occupation prospects. A working paper by European Agency for Safety and Health at Work

9
directed in Spain and Finland attested that construction sites with a poor working

environment could seldom accomplish great edges (productivity).

Saroj and Hemal (2016)) stated A fulfilled, glad and steady representative is prime resource

of any firm. Viable outcomes and for any firm relies upon the level of fulfilment of workers

and work environment is a standout amongst the most essential elements which impact the

fulfillment and inspiration level of workers. All the more along these lines, as indicated by

Christopher and Khann (2013) One reason of acknowledgment of industry is workers.

Numerous workers invest a large portion of the energy in producing exercises in the

workshop. In this manner the workplace environment undertakes a critical part if the business

might want to keep up better productivity. It has been affirmed in another examination work

by chandrasekar (2011) that risky and undesirable workplace environment regarding poor

ventilation, wrong lighting, exorbitant commotion and so on influence workers' productivity

and wellbeing.

Also, Akinyele (2007), includes that favourable work environment guarantees the welfare of

workers which perpetually will empower them make an effort on their parts with all life that

may mean greater productivity.

Chandrasekar (2011) expressed that workers' spirit, productivity and engagement has

tremendous effect on the work(workplace) environment. Lion's share of construction industry

work environment is risky and undesirable. Some of which incorporates ineffectively planned

workstations, absence of ventilation, exorbitant noise, wrong lighting, insufficient wellbeing

measures in fire crises and absence of individual defensive hardware (personal protective

equipment). Under such condition workers are helpless to word related sickness and its effect

on worker's productivity. Subsequently, diminishing productivity because of the poor state of

the work environment. How well the workers connect with the firm, particularly their

10
immediate environment, enormously influences their mistake rate, level of development and

collaboration with other colleagues, truancy and at last to what point they remain in the firm.

Making a work environment in which workers are gainful is fundamental to expand benefits

for the firms. The connection between work, the workplace and the instruments of work,

work environment turns into a basic piece of work itself. The administration that manage

how, specifically, to misuse workers' productivity revolved around two noteworthy regions of

accentuation: singular inspiration and the foundation of the work environment.

Yusuf and Metiboba (2012) presumed that the work environment of most Nigerian firms

must be concurred with high need while sufficient thought must be given to different prizes

that give hopeful states of mind to workers keeping in mind the end goal to be happy with

their activity. Yasin Sheik Ali et al. (2013) found that the productivity of workers’ will rise

by continuing working conditions and working environment up to certain verge level and

therefore will diminish if work load will rise from over certain edge level. With its attention

on working environment and productivity, this exploration adds to the rare observational

writing on working environment and productivity in construction industry.

2.2 Labour Productivity

Hameed and Amjad (2009) expressed that when individuals deliver something with slightest

exertion, this is known as productivity. They additionally characterized productivity as yield

per worker hour, quality considered. productivity is the expanded utilitarian and a firms'

productivity, including quality. They likewise talked about that productivity measure conveys

distinctive importance at industrial facility settings and at workplace setting. It is frequently

not compelling to furnish workers with the required assets and expect that productivity will

increment consequently. This is on account of; productivity will just increase when a further

11
thought or advantage has been given to that worker for which the allotted employment will be

played out (The Insider, 2002).

In Nigeria be that as it may, any reference to productivity in the construction industry is

thought to be labour productivity. labour is certified as the most critical factor of construction

as it speaks to a significant extent of the final cost of a building, typically between 40 to 60

percent of the building cost (Adamu et al, 2011).

Most construction projects over the world are labour based which includes the utilization

fundamental hand instruments, gear and furthermore machines by workers/workers. labour

productivity is more critical particularly in the creating nations like Nigeria on the grounds

that the majority of the building works are still completed physically (Alinaitwe, 2006).

According to Intergraph (2012) productivity is the measure of the rate at which work is

performed. It is a proportion of creation yield to what is required to deliver it. The measure of

productivity is characterized as an aggregate yield for each one unit of an aggregate output.

Diving productivity in the construction sector of Nigeria is a prime worry that can bargain the

level of yield and at last hurt the general economy of Nigeria. That is the reason labour

productivity remains an essential component for achievement in many firms particularly in

the construction sector. According to Udegbe (2007) Workers are recognized to affect

construction labour productivity as they are the significant players executing the construction

procedure. It was assembled that construction labour productivity is generally influenced by

the administration of labour straightforwardly required with activities on-site (Aina, 2016).

Lambert (2005) could appear in his discoveries that" it is the quantity of administration works

in the work environment which seem to have been the basic factor hindering higher

productivity". In like manner, he distinguished the administration capacities as: arrangement

of satisfactory incidental advantages, supervision, work technique and association. Change in

12
the productivity of the construction industry positively affects every single other industry,

and additionally on the national economy (Duncan 2002).

2.3 Factors Responsible for Low Productivity of Skilled Workers

To distinguish the components in charge of low productivity in the construction industry

significant research has been completed under this area. In any case, analysts have not yet

conceded to all-inclusive arrangement of variables that influences productivity. They

recognized low wages, absence of materials and threatening working atmosphere as having

key effect on productivity of skilled workers engaged with in-situ concrete operation in single

story building projects in Nigeria (Ameh and Odusami, 2002). Ademola (2014) affirmed that

the environment, deficiency of specialized mastery, shortage of key building materials, and

compelled access to credit. Components influencing labour productivity are: Accessibility of

materials, weather, gang size, Empowering environment, Stature of work have unequivocally

huge impact on the productivity of workers yield on construction sites (Alumbugu, et al.,

2014). The outcomes demonstrate the elements with critical impact on labour productivity in

descending order of significance are as per the following: inaccessibility of material, late

instalment of pay rates and wages, appropriateness of plant and equipment, supervisory

inadequacy, absence of manpower skills, absence of work experience, plant breakdown, late

conveyance of material, deficiency of tools and equipment, and low compensation (Chigara

and Moyo, 2014). Besides, Incapable Administration (uneducated and unpractised

administration body), obsolete framework, lacking money related and non-financial reward,

dangerous and hazardous work environment, Deficient and insufficient associates were

recognized as variables in charge of low productivity by Prosanjit and Sumon, (2015).

Additionally, distinguished labour, administration, motivating forces and environment

(Edom, et al, 2015). The aftereffects of the examination recommended that mode of

13
employment, capability of workers, temperature of the work environment, time of perception

and experience of the agents (Aina, 2016).

A significant number of these components distinguished can be connected to the work

environment which for this situation is the state of the construction site. Some of these

components are indivisible and an excessive amount of accentuation on one might be

impeding to the others. In any case, it is relevant to take note of that around 86% of the issues

distinguished to influence workers' productivity can be found inside the work environment.

This conclusion is in concurrence with Ayinkele (2010) examine directed on factors in charge

of low labour productivity in the industry today. To this impact, much consideration will

provide for recognizing real determinants that may influence workers' productivity in the

work environment.

In the push to distinguish central point in the work environment that essentially influence

productivity, numerous researchers have come to call attention to various work

environmental variables in light of various association and the sort of activities carried out in

such environment.

Akinyele (2010) called attention to essential factors in the external work environment

especially the deficient supply of some infrastructural facilities have blocked the productivity

of the workforce. Additionally, factors in the internal work environment particularly, the

activity related weights likewise have their negative impact on labour productivity. Combined

with these are the human components, in particular, the worker's relationship with

administration and, or collaborators, the level of incidental advantages especially the non-

money benefits, and also factors related with the workers' abode. Various physical facilities

and mental components that are viewed as appropriate for increasing productivity are right

now labour aspiration. Various related/work employment policies, for example, job

14
orientation for new staff, open door for staff training and development, advancement,

employer stability and so forth are by and by seen as ominous to workers and hence have

negative impact on productivity.

According to Chandraskar (2011), the job aid, manager bolster and physical workplace

environment are the components of workplace environment in a firm that may possibly

influence the workers' productivity. In any case, in view of the discoveries of Nina and

Mohammad (2013), they presumed that supervisory support isn't noteworthy towards the

workers' productivity. Then, work aid and physical workplace environment are having a

noteworthy relationship towards the workers' productivity. Additionally, Christopher and

Khann (2013) recognized four components of work environment which has immense impact

on workers’ productivity that are: lighting, noise, temperature and furniture. Anil and

Manisha (2014) recorded building design and age, workplace layout, workstation set-up,

furniture and equipment design and quality, space, temperature, ventilation, lighting, noise,

vibration, radiation, air quality as variables in the work environment. Abdul and Tafique

(2015), distinguished variables that constitutes work environment, for example, supervisor

support, great relations with co-workers, training and development, motivating forces and

acknowledgment design and sufficient workload, they additionally stated that the above

recorded components have huge effect on workers' performance. Just as of late, an

examination in light of sugar ventures in India directed by Saroj and Hemal (2016), opined

that work culture, atmosphere and profession advancement openings in these firms are work

environmental factor that impact on workers' performance.

2.4 Impact of Work Environment on Productivity

A satisfied, satisfied and constant worker is greatest resource of any firm. Viable outcomes

and for any firm relies upon the level of fulfilment of workers and work environment is a

15
standout amongst the most essential variables which impact the fulfilment and inspiration

level of workers (Saroj and Hemal, 2016). The act of good work environment may convey

advantages to the firm, where it might urge workers to create positive lead towards work,

increment their performance while in the meantime keeping them from traitorousness and

disappointment (Mohamed and Uli, 2010). An examination led by Chevalier (2004),

demonstrated that if environmental support is sound, workers are better prepared to do what

is expected of them while, if the environmental support is unsteady, it will be unfavourable to

the performance of the worker.

Bindu and Rupa (2012) deduced in their exploration that the workplace environment impacts

on workers' confidence, productivity and engagement - both decidedly and contrarily. It is the

nature of the workers' workplace environment that most effects on their level of inspiration

and ensuing performance. How well they take an interest in the firm, particularly with their

immediate environment, impacts to an incredible amount their mistake rate, level of

modernization as well as teamwork with different workers, non-participation and eventually,

to what degree they remain in the job. According to Yusuf and Metiboba (2012), there is a

noteworthy connection between work environment and workers' way to deal with work. This

implies the work environment affects the workers' performance (productivity) to work. This

may run from conducive of the environment and administration style.

Still in support of Bindu and Rupa (2012), Leblebici (2012) said that it is the workplace

environment influences workers' productivity however behavioral workplace environment

has more prominent impact on workers' productivity. The theory of Becker and Huselid

(1998) as referred to by Nordics (2014), expands on a hypothetical model, which accept a

positive connection between working environment and productivity. Utilizing register-based

and review information from the four Nordic nations of Denmark, Sweden, Norway, and

Finland, this model was tried exactly and it was presumed that there is a solid positive

16
connection between physical working environment and productivity. This relationship is

exceptionally hearty and remains profoundly critical notwithstanding when we include a

scope of controls, for example, time, segment and instructive level among workers. Al-

shammari (2013) deduced in an exploration concerning productivity in Saudi Arabia, that

there are solid confirmations with respect to the imperative of the work environment in

workers’ productivity. Work environment has wide measurements and the correct degree to

which one segment or a blend of elements affects the general work environment and

productivity. Making fitting work environment can be an exercise in careful control and is

moderately the main basic factor to redesign the firms' prosperity

2.5 Consequence of Poor Work Environment

Past research has exhibited a solid connection between low levels of work productivity and

work issues, for example, high turnovers, non-participation and lower worker's productivity

(Judge et al., 2001). By and by, it is conceivable that the higher rate of perceptions for non-

participation and lower levels of work productivity may well be bits of a choice to stop

having just been made by a worker (Griffeth et al., 2000). Work approaches have been

distinguished as a portion of the best forecasters of staff turnover (Griffeth et al., 2000). That

is, workers that report low levels of occupation fulfilment and have low levels of occupation

inclusion are significantly more liable to scan for an option employment.

Reduced levels of occupation fulfilment because of poor work environment have been

connected to higher rates of leaving and high rates of non-appearance (Griffeth et al., 2000).

As indicated by Malin (2015), outcome of having a poor environment increments:

i. Sickness nonattendance

ii. Turn over

17
iii. Production misfortune

iv. Unsatisfactory inspiration diminished execution

v. Defect in quality

vi. Efficiency misfortune

vii. Reduced general productivity

2.6 Strategies to Improve Work Environment

Yusuf and Metiboba (2012) suggested among different measurers that administration need to

enhance the arrangement of correspondence with their representatives; ought to make a

rousing atmosphere to build productivity and clear reward framework to all individuals from

the firm; since work environment is the key determinant of occupation fulfilment,

accentuation ought to be on the best way to enhance the work environment, making it more

helpful for workers in giving advances and other plan that maintain and manage workers'

commitment and devotion to their employments. In conclusion, administration should

unmistakably set structures and work framework as to accomplish objectives and targets.

Chadda and Pandey, (2011) were of the sentiment that high wages, minimal supervision,

preparing and advancement as approaches to enhance productivity in a conducive work

environment. Great manager bolster, great connection with co-workers, training and

development, alluring and quick motivations and acknowledgment designs and satisfactory

workload are useful in building up a working environment that will positively affect workers'

level of productivity (Abdul and Tafique, 2015).

18
2.6.1 Improved Communication

Directors and also the administration must be familiar of how they relate with workers.

Colleagues and upper administration ought to likewise consider the stream of correspondence

and whether it's irritating the workplace environment.

Workers’ are motivated and feel esteemed when they're given encouraging feedback and

indicating how their work adds to the achievement of the firm (Dominique n.e). This implies

going past a 'Hello, great job' and making the opportunity to habitually offer workers

particular input on how their work is sustaining into the firms' more extensive goals.

Giving criticism has any kind of effect for workers, particularly twenty to thirty year olds, as

indicated by an overview from Manpower Group. manager ought to be interested in criticism

also (Samantha n.e).

When you include your staff in basic leadership with an end goal to make a superior work

environment, they feel increased in value (Lambert n.e). He additionally included "Don't be

hesitant to approach workers for their view on another advantage offered or what they think

about another client project."

While you're working on communication, bear in mind to demonstrate appreciation for

diligent work. According to David (n.e), official VP at the O.C. Tanner Institute, a worker

affirmation and corporate gifting firm, viable worker acknowledgment can change and raise

the firm "It erupt eagerness, expands change, manufactures dependence and drives main

concern results," he said. "Indeed, even a straightforward 'thank you' after a worker goes well

beyond on a project, or puts in a progression recently evenings, goes far."

Nobody knows how to make a superior way with regards the job than the individual doing it.

The firm ought to impart obviously that recommendation is invited and ought to think of

some as sort of reward framework for proposal that increases productivity. One impact of

19
including the workers in enhancing productivity is that they will come to look on the goal as

making headway, not discovering shortcomings.

2.6.2 Set Standards and Provide Skills Development

In each industry, it is critical to build up standards. Workers ought to be conversant with what

the firm anticipates from them. They have to recognize what they ought to do and their

distributed parts. Without clear or express open doors, individuals tend to discover pardons

when they crash to accomplish targets. Be clear toward the starting: layout what you expect

of everybody, and how you anticipate that individuals will play out their allotted assignments

and errands. Besides, address the yearning necessities of workers by giving chances to

creating opportunities or developing professionally. Administration ought to anticipate that

each worker will look for challenges, and to not have any aspiration to be stale. It's not

enough that they have taken in the capacities expected to productively accomplish their

present undertakings. Give your workers a chance to understand that there are different things

they can do, with the goal that they can advance to greater positions. In the event that you

don't enable representatives to grow professionally, that may wind up noticeably motivating

force for them to look for another firm.

2.6.3 Better planning

Never will there exist an enchantment plan that kills all work changes, however better

planning will reduce the effect of work changes and destroy the unnecessary holds up that

outcome from mistaken planning. For instance, on the off chance that you don't plan for

supplies to land at the date it is required, the workers will be obligated to hold up until the

point that provisions arrives.

20
Be that as it may, just to state we have to improve the situation planning isn't sufficient. You

additionally need to build up an estimation for characterizing how exact the present planning

process is in addition to building up a practical measuring stick for improvement.

2.6.4 Training of Supervisors and Workers

A basic fundamental to improving productivity is to prepare the workers especially

construction supervisors, whose learning can epitomise the deciding moment an undertaking

in sound administration standards and methods. construction firms rarely dither to prepare

workers in certain aptitudes, for instance, how to work another bit of equipment. The

utilization of preparing is quantifiable very quickly: the worker is further productive when he

has ace the new ability. Training to improve productivity is the same.

Supervisors training ought to be correctly related to how to enhance productivity at the

construction site. supervisors must be prepared to take a gander at the activity not on an

everyday premise, but rather as a work procedure. With numerous particular advances that

must be finished over a protracted, if constrained, timeframe.

Disclosing what productivity intends to all workers and demonstrating to them in what way

enhanced productivity prompts less inconveniences and better benefits. Once new, more

productive methods for accomplishing something have been remembered, guarantee that

every one of the workers capture the change and why it is being utilized. Productivity training

ought to consistently stretch that the most gainful work environment is dependably the most

secure and create the most extreme quality work, as mischances and rework are real depletes

on productivity.

21
2.7 Impact of Motivation on Productivity

Once in a while managers neglect to comprehend the criticalness of inspiration in

understanding their firms' goal and vision. Notwithstanding when they comprehend the

importance of inspiration, they do not have the ability and information to give a work

environment that raise worker inspiration. The productivity of workers will represent the

moment of truth in a firm; this is the reason it is fundamental to discover a scope of strategies

for inspiring workers. Concurring Robbins and Decenzo (2008), Inspiration is the readiness

to accomplish something, it is adapted by this current activity's capacity to fulfill some

requirement for the person." The most tangible type of inspiration for a worker is cash; be

that as it may, there are other rousing variables that must be thought.

Each worker inside a firm is unique and, in this manner, is propelled to perform well for

various reasons. Because of the distinctions inside a firm, it is vital for a director to become

acquainted with her workers and appreciate what persuades their productivity. "In case you

will be effective in rousing individuals, you need to start by tolerating and endeavouring to

comprehend singular contrasts" (Robbins and Decenzo, 2008).

Cash is the most imperative spark for worker's productivity however it is critical firms to

discover supplementary approaches to propel. This includes becoming more acquainted with

their workers and what drives them, at that point ensuring supervisors misuse appropriate

motivational strategies with every worker. At the point when reasonable inspiration strategies

are utilized, workers' productivity will move forward.

As indicated by Anar (2015), Roused workers are slated to be further productive than non-

persuaded workers. Most firms try a few endeavours to rouse workers however this is

normally less demanding said than done. Workers are largely people with assorted like's

aversions and needs, and distinctive things will propel each.

22
 i. Motivated Employees Are More Productive: A worker that is pleased and euphoric

will dependably determinedly, in this way spurring take after representatives in

different workplaces to do likewise.

ii. Decision-production and handy Prospects: Indulging workers in the basic leadership

process advances veritable prospects all the while.

iii. Job Description, Work Environment and Flexibility: Engaging representatives in the

activity that matches his character and range of abilities expands the execution and

additionally his inspiration and fulfilment. A non-dangerous and non-debilitating

work environment is essential to keep up an abnormal state of representative

inspiration. Adaptable human asset strategies, adaptable time, work from home,

childcare additionally be subject to have more joyful and more persuaded workers.

iv. Pay and Welfares: Keeping representatives spurred with great welfares is simple.

Putting a limit at liberal advantages that spur all representatives, as differentiating to

raises and loftier earnings to keep up and offer the finest workers and keep them

happy and persuaded to work for you, are more troublesome.

v. Company Culture: Creating a valuable and worker neighbourly organization culture is

an endless motivational instrument.

23
 CHAPTER THREE

RESEARCH METHOD

3.1 Introduction

This chapter explains the method used in dealing with the collected data toward achieving the

objectives of this research. Fellows and Liu (1999) described a research process to involve a

careful search/investigation, a contribution to knowledge and as a learning process.

This means that a research process is a learning process considered as a voyage of discovery

that makes an original contribution (incremental) to knowledge.

However, every successful research work must evolve out of a well-planned and organized

route or strategy. This strategy according to literature is known as research methodology or

approach. This study was based on impact of work environment of the productivity of skilled

workers in a construction firm using Abuja as a case study. This chapter gives a brief

description of the area covered by the study, sample technique, method of data collection and

analysis.

3.2 Population of the Study

Population is also known as a well-defined collection of individuals or objects known to have

similar characteristics or traits. The main objective of a study population is to define the

scope of the proposed study (Olufemi, 2007). The population for this study constitutes skilled

workers in the respective construction firms registered under Federation of Construction

Industry with on-going construction projects located in Abuja, Nigeria and forty (40) firms

located in Abuja are registered under the body.

24
3.3 Sample Size and Sample Procedure

A sample is a small amount or proportion of total selected to represent the population hence it

is impossible for researcher to reach and obtain information from each and every member

either due to time or logistic reason.

The sample size for the study was based on skilled workers from different construction

projects within Abuja. FOCI maintained a total of 40 registered companies located in Abuja.

According to Watson (2001), for a population not exceeding 100, the entire population will

be taken as the sample size. In this case, the forty (40) construction firms registered under

FOCI located in Abuja automatically becomes the sample size for this study

3.4 Instrument for Data Collection

Well-structured closed ended Questionnaire was designed for data collection. Details of the

questionnaire is given below;

3.4.1 Questionnaire

The structured questionnaire was designed to attain the objectives of this study. To facilitate

easy response and analysis, the structured questionnaire was divided into section A, B, C and

D. A contains the general information of the respondent, section B the workers gives their

opinion on the factors responsible for low productivity, section C contains factors in the work

environment that can affect workers’ productivity. The respondents were to provide opinion

on how well these factors influence their productivity on a 5 point Likert scale. Where ‘Most

significant’ was assigned a score of 5, ‘Very significant’ -4, ‘Significant’-3, ‘less significant-

2 and ‘least significant’ -1. In the last section, skilled workers were to rate how effective

strategies identified to improve work environment can ultimately improve their productivity.

25
 3.5 Method of Data Collection

For the essence of this research work data was adopted through Field survey.

3.5.1 Literature Review

An extensive literature search of both primary source (knowledge gained during field study,

interview etc.) and secondary (journals, articles textbooks, magazine, online materials, etc.)

was conducted purposely to collect relevant theory and information about construction work

environment in Nigeria, labour productivity as well as factors influencing labour productivity

(both positive and negative factors) on construction sites.

3.5.2 Field Survey

Most of the quantitative data used for this research work were collected personally while

others were collected by assistants from all the construction sites sampled in Abuja.

3.6 Method of Data Analysis

Data collected was analysed descriptively.

3.6.1 Descriptive Statistical Analysis

Descriptive statistical analysis includes; Mean item score, relative importance index,

Factors that has been found to be responsible for low productivity as well as factors that

influence workers’ productivity in the work environment was analysed using Mean item

score and also strategies to improve work environment was ranked using the Relative

importance index. Charts and tables were used to present the profile of the respondent.

The relative importance index is expressed as;

∑𝑊
𝑅𝐼𝐼 = 𝐴∗𝑁…………………………………………………………Equation 3.1

26
where W = weights given to each factor by the respondents and will ranges from 1 to 5 where

‘1’ is less significant and ‘5’ is extremely significant. A = highest weight (i.e. 5 in this case),

and N = total number of respondents.

3.7 Decision Rule

The decision rule to be used for the Mean Ranking in this study are shown in the table below:

Table 3.1: Decision Rule for Mean item score ranking

Scale Mean Score Decision/Remark

5 4.50 to 5.00 Strongly Significant

4 3.50 to 4.49 Significant

3 2.50 to 3.49 Undecided

2 1.50 to 2.49 Insignificant

1 0.00 to 1.49 Strongly insignificant

Source: Adapted from Morenikeji (2006)

Table 3.1 shows the decision rule for Mean item score, where factors with a high mean item

of between 4.50-5.00 are tagged to have strong significant effect on productivity, from 3.50 –

4.49 have significant effect, 2.50-3.49 are Undecided, 1.50-2.49 are tagged to have

insignificant effect, while factors with least mean item score of between 0.00 to 1.49 are

tagged to have strong insignificant effect on productivity.

According to Ugwu and Haupt, (2007), in the case of a five-point response item, RII

produces a value ranging from 0.2-1.0 thus variables falling within these range are important.

For this research however, the rules were adjusted to conform with the objectives of this

study.

27
 Table 3.2 Methodology

S/no Objectives Instrument For Data Collection Method of

Data Collection Method Analysis
1 To identify the factors Questionnaire Field survey Descriptive analysis
responsible for low using Mean item
productivity of skilled score
workers.
2 To assess the impact of work questionnaire Field survey Descriptive
environment on the analysis using
productivity of skilled Mean item
workers’
3 To examine the strategies for questionnaire Field survey Descriptive analysis
improving work environment using Relative
Importance Index

Source: Researcher’s Methodology (2017)

28
 CHAPTER FOUR

ANALYSIS OF DATA AND DISCUSSION OF RESULTS

4.1 Introduction

This entails analysis of data. Data analysis was carried out using Mean Item Score and

Relative Importance Index with the aid of Microsoft Office Excel. Data analysis and findings’

purposes are to report all the data collected through the questionnaire survey. The data

collected were analysed and interpreted in the form of tables and charts. The findings that

have been derived from the data analysis are expected to help reaching the research

objectives. The findings will act as guidelines in generating conclusion and recommendation

for better improvement in next research.

The questionnaires were self-administered to the various construction sites of the

construction firms registered under Federation of Construction Industry with on-going

construction project. The total number of questionnaires distributed was Eighty-eight (88) to

the available construction firm and they include Setraco Engineering limited (33), Vita

construction (25), Sama Engineering and Contracting (15), and Brain and Hammers (15). The

selected construction sites of the respective companies are located in Abuja.

4.2 The Research Data

Every research is expected to come out with results. This is also applicable in this study. The

study attempted to assess the impact of work environment on the productivity of skilled

workers in Abuja. Data were generated from past literatures and questionnaires which were

distributed to the sample selected for this study. Questionnaires were distributed to different

construction sites located in Abuja basically residential building projects and at the end of the

survey, 77% response rate was achieved.

29
4.3 Respondents Information

The respondents for this study were skilled workers located in different construction sites in

Abuja.

Table 4.1: Response Rate of Questionnaires

Questionnaire Administered Questionnaire Received Percentage of Questionnaire

Received%
88 68 77%

Source: Researcher's Analysis (2017)

From Table 4.1 above a total of eighty-eight (88) were distributed to different construction

sites in Abuja, 68 questionnaires were received and which gives a response rate of 77% thus

providing a valid basis for this analysis.

The Table 4.2 shows the various trades of respondents that participated in the field survey.

` Table 4.2: Various Trades of the Respondents

Trade Frequency Percentage

Carpenters 18 26
Electricians 4 6
Iron monger 16 24
Masons 20 29
Tilers 3 4
Painters 3 4
Plumbers 4 6
Total 68 100
Source: Researcher's Analysis (2017)
Table 4.2 shows the various trades of the respondents. 26% were carpenters, 6% were

electricians, 24% were iron mongers, 29% were masons,4% were tilers, 4% were painters and

6% were plumbers.

30
 70

60

50
Percentage

40

30

20

10

0
less than 5 years 5-10 years 10-20 years 20-30 years
Experience

Source: Researcher’s Analysis 2017

Fig 4.1: Years of Experience of the Respondents
Figure 4.1 shows the years of experience of the respondents. 3% have an experience of less

than 5 years in the construction industry, 32% of the respondents have 5-10 years of

experience in the construction industry, and 57% of the respondents have 10-20 years of

experience in the construction industry while 7% of the respondents have more than 20 years

of experience in the construction industry.

4.4 Descriptive Data Analysis

4.4.1 Factors Responsible for Low Productivity of Skilled Workers’

Factors responsible for low productivity of skilled workers’ in construction industry was

assessed on a Likert scale of 1-5, Mean item score was used to analyze the data collected.

The rate of responses and the mean item score are shown in the Table 4.3;

31
S/NO FACTORS RESPONSIBLE FOR LOW PRODUCTIVITY MEAN REMARKS

1 Late Payment Of Salaries And Wages 4.68 Highest

2 Poor And Unsafe Work Environment 4.53 Highest

3 Ineffective Management 4.29 High

4 Reward(Wages) 4.26 High

5 Experience Of The Workers 4.01 High

6 Lack Of Materials 3.94 High

7 Shortage Of Tools And Equipment 3.82 High

8 Supervisory Incompetence 3.75 High

9 Mode Of Employment 3.68 High

10 Plant Breakdown 3.37 Average

11 Qualification Of Workers 1.74 Low

Table 4.3 Factors Responsible for Low Productivity of Skilled Workers

Source: Researcher's Analysis (2017)

As illustrated in Table 4.3, the result indicated that “late payment of salaries” was ranked 1st

as the major factor responsible for low productivity having a relative mean item score of

4.68, followed by ‘’Poor & unsafe work environment and also Ineffective management’’

which were ranked as 2nd having a relative mean item score of 4.29. “Monetary and non-

monetary rewards” was ranked 4th possessing a mean item score of 4.26, followed by

“Experience of the workers” having a mean item score of 4.01. “Lack of materials” was

ranked as 6th having a relative mean item score of 3.94, “Shortage of tools & equipment” was

found to have a mean item score of 3.82 thus occupying 7th on the ranking, followed by

“Supervisory incompetence” having a mean item score of 3.75. “Mode of employment” was

32
ranked 9th having a mean item score of 3.68. “Plant breakdown” was ranked 10th amongst

problem responsible for low productivity having a mean item score of 3.37, and finally

“Qualification of workers” was ranked 11th having a mean item score of 1.74.

4.4.2 Impact of Work Environment on Productivity

The impact of work environment on skilled workers’ productivity in different construction

sites was assessed on a Likert scale of 1 to 5, Mean item score was used to analysing the data

collected. The rate of responses and the mean item score index are shown in the Table 4.4;

WORK ENVIRONMENT
S/NO MEAN REMARK
VARIABLES
Strongly
Reward(Wages) 4.69
1 significant
Safety Measures During Fire
4.49 Significant
2 Emergencies
3 Personal Protective Equipment 4.47 Significant
4 Workload 4.31 Significant

5 Welfare Facilities 4.22 Significant

6 Site Layout 4.01 Significant

7 Tools And Equipment 3.90 Significant
8 High temperature 3.90 Significant
9 Employment Policies 3.72 Significant
10 Communication 3.72 Significant
11 Noise Control 3.49 Undecided
12 Non-Cash Benefits 3.46 Undecided
Workers Relationship With
3.32 Undecided
13 Management
Table 4.4 Impact of Work Environment on Productivity

Source: Researcher's Analysis (2017)

33
As illustrated in Table 4.4 the result indicated that “Wages” was ranked 1st as having a strong

significant impact on workers’ productivity having a mean item score of 4.69, followed by

“Safety measures during fire emergencies” which was ranked as 2nd with a mean item score

of 4.49 was found to have significant impact on productivity. “Personal protective

equipment” was ranked 3rd having a mean item score of 4.47 was also found to have

significant impact on productivity, followed by “Workload” which was ranked as 4th having a

mean item score of 4.31 was found to have a significant impact on productivity. “Welfare

facilities” was ranked 5th, having a mean item score of 4.22, followed by “Site layout” which

is ranked as 6th with a mean item score of 4.01 were both found to have significant impact on

productivity. Both “High temperature & Tools and equipment” was ranked as 7th having a

mean item score of

3.90, followed by “Employment policies & Communication” were both ranked 8th with a

mean item score of 3.72 were also found to have significant impact on productivity. “Noise

control” was ranked 10th having a mean item score of 3.49, followed by “Non-cash benefits”

which was ranked as 11th with a mean item score of 3.46 and finally “Workers relationship

with management” was ranked as 12th having a mean item score of 3.32.

4.4.3 Strategies to Improve Work Environment

Strategies to improve work environment in construction sites was assessed based on how

effective they are on a Likert scale of 1 to 5. Relative importance index was used in analysing

the data collected. The rate of responses and the relative importance index are shown in the

Table 4.5;

34
 Table 4.5 Strategies to Improve Work Environment

S/NO STRATEGIES RII REMARKS

1 Health And Safety Measures 0.93 Effective

2 High Wages 0.92 Effective
Training Of Supervisors And
3 0.91 Effective
Workers
4 Adequate Workload 0.89 Effective
Quality Professional
5 0.86 Effective
Management
Good Motivation/Incentives
6 0.84 Effective
Scheme
Adequate Supply Of
7 0.79 Effective
Tools/Materials
8 Better Planning 0.79 Effective
9 Improved Communication 0.78 Effective
10 Good Supervisor Support 0.78 Effective
Setting Standard And Skill
11 0.74 Effective
Development
12 Inspection/Supervision 0.72 Effective
13 Recognition Plan 0.66 Effective
Good Relation With Co-
14 0.64 Effective
Workers
Source: Researcher's Analysis (2017)
As illustrated in Table 4.5, the result indicated that “Better health & safety measures” was the

most effective strategy and was ranked 1st having a relative importance index of 0.93,

followed by “High wages” which was ranked 2nd with a relative importance index of 0.92.

35
“Training of supervisors & workers” was ranked as 3rd possessing a relative importance index

of 0.91, followed by “Adequate workload” was ranked 4th having a relative importance index

of 0.89. “Quality professional management” was ranked 5th having a relative importance

index of 0.86, followed by “Good motivation/incentives scheme” was ranked 6th having a

relative importance index of 0.84. “Adequate supply of tools/materials & Better planning”

was ranked 7th having a relative importance index of 0.79, followed by “Improved

communication & Good supervisor support” were ranked 8th with a relative of 0.78. “Setting

standard & skilled development” was ranked 9th having a relative importance index of 0.74,

followed by “Inspection/supervision” having a relative importance index of 0.72.

“Recognition plan” was ranked 11th having a relative importance index of 0.66, and finally

“Good relationship with co-workers” was ranked 12th having a relative importance index of

0.64.

4.5 Discussion of Results

Late payment of salaries & wages was found to be the highest factor that is responsible for

low productivity with a mean item score of 4.68. Poor & unsafe work environment,

ineffective management & monetary and non-monetary reward, experience of the workers,

lack of materials, shortage of tools & equipment, supervisory incompetence, mode of

employment and plant breakdown were found to be important factors with a relative

importance index of 4.29, 4.26, 4.01, 3.94, 3.82, 3.75, 3.68 and 3.37 respectively.

Qualification of workers was ranked the lowest with the mean item score of 1.74. However,

the above findings agree with a previous research by Okoye (2016), who identifies poor work

environment as one factor that is responsible for low productivity and also Sharma (2016),

concluded in his findings that work environment actually affects productivity thus making it

very important.

36
Wages being a variable of work environment was found to have the most impact with a mean

item score of 4.69. Safety measures during emergencies, Personal protective equipment,

Workload, Welfare facilities, site layout, High temperature and Tools & equipment,

Employment policies & Communication, Noise control, Non-cash benefits were found to

have significant impact on skilled workers’ productivity with a mean item score of 4.49, 4.47,

4.31, 4.22, 4.01, 3.90, 3.72, 3.49 and 3.46 respectively. Workers relationship with

management was found to have the lowest significant thus having a mean item score of 3.32.

However, Sharma (2016) who conducted a study on financial institutions work environment

found that behavioural components of work environment such as supervisor’s support,

communication and also the physical components which includes the layout and all necessary

comfort driven factors were significant variables that affects employees’ productivity. Also

Yusuf and Metiboba (2012) research also pointed out similar significance of some work

environment variables.

Better health and safety measure was found to be the most effective strategy of improving

work environment with a relative importance index of 0.93. High wages, Training of

supervisors & workers, Adequate workload, Quality professional management, Good

motivation/ incentive scheme, Adequate supply of tools/materials and better planning,

Improved communication & good supervisor support, setting standard & skilled

development, Inspection/supervision were all found to be effective strategies with a relative

importance index of 0.92, 0.91, 0.89, 0.86, 0.84, 0.79, 0.78, 0.74, 0.72 and 0.66 respectively.

Good relationship with co-workers was found to have the least effective strategy with a

relative importance index 0.64. However, Kirugu and Elegwa (2013) who conducted a

research in Kenya in public institution supported the use of effective communication as a way

to improve work environment with a view of increasing productivity. Also, Emmanuel

(2012), in his research found that the absence of noise increase workers’ productivity due to

37
less distraction & reduction in job-related stress. 70.96% respondents selected high wages as

the most effective strategy in a research conducted by Chaddha and Pandey, (2011). Based

on the findings of Nina and Mohammad (2013), they concluded that supervisor support is not

significant towards the employees’ productivity but this research concluded otherwise since

workers are found to give their best under a motivated and appreciated condition it will be

wise for the management to exercise good supervisory support.

4.6 Summary of Findings

Poor work environment has been a major problem in Nigerian construction industry thus

responsible for plummeting productivity in the industry. This research explores the factors

responsible for low productivity, Impact of work environment on the productivity of skilled

workers’ and strategies to improve work environment in Abuja. Below are the findings

derived from this study;

i. Late payment of salaries & wages was ranked as one of the major reason for low

productivity amongst construction workers’ followed by poor & unsafe work

environment, monetary and non-monetary rewards, experience of workers, lack of

materials, shortage of tools & materials and supervisory incompetence amongst

others.

ii. Wages was found to be the most significant of work environment variables followed

by safety measures during fire emergencies, personal protective equipment, workload,

welfare facilities, site layout, high temperature and tools and equipment amongst

others.

iii. Lastly, better health and safety measures was ranked to be the most effective strategy

to improve work environment since a safer work environment will breed a productive

worker. High wages, training of supervisors and workers, adequate workload, quality

professional management, good incentives/motivation scheme, adequate supply of

38
 tools and better planning amongst others were also found to be effective work

environment strategies.

CHAPTER FIVE

CONCLUSION, RECOMMENDATIONS AND AREAS FOR FURTHER STUDY

5.1 Conclusion

The work environment of construction industry in Nigeria has never been given serious

attention until now. For this research, primary data source used were literature review and

was used to build up the basis for the research, as well as a well-structured questionnaire

were employed to attain the objectives. Data collected were analysed descriptively using

Mean item score and Relative importance index.

The reason for low productivity amongst construction workers were identified majorly to be

as a result of “Late payment of salaries, poor and unsafe work environment, monetary & non-

monetary rewards, experience of worker, lack of materials, shortage of tools & equipment

and supervisory incompetence” amongst others.

A conducive work environment that aid the performance of the work automatically improve

productivity. This study has highlighted the variables of construction work environment and

how it impacts on workers’ productivity. The results show that these variables has great

39
significance thus proving that the condition of the work environment contributes to workers’

productivity.

Strategies to improve work environment was also conducted in this study and “Better health

and safety measures, high wages, training of supervisors & workers, adequate workload,

quality professional management, good incentives & motivation schemes” were found to be

top five most effective strategies.

5.2 Recommendations

i. Management of respective construction firms should try to address the problem of late

payment of salaries. Not paying workers’ as at when due may result to reduced

productivity, strike action and ultimately lead to the abandonment of project.

ii. Since the issue of wages has becoming a never ending problem in the construction

industry, it will be wise for respective construction firms to adopt a fair and

reasonable salary scale. For example, giving more salaries according to workers’

years of experience.

iii. Construction sites should be well planned before the commencement of construction

taking into cognisance all planning requirement so as to thoroughly provide for all

that is necessary for the smooth execution of work and also for the welfare of the

workers.

iv. An accident prone site will likely struggle with problem of low productivity. To curb

this, better health and safety measures should be adopted even if it is widely believed

that the cost of health and safety adds to the total construction cost of a building.

v. The management of construction firm should organise training & development

programs for supervisors & workers thus better improving their skills and establishing

a good relationship between both parties.

40
 vi. Daily work task should be allocated with discernment as there may be some workers’

that are not versatile. Hence each worker should be given adequate workload to

ensure the steady increase in workers’ productivity.

5.3 Contribution to Knowledge

Academically, the study has contribution to knowledge as it reveals pertinent information

about the impact of work environment on the productivity of skilled workers in the

construction industry.

i. The research provides knowledge on the current state of the work environment of

construction industry in Nigeria.

ii. The research also provides knowledge on effective strategies that could be used to

improve the present condition of construction work environment.

5.4 Relevance to Quantity Surveying

In every bill of quantities, there is usually a segment appended to preliminaries, it is the role

of the quantity surveyor to ensure that all necessary facilities required for daily site running

be available to enable uninterrupted work flow. A project having it complete preliminaries

yields a productive and healthy work environment. Because a safe and healthy work

environment subsequently increases productivity which further buttress the relevance of this

study.

41
5.5 Area for further study

Since the study was limited to a particular area, further studies could be conducted on “The

impact of work environment on skilled workers’ productivity in other areas in Nigeria”.

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APPENDIX

RESEARCH QUESTIONNAIRE
Department of Quantity Surveying,
Federal University of Technology,
Minna,
Niger State – Nigeria.
Dear Sir/Ma,

Survey Questionnaire on Impact of Work Environment on the Productivity of Skilled

Workers in Abuja, Nigeria
I am MATTHEW Oshokunoduo Jephthah, an undergraduate student in the department of
Quantity Surveying, Federal University of Technology, Minna, Niger State, Nigeria. I am
carrying out a Questionnaire research on “Impact of Work Environment of the Productivity
of skilled workers in Abuja”.

This questionnaire is a medium to obtain information about how well factors identified to
affect work environment impact on skilled workers’ productivity in Abuja, Nigeria.
All information provided will be respected, used for research purpose only and will be strictly
confidential.
Thank you in anticipation of your favourable response.

47
Yours faithfully,

MATTHEW Oshokunduo Jephthah

2012/1/41496VQ
oshoksj@gmail.com Dr. A.A Shittu
09053134622, 08135968225 Supervisor.

QUESTIONNAIRE

SECTION A – PERSONAL DATA

1. Location of Project:

…………………………………………………..............................................................

..........................................................................................................................................

2. What is your trade?

(a) Mason

(b) Carpenter

(c) Iron bender

(d) Others …………………………….

3. How long have you worked in the construction industry?

(a) Less than 5years

(b) 5-10 years

(c) 10-20 years

48
 (d) 20-30 years

(e) Above 30 years

SECTION B: FACTORS RESPONSIBLE FOR LOW PRODUCTIVITY OF SKILLED

WORKERS
Please rate the following factors regarding the reasons for low productivity:

Lowest Highest
Factors responsible for low productivity
1 2 3 4 5
1 Monetary and non-monetary rewards
2 Poor and unsafe work environment
3 Mode of employment
4 Shortage of tools and equipment
5 Late payment of salaries and wages
6 Lack of manpower skills
7 Supervisory incompetence
8 Experience of the workers
9 Lack of materials
10 Plant breakdown
11 Ineffective Management (uneducated and
inexperienced management body)
12 Qualification of workers

49
 SECTION C
IMPACT OF WORK ENVIRONMENT ON SKILLED WORKERS’ PRODUCTIVITY
Given the following internal and external factors of work environment, how well do they
affect your output. Please indicate your answer to the following by ticking (√) the box:
 5- most significant
 4-very significant,
 3-significant,
 2-less significant,
 1-least significant.

IMPACT OF WORK ENVIRONMENT ON

SKILLED WORKERS’ PRODUCTIVITY

Least Less Very

Ve Most
significant significant Significant significant
ry significant
Work Environment su
1 2 3 4 5
1 Reward (wages)
2 High Temperature
3 Workers relationship with
management
4 Site layout
5 Tools and equipment
6 Noise control

50
7 Safety measures in case of fire
emergencies
8 Personal protective equipment for
work
9 Employment policies e.g Job security,
orientation for new staff, staff training
& development, promotion etc.
10 Welfare facilities e.g mess room,
canteen & temporary toilet etc.
11 Workload
12 Non- cash benefits
13 Communication

SECTION D
STRATEGIES FOR PROVIDING A CONDUCIVE WORK ENVIRONMENT
On a scale of 1-5, please indicate how effective the following strategies in the work
environment can improve skilled workers’ productivity and just stipulate the tick (√) marks in
the box:
 5-most effective,
 4-very effective,
 3-effective,
 2-less effective,
 1-least effective.

Least Less Very

Ve Most
effective effective Effective effective effective
ry
Strategies su
1 2 3 4 5
1 Training of supervisors and workers
2 Improved communication
3 Better planning
4 Setting standards and providing skills
development
5 High wages

51
6 Good supervisor support
7 Good motivation/incentives scheme
8 Better health and safety measures
9 Inspection/supervisions
10 Good relation with co-workers
11 Recognition plan
12 Adequate workload
13 Quality professional management
14 Adequate supply of tools/materials

52