final proj stat

8/8/2019 Final Proj Stat

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LEABNESE INTERNATIONAL UNIVERSITY

South Campus

School of Business

My Title: WORK ENVIRONMENT IN OUR SOCIETY INCLUDING THE

MOTIVATIONAL VALUES THAT IS REPRESENT TO THE EMPLOYEES

Prepared By: Ayman A. Hallal

ID# 30830004

Submitted By: Dr. Toni Rahi

A project submitted in partial fulfillment for the requirements of the course

BSTA205: Business Statistics

Fall 2009_2010


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TABLE OF CONTENTS

TABLE OF CONTENT . ..2

DEDICATION . 3

ACKNOWLEDGMENTS.....4

INDEX...5

CHAPTER 1. INTRODUCTION AND STATEMENT OF THE PROBLEM

.6

CHAPTER 2. LITERATURE REVIEW 7

CHAPTER 3. METHODOLOGY.11

1. Setting..........................................11

2. Questionnaire Survey...11

CHAPTER 4. STATISTICAL ANALYSIS ...14

CHAPTER 5. CONCLUSION ...29


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DEDICATION

As a sign of gratitude and love, I would like to dedicate this scientific project to my

beloved family members, also we would like to dedicate our work to everyone who

is facing problems in setting his own goals and objectives in his own business. This

work is also dedicated to those who do not know the importance of goal setting and

its major role in success and achievement. We hope that our work will shed light

on the importance of goal setting in every ones life and would be like a guide to

them. It is also dedicated to the young people in the Lebanese society in order to

set goals from the beginning of their lives to gain self-esteem and confidence for

the future. Moreover, it is dedicated to the people who have not set or do not know

how to set goals yet; it is never too late. In a special way I would like to thank: Dr.

Toni Rahi for his time during this semester in order to provide the clearest view of

our subject and we appreciate his work and we enjoyed teaching him to us.


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ACKNOWLEDGMENTS

At this present time of my college educational experience, I express a sentiment of

appreciation to LIUs administration academic professional expects and faculty

members. In a practical way, a special thank is addressed to the efforts of my Dr.

Toni Rahi for introducing such helpful topics. We would like also to thank every

one who has supported us to finish this work especially our families.


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INDEX

CHAPTER ONE: INTRODUCTION AND STATEMENT OF THE PROBLEM

CHAPTER TWO: LITERATURE REVIEW

CHAPTER THREE: METHODOLOGY

1-Setting

2-Questionnaire survey

CHAPTER FOUR: STATISTICAL ANALYSIS

CHAPTER IVE: CONCLUSION AND RECOMONDATIONS


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CHAPTER 1: Introduction and statement of the problem

It's difficult to define what work environment in a specific definition is, but the

closest one would be the location and atmosphere in which an employee would

perform his\her job.

In this study we will focus on the work environment in our society including the

motivational values that it represent to the employees and the psychological effect

that it manifest on the worker's personality as well as going deeper to ask the

employees about their demands from the company as well as from the government

represented by the ministry of labor.

For this study we developed a questionnaire that pose the subject from a neutral

point of view, these questionnaire posed the questions upon the appliers so we can

develop enough details and information to work on and develop a study that put

this subject in the light and bring its floes to the open.

After developing the questionnaire, we collected the Data using our appliers

answers, and processing these data in a data analyzer program called SPSS, which

analyzed the data and transformed them into reliable information and bar graphs todemonstrate the percentage of each question and provide its explanation.

This specific subject was our choice for a subject because it represents a problem

that faces our society in the east and the western society as well, so we can identify

its symptoms, effects and solutions in the eyes and opinion of the people and the

public.

To come to an end, this study will handle a subject that rarely anyone has studied,

and since it is our first study for an issue that touches our daily life, we really hope

to associate in improving our local work environment so our work don't go in a

waste.


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Chapter 2: literature review

Motivation constitutes a central element when going through the process of human

learning. If the organization does not possess the ability to motivate its employees,

the knowledge within the organization is not practically used to a maximum.

Therefore, it becomes the aim of every successful learning organization to find the

factors that enable it to motivate its employees to continuous learning and to take

advantage of this knowledge to ensure its living. Many motivational theories have

been constructed to find these motivational factors, but the values of the employeesin the specific organization are seldom included in the theories. Since a suitable

combination of motivational factors only can be created through an understanding

of the values in the measured object (i.e. employees), this can be seen as a risk for

validity problems in the measuring instrument. A closer survey of the measured

object, where such factors as society, organizational culture and personality of the

employee are taken into account, is required. To respond to this requirement a

dynamic model for the application of existing motivational theories based on needs

is created in this article. In the model the shortcomings, which result from an often

non-existing dialogue between the examiner and the examined, are removed.

Exploring what prompts individuals to seek employment within the public parks

and recreation field is essential to understanding our profession with respect to

public service. Public service represents the act of doing something valuable and

worthwhile for society (Brewer & Selden, 1998). Within our field, the benefits

movement literature and marketing tools have helped the profession to articulate

the value that our programs and services provide to our community leaders and

citizens. While this information is essential to strengthen our position within our

communities, it's important to explore public service related to what our

professionals contribute to recognize their efforts and provide for continued

employee motivation. The purpose of this research update is to address the

uniqueness of a public-service orientation, and to explore if we, as parks and

recreation professionals, have a public-service orientation. In addition, this update

will highlight how research on public service can assist parks and recreation


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organizations with re-energizing and motivating professionals in their

organizations.

The assumption that public- and private-sector employees are similar contradicts

conventional wisdom in public-administration literature. Rainey (1997) noted thatcommon characteristics of individuals motivated by a public-service orientation

place a high value on work that helps others and benefits society as a whole,

involves self-sacrifice, and provides a sense of integrity and responsibility. It's

generally believed that the public employee is motivated by a sense of service not

found among private-sector employees (Gabris & Simo, 1995).

Because public-sector administrators are characterized by an ethic to serve the

public, they're motivated by different job characteristics than are private-sector

employees (Houston, 2000). Public-service employees can be described as having

a reliance on intrinsic motivational rewards over extrinsic motivational rewards

(Crewson, 1997). Intrinsic rewards are derived from the satisfaction an individual

receives from performing a task. Examples of these are a sense of accomplishment

and a feeling of self-worth. In particular, employees in public organizations are

seen as being concerned for the community and having a desire to serve the public

interest. In contrast, extrinsic rewards are those offered to an employee by

someone else. Examples of extrinsic rewards are a pay raise, a promotion, job

security, and status and prestige (Houston, 2000).

One of the most important jobs of any manager is to motivate employees within

the organization to perform at high levels (Jurkiewicz, Massey, & Brown, 1998).

The more accurately park and recreation professionals can answer the question of

what motivates their employees, the more effectively they'll maximize productivity

and enhance performance.

Serving the Community or Serving for Pay


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Research generally supports the view that public-sector employees value the ethic

of serving the public and community more than financial rewards (Crewson, 1997;

Houston, 2000; Rainey, 1982, Wittmer, 1991). Rainey (1982) studied 275 public-

and private-sector employees, and found that the importance of pay was valued

less by the public-sector employees, whereas the private-sector employees placedmore emphasis on pay. Performing meaningful public service was more important

than pay to the public-sector employees.

Using data from the General Social Survey, Crewson (1997) found that public

employees rated a feeling of accomplishment and performing work that's helpful to

society and to others as more important job characteristics than do private-sector

employees. Similarly, in a study that investigated employee reward and motivation

preferences, Wittmer (1991) reported that public-sector employees place a highervalue on helping others and performing work that's worthwhile to society.

Persons who seek employment within public organizations are different in

important respects from those in the private sector (Wittmer, 1991). The perception

is that, because of life experiences, socialization, education and other factors,

employees in the public sector and not-for-profit sectors care more about serving

the public than about extrinsic rewards (Perry, 2000). Additionally, Houston

(2000) found that public-service employees were less likely than workers in the

private sector to place a high value on such extrinsic reward motivators as high

income and short work hours.

A "blurring" between the public sector and private sector has been noted in current

research. Jurkiewicz, Massey and Brown (1998) conducted a study that asked

public- and private-sector employees to rank order a list of "motivational wants"

related to their work environment. The researchers reported that public-sector

employees are foremost motivated by the need for job security and stability They

further noted a meshing between the sectors when their research found that private-sector employees placed more importance than their public-sector counter-parts on

"a chance to benefit society." This finding contradicts previous research in this

area. These researchers note the findings may be linked to training efforts of the

private sector. They suggest that private-sector organizations have implemented

team building, quality circles and reengineering-type training programs that may


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have an effect on the culture of the work environment, emphasizing a concern for

how an individual's behavior affects others in the workplace. Other private-sector

organizations have sponsored volunteer efforts as well as time off with pay for

employees to assist charitable organizations. This was also noted as a potential link

to the importance placed on benefiting society within private sector organizations.

Meaningful work has become an increasingly important job outcome for

individuals in recent years. Studies indicate that many employees lack experienced

meaningfulness in their work and that organizations have not done a good job at

creating meaningful and emotionally satisfying work experiences for employees. A

personjob fit approach to meaningful work and employee retention is described

that consists of matching individual self-concept with job tasks and behaviors. It is

proposed that this self-conceptjob fit will be strongly related to meaningful work.It is also proposed that meaningful work is related to important outcome variables

valued by organizations, such as increased worker performance and employee

retention. Path analysis supports the proposed relationships. Implications for

human resource management activities and future research are discussed.


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Chapter 3. Methodology and Design of the Study

SETTING:

The setting of the study is about: WORK ENVIRONMENTIN OUR

SOCIETY INCLUDING THE MOTIVATIONAL VALUES THAT IS

REPRESENT TO THE EMPLOYEES.

Questionnaire Survey:

1-Circle your gender:

Male1

Female2

2-Your Individual Marital:

Single.1

Married..2

3-Indicate your type of school:

Public..1

Private.2

4-Indicate your level o education:

Secondary1

High School.2

University.3


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5- How Do You Describe Your Work Environment?

Excellent1

Good..2

Fair.3

Poor4

6-What Facilities the Company Can Offer You So You Can Feel Satisfied?

Air conditions1

Bigger offices.2

Top of the line computer3

Private bath4

7- In Your Opinion, Is Your Work Environment Suitable To your Work?

Yes.1

No..2

8- Do You Think That Work Environment is Essential in Peoples Choice For aJob?

Yes 1

No..2

9-Do You Think the Firms Management Takes Work Environment Seriously

Here in Lebanon?

Yes..1

NO..2


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10- Do you believe its The Job of Ministry of Labor toMake Laws Forcing theFirms to Improve Their Work Environment?

Yes1

No.2

11- Do You Believe That Better Work Environment Leads to Better Way of Life?

Yes..1

No...2

12- If You Had a Chance to Change One Thing in Your Work Environment, WhatWould it Be?

The office.1

The Technology2

The Whole Company.3

Nothing..4


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CHAPTER 4: STATISTICAL ANALYSIS

Table 1 represents the individual gender. In this table we realize that females are

more than males, because they represent 60% of the total sample. Figure 1

represents reflection of table 1.In Graph 1, we can see that the status bar of females

involved in the study is greater than the males and the reason of this phenomenon

is that I paid more attention to the female sense in their work environment cause

the female sense of belonging is more sensitive than the mens which can improve

and demonstrate my point of view.

Table 2 represents the individual marital. In this table we realize that singles are

the most valid percent in this table because they represent 62 of the total sample.

Figure 2 represent reflection of table 2. Since our applicants are mostly college

students, in Graph 2 we can see that the status bar indicates that 62% of the

applicants are single.

TABLE 1

Frequency Distribution Representing the Individual Gender

Frequency Percent Valid Percent

Cumulative

Percent

Valid MALE 20 40.0 40.0 40.0

FEMALE 30 60.0 60.0 100.0

Total 50 100.0 100.0


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FIGURE 1

Bar Chart Representing the Individual Gender

TABLE 2

Frequency Distribution Representing the Individual Marital


Cumulative

Percent

Valid MARRIED 19 38.0 38.0 38.0

SINGLE 31 62.0 62.0 100.0

Total 50 100.0 100.0

FEMALEMALE

The individual gender

30

25

20

15

10

5

0

Frequenc

y

The individual gender


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FIGURE 2

Bar Chart Representing the Individual Marital

Table 3 represents type of high school. In this table we distinguishes that most

individuals are educated in private school and thats appear in Table 3 where

private have a frequency of 37 of 50 persons, and a valid percent of 74% of 100%.

Figure 3 represent reflection of Table 3.

SINGLEMARRIED

The m t

30

20

10

0

equency

The ndividual marital


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Table 4 represents level of education. In this table we see that individuals that are

in universities are the most, they represent a frequency of 45\50, and a 90% valid

percent of 100%.Figure 4 represent reflection of Table 4.And as we see all the

individuals asked in this quaternary are university student and thats why the

university bar in bar chart takes the highest percentage.

TABLE 3

Frequency Distribution Representing Type Of High School


Cumulative

Percent

Valid PRIVATE 37 74.0 74.0 74.0

PUBLIC 13 26.0 26.0 100.0

Total 50 100.0 100.0

FIGURE 3

Bar Chart Representing Type of High School

PUBLICPRIVATE

Type of high school

40

30

20

10

0

F

requency

Type of high school


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TABLE 4

Frequency Distribution Representing Level of Education

Frequency Percent Valid PercentCumulative

Percent

Valid SECONDARY 2 4.0 4.0 4.0

HIGH SCHOOL 3 6.0 6.0 10.0

UNIVERSITY 45 90.0 90.0 100.0

Total 50 100.0 100.0

FIGURE 4

Bar Chart Representing Level of Education

UNIVERSITYHIGH SCHOOLSECONDARY

Level of education

50

40

30

20

10

0

Frequency

Level of education


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Table 5 represents the description of individuals to their work environment. In this

table we distinguishes that 18 of 50 persons agrees that their work environment is

excellent, and 16 person of 50 says that their work environment is good, the remain

persons say that their work environment is poor, so we can see that excellent has

the highest valid percent 36%\100%. Figure 5 represent reflection of Table 5.

Table 6 represents the facilities that the company can offer to make its employees

satisfied. In this table a lot of employees agree that top of the lines computers can

make them very satisfied, and we can clearly see that in table 6 where top of the

line computers have the highest frequency of 16\50 person and 32%\100% valid

percent. Figure 6 represent reflection of table6.

TABLE 5

Frequency Distribution Representing, How Do You Describe Your Work

Environment?

FIGURE 5

Bar Chart Representing, How Do You Describe Your Work Environment?


Cumulative

Percent

Valid EXCELLENT 18 36.0 36.0 36.0

GOOD 16 32.0 32.0 68.0

FAIR 9 18.0 18.0 86.0

POOR 7 14.0 14.0 100.0

Total 50 100.0 100.0


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TABLE 6

Frequency Distribution Representing, What Facilities the Company Can Offer You

So You Can Feel Satisfied?

POORFAIRGOODEXCELLENT

How do you describe your work environment?

20

15

10

5

0

Frequency

How do you describe your work environment?


Cumulative

Percent

Valid AIR CONDITIONS 14 28.0 28.0 28.0

BIGGER OFFICES 12 24.0 24.0 52.0

TOP OF THE LINE

COMPUTERS16 32.0 32.0 84.0

PRIVATE BATH 8 16.0 16.0 100.0

Total 50 100.0 100.0


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FIGURE 6

Bar Chart Representing, What Facilities the Company Can OfferYou So You CanFeel Satisfied?

Table 7 represents if the employees agree that their work environment suitable for

them, as we see in this table 39\50 of the employees said that their work

environment is suitable for them, and the remain of them said that their work

environment isn't suitable for them. So we distinguishes that 78%\100% of

employees say yes and the others 22%\100% say no. Figure 7 represent reflection

of table 7.and as we see in figure 7, 78% says that their work environment is

suitable for them.

PRIVATE BATHTOP OF THE LINE

COMPUTERS

BIGGER OFFICESAIR CONDITIONS

What facilities the company can offer you so you can feel satisfied?

20

15

10

5

0

Frequency

What facilities the company can offer you so you can feel satisfied?


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Table 8 represents if work environment is essential in peoples choice for a job,

and as we distinguishes from this table that a lot of employees are satisfied in their

work environment, and that is shown when 60% of 100% say yes. Figure 8 reflects

table 8. And as we see in the bar chart below that the bar of (yes) is larger or in

another meaning is taking a bigger percentage then the bar (no).

TABLE 7

Frequency Distribution Representing, In Your Opinion, Is Your WorkEnvironment Suitable To your Work?


Cumulative

Percent

Valid YES 39 78.0 78.0 78.0

NO 11 22.0 22.0 100.0

Total 50 100.0 100.0


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FIGURE 7

Bar Chart representing, in your opinion, Is Your Work Environment Suitable toYour Work?

TABLE 8

Frequency Distribution Representing, Do You Think That Work Environment Is

Essential in Peoples Choice For a Job?


Cumulative

Percent

Valid YES 30 60.0 60.0 60.0

NO 20 40.0 40.0 100.0

Total 50 100.0 100.0

NOYES

In your opinion,is your work environment suitable to your work?

40

30

20

10

0

Frequency

In your opinion,is your work environment suitable to your work?


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FIGURE 8

Bar Chart Representing, Do You Think That Work Environment is Essential inPeoples Choice For a Job?

Table 9 represents if firms management takes work environment seriously here in

Lebanon, in this table we can see that 41/50 person says that these firms aren't

taken seriously in Lebanon, and the 9 remain employees said that these firms are

applied in their work environment. So as we see the 41 employees has a percent of

82 %, and the 9 remain employees has percentage of 18 %.figure 9 reflects table 9,

and in this figure the percentage of 82% is shown clearly.

NOYES

Do you think that work environment is essential in peoples choice for a job?

30

25

20

15

10

5

0

F

requency

Do you think that work environment is essential in peoples choice for a job?


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TABLE 9

Frequency Distribution Representing, Do You Think the Firms ManagementTakes Work Environment Seriously Here in Lebanon?


Cumulative

Percent

Valid YES 9 18.0 18.0 18.0

NO 41 82.0 82.0 100.0

Total 50 100.0 100.0

FIGURE 9

Bar Chart Representing, Do You Think The Firms Management Takes Work

Environment Seriously Here in Lebanon?

bleNOYES

Doyou think the fi msmanagement take workenvironment seriouslyhereinlebanon?

50

40

30

20

10

0

Frequency

Doyou think the firmsmanagement take workenvironment seriouslyhereinlebanon?


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Table 10 represents if the employees believes that its the job of ministry of labor

to make laws forcing the firms to improve their work environment, in this table all

the employees said (( yes )), and thats appear when a percentage of 100% of

employees said yes in the table below. Figure 10 reflects table 10, and as it is

shown, there is a one bar who has a percentage of 100%, and thats because all the

employees agreed on the sameanswer.

TABLE 10

Frequency Distribution Representing, Do You believe its The Job of Ministry ofLabor to Make Laws Forcing the Firms to Improve Their Work Environment?


Cumulative

Percent

Valid YES 50 100.0 100.0 100.0

FIGURE 10

Bar Chart Representing, Do You believe its The Job of Ministry of Labor toMakeLaws Forcing the Firms to Improve Their Work Environment?


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Table 11 represents if the employees believe that better work environment leads to

better way of life, 48/50 agrees on this question and 2/50 didnt agree. So 96% of

the employees believed that better work environment leads to better way of life,

and 4% didnt believe in that. Figure 11 reflects

Table 11, and as we see the bar of employees who believes in my opinion is larger

than the other bar and it represents 96%/100%.

Table 12 represents, if you had a chance to change one thing in your work

environment, what would it be?

The answers are different than each other in this table, and as its shown below

some of employees say ((the office)) others say ((the technology)), some of themsays ((the whole company)), and some of them says ((nothing)), but the most of

them says that the technology is the one who must changes rapidly or updated

monthly, and they got a percentage of 82%. Figure 12 reflects table 12 and in this

YES

do you believe its the job of ministry of labor to make laws forcing the firmsto improve their work environment?

50

40

30

20

10

0

Frequency

do you believe its the job of ministry of labor to make laws forcing the firms toimprove their work environment?


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bar chart the percentage of 82% who chooses to change the technology is shown

and it's taking the highest column in this bar chart.

TABLE 11

Frequency Distribution Representing, Do You Believe That Better WorkEnvironment Leads to Better Way of Life?


Cumulative

Percent

Valid YES 48 96.0 96.0 96.0

NO 2 4.0 4.0 100.0

Total 50 100.0 100.0


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FIGURE 11

Bar Chart Representing, Do You Believe That Better Work Environment Leads toBetter Way of Life?

NOYES

Do you believe that better work environment leads to better way of life?

50

40

30

20

10

0

Frequency

Do you believe that better work environment leads to better way of life?


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NOTHINGTHE WHOLE COMPANYTHE TECHNOLOGYTHE OFFICE

Ifyo ha acha ce tocha eo e thi i yo rworke viro e t, whatwo l it be?

50

40

30

20

10

0

re

e

cy

Ifyo ha acha ce tocha eo e thi i yo rworke viro e t, whatwo l it be?

TABLE 12

Frequency Distribution Representing, If You Had a Chance to Change One Thingin Your Work Environment, What Would it Be?


Cumulative

Percent

Valid THE OFFICE 3 6.0 6.0 6.0

THE TECHNOLOGY 42 84.0 84.0 90.0

THE WHOLE COMPANY 3 6.0 6.0 96.0

NOTHING 2 4.0 4.0 100.0

Total 50 100.0 100.0

FIGURE 12

Bar Chart Representing, If You Had a Chance to Change One Thing in Your Work

Environment, What Would it Be?


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CHAPTER 5: Conclusion & Recommendations

As weve seen in our study, work environment is not something we can take for

granted, it is something that can simplify as well as facilitate our life in many ways

by facilitating and comforting our career life.

As weve seen we collected various data through various questions that we asked

to our applicants which resulted to the following:

That most of our applicants thought that work environment has great effects on

their performance and psychology, as well as their way of doing their jobs, so they

believed that the work environment should be paid more attention in their firms

and place of work. After the demonstration that I have provided in the previous

statements in my study. In these statements I have provided you with all the

demonstration necessary to you to understand the results of this study and to clarify

the graphs results.

Finally, to conclude this major study, Ill have to demonstrate its final result as a

whole which is, in order to maximize your companys profit you will have to

maximize the output of your employees since the employees are the main resource

of profit in any organization and to do so you will have to improve your work

environment in your organization to motivate and improve your employee

psychological state to make them do their best and the main lesson of this study is,

for the employee to give you the best, you will have to give them your best.

final proj stat

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