1.1 within the organization. Clark (1997) reason that

 

1.1  General

Several companies
fail to comprehend the importance of working environment for work-force Job
satisfaction and therefore face a portion of complications throughout their
work. The organizations related to such scenarios are internally weak,
therefore wasn’t unable to outshine against their competitors by introducing
innovating products in the market (Aiken, Clarke, & Sloane, 2002). For achieving
the mission and vision of the company work-force plays vital role and
considered being essential. Work-force must encounter the enactment standards established
by the business to guarantee the excellence of their work. To encounter the values
of business, work-force requisite a working environment that permits them to effort
freely without difficulties that may confine them from execution up to the
level of their full prospective.

 

1.2  Job
Satisfaction

According to Vroom (1964) Job satisfaction is coordination
of feelings that work-force own in the direction of role they are carrying out
at the work place. Job satisfaction is the important module for work-force inspiration
and reinforcement towards better enactment .Several people has definite Job
satisfaction over the years.

Hoppok
& Spielgler (1938)
defines Job satisfaction as the integrated set of psychological, physiological
and environmental conditions that encourage work-forces to admit that they are Pleased
or happy with their professions .Further, the role of work-forces at workplace
is emphasized as there is an influence of various elements on an work-force
within the organization.

Clark
(1997) reason
that if work-forces are not Pleased with the profession allocated to them, they
are not sure about elements such as their privileges, operational conditions
are risky, co-workers are not supportive, controller is not generous them with
respect and are not well-thought-out in the Process of decision making; which
results them to feel isolated from the organization. Furthermore, he projected
that in now days, businesses cannot meet the expense of dis-Pleased work-forces
as they will not achieve the standards or the prospects of their supervisor,
they will be dismissed, causing businesses to have additional expense for
recruiting new work-force. So, it is favorable for businesses to deliver flexible
working environment to work-forces where they felt of being valued by their
opinions and are considered the part of organization. Work-force morale should
be high as it will be revealed in their enactment because with low determination,
they will make few struggles to improve.

 

1.3 
Working Environment

Work and context are
the two broader dimensions of the working environment. Work includes all the multiple
descriptivist of the profession like the way profession is carried out and accomplished,
involving the responsibilities like task accomplishments training, controlling one’s
own profession related accomplishments, wisdom of achievement from effort, diversity
in responsibilities and the core value for a job. Numerous research papers have
attentive on the basic aspect of the Job satisfaction. Outcomes have shown that
there is a positive link between work environment and core aspect of the Job satisfaction.
They further detailed another measurement of Job satisfaction known as situation
encompasses of the physical working conditions and the social working
conditions (Sousa-Poza & Sousa-Poza,
2000; Gazioglu & Tanselb, 2006; Skalli, Theodossiou, & Vasileiou,
2008).

Spector
(1997) witnessed
that many of the businesses overlook the working environment within their organization
causing in confrontational effect on the enactment of their work-forces.
According to him, working environment comprises of safety to work-forces, profession
security, positive relations with co-workers, acknowledgment for upright enactment,
motivation for acting out well and involvement in the decision making process
of the firm. He supplementary elaborated that once work-forces understand that
the firms think through them important, they will have in height level of obligation
and intellect of possession for their organization.

Multiple dynamics
within the working environment such as take-home pay, working hours, self-sufficiency
given to work-forces, organizational structure and communication between work-forces
& supervision may affect Job satisfaction (Lane, Esser, Holte, & Anne, 2010). Arnetz (1999) argue that in
Businesses; can be pragmatic that mostly work-forces have glitches with their supervisor
who isn’t gene-rousing them the esteem they be worthy of. Supervisors also show
harsh deeds to work-forces due to which they are not easy to share decent and groundbreaking
ideas with their supervisors Abdul Raziq
and Raheela Maulabakhsh / Procedia Economics and Finance 23 ( 2015 ) 717 – 725
719. Furthermore, he defines that upper management restrict work-forces to
their tasks rather than constructing a sense of responsibility in work-forces
by making them work in teams to attain high enactment.

Petterson
(1998) Argues
that for accomplishing the business goals the interaction between the
work-force within a organization is crucial. Additionally he refer to the
communication of info must be correctly done in a well-timed manner so that the
processes of the business run smoothly. If there is a clatter between
co-workers then it is problematic to achieve the purposes of organization. Based
on the above discussion, the objective of this Research Project is to determine
the relationship between the working environment and work-force Job
satisfaction.

 

1.4
Problem Statement

The prime purpose of
this research is to investigate and measure the impact of working environment
on work-forces which leads to profession dissatisfaction and non-achievement of
visionary goals set by the organization.

  

1.5
Research Gap

Work-forces are key
objects for every type of business organization. One of many challenges for a
business is to satisfy its work-forces in order to cope up with the ever
changing and evolving environment and to achieve success and remain in competition.
This practice of providing good working environment to work-forces is
considered very much important in multinational companies. The purpose of this
project is apply this practice at Pakistani Glass based Industry. The
researcher has selected Ghani Group (H.O) Lahore, Pakistan for this study to
draw conclusions and measure the impact of Working Environment on Job
satisfaction.

 

1.6
Research Questions

·        
Satisfaction
with physical working conditions?

·        
Satisfaction
with current maintenance of the building?

·        
The
hygiene maintenance in the Organization?

·        
Satisfaction
with Current fixed working hours?

·        
The
work accomplishments compared to your skills and the opportunities for
improving your competence level?

·        
Access
to equipment necessary for performing your tasks?

·        
Satisfaction
with the training opportunities in the Organization?

·        
Team
work in the institution?

·        
Possibilities
to receive assistance from co-workers when necessary?

·        
Supervisor
provides me with sufficient information related to work ?

·        
Supervisor
has reasonable expectations of work?

·        
Immediate
supervisors trust in fellow co-workers?

·        
Responsibility
of immediate supervisors towards work-forces?

·        
Opinion
regarding trust in the head of the department?

·        
Responsibility
in the organization as a whole?

·        
Training
help in the advancement of career?

·        
Training
help to improve work efficiency?

·        
How
work-forces spend their working time?

·        
Organization
as a work environment meet expectations?

·        
Trust
among work-forces in general?

·        
Conflict
resolution skills of immediate supervisor?

·        
The
career advancement opportunities or your competence in general?

·        
Management
and professional skills of immediate supervisor?

·        
Communication
between the immediate supervisor and work-forces?

·        
Satisfaction
with the human resources management and the communication between work-forces?

 

 

 

1.7
Objectives of Study

The objective of this
Project is to analyze the impact and importance of working environment on work force
Job satisfaction For Glass based Industry.

 

1.8
Hypothesis

·        
The
behavior of the work-forces is positively associated with the working
environment.

·        
Quality
of services is positively associated with the working environment.

·        
Interaction
management is positively associated with the working environment.

·        
Better
working environment have a positive relation with increased Job satisfaction.