Research on Factors Affecting Employee’s Job Performance And Its Impact On Productivity

Executive Summary

The research paper investigates the factors that can impact the performance of the employee and can lead to productivity of the company. The researcher has taken Access Industries as the industry partner and have identified what is the main problem of the company that is that the employees are not able to complete their hourly targets on time. Moreover, a survey questionnaire is conducted to find out the reasons for the poor performance of the company. The questions are based on three main factors that are motivation, team work and training & development. The research found out that the company does not allocate enough time to the training sessions given to the employees, the employees are motivated and encouraged and lastly there is no proper team work to achieve the goals of the organization.

Organizations around the world have been concerned with the growing globalization and the competition in the market so it is important for the firms to have an increased job performance that will set them aside and above the rest of the firms. The researcher has suggested that a good amount of time should be allocated to the training sessions, the management should motivate the employees as well as they should come up with different strategies to enhance team work with in the company.

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1. Introduction

1.1 Background:

For any company to be successful in their field they need to emphasize upon employees’ performance and ways through which the job performance can be increased. In any organization employees are the most crucial useful part of it, for the firm to operate smoothly and efficiently an employee’s participation is a must. The employee can lead an organization to success through efficiently completing the tasks given to them while achieving organization goals. There are multiple factors through which an organization can have an influence on the job performance that can be motivation, teamwork, communication and many more. Currently, many organizations are concerned with high job performance and high productivity however, these organizations are working towards these factors in order to impact the job performance. In a service industry like that of a packaging industry staff members that are motivated and encouraged delivers better quality product services that will lead to a satisfied client. Through this the organizational goals are achieved by the employees. To measure the good job performance of the employees the companies should implement performance evaluation practices to enhance their capabilities to determine the ‘good’ employees and the ‘bad’. This will indicate that which employee can influence the organizational performance through h/her self’s job performance (Diamantidis & Chatzoglou 2018). Thus, the companies should make sure that there are some opportunities for the employees to increase their job performance through some incentives as this will only benefit the organization’s productivity.

1.2 Industry Partner:

The industry partner for this research report is Access Industries for the Disabled Ltd. This company is a secondary pharmaceutical packaging firm that offers its services to various multinational companies along with worldwide brand. It is a registered non-profit firm offering support to approximately two hundred and fourty disabled or support labors for the society and economic contribution. The company has been operating in the market for seventy years now that is since the year 1949. Access Industries’ branches are located in Seven Hills, Erskine Park and Horsley Park in Sydney with a five hundred employees working under it. To guide the supported labors and to retain the high quality services skilled trainers are hired to train the employees. In the company my position is of a casual production operation in other words a packer. The company offers packaging services to other companies and firm. Access works for Procter & Gambler (P&G), there products that are packaged by this company are Oral B, Olay, Metamucil and etc. Every single product is packaged by a team of workers, every worker has to work in a team. The company emphasizes on teamwork instead of individual-level tasks, each and every commodity has an hourly aim. For examples, if two hundred piece of Olay cream is to be packed by one person and there are six workers in a team so in an hour a team must pack twelve hundred piece of Olay cream. Any one of the employees is either slow or quick it might impact the whole team performance that will ultimately influence the organizational performance.

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1.3 Research Problem:

Access Industries is a packaging industry that offers its services to many global brands, the main service of this company entails to pack commodities or goods of the brands. The staff members work in team in order to achieve the hourly target quickly. However, the main concern of the management is that the hourly targets are not met with in the specific time duration that impact the organizational performance and the customer remains unsatisfied. The main goal of the service industry is to make the customer happy by all means so this paper tries to explore which factors can be used by the industry to impact the overall job performance of the organization that will lead to either higher or lower productivity. Furthermore, almost every time the hourly target of packaging is not met by the employees that influences the productivity of the organization in the long run.

1.4 Research Questions:

This research paper has two questions that will be further answered in the Discussion chapter. The research questions are given below:

What are the reasons for poor employee performance in Access Industries?
What strategies should be adopted to increase employee performance.

1.5 Research Aim:

The main aim of the paper is to discover the factors that can impact the employees’ job performance of the Access Industries Ltd. And how can the performance have an impact on the productivity of the company. The paper investigates the job performance on the bases of three important variables that are team work, motivation and training & development. The paper will explore these factors through any possible way that deem necessary. The research will try to detect how can the job performance of the company increase with higher productivity and will suggest some recommendations to improve the performance of the employees as well as that of the organization.

1.6 Report Structure:

Employees’ performance can be impacted by multiple reasons like communication, lack of knowledge or skills, job satisfaction and many more but this research paper tries to investigate the main factors that are motivation, training & development and teamwork. The paper will review previous literature to seek out any prior relationship among job performance and these factors that will be defined in detail in chapter two that is the literature review. The succeeding chapter will describe the research design that is what sampling method and technique will be used in the paper to determine the data; primary data is used to collect data through questionnaires. The fourth chapter includes the findings that will present the graphical representation of the data and the explanation of the graphs. In the discussion chapter the author will answer the questions while linking it to the previous literature. The sixth and the seventh chapter will involve the recommendations on how to improve employee performance and the conclusion that will entail the overview of the paper and the limitations to this paper. In the end there will be a reference list.

2. Literature Review:

2.1 Employees’ Performance:

Performance of an employee in an organization is crucial for the success as well as to increase productivity of the firm. Employees ‘performance can be described as the staffs’ participations to the firm starting from the employment aims, time tables, due dates, commodity department (Gitman & McDaniel, 2005, pp. 22). An employee’s performance can be measured through their capabilities to structure their task appropriately, the level of expertise, behavior during any task, time managements skills, method of decision making, creativeness, the skill to communicate suitably, the capability to work with males, better relations with the colleagues and leadership duty among other employees (Namanya, 1999). Performance can be seen as an outcome of the hard work done by the staff in the firm at multiple stages. The hard work by the employees results in obtaining aim and enhanced performance (Hell Riegel & Slocum, 1999; Armstrong & Baron, 1998). The performance of the firm is solely based performance of the staff such as if the performance of an employee is higher than the productivity of the organization will be much higher and the other way around (Farooq, Shams & Nazi, 2015). Oatley (1999) stated that success and performance of the firms is completely dependent on the performance of the staff (as cited in Shaikh, Tonoi & Shah, 2017). The main ingredient for success in any firm or an organization is the excellent performance by its staff. The better the performance of the firm the better the productivity that leads to greater profit for the firm. According to Venkatraman and Ramanujan (1985) performance of any firm or organization is an emblem of the size of the firm to effectively attain the targets. Maita (2002) reports that human capital is significant and is considered a ‘backbone’ of every company as well as is the key source for the company. Moreover, the companies should invest big amounts of money on human capital as if the performance of these employees is higher than ultimately there will be a chance for the company to grow and make itself a success in the market (as cited in Khan, Khan & Khan, 2011). Rakes (2014) investigated in his research different means through which performance of the staff can be calculated and concluded with 7 ways that are the employee should be on time, the results of the tasks completed by the staff should have good quality, the staff should be careful of their personal conducts during the jobs that can be wasting time, favorable work behavior of the staff, customer review and the means through which a staff member present h/herself (as cited in Okogie & Cawed, 2018).

2.2 Teamwork:

Teamwork can be described as a codependent element of performance necessary to efficiently organize the performance of various individuals in other words, teamwork is a wider notion of team performance that also involves task in individual stage (Boakye, 2015). Teamwork is essential for any organization to boost productivity and enhance employees’ individual job performance in the organization. According to Mikan and Rodger (2000), there is a direct relationship between team performance and trust, they further elaborated and states that trust produces the interactive platform for teamwork that leads to accomplishment of organizational goals and good employee performance. Moreover, they stated that if a company wants to be outstanding in their field the work environment of that organization should be trustable and the duty for the environment to be helpful is the responsibility of the firm. This will create better and enhanced teamwork among the individuals. A high job performance in an organization is measured as the organization made teams that indicates collaboration and harmony among the colleagues (Manzo & Neck, 2002 as cited in Phinda & Chukwuma, 2018). The team performance can be observed through less mistakes, high quality outcomes, improved productivity and client satisfaction are among the criterion (Mikan & Rodger, 2002). According to Sanyal and Hisam (2018), teamwork can be described as a cluster of individuals who work together to accomplish a particular target or assignment. This talent is valued in multiple firms, on the other hand these firms have made special trials to observe the capabilities of the individuals if they can work in team to increase productivity. Teams deliver higher participation, issues and emotions of achievement. Few organizations have started to design tactics on the bases of teams in their job performance to retain the productivity of their employees and to focus on the significance of working as a team to accomplish targets and aims of the firm through the smartest way (Conti & Kleiner, 2003). Teamwork is an essential element for the company to function efficiently. Many of the companies’ actions becomes intricate because if the innovation of technology hence teamwork is a main emphasis of multiple firms. Team mates improves the talent, understanding, capabilities while collaborating in teams. Firms that focus majorly on teams have greater outcomes in enhanced employee performance, increased productivity and improved decision making process during work (Pfaff & Huddleston, 2003 as cited in Manzoor, Ullah, Hussain & Ahmad (2011). Bacon and Blyton (2006) pointed out the 2 significant components such as self-management team and social team abilities. These components improve the communication along with social relationship between the colleagues and also energizes the performance by the employees.

2.3 Training & Development:

Training and development in any organization increases the chances of productivity and employee performance (Ahmad & Siraj-ud-din, 2009). Performance of the employees is really significant for the organizational performance, on the other hand, training and development is useful for the staff to enhance their performance (Khan, Khan & Khan, 2011). Anitha (2014) reports that there exists a direct relationship between staff engagement and leadership training, profession growth plans and ability development training. As a staff member starts h/her training and development plans, their self-confidence increases in the field of training which encourages them to be more diligent in their work. The author also elaborates that training and development programs needs attention by the administration that can be way to numerous chances for professional development. The conventional way of training and developments has been disapproved due to no evaluation. Multiple firms have made this way a goal or a budget on the bases of effort and no one has made an attempt to evaluate the training and development’s favourable impact on staff in relation to their efficacy and efficacy (Wexley & Baldwin, 1986). Moreover, Armstrong (2012) contends that trainings enhances employees’ understanding and different abilities that can help them to effectively handle routine tasks and issues that can lead to improvement of the employees’ job productivity (as cited in Diamantidis & Chatzoglou (2018). Training and development is an essential part for the organizations and firms as without any training plans the companies would not be able to offer various opportunities to exercise and improve their abilities that will directly impact the employees’ performance (Newton, 2006 as cited in Shaikh, Tunio & Shah, 2017). In any company a human resource department is necessary for the firm to achieve their organizational goals as this department is important problems like recognizing good job performance, training and development, staff relation and complaints etc. (Farooq, Shams & Niazi, 2015). There are multiple factors that will have an impact on the employees’ job performance like job satisfaction, communication, knowledge and skills however, training and development has a direct relation with job performance that indicates that employee performance in any organization is critical (Amisano, 2010 as cited in Sanwel, 2018). Training and development is considered to be a significant instrument to enhance an employee’s job satisfaction (Rowden, 2002). Tsai, Yen, Huang & Huang (2007) investigated in his paper about training to be an essential tool for the employees to show charismatic job performance along with higher job satisfaction and he was able to provide evidence on it through his research.

2.4 Motivation:

Motivation is another important aspect through which the employees’ performance can be influenced that can have bigger impact on the productivity of the organization. Motivation can be described as the longing to accomplish something accustomed by any activity or the capability to please any requirement (DeCenzo & Robbins, 1996 as cited in Muda, Rafiki & Harahap, 2014). Motivation is the intrinsic feeling that inspires the people to get involved in a particular attitude and belief, this factor can be detected through two sides (Spector, 2003 as cited in Ali, Bin, Piang & Ali, 2016). Many of the firms have come to peace that in order to achieve organizational aims the staff of the firm must be motivated as it is the most essential part of the process. The staff that is motivated relate to the attitudes like self-confidence, self-obligation and self-actualization which are assumed to generate good quality outcomes and follow the firms’ rules that will ultimately lead to efficacy and a higher competitive advantage. This aspect increases the chances of job participation through making the tasks more evocative and fascinating along with keeping the staff to be more fruitful and enhances their following employment performance (Ekerman, 2006 as cited in Mohsan, Nawaz, Khan, Shaukat & Aslam, 2011). Motivation is key for the success of the company in the long run as employees are encouraged through any means that give the staff the boost to perform well in the firm and complete the task with the best outcomes. Through this the company benefits from the employees’ efforts and achieve the organizational goals (Berman, Bowman, West & Wart, 2010 as cited in Khaemba, Makokha & Namusonge, 2017). Shulze & Steyn (2003) stated in their paper that the need for motivation and encouragement to complete a task is very important either internal or external as it systematize the basic cause for working. Through this an employee gets the necessary boost to accomplish a specific assignment. Staff and employees are the human capital to the firm and the success or a failure is completely dependent upon the individual’s performance in the firm. The management must administer the resources competently and effectually to approve the achievement. This factor indicates the problematic services and desires that offer the determination for a worker to accomplish a particular job (as cited in Ali, Bin, Piang & Ali, 2016). Munyeka (2014) in his paper have investigated different theories of motivation that can impact multiple employees in the public sector. He described Maslow’s hierarchy of needs that says that the supervisors can exercise various unhappy requirements that can encourage the individuals, the McCelland’s achievement theory discovered three particular requirement like ‘affiliation’, ‘power’ and ‘achievement’, Herzberg’s two factor motivation theory developed that an employee can be either happy or unhappy during h/her employment on the bases of ‘motivation’ and ‘hygiene’ and Alderfer’s ERG theory states that there are three particular needs that needs to be fulfilled that are ‘existence’, ‘relatedness’ and ‘growth’.

2.5 Productivity:

Productivity can be described as a proportion between the inputs and outputs in a particular time. This can be done through by comparing the quality of the good. In other words, if any individuals want to calculate the different stages of productivity, they will have to investigate to the degree to which the planned objectives of the firm have been accomplished and how the quality of the product can be set (Koontz, 1994 as cited in Bett, 2017). Individuals’ productivity in a firm has a positive relationship with organizational performance that means that the workers who are productive will generate huge amount of output within the specific amount of time that will be useful for the firm to save monetary funds, precious amount of time and massive labours in the production procedures. The workers that are not productive will not complete their work with in the expected amount of time that will negatively influence the overall performance of the organization. The unproductivity of the individuals will cost the organization a good amount of money, more time and an additional labour that can also unskilled. Moreover, a productivity of the employees can be calculated through observing the total amount of time the individuals works in the organization (Ron and Ronald, 2002 as cited in Wanyama & Mutsotso, 2010).

2.6 Conceptual Map:

Figure 1: Conceptual Framework

In this study the researcher tries to investigate factors that can easily affect employees’ performance and how does it impact its productivity. The factors are teamwork, motivation and training & development. According to the literature review employees’ performance can be the deal breaker for the organizational performance, many of the scholars have stated that the higher the employees’ performance the higher the organizational performance and productivity. Through training and development, the staff gets a chance to develop their professional career within a specific amount of time. Management plays a major role in motivating the employees so that the staff members are encouraged to perform well that will ultimately lead to a higher firm productivity. The employees need to be motivated in order to boost organizational productivity, employees need the necessary motivation to work efficiently and effectively to enhance productivity. Teamwork between the management and the staff also impacts the employee’s performance; to generate the best outcomes the employees need to work in a team with every team member working with their full potential and participating efficiently to get the best results to boost productivity.

3. Methodology:

This chapter of the research paper involves all the necessary information about how the research will move forward in the sense that which sampling method or technique will be use to collect all the data.

3.1 Design:

The paper uses quantitative data to collect information to explore what factors are necessary to impact the job performance of the industry. The research study is descriptive as the results would be explained in detail through different statistical instruments. The research is done for the purpose of gathering, analyzing and interpreting data to give solutions to the issues of the Access Industries. The author tries to examine the factors that can help the organization in improving their poor organizational performance and advise the necessary recommendation to solve the issues. The data is analyzed through different instruments in order to make the reader fully understand what actually the writer wants to convey.

3.2 Population:

The population of this study used in the paper by the researcher is the workers working in the service industry. The total number of people surveyed are 53, these workers can impact the job performance of the organization directly.

3.3 Sampling Method and Technique:

The sample size is the part of the population that is going to studied for the paper by the researcher. Through sampling a researcher saves h/herself important time, it is cheaper and convenient to gather data. There are two kinds of sampling technique: probability and non-probability, the former offers an equal opportunity for all the participants to be selected whereas the latter does not offer an equal opportunity for all the respondents to be selected. This survey is non probability as only 53 staff members have been surveyed out of hundreds.

3.4 Data collection and analysis:

The data collected in this research is by primary source. The primary source through which the all the data is collected is the survey method that is by filling questionnaires involving different factors that can improve the performance of the organization. The questionnaire involved a 5 stage Likert scale that includes ‘Strongly agree’, “agree’, ‘neutral’, ‘strongly disagree’ and ‘strongly disagree’. The questions are made solely by the researcher. The estimated time to complete a questionnaire is about 10 minutes, the data was collected within a week with utmost privacy and ethical considerations taken into account. All the respondents were made sure that their responses will be private and after the paper the questionnaires would be thrown out so no one else can use them. The data gathered by the researcher will be presented through graphical representation that is by graphs and pie charts. This will give a detailed explanation to the reader of what actually is the cause of the poor performance in the industry and what can be done to remedy it will be discussed in the discussion chapter linking the present study with the previous literature.

3.5 Ethical considerations:

Ethical consideration is importin when conducting a primary research through questionnaires as respondents are concerned with their privacy if their answers are not kept secret and the company finds about it these participants can be out of their jobs. Firstly, the respondents were explained thoroughly that their information and opinions would be kept secret. Secondly, the participants are explained thoroughly why this research is being conducted that is the reasons for this study. Lastly, consent is necessary as without the individuals’ permission the researcher can not conduct the research.

4. Findings:

The research conducted through survey questionnaire will be thoroughly explained below with separate questions. The total questions in this questionnaire are fourteen based on the variables that are acting as factors impacting the job performance of the employees in the company. There is also an inclusion of Likert scale in the questions that entails five options that are Strongly agree’, “agree’, ‘neutral’, ‘strongly disagree’ and ‘strongly disagree’. The participants of the questionnaires are the workers working in the industry.

4.1. Age:

Figure 2: Chart showing the age of participants

This question tells the readers about the age groups that are working in the Access Industries. The highest number of age group that is working in the company is between thirty five to forty four. The percentage of the highest working age group is 38% than 32% of the working class so from the age group from twenty five to thirty four and the lowest that is 11% is from the age group above forty five years old.

4.2. Gender:

Figure 3: A pie chart showing total participants on the bases of Gender

This question investigates that how many workers are working in the company on the bases of their gender. It is important to know the percentage of the working members so as there should be the inclusion of both the genders and there is no discrimination of any sort between them. However, the highest number of working members in the company are female that are about 68% where as the males are about 32% of the working staff.

4.3. Total work time:

Figure 4: A bar chart showing the total work time of the employees

This question examines the total number of years the staff is working in the company. The majority of the workers are working between five to ten years that is 30% of the total working staff. Moreover, the same percentage of the working staff is working for less than a year. The lowest number of workers working in the firm are about 19% of the total workers.

4.4. Total number of trainings:

Figure 5: A pie chart showing total number of trainings employees receive in a year.

This question tries to explore how many trainings does a worker receive in a year. According to the responses 60% of the workers answered that they receive five to ten trainings a year. Trainings are helpful for the worker as they will make them skillful. Moreover, 2% of the workers answered that they receive twenty trainings or more. More trainings can result in workers getting irritated.

4.5 Training methods:

Figure 6: A pie chart showing types of training procedures.

This question examines the procedures that are used to train the workers of the industries. The question’s choices involved three procedures that are training ‘on the job’, ‘off the job’ and ‘both’. According to the results by the respondents about 66% of the respondents ticked the choice both while 26 percent of the employees said that they are trained on the job and 8% said that they are trained off the job.

4.6 Training Programs:

Figure 7: A pie chart showing satisfaction of the workers with their training

This question investigated whether the employee is happy with the training programs developed by the organization and about 49% of the employees agrees to the statement that they are happy and satisfied with the programs whereas 24% are neutral about their training program that means that neither disagree nor agree to the statement. The lowest number that is 6% of the total workers strongly disagree to the statement. Training programs are necessary for the employees as through a training method an unskilled worker can become a skilled one.

4.7 Problems of training and development:

Figure 8: A pie chart showing major issues regarding training and development

This question tries to explore the issues related to the training and development factor of the company. The respondents were given five options that are Time, Money, Proper Trainer, Lack of interest by the employees and other. According to the respondent’s time was the biggest hurdle for conducting trainings in the company was time that was the opinion of more than half of the employees that is 53%. The results of other hurdles were really close like 15% of the employees claimed that there was the issue of money that is accounted for about 15% and 11% was accounted for proper trainers and lack of interest by the workers.

4.8 Motivation to work:

Figure 9: A pie chart showing the percentage of workers to work hard through motivation by the managers

This question investigates about motivation whether the employees are motivated through the encouragement of the workers or not. This question included 5 level Likert scale and more than half of the employees agreed with the statement whereas only 13% strongly agreed to it. The employees that were totally against it amounted for 6%. Motivation is needed to boost the employees if the organization needs to be successful in the future.

4.9 Motivation through monetary benefits:

Figure 10: A pie chart showing how many employees are motivated to work through monetary benefits

The above stated question explores in percentage if the employees are motivated through monetary benefit. The majority of the employees strongly agreed to the statement that they are encouraged through monetary benefit in order to perform well in the company where as 22% agreed and 6% of the employees disagrees and strongly disagrees to the statement.

4.10. Motivation through completing of tasks on time:

Figure 11: A pie chart showing percentage of worker motivated by completing their work on time

This question is aimed to determine whether the employees get motivation by completing their tasks on time or not. According to the results 32% of the employees agrees to the statement that they are motivated through completing their hourly targets on time while 19% strongly agrees to the statement. Achieving an hourly target on time is important because people get motivated to complete more tasks on time.

4.11. New Skills:

Figure 12: A pie chart showing percentage of employees motivated by learning new skills.

This question explores that whether the employees are motivated by learning new and improved skills. Learning new skills makes a person knowledgeable and he gets to know new ideas and concepts that can be implemented in the work life to make the job life easier. Moreover, 33% of the employees were neutral about this statement where as 25% of the people agree along with 22% of the employees disagreeing with the statement.

4.12. Team work:

Figure 13: A pie chart percentage of employees satisfied while working in a team

The question above is based on the factor team work that is concerned with the individual’s behavior of the employees whether they are valued in their workplace or not. The highest percentage that 43% of the total employees agrees that they feel confident and are valued in their work environment where as 19% of the people strongly agrees and the same amount of people are neutral.

4.13. Good relationship between departments:

Figure 14: A pie chart showing percentage of workers having relationship with other departments

This question is concerned with the type of relationship among different departments in the industries as good relationships between two departments can impact the organizational performance of the firm. According to the responses by the employees about 42% of the workers agree with the statement that there is a good relationship between their own department and other departments. Moreover, 30% of the people are neutral about the statement whereas only 8% of the individuals strongly disagrees.

4.14 Satisfied with the teamwork:

Figure 15: A pie chart showing percentage of people satisfied with the teamwork in their workplace.

The last question is concerned with the spirit of the team work in the work environment. In this question about 38% of the individuals agree that they are happy with the team work and its spirit. However, only 11% strongly agrees whereas 17% disagrees that there isn’t any motivating force present in the team to lead them towards success.

5. Discussion:

Organizations around the world have been growingly concerned about the job performance of the employees in their firms and how can this concept impact the over all performance of the firm. In this research the writer intends to explore two main questions that are what are the reason for poor performance in the company and what can be done to improve employee performance in the firm. To answer these two questions in detail separate explanation is given for each of the question.

RQ1. What are the reasons for employee poor performance in access industries?

The factors that are explored in this questionnaire using survey questions are motivation, team work and training & development. Each factor has four questions that are presented through graphical representation of the questionnaire. If we look to the specific question that is about the major issue that is seen as a hurdle in the way of the workers’ training is Time. Proper time is not allocated to the training and development of these employees, the majority of the employees said in their survey that to train them the trainers need to take out a good amount of time so that they actually learn something. Training and development play an important role for the worker performance along with the firm performance, a foul training is a loss of time and money for the employee (Tsaur & Lin, 2004). It is a difficult task for the employee to perform any work or assignment with excellency without any training by the organization. The respondents also claimed that money was also a hurdle in the training and development factor. Training requires a hefty amount but it is also beneficial in the long run as it will only increase productivity in the long run for the organization (Kaynak, 2003). Money is also an important factor in training the organizations should keep in mind to provide training to the individuals to achieve a higher organizational performance in the firm. By analyzing the survey questions the reason that can be a main cause for the employees’ poor performance in Access Industries can be that the employees are not motivated enough through any means to make them eager to achieve the organizational goals. As many of the respondents agreed to the statements that were asked if these were implemented practically throughout their employment. The majority of the individuals were agreeing with the statements and a meager percentage of employees were disagreeing it. Employee motivation is really important not only this it is one of the most significant and vital elements for the accomplishment of various employees and eventually firms’ objectives and aims (Berman et al., 2010). Motivation for the employees in any firm is necessary if any organization needs to accomplish higher productivity in the long run. Employees need that boost for them to be able to produce higher productivity in the organizations, through motivation the employees feel that self-confidence and self-obligation that they can achieve anything if they are just pushed till their limits. The last reason that can be a cause for poor performance can be that employees in the company are not welcomed properly in the teams or they are not valued in the team. As most of the respondents were neutral about the team work. Team work is a tactic that can be a way to enhance the productivity of the employees and firm however, it must be evolved over a period of time (Ingram, 2002 as cited in Manzoor et al., 2011).

RQ2. What can be done to improve employee performance in Access Industries?

The second question arises that what can be done to enhance individuals’ performance in the company. As discussed above the reasons for poor performance in the company. The first and foremost cause that can have a greater impact on the employees’ performance as well as the organizational performance. It is really important for the firm to the plan the training & development very cautiously. The training design should be in accordance to the requirements of the workers; designing the training plan through feedback and evaluation by the employees the management will get an insight of what actually the employees need to give their best in the organization and achieve the productivity with a higher percentage (Armstrong 2000; Ginsberg 1997 as cited in Khan et al., 2011). Another reason for poor performance by the employees in the organization is the lack of motivation to the workers of the organization. As stated in the questionnaire the employees should be motivated through different means, the majority of the employees that agreed to the means through which they should be motivated is by financial reward that is some kind of bonus or commission annually or bi-annually. Financial rewards can also be increment in the employees’ salary if they completed their tasks on time or performed really well in the previous financial year. Through this the individuals will be happy to stay in the organization and will also achieve the goals of the firm. Myles (2000) stated in his paper that an organization train and evolves its workers and then recompensate them through financial benefits for their brilliant performance that encourages them and makes them loyal to the firm (as cited in Sanyal & Hisam, 2018). The last reason that can be a cause for poor performance in the Access Industries is the team work, as discussed above in the questionnaires that most of the people are neutral about team work after the individuals who are agreeing to the questions under the factor team work and the percentage of these both choices are really close as compared to the rest of the factors. Teamwork as discussed in the literature is important for the workers to achieve the organizational goals as a whole and the company that has been chosen in this report is a service industry that distributes the workers in teams to achieve the daily target in time however, the problem is that the Access Industries are unable to do so because of no proper team work. Distribution of workers into teams can achieve the daily targets in time. Richard (1991) advises that by working in a team the workers can achieve the targets easily and more organizations are adopting this tactic to get things done in time (as cited in Boakye, 2015).

6. Recommendations:

There have been multiple researches on this particular topic that is investigating the factors that can impact the employees’ performance in a firm that can lead to a higher productivity. This paper tries to explore this field through three main factors that are motivation, team work and training & development. The main research problem of the paper is that the employees are unable to complete their hourly targets on time. By concentrating the three factors the employees can be able to improve and increase the job performance that can lead to a higher productivity. Firstly, the organizations can hire skilled trainers for training & development factor that will train the unskilled labors and put them through such test and trainings that will make them solve every task smartly. Trainers can be of great help to the organizations that can contribute to the higher productivity of the firm. Also, the time duration of each training should be increased as trainings are held few times a year but with no quality. Secondly, the organization can motivate and encourage the employees through different means, one possible way that is also discussed in the discussion part is through financial benefit that can be a bonus or an increment. As in every organization there is a policy of increment after the period of probation however, if the organization notices that the employee has worked exceptionally well in the previous financial year than a raise can do no harm but can be a positive change in the long run. Lastly, team work was the main factor that can impact the job performance of the employee by letting the individuals working together in a team together. Through teams’ hourly targets can be met within a short amount of time however, if the individuals working in a team are slow so the hourly target can not be met in a short period of time. To enforce teams in an organization the managers and supervisors must encourage and motivate the employees to work together in harmony. In this the managers need to step up to make the employees understand that team are essential to achieve the organizational goals. Moreover, Access Industries is a service industry that will not function through good team work within the colleagues.

7. Conclusion and Limitations:

Organizations around the world are measuring and observing factors that can boost the employees’ performance and can really increase the productivity. This study talks about how few factors can up lift an organization’s performance through job performance of the individuals working in the organization. The industry partner used in this company is Access Disabled Industries that is one of the service organizations providing packaging services to different multinational companies like P&G. The main problem of the industry is that the employees could not meet the hourly targets in time and need some solutions to solve this major problem. This study was conducted through survey questions and information is collected through primary quantitative data to perfectly analyze the information to interpret results. The questionnaire had a total of fourteen questions that were related to three factors that are team work, motivation and training & development. After conducting the research, the writer analyzed the data and presented the information through graphical representation that is graphs and pie chart so that the readers can easily understand what the writer wants to convey. After analyzing the data the researcher came across the reasons as to why there is poor performance in the company; first there is no proper training in the company however, the trainings are held five to ten times a year but no proper time is given to these trainings for the employees to learn in depth from these trainings. Second the employees must be motivated in order for the employees to achieve organizational performance; motivation is crucial for the employees to achieve expected job performance as encouragement through the managers can boost up the morale of the employees and make them loyal to the firm. Third, team work is needed in the organization however, team work is persistent in the company but the targets are not achieved. This might be due to the fact that the individuals in the team are slow or they are not motivated enough or they do not like their peers. The managers should enforce the team work through different ways possible by the organizations. Currently, organizations are adopting this approach to increase productivity. Thus, the research conducted also gives solutions as above to improve the job performance through minor changes that have major influence in the long term.

The researcher also faced some limitations that is all the employees were not keen to fill the questionnaires due to privacy issues. Moreover, most of the answers chosen were neutral that made it hard for the writer to come up with any recommendation or suggestion.

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