Working environment and employee productivity at Madhvan group of companies: a case of Kakira sugar limited

Abstract

The current study sought to establish the relationship between working environment and employee productivity at Madhvan Group of Companies; a case of Kakira Sugar Limited located in Jinja District. The objectives of the study were to establish the relationship between physical work environment and employee productivity, to establish the relationship between psychological work environments and to establish the relationship between the quality of work-life and employee productivity. The study adopted a case study research design, where both qualitative and quantitate methods were adopted. Descriptive statistics and Pearson Correlation Coefficient were used to establish the relationship between the study variables .A total of 361 Managers and Employees who participated in the study were selected through purposive and simple random sampling techniques. Methods adopted for for data:collection were:self-administered questionnaires; interviews and documentary review. The analysis of the study established that there was an no relationship between the physical work environment and employee productivity; The study rejected the hypothesis that there was a significant relationship between physical work environment and employee productivity. It was also established that there was a significant positive weak relationship between the psychological work environment and employee productivity. The study, therefore, concluded by accepting the hypothesis that there is a positive significant relationship between psychological work environment and employee productivity. The study also established that there was a significant positive weak relationship between quality work-life and employee productivity, thereby accepting the hypothesis that there is a positive significant relationship between quality work-life and employee productivity. The researcher recommended to the management of Kakira Sugar Limited to: enhance management support; improve job security of employees: involve employees in the decision-making processes: ensure that there is enhanced open and clear means of communication: increase job autonomy of work: ensure that there is fair and equitable compensation: increase Job rotation for skills development. The intervention would enhance a conducive working environment and increase employee productivity. Keywords: Working environment, employee productivity, physical work environment, quality work-life, psychological work environment.