Final Proj Stat
-
Upload
ayman-hallal -
Category
Documents
-
view
224 -
download
0
Transcript of Final Proj Stat
-
8/8/2019 Final Proj Stat
1/31
1 | P a g e
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
-
8/8/2019 Final Proj Stat
2/31
2 | P a g e
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
-
8/8/2019 Final Proj Stat
3/31
3 | P a g e
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.
-
8/8/2019 Final Proj Stat
4/31
4 | P a g e
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.
-
8/8/2019 Final Proj Stat
5/31
5 | P a g e
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
-
8/8/2019 Final Proj Stat
6/31
6 | P a g e
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.
-
8/8/2019 Final Proj Stat
7/31
7 | P a g e
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
-
8/8/2019 Final Proj Stat
8/31
8 | P a g e
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
-
8/8/2019 Final Proj Stat
9/31
9 | P a g e
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
-
8/8/2019 Final Proj Stat
10/31
10 | P a g e
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.
-
8/8/2019 Final Proj Stat
11/31
11 | P a g e
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
-
8/8/2019 Final Proj Stat
12/31
12 | P a g e
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
-
8/8/2019 Final Proj Stat
13/31
13 | P a g e
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
-
8/8/2019 Final Proj Stat
14/31
14 | P a g e
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
-
8/8/2019 Final Proj Stat
15/31
15 | P a g e
FIGURE 1
Bar Chart Representing the Individual Gender
TABLE 2
Frequency Distribution Representing the Individual Marital
Frequency Percent Valid Percent
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
-
8/8/2019 Final Proj Stat
16/31
16 | P a g e
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
-
8/8/2019 Final Proj Stat
17/31
17 | P a g e
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
Frequency Percent Valid Percent
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
-
8/8/2019 Final Proj Stat
18/31
18 | P a g e
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
-
8/8/2019 Final Proj Stat
19/31
19 | P a g e
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?
Frequency Percent Valid Percent
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
-
8/8/2019 Final Proj Stat
20/31
20 | P a g e
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?
Frequency Percent Valid Percent
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
-
8/8/2019 Final Proj Stat
21/31
21 | P a g e
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?
-
8/8/2019 Final Proj Stat
22/31
22 | P a g e
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?
Frequency Percent Valid Percent
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
-
8/8/2019 Final Proj Stat
23/31
23 | P a g e
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?
Frequency Percent Valid Percent
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?
-
8/8/2019 Final Proj Stat
24/31
24 | P a g e
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?
-
8/8/2019 Final Proj Stat
25/31
25 | P a g e
TABLE 9
Frequency Distribution Representing, Do You Think the Firms ManagementTakes Work Environment Seriously Here in Lebanon?
Frequency Percent Valid Percent
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?
-
8/8/2019 Final Proj Stat
26/31
26 | P a g e
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?
Frequency Percent Valid Percent
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?
-
8/8/2019 Final Proj Stat
27/31
27 | P a g e
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?
-
8/8/2019 Final Proj Stat
28/31
28 | P a g e
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?
Frequency Percent Valid Percent
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
-
8/8/2019 Final Proj Stat
29/31
29 | P a g e
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?
-
8/8/2019 Final Proj Stat
30/31
30 | P a g e
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?
Frequency Percent Valid Percent
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?
-
8/8/2019 Final Proj Stat
31/31
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.