Methodology

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font-size:12.0pt; font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; display:none; mso-hide:all;} span.GramE {mso-style-name:""; mso-gram-e:yes;} .MsoChpDefault {mso-style-type:export-only; mso-default-props:yes; font-size:10.0pt; mso-ansi-font-size:10.0pt; mso-bidi-font-size:10.0pt;} @page WordSection1 {size:8.5in 11.0in; margin:1.0in 1.0in 1.0in 1.0in; mso-header-margin:.5in; mso-footer-margin:.5in; mso-paper-source:0;} div.WordSection1 {page:WordSection1;} --> </style>  </head> <body lang=3DEN-US lin =3Dblue vlin =3Dpurple style=3D'tab-interval:.5in'> <div class=3DWordSection1> If the= re are images in this attachment, they will not be displayed. <a href=3D"https://mail-attachment.googleusercontent.com/attachment/?view=3Dat= t&th=3D13b9d5ee7be1adcb&attid=3D0.1&disp=3Dattd&zw">Download the original attachment</a><o:p></o:p> <div style=3D'margin-left:6.0pt;margin-top:6.0pt;margin-right:6.0pt;margin-= bottom: 6.0pt'> <div> TOPI= C: &#82= 20;Impact of wor place connectivity on company’s productivity” </spa= n> ABST= RACT: WORK PLACE CONNECTIVITY has brought = a new dimension in wor ing environment and it also brings many benefits to organizations .this study tries to analyze impact /outcomes of wor place c= onnectivity on company’s productivity within FOOD and BEVRAGES industry of Pa ist= an (Islamabad branches)it also emphasis that how a comfortable environment ,communication between employees increase there wor performance which resultantly affect company’s overall producti= vity KEY = WORDS: = &nb= sp; Productivity, connectivity, wor place communication Prob= lem statement: Wor place connectivity is a ey to produce more and more output and it affects on individual employee and overall company’s productivity Rese= arch question: How wor place connectivity affects company’s productivity?
Sign= ificance: = &nb= sp; &= nbsp; The significance of this study is that it will encourage team wor and show= how team wor is better than wor ing individually BACK= GROUND: The concept of connectivity is “NEW” not at all do I agree! It’s as old as hum= an nature … Group building and team wor is biggest phenomenon of current era but calling it a new concept is not justice with = it because its part of human nature that he wants to communicate he enjoys in gatherings and parties there are only few people who are not much extrovert= but still there is a huge number of people who li es to wor together and produ= ce more better result when get synergized. Organizations develop many types of teams t= o wor efficiently and effectively teams are used to serve many jobs of a company organizations are more li ely to develop teams and assign them tas s these teams accomplish their tas as well as dev= elop a new culture of completing tas s promptly History of team wor and team building whic= h is going on today is 80 years old and researchers are busy in examining team w= or out put regarding this concept” haw throne effect “is&nbsp= ; a famous approach Introduction
Do employees perform worst in individual tas
completion?
In our Pa istani culture mostly it is noted= that people are not extrovert and out spo en most of the people li e to ta e ba = es of their colleagues and close friends to communicate with managerial level = and bosses. Wor place connectivity or communicating to = each other is as important as finance and human Resource within an organization .only employees encouragement doesn’t but it also counts a lot that how an employee communicates its nowledge with other team members and every emplo= yee should realize that its his or her duty to develop a good communication bond within an organization because it also plays an important role in persons outcome and individual personality development Interacting, communicating, sharing and ado= pting is all about mental satisfaction and wor place smoothness Every company has its own vision, mission, = voice and cultural bac ground these all attributes of a company can run effective= ly if an employee understands these all core values adapt them wholly and also communicate them Today in this dynamic world tas oriented p= hase is completed now every organization is trying to get more and more value through customer attraction and retention and it can’t be as easy as = it seems it requires lot of communication from upward to downward and horizont= al to vertical as well Communication can remove many of wea nesses, minimize shortcomings, involve more people add more ideas and energies retain more nowledge and resources as well As Maxwell writes, “One is too small a Number to achieve greatness,&#822= 1; which is Maxwell’s Law of Significance. Wor place connectivity is important where t= as s need to be accomplished ,goals need to be improved when customer satisfacti= on is more important than delivering a product in mar et ,when suggestions and recommendations have strong value ,where there is diversity and change is necessary , To develop and train is a ey approach ,where encouragement ,motivation ,competitive edge is more then a DOLLAR 
Characteristics of job nature, employee beh= avior and organization structure has fully changed that’s why organizations= are shifting towards team management Through connectivity informal style of wor = ing get into being and employee retain more effectively towards given tas .wor= ing in a connection have more than one reason or benefit it is not only limited to a financial benefit but it gives long term good will to company = In fact wor ing together completely enhances individual personalities it also ta es out all hidden qualities of a team member wor ing together reduces burden of every employee because the actual tas get into parts and managing parts collectively is far more easy to manage whole by individuals= Continuous interaction and communication builds up strong and long term associations and mutual association always reduce burden of wor and thus g= oals get more attainable Wor completion get more speedily and efficiently there is also very less chance of committing mista es it = is because a single tas viewed many times by many human eyes and chance of mista es remain very less KEY POINTS TO CONNECTIVITY: TRUST: Trust is one of = the most important point to connect each other ,whenever a HR manager hires the person he start trusting on its employee and employees duty also starts from the day first to respond in a positive way COMMITMENT :commitment towards organization is basic theme to wor within an organization commitment towar= ds not only tas completion but also commitment with every person wor ing in t= hat place this commitment here means that eeping good relations with all ENGAGEMENT: engaging yourself in an organization’s environment affects on how a company build its strong human capital engaging only doesn’t mean to engage all the time with given tas but it also explains that how managers are engaging their employ= ees with each other SHARING VALUES: IT’s on the pa= rt of
management and employee both that how they communicate norms, values and attributes of company with each other adopting a specific style also defines company’s culture VALUE VIEWS: Every human being has h= is or her own way of life, level of perception and response developing healthy approach within an organization requires giving value to every one before ta ing any decision regarding company’s benefit top level management = must as even from a very small body wor ing in company HARMONIZE: As an effective member of= a company its duty of every one to develop good</sp= an> humor within wor place ,let the people move on freely ,let them express ,re= duce tensions, share their personal problems to ma e the employee ca= lm and satisfied LITERAT= URE VIEW Impact of Wor force (Employees, Labor, Personnel, Staff or Wor ers) Connectivity on Company’s Performance
Literature Review Managers of the company’s = now that people ma e important difference between the success and failure of th= eir company. The ey determinants of how well company’s perform is the effectiveness with which company’s manage, develop, motivate, involve= and engage the willing contribution of people who wor for them. As from the ha= lf of twentieth century employees or wor force is the most valuable resource or asset of the company’s. From the research author found that the job satisfaction ma es 16 per cent of change in company’s performance and profitability, from here its concluded that the company’s li ely to perform better in terms of profitability and particularly productivity if its wor force or employees are more satisfied = from their wor and jobs. In addition to this the HRM practices such as job desi= gn and possession and development in s ills also put significant quantity of change in company’s profitability and productivity. This means that t= he human resource and the HRM practices are the most important for enhancing t= he productivity of company’s and to get and better manage these the job satisfaction of wor force is also important (Patterson, West, Latham & Nic el, 1997). Author describe that people do n= ot engaged in wor just because they have paid a lot, they are engaged because they have other resources such as fast computer, nice cafeteria and flextime and have good office. So manager’s needs to bring such chang= es that people satisfied and perform better. If company’s fail to do so = then their employees move towards and engage themselves in corrupt activities, w= hich put a negative effect on company’s profitability and productivity. For this the company’s and management needs to provide and engage their wor force in mandatory efforts and improve morale. They also needs to provi= de all the satisfactory demand s that people satisfied from job and give better performance that enhance the productivity of the company (Merles & Schubert, 2001). Bloom & Renan, May, 2010, describes that with the wor force the HRM practices are also important for enhancement of company’s productivity and profitability. As HRM is now the major field in labor economics that its covers and wide range of activi=
ties that motivate and satisfied wor force to perform better and also prepare th= em to give better performance and enhance the productivity of company’s.= In this the main area that study and focus is incentives and wor organization. Incentives include remunerations system e.g. individual and group incentives /contingent pay, and also this includes the system of appraisal, promotion = and career advancement. In wor organization its mean the distribution decision= rights between managers and wor ers, job designs, team wor ing and informative rid= er. So from all these there is forceful positive relationship between modern HRM practices and productivity of the company. If one company follows and brings such HRM practices and applied them then wor force automatically motivated = and get satisfied from their jobs and give better performance which enhances the productivity and profitability of the organization. This means that with wor force there is all need have such motivational practices that enhance t= he performance and develop the nowledge and s ills of the wor force to enhance the productivity of company’s. According to Sais (2005) and Lee & Par (2006), for the better connectivity and positive impact of wor f= orce on company’s performance there is need to have wor place friendship, = good Boss subordinate relationships, romantic wor place relationships and family wor place relationships. While the wor place friendships is the voluntary interdependence between two persons over a time that is intended to facilit= ate a social emotional goals of the participants and may involve in untrustwort= hy types and degrees of friendship, closeness’s care and mutual help and this friendship is also called unified friendships. These relationships hav= e a positive impact on an employee’s performance and productivity of company’s. It lead an interconnected wor groups, more satisfied and devoted wor force that brings greater productivity, greater goal attainment= and increase the positive feeling toward the company that can ma e both good and bad jobs better that ultimately enhance the productivity of company’s. The another relationship at wor place is the good boss subordinate relation= ship and this is the most widely accepted theory concerning better subordinate relationships that this ma e wor force the better access of information and= the employee have better access of information are most li ely to succeed in wor place and increases the productivity and profitability of company&#8217= ;s. The third relationship that important for the positive impact of wor force connectivity on company’s performance is romantic wor place relations= hips which plays vital role for those involved in it and employees wor ing with = the partners, this can cut down the employee’s distraction and feelings of
aw wardness among other employees, and have had positive results in the wor place of increased performance, higher motivation and overall job satisfaction that in results enhancing the productivity and profitability of company’s. The office environment that is t= he physical environment of office and behavioral environment is the main facto= rs of positive impact of wor force towards the company’s productivity and performance. If the physical environment of the office is good that is if employees have good wor ing condition having better wor place i.e. office w= here their wor comfortably and have relax environment then employees productivi= ty increases as they motivated and satisfied and willing more wor in such bet= ter condition as similar if the behavioral environment of the company’s t= hat is the behavior of boss and other senior managers toward wor force is good = that is polite instead of authoritative, share information openly and ma e understand what they have to do then the productivity enhanced and employees motivated towards the organization and fulfill their wor effectively and efficiently and all this have a positive impact on the wor force productivi= ty of the company’s (Haynes, nod) JACQUELINE= C. VISHER 2006 He explains= the concept of wor place connectivity means a wor space whose implicit objecti= ve is to support the performance of wor . A performance wor place is designed to optimize Teamwor Productivity. Anyhow, Teamwor productivity although meaningful in a context, tends to be applied in an average in Ambiguity and gener= al way to a whole range of expected behavioral outcomes in the conte= xt of wor . Managers need to understand and maintain the different ways in which wor place decisions affect Teamwor and their productivi= ty DEMET&nbsp= ; LEBLEBICI 2012 He describes that teamwor Environment plays a vital role for the employees. The quality of environment in teamwor may simply determine the level of employee’s motivation, Energetic, Subsequ= ent performance and Output. The Research is investigated dimensions of wor place environment in sides of behavioral and physical components. In survey, satisfaction of the employees in behavio= ral and physical environmental factors is assessable. The Employees= of
 <o:p= ></o:p> BUHAI,&nbs= p;COTTINI , NIELSEN &nbsp= ; 2008 They describes the impact of wor environment health and safety practice on firm performance and conclude that which firm characters factors are Associated with good wor condition .&nb= sp; Their study suggests that improvement in some of the physical dimensions of= the wor health and safety environment that impacts the firm productivity. They have found that explanatory power of wor environment related practice= in explaining between firm wage differentials in rather low MAARTJE&nb= sp;MAARLEVELD 2011 His study told that Productivity is a targetable factor in any company and it also plays a vital role for gaining more profit. Altho= ugh private sector of organizations is more focus on profit and loss while the public sector. The purpose of this paper is to focus on physical characteristics of the office that have a good Influence on perceived productivity. The wor environment helps to team wor and company progress, which ma e relatively small contribution in overall production.&n= bsp; This research may help the Managers in wor place Management and wor place design DITTMAN,&n= bsp;MELISSA 2005 He describes that most of companies do not now about the impact of employees and team wor in their companies. They create difference Issues and do not provide guidance and support to them. In= the first time of the History, the employees are promoting their wor ing styles= in different needs. We observed that there are some normal issues in wor place, which seem difficult, but they are controllable. We just provide Awareness guideline to the teams that has a good and difficult impa= ct on productivity CHAPTER NO: 3<o:p></o:p> METHODOLGY<o:p></o:p> The methodology of this research study is inclined towards the Descripti= ve approach due to the nature of the topic.
company are finally declared that they are satisfied with teamwor ent.
Environm=
Primary Research<o:p></o:p> The methodology adopted by researcher would be as under. The Questioners will be conducted from managers and employees Secondary Research <o:p></o:p> The sources of secondary research include: Various articles and readings available on the Internet; Type of Study<o:p></o:p> This study is Descriptive study TYPE OF INVESTIGATION<o:p></o:p> The purpose of the study is to search out Time Horizon<o:p></o:p> The study will involve the collection of cross –sectional data from employees Extent of Researcher Interference<o:p></o:p> Study will be based on facts and researcher Units of Analysis<o:p></o:p> The population under study will be individual employees Sample Size<o:p></o:p> The sample size will be </div> </div> </div> </body>
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<p>Do employees perform worst in individual tas

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