Introduction
Employee performance plays a great role in the realization of the organization’s output. An organization performance would be higher if all measures that are required to be put by the human resource are in order.
An organization setting based on work required to be well furnished. It is often desired for the realization of the goals and objectives of the organization. The evaluation assessment is a systematic process, and the working environment of an employee is a major factor that influences their performance (Buytendijk, 2009 p. 22). Every employee needs a good working environment in order to perform better, for example, an environment that has enough space for work, to ease the efficiency in the work place is desired. A conducive environment has motivational programs, an employer that requires great performance of the organization establishes motivational programs, for example, add salary to the employees, give them a free time off from work and providing essential skills that help them perform better (Buytendijk, 2009 p.30).
According to the findings done by Multinational Organization's Performance Assessment Network (MOPAN), an organization of various donors, which sought to find out the performance and the factors that influence employees' performance realized the importance of investing more in employees to increase the output. Making a comparison with other organizations that have no evaluation mechanism of performance, results show that the output derived is less than an organization that provide a conducive working environment (Drucker, 2008 p.45). A working environment may include ensuring the workers' welfare are adhered to, for example, if the work done requires proper tools and proper working costumes to ensure the safety of the employees. In addition, life assurance for the employees, if an accident happens during the working hours, the organization should be in a position to gather for hospital bills and other expenses (Drucker, 2008 p.45).
In conclusion, environment has a great impact on the performance of the employees. Any failure of the organization to abide by the requirements affects the output of the organization.
Work cited
Buytendijk, Frank. Performance Leadership: The Next Practices to Motivate Your People, Align Stakeholders, and Lead Your Industry. New York: McGraw-Hill, 2009.
Drucker, Peter F, and Joseph A. Maciariello. Management. New York, NY: Collins, 2008.
