Applied Business Project Insights: Boosting Organizational Performance through Employee Empowerment and Supportive Work Environments
In today's evolving business landscape, marked by technological advancements, economic shifts, and increased competition, the concepts of employee empowerment and supportive work environments are critical for enhancing organizational effectiveness and efficiency. In the context of an Applied Business Project, employee empowerment entails granting employees the freedom and authority to make decisions that influence their roles, fostering skill development, confidence, and innovation. Similarly, creating a work environment that addresses psychological and social factors is vital for boosting overall organizational performance and supporting employee well-being. Researchers studying these themes, particularly in areas such as Assignment Help UK, have focused on how empowerment and work environment impact performance and productivity amidst challenges like workplace conflicts, economic uncertainties, and the COVID-19 pandemic, highlighting that empowered employees take ownership of their work, leading to increased motivation, creativity, and commitment, which are essential for organizational success in these dynamic times; moreover, a positive work environment nurtures employee engagement and loyalty, further driving performance improvements, and whether in academic research through Applied Business Projects or practical implementations within the UK assignment help sector, emphasizing employee empowerment and fostering supportive workplace cultures remain key strategies for navigating current and future business challenges effectively.
Employee's empowerment refers to amount of freedom and right allocated to the worker to take its own decision. Working environment refer to the physical and social condition in which an employee accomplish its task. Jordan located in the heart of the Middle East offers a unique case study to explore the effects of empowering employees and enhancing work environments on performance and productivity. Ongoing issues like high youth unemployment, dependence on aid, and regional unrest. Notably the conflicts around it have hindered economic growth (World Bank, 2023; IMF, 2023). Construction industry in Jordan is contributing significantly towards the overall development and the growth of the country (Construction industry of Jordan, 2023). It has determined that construction sector is ranked on 6th position in country development and contributes over 8% in the country's GDP. It has determining that over 150 million jobs have been provided by the construction industry and support in enhancing over financial position of the individual.
In manoeuvring through this scenario businesses in Jordan must tackle uncertainties and political instabilities while striving to uphold high performance standards. The emergence of the COVID-19 pandemic has matters by exacerbating existing economic challenges disrupting global supply chains and reshaping business practices (Al Kasasbeh, 2022). In Jordan specifically, stringent lockdown measures impacted sectors such, as construction. They compelled small and medium enterprises to swiftly adapt to remote work setups and digital technologies (Hossain et al, 2022). This setting underscores the significance of exploring how empowering employees and fostering conducive work environments influence outcomes within such an ever-changing landscape. This report is based on identifying the influence of employee's empowerment and working environment on their overall performance within Jordan's construction industry.
The study aims to explore the impact of employee empowerment and work environment conditions, on the performance and productivity of medium enterprises (SMEs) in Jordan considering the challenges brought about by the COVID 19 pandemic. While the advantages of empowerment and a conducive work setting are widely acknowledged, their successful implementation in SMEs, in the context of a global health crisis is an area that has not been extensively studied (Qatawneh, 2023). Therefore it is crucial to delve into these aspects to uncover strategies that can bolster resilience and effectiveness in a pandemic environment. The study conducted on the sustainability will aids organization in determining the importance of effective working environment and empowerment. This study will help in creating awareness regarding all the negative impact caused due to poor working environment on the performance of business entity. This study will motivate other firm in construction industry to focuses over empowering employees and foster better organization culture. It will also help in identifying potential challenges and support in suggesting various strategies through which overall productivity of SME could be improved.
This study delves into a yet-explored area by examining how empowering employees and fostering supportive work environments impact Jordanian small and medium enterprises (SMEs), especially in the face of the COVID-19 pandemic. While the benefits of empowerment and positive work environments are well known their effects, in times of crisis have not been thoroughly investigated. The goal of this research is to bridge this gap by offering insights and recommendations to help SMEs not survive but thrive amid economic uncertainty and health emergencies (Faulks et al, 2021).
Aim:
The aim behind initiating the current study is to identify the influence of employee's empowerment and working environment on the worker's performance within SMEs of construction industry post pandemic.
7 Years | PhD
Objective:
Research questions:
Based on the view point of Imam et al, (2020) the concept of employee empowerment is closely related to theories of authority and power. It is essential to distinguish between these two interrelated concepts. Power refers to the ability to influence and control actions directly or indirectly, whereas authority represents an accepted framework for regulating activities within a specific domain. Further, Taylor (2021) explicated that When perceived inequalities arise from differences in knowledge, skills, and expertise, or when higher-ups delegate authority, it becomes crucial to balance the effects of this authority. This often leads to a combination of progressive and strategic approaches to empower subordinates who occupy lower hierarchical levels.
Girdwichai and Sriviboon (2020) stated that Employee empowerment and supportive work environments are essential for enhancing organizational performance and productivity Empowerment, which involves granting employee's autonomy and decision-making authority, fosters skill development, confidence, and innovation. Key practices include delegating authority, providing resources, and encouraging participation in decision-making, all of which improve individual performance and foster a culture of trust and collaboration.
Zighanet al, (2022) stated that there are various method through which employees could be empower within the organization. It has determined that deletion of the power is the major method in which manager provides some amount of authority to employees to take their own decision. This shows the trust and confidence of employers towards the employees an eventually results in enhancing overall productivity and performance of the worker within the business entity. However, Kovalenko (2020) explicated that delegation may results in misuse of the power and impact and may create ineffective working environment within the business entity. For example: Manager in precious construction did not involve towards effectively delegating its power that has resulted in negatively impacting on the culture on the organization.
Based on the view point of Kovalenko (2020) it has identified that involved in decision making process is also effective method of enhancing worker's empowerment within the company. Employees that are involved in decision making process are able to develop feeling of value and respect within firm that result in improving overall performance. On the critical point of view, Kwon and Kim (2020) stated that involvement of large number of employees within decision making process may result in creating confusion nd reduces the efficiency of decision making process. Further manager face issues in deciding the most optimum suggestion form large number of opinion that negatively impacts on overall working of the business entity.
According to the view point of Coles et al, (2020) work environment is multifaceted and context-dependent. It encompasses all conditions under which individuals operate, including their place of work, infrastructure, psychological and social aspects, as well as physical health. This environment can be either the natural work setting or a human-made workspace. It also includes company culture, work hours, colleague relationships, managerial behaviour, and immediate safety concerns. Shahinet et al, (2020) stated that many corporations, particularly SMEs, often neglect the importance of a conductive work environment, which can result in reducing short- and long-term productivity. In the context of Jordanian construction projects, key factors contributing to a positive work environment include effective communication, career development opportunities, and various benefits such as health insurance, social insurance, mobile phones, and company cars.
On the critical point of view Murray and Holmes (2021) stated that ineffective communication and inadequate T&D session has results in restricting growth of the workers which eventually leads to impacting on their overall performance. It has determined that Hasan AI- Tarawhen and son do not provide adequate T&D session as to avoid additional cost which is negatively impacting on the performance of workers within the company. Baird, Tung and Su (2020) explicated that a supportive work environment on construction sites not only improves social benefits for workers but also enhances project performance. By creating a better work environment, companies can increase the economic viability of their projects, attract and retain skilled employees, and reduce labour costs through lower absenteeism and better health. Although investing in employee welfare can lead to significant financial and productivity gains, (it requires increased operational costs and a more professional approach to human resources management.
On the critical point of view, Turner et al, (2020) stated that ineffective working environment result in increasing employee's turnover rate that leads negatively impacting on overall productivity of the workers. For example: Consolidated contractors company (CCC) has adopted an autocratic leadership style that restricts its employees to effective communicate with each other. This lack of authority and power has resulted in reducing overall workers satisfaction and leads to increasing employee's turnover rate.
According to the view point of Al-Weshahet et al, (2022) stated that ineffective communication and inadequate culture is the major issue in creating effective working environment within the organization. Open communication help in reducing scope of confusion and misunderstanding within the employees that support in fostering effective working environment. It has determined that Organizational values and just culture are critical for high performance and productivity. Justice, equity, and trust in the workplace contribute to a sustainable and improved work environment, particularly for Jordanian SMEs, which generate 97% of jobs and contribute 50% of the GDP Amidst political conflicts, economic challenges, and the COVID-19 pandemic, SMEs face threats such as unpaid leave, and layoffs. A supportive work environment, including favourable physical conditions and job security, enhances satisfaction, reduces turnover, and boosts productivity and innovation.
On the critical point of view Qatawneh, (2023) explicated that ineffective leadership is the major issue that is restricting in creating effective working within the organization. Firm that are following democratic leadership style are able to increase employee's engagement within firm's operation and support in enhancing their overall satisfaction. However, autocratic leadership result in creating dissatisfaction among employees due to not valuing their opinion and ideas that negatively impact on overall environment of the business entity.
Abuhusseinet et al, (2023) stated SMEs in Jordan, in general, are suffering from a series of serious economic constraints and macroeconomic issues. These include increases in energy costs, lack of sufficient labour force, increases in transportation costs, high costs of raw materials, increases in labour expenses, shortages in local suppliers, increases in tax revenues, high prices of rented land, higher interest on bank loans, limited access to long-term, mid- and short-term financing options, and limited access to a wider and more attractive marketing arena. This has results in reducing additional financial benefit to the employee's leading to reducing overall satisfaction of the workers. Further Alzoubi et al, (2022) stated that lack of financial resources restrict firm in setting up effective T&D session which results in negatively impacting on organization's culture and restrict employees to develop new skill. Lack of skill and competences creates barrier in delegating power which results in reducing empowerment of the company's workers. Saka and Chan (2020) stated that lack of employee's interest is an also major issue that is impacting on the overall working environment of the organization.
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Research approach refers to the step wise method that is used for gathering and analysing data as to enhance understanding regarding the research issue. The two method of research approach includes the inductive and deductive research approach (Ahmad et al, 2019). Inductive research is the qualitative data analysing method in which evaluation is undertaken based on specific objective. Deductive research method is associated with the quantitative data and based on scientific investigation. For identifying influence of working environment on employee's performance, inductive research approach has been used by the research. This method has been selected as it provides access to new information and support in forming new conclusion. In the current study, inductive method has been chosen as it provides flexibility that aids in effectively understanding impact of workers empowerment. Inductive approach support in forming theories based on the observation and empirical evidence that result in gaining accurate information regarding the collected data.
Research design refers to method and techniques that are used by the researcher for structuring and gathering data regarding the research problem. Qualitative research and quantitative research are two frequently used research design. Quantitative research design includes gaining information in the form of numbers or statistics. In the context of identifying impact of employee's empowerment on their productivity, qualitative research design has been adopted by the researcher. Qualitative research design implies gathering and evaluating non statistical data (Alharahsheh and Pius, 2020). Research has chosen this method as this help in understanding the perception, belief and motivation of employees that could not be recorded in numerical form. Further, qualitative method help in gaining deeper understanding as it collect versatile and targeted information regarding the issue. Qualitative method has been chosen in this study as it support in in-depth understanding of the human behaviour based on which current study could be effectively carried out. This method also promotes flexibility that helps in collecting effective and adequate information regarding worker's perception. Further the researcher has used Interpretivism philosophy for effectively collecting qualitative data. This philosophy has been used by the researcher as it helps in exploring the social situation, mindset and perception of the respondents. Interpretivism philosophy is based on the idealism approach which supports researchers in gaining real life information regarding the research problem and aids in gaining in- depth information related to the problem.
Data collection refers to the process of collecting variable information in a systematic manner which aids in providing answer for the research problem. Primary data collection nd secondary data collections are method of collecting relevant information. Primary data includes contacting with the individual that help in gaining first hand information regarding the issue. Secondary data collection method includes gathering information from the previously conducted research (Bauer et al, 2021). For determining impact of employee's engagement on their productivity, secondary data collection method has been used by the researcher. Under this, researcher did not need to spend high cost and time in gathering data which help in ease the process of data collection. Further, secondary data help in uncovering new concept and diverse perception of the author which results in gaining in-depth information regarding the research issue.
For gaining secondary data, Google scholar has been used by the researcher for understanding belief and opinion of large number of authors. Various books, journals and Google articles has been evaluated and analysed by the researcher for collecting data. Secondary sources include the reports, newspaper articles, thesis, histories, encyclopaedias and various government sites. Further, thematic research analysis has been used by the researcher for evaluating and analysing the secondary data. This method has been selected as it assists in effectively analysing the qualitative data (Bloomfield and Fisher, 2019). Thematic analysis also help in ease the process of data interpretation by formulating pie charts and graph which result in enhancing understanding regarding the research issue. Thematic data analysis also help in exploring and determining new pattern in that qualitative data that results in identifying most accurate information regarding the research issue.
It is crucial for managing the quality of the secondary data so that effective outcome could be gained regarding the research issue (Chandra et al, 2019). Duplicate data, data governance, inconsistency, data aging, human error and inaccurate data are various issues that is impacting on the reliability and validity of the data. For maintain quality of secondary data all the information before year 2021 will be ignored by the researcher as it will not provide realistic data. Further, researcher has selected data in which research has been conducted on UK based firm so that most relevant information could be gained. While taking secondary data, researcher has emphasis over evaluating the time duration and situation of study so that reliability and accuracy of the information could be managed. For identifying the relevant books and articles researcher has searched for the keywords such as Worker's productivity employee's engagement, working environment and construction industry which support in collecting valid information. Moreover, the researcher has evaluated the information on the basis of the current objective of the research so that most accurate and reliable information could be gained. Researcher has also involved towards analysing and evaluating the reference list that indicate the credibility and accuracy of the secondary data and support in gaining better insight of the research.
Ethical consideration refers to various rules and regulation that researcher has followed while collecting and analysing the collected data (Duckett, 2021). For carrying out the research, focus has been paid over maintaining anonymity and confidentiality of the data. For collecting accurate information focus has been paid over following all the university guidelines which help in maintaining ethnicity of the research. Further, researcher has emphasis over accurately citing all the information that will help in ensuring the accuracy of the collected information. Further, researcher has concentrated over providing reference list at the end that will help in acknowledging and appreciating the efforts of the original researcher. All the secondary data has been kept in a digital form which will help in protecting information from any type of unintentional use and from theft. Researchers will not re- use any personal information and if necessary then consent of data will be taken in accordance to the data protection law. Additionally all the data security processes has been used to protect the data and for maintaining anonymity.
A finding of the study refers to critically analysing the collected data based on which new conclusions are drawn. This chapter will includes all the information after evaluating various secondary data.
Methods and measures for empowering employees
It has been analysed form the secondary data that open communication is the most effective measure of motivating and empowering employees within the business entity. In this instance CCC is involved towards initiating open communication session with each of its employees and focuses on discussing the firm's vision and mission that result in empowering worker within the company. JH et al, (2022) stated that clear communication support employee's in understanding firm's expectation and support in taking effective decision for the accomplishment of their goals. This help in reducing the scope of confusion within employees and aids in overall growth and development of the workers.
However, Muafi et al, (2019) explicated that ineffective communication may develop felling of frustration among employees that reduce employee's efficiency in micro management. It has identified that delegation is the crucial method through which a feeling of empowerment could be developed within employees. For example: Hasan AI- Tarawhen and son have been involves towards delegating crucial task to their worker which helps in developing feeling of power and authority within the employees. In this context, Yin, Wang and Lu (2019) asserted that authority result in developing pride among workers that eventually result in reducing overall employee's turnover rate. On the contrary point of view, Wang, Wang and Chang (2019) described that excess authority may results in increasing work burden on the employees that negatively impact on overall motivation and satisfaction level of the employees. It has identified that employees could be empowered by provided them with accurate amount of resource and involving them in the decision making process. For example: precision construction is involved towards taking suggestions from the team members and employees regarding the decision that help in enhancing worker's engagement and provide them felling of empowerment. Jung, Kang and Choi (2020) explicated that involvement in decision making of company indicate the importance and value of employee's perception that result in better employee engagement.
Impact of working environment on employee's productivity
It has depicted that working environment has huge impact on the overall productivity and performance of the employees. It has determined that there is an increase in collaboration and coordination among the workers of CCC due to effective working environment. In the support, Taheri, Miah and Kamaruzzaman (2020) stated that effective working environment provide scope of effective communication within the team that result in enhancing cooperation and coordination among the team members which result in enhancing overall employee's productivity. However Prasetyo et al, (2021) stated that excess communication and no formal communication channel may result in creating confusion that negatively impact on productivity of the workers. Additionally, it has analysed that effective working environment reduces the stress level for the employees that result in increasing overall mental physical health of employees resulting in better performance of the workers. For exempla; Hasan AI- Tarawhen and son provide flexible schedule and promote work life balance that help in reducing stress level and support in enhancing overall productivity.
In the support Badrianto and Ekhsan (2020) described that flexible working help in managing social life of the workers that result in reducing overall stress and result in optimum performance of the workers. However, Priyadarshini et al, (2020) asserted that ineffective working environment may result in increasing stress and burden of the worker that negatively impact on the overall performance and productivity of the employees. Further it has determined that effective working environment help in reducing employee's turnover rate by fostering an effective firm's culture. In this instance, the employee retention rate in precision construction has increased by 5% which indicate the adequate firm's culture. Sukoco et al, (2020) professed that company's culture play a crucial role in maintaining employee's involvement towards the firm. An increase in retention rate helps in enhancing employee's productivity leading to overall growth of business entity.
Issue in improving employee's empowerment and c during Covid time
There are large number of challenges and issues that create obstacles in effectively empowering the employees within the business entity. It has determined that lack of adequate skills and competencies in the workers is one the challenges faced by the construction industry, In this instance, CCC faced issue in easily providing necessary training session to worker that result in reducing authority to the employees. Alrige et al, (2022) stated that lack of skills restrict firm in delegating the crucial task to employees that result in reducing overall employees satisfaction and negatively impact on its productivity.
Further it has determined that lack of communication among superior and subordinate is also major reason behind lack of employee's empowerment. For example: It has depicted that due to lack of interpersonal relationships, manager in Hasan AI- Tarawhen and son are unable to determining employee's competencies that result in reducing the scope of employees empowerment. In the support Murray and Holmes (2021) explicated that lack of communication result in restricting the generation of trust and confidence among superior that result in creating issues in empowering worker of the company. It has determined that lack of employee's interest is also major issue in effectively enhancing employee's empowerment. During the crisis time workers in precious construction did not involve in meeting that rest them to take part in the decision making process. Alrige et al, (2022) stated employees did not want to take any additional responsibility as it increases their burden that result in creating obstacle in effectively empowering workers.
From the analysis of the finding, it has evaluated that there are large number of method through which employee's could be empower within the organization. Delegations, providing adequate resources, involvement in decision making process, open communication and supportive working environment are various methods through which employees could be empowered. It has been determined that delegation is the most crucial method of empowering employees as it support in developing sense of authority and superiority among workers that result in enhancing overall satisfaction. Delegation indicates firm's confidence and trust towards the workers that helps in fostering empowerment among the workers. Delegation of authority helps in train employees to manage wide range of work that eventually results in enhancing overall satisfaction of the employees. However, Denny-Smith et al, (2021) explicated that high amount of authority result in increasing burden on the workers that leads to reducing overall satisfaction. While delegating power, employers did not emphasis over identifying the capability and confidence of the workers that result in providing inadequate task to workers that result in creating job dissatisfaction among workers.
It has determined form the analyses of the findings that working environment has huge impact on the overall productivity and efficiency of the workers. It has analysed from the above case of Hasan AI- Tarawhen and son that effective working environment promotes open communication within the firm that helps in reducing confusion and misconceptions within the employees. Subramaniam et al, (2022) stated that clear communication aids in defining expectation of company from the employees that support in aligning employee's actions in the common direction which result in enhancing overall efficiency of the workers. On the critical point, it has determined that firm that are not following formal communication channel generally creates rumour within the organization which leads to negatively impacting on the satisfaction level of the workers that affect their overall productivity.
Moreover, it has identified from the findings that effective working environment reduces employee's turnover rate that result in enhancing overall productivity and performance of the workers. Kiziloglu et al, (2023) professed that effective working environment include valuating and respecting employees perception and opinion that aids in developing sense of involvement and belongingness within workers. This help in motivating employees to effectively undertaken their work which results in improving overall efficiency and productivity of the employees. On the critical point of view Ghansah and Lu (2023) asserted that ineffective leadership style creates huge impact on working environment of the company that impact on employee's productivity and performance. It has been determined that precision construction is involved towards initiating autocratic leadership style in their operations that result in restricting employees in effectively communicate and did not provide any type of decision power to workers. This has resulted in decreasing overall employee's morale and negatively impact on their performance.
From the above finding, it has been evaluated that there are large number of challenges and issues that are creating obstacles in empowering employees within the construction industry of Jordan. It has been analysed that ineffective communication with the employees is the major challenge in creating effective working environment within the organization (Arshad and Sabeen, 2021). By the analysis of the CCC, it has explicated that employees were not able to develop an effective interpersonal relationship with each other that is impacting on the social need of the workers. It has further analysed that lack of communication and interpersonal relationship result in incapability of employers in identifying the skills and competencies of the workers that create issue in fostering effective working environment within the business entity.
Further the ineffective training sessions to the employees are major obstacles in fostering an adequate rowing envelopment within the company. During the time of pandemic, employers were not able to initiate T&D session for the employee's results in creating obstacle in growth and development of the workers. Ineffective trainings session create issues in developing skills and competencies of the employees which negatively hampers their overall development (Faulks et al, 2021). Due to lack of competence employees generally did not provide authority to workers which create issue in effectively empowering the employees. Moreover, it has been analysed form the above data that due to inadequate communication and interaction employees did not develop trust and continence for their superiors that result in creating issue in developing effective working environment. Kum et al, (2024) stated that trust within team is the major requirement for the success of the each entity as it helps in reducing conflicts that eventually leads to better working environment.
5.2 Re-assessment of research question linked to literature and findings
It has determined that construction industry in Jordan has initiated various types of practices with the aim of empowering workers within the organization. Utomo, Yulia and Khristiana (2021) stated that empowerment did not only need during the pandemic time frame rather employees should be continuously empowered. It has depicted form finding that challenges such as lack of worker's involvement, lower retention rate and employee's inefficiency could be overcome through empowerment. Adebiyi¹ et al, (2021) explicated that empowerment help in developing sense of superiority among employees that result in enhancing overall morale and ultimately results in enhancing worker's productivity. Further, along with the impact of working environment on the employee's productivity, it is crucial to identify factor that are impacting on the working environment of the company. Ramana et al, (2023) stated that leadership style, culture, communication channel and the flexibility are the major factors that are influencing on the working environment of the organization. Effective leadership style helps in fostering adequate communication and support in resolving worker's queries that leads to creating positive working environment within the organization. It has further stated that flexibility in working and effective power to employees help in enhancing overall morale which leads to improving collaboration and foster a positive working environment. On the critical point, it has analysed form finding that in effective working environment is created due to lack of trust and communication issues that negatively impact on the efficiency and productivity of the workers within the business entity. Further, it has identified that along with challenges, various effective solution and its impact should also be evaluated. It has identified that open communication is one for the method through which barrier could be overcome. Oliveira et al, (2023) stated that effective communication support in developing effective interpersonal relationship between personnel that will help in creating supportive working environment. It has further analysed that excessive and free communication could result in creating conflict that leads to negative impact on workplace environment. Simpeh and Amoah (2022) explicated that delegation is major source through which employee' could be empowered. This will help in providing adequate freedom to take own decision and results in increasing overall productivity.
Chapter 6 Conclusion And Recommendations
6.1 Conclusion
By summing up the report it has been determine that employee's empowerment and working environment has huge impact on the firm's productivity during the COVID_19 pandemic. It has determined form the secondary data that within the construction industry effective working environment could be developed by clear communication, working hours, culture, interpersonal relationship and behaviour of the manager. It has further identified that there are large number of challenges that are impacting on the working of the SME which includes political challenges such as instability in political parties and tax reforms and economic challenges includes high cost, increases in labour cost, inflation, change in exchange rate. Further it has determined that during COVID pandemic, there was demand depression in Jordan that negatively impact of the working of the SMEs.
For determining the influence of work environment on the productivity of the employees within construction industry, qualitative research has been initiated by the research. This research has been accompanied by the Interpretivism philosophy and inductive method so that accurate information could be gained. Further secondary data has been collected in which various journals and books has been evaluated that aids in provide in-depth information regarding the research issue and provide data related to perception of large number of author. However, primary research has not initiated as it requires large amount of cost and time. Further while carrying out the research, Researcher has concentrated over undertaking all the university guidelines so that ethnicity of the research could be managed. Data before 2021 as been ignored as information related to impact of Covid could be understood through latest data. From the collection for the data it has identified that employees could be empower by providing them accurate amount of authority and firm should involve towards delegating their power.
Moreover it has explicated that open communication and involvement in decision making process help in developing felling of power within the employees that result in enhancing overall productivity. In the context of CCC, managers are involved in identifying the perception of all the employees related to changes which help in developing attachment within workers. On the critical point it has also determined that excessive authority should not be provided without responsibility as it will results in misuse of the power and impact on overall working of the organization. It has also identified that effective working environment support in enhancing motivation level of the employees that positively impact on overall productivity and performance of the workers. Further it has identified that Hasan AI- Tarawhen and son is focusing on promoting effective communication within the team members that indicates firm's value towards worker's perception which result in improving overall satisfaction and improves productivity of the workers. Effective working environment results in selection of effective leadership style and promoting effective culture within the firm which results in motivating employees towards improving their efficiency.
A supportive working environment help employees in focussing over the growth and learning new skill which results in better productivity of the worker and results in overall improvement in firm's performance. However, it has identified that lack of T&D sessions have results in restricting the development of new skills within employees that negatively impact on overall working of the business entity. It has also identified that some issues that are creating obstacles in developing effective working environment. It has identified that lack of interpersonal relationship and communication restrict employer in determining worker's skills which results in lacking trust while delegating power.
Further employees are not provided with effective training and development session that result in reducing efficiency of the employees and leads to decreasing employee's empowerment. Additionally it has explicated that due to COVID, employees did not able to interact with each other and development activities were not initiated within firm that increases stress level of the employees, The social need of the workers were highly impacted due to ineffective work life balance that result in negatively impacting on overall productivity of the employees within the construction industry of Jordan.
6.2 Recommendations
After going to the findings, it has identified that some changes needs to be introduced within Jordan's construction industry that will help in creating effective working environment. Some of the most effective strategies are as follows:
6.3 Limitation and implication of research
While undertaking the research project, lack of time and budget were the major obstacles that have impacted on the success of the research project. For overcoming the issue, focus has been paid over selecting secondary research data that help in gaining wide variety of information within limited time and without incurs high cost. Further, researcher was not able to use various software and technology for analysing data as there was lack of budget. To overcome the same, thematic data analysis method has been selected that ease the process of interpretation and support in gaining better insight of the research issue. In future, primary research could be conducted for supporting the current study which will help in gaining more in-depth information regarding the research issue. The current study will used as the base through which future research could be carried out. This study will helps in enhancing knowledge and understanding of manger within the construction industry related to various strategies and measures. Based on the current study, researcher will be able to identify potential solution for all the challenges that aids in fostering effective working environment within the organisation.
References
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