Impact of Working Environment on Employee Performance

Running head: DISSERTATION
Analyze the impact of the working environment on employee performance: A Case Study of
Tesco
Name of the Student:
Name of the University:
Author’s Note:

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Acknowledgement
Thank you to all of those who have helped listened and encouraged me throughout this study. I
am indebted to my supervisor ……………………. whose guidance, advice and patience have
been immeasurable. My sincere thanks to all members of the…………… [Mention your
university/college name], both staff and students, whose continuous support have made this
thesis possible.
I would like to thank all of the participants in the study: students, teachers and Local Education
Authorities, for the time and help given throughout. Without their participation, this research
would not have been possible. In this context, I am also thankful to them, whose research work
helped me to execute this paper well.
Finally, I thank my family, without whom this thesis would not have been started or completed!
Your encouragement and support have never faltered; thank you.

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Abstract
The employees form the backbone of the business organizations that determine the overall
success. It is the hard work, effort, commitment and dedication of the employees that ensure
organizational success. Issues in terms of the working environment of Tesco have been identified
that is affecting the performance of the employees. As a result, the overall performance of the
organization has hampered. The aim of the research is to analyze the impact of the working
environment on employee performance. It is important to analyze the impact of working
environment on the performance of the employees, as the employees are the main resources of
the business organizations. The research is significant, as this will provide an opportunity for the
researchers to analyze the potential reasons of lack of positive environment for the employees of
Tesco. The researcher has chosen positivism philosophy, deductive approach and descriptive
research design. In addition to, the researcher uses random probability sampling technique for
selecting 100 employees of Tesco that took part in the survey in order to determine the impact of
working environment on their performance. It can be concluded that positive working
environment has an impact on the performance of the employees. It can be seen that Tesco has
been unable to provide positive working environment to the employees that is hampering their
performance. The employees at Tesco have not been receiving job aids, cooperation, support,
mutual trust, respect, management and leadership and adequate performance feedback in terms
of appraisal and acknowledgement. As a result, the performance of the employees in Tesco is
deteriorating thereby, affecting the overall business and customer base. The employees
regardless of their age, gender and duration of being employed with Tesco have agreed that the
company has been unsuccessful in providing suitable working environment due to which their
performance is hampered.

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Table of Contents
Chapter 1: Introduction....................................................................................................................8
1.0 Overview...........................................................................................................................8
1.1 Problem statement.................................................................................................................9
1.2 Research aim........................................................................................................................10
1.3 Research objectives.............................................................................................................10
1.4 Research questions...............................................................................................................10
1.5 Research hypothesis.............................................................................................................11
1.6 Research rationale................................................................................................................11
1.7 Structure of the dissertation.................................................................................................11
1.8 Summary..............................................................................................................................12
Chapter 2: Literature review..........................................................................................................14
2.0 Overview..............................................................................................................................14
2.1 Conceptual framework.........................................................................................................15
2.2 Concept of working environment........................................................................................15
2.3 Factors affecting working environment...............................................................................16
2.3.1 Job aids.........................................................................................................................16
2.3.2 Cooperation and support...............................................................................................17
2.3.3 Physical work environment..........................................................................................17

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2.3.4 Mutual respect and trust................................................................................................18
2.3.5 Performance feedback..................................................................................................18
2.3.6 Management and leadership style.................................................................................19
2.4 Theory..................................................................................................................................19
2.4.1 Maslow’s hierarchy of needs........................................................................................19
2.4.2 Hertzberg’s two factor theory.......................................................................................21
2.5 Concept of employee performance......................................................................................22
2.6 Factors affecting employee performance.............................................................................22
2.6.1 Goal clarity...................................................................................................................22
2.6.2 Motivation.....................................................................................................................23
2.6.3 Working environment...................................................................................................23
2.6.4 Organizational culture and commitment......................................................................24
2.7 Impact of working environment on employee performance................................................24
2.8 Challenges of establishing positive working environment affecting employee performance
...................................................................................................................................................25
2.9 Summary..............................................................................................................................25
Chapter 3: Research methodology.................................................................................................26
3.0 Overview..............................................................................................................................26
3.1 Research outline...................................................................................................................26
3.2 Research philosophy............................................................................................................26

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3.2.1 Giving reason for choosing positivism philosophy......................................................27
3.3 Research approach...............................................................................................................27
3.3.1 Giving reason for choosing deductive approach..........................................................28
3.4 Research design...................................................................................................................28
3.4.1 Giving reason for choosing descriptive design.............................................................28
3.5 Research strategy.................................................................................................................29
3.5.1 Giving reason for choosing survey strategy.................................................................29
3.6 Sampling technique and sampling size................................................................................30
3.6.1 Giving reason for choosing random probability sampling technique...........................30
3.7 Data collection technique....................................................................................................30
3.7.1 Giving reason for choosing primary data collection technique....................................31
3.8 Data analysis technique.......................................................................................................31
3.8.1 Giving reason for choosing quantitative data analysis technique.................................31
3.9 Ethical considerations..........................................................................................................32
3.10 Accessibility issues............................................................................................................32
3.11 Summary............................................................................................................................33
Chapter 4: Data Analysis...............................................................................................................34
Chapter 5: Conclusion and recommendation.................................................................................46
5.0 Conclusion...........................................................................................................................46
5.1 Linking with objectives.......................................................................................................47

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5.2 Recommendations................................................................................................................48
5.3 Future scope of the study.....................................................................................................49
References......................................................................................................................................50
Appendix 1.....................................................................................................................................56
Survey questionnaire.................................................................................................................56

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List of Figures
Figure 1: Conceptual framework...................................................................................................15
Figure 2: Maslow’s hierarchy of needs.........................................................................................20
Figure 3: Hertzberg’s two factor....................................................................................................22

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Chapter 1: Introduction
1.0 Overview
The employees form the backbone of the business organizations that determine the overall
success. It is the hard work, effort, commitment and dedication of the employees that ensure
organizational success. Thus, it is important for the business organizations to identify the need of
the employees and fulfill them (Anitha 2014). There are various factors that affect the
performance of the employees. Out of the various factors, the positive working environment is
one of the most important factors that determine employee performance. The business
organizations comprise of a diversified workforce that has employees of different background,
culture, ethnicity, habits and behaviors. The diversified work force demands working
environment that facilitates the performance of all the employees. This is because the combined
effort and hard work of the employees determine the success of the business organizations
(Karatepe 2013).
Identifying the factors that result in establishing positive working environment provides an
opportunity for the business organizations to enhance the performance of the employees. This
allows the business organizations to strengthen the commitment of the employees by providing
them suitable working environment. As mentioned by Elnaga and Imran (2013), positive
working environment results in employee satisfaction that has several benefits for the business
organizations. It can be said that the satisfied employees are the most productive ones thereby,
leading to improved performance of the organizations. In addition to, the positive working
environment provides an opportunity for the business organizations sustain in the competitive
environment. As the employees are satisfied due to the working environment, they tend to give

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their best towards their job roles and responsibilities (Cascio 2018). Thus, unable to provide
suitable working environment hampers the performance of the employees thereby, resulting in
potential threats and issues for the business organizations.
Tesco is a British multinational general merchandise and grocery company has expanded
globally since its establishment. Welwyn Garden City, England, United Kingdom houses the
head quarter of Tesco. Keeping in mind the revenue and profit, Tesco is considered as the third-
largest grocery retail. Tesco has retail outlets all over Europe and Asia along with its presence in
over 12 countries. The estimated employees of Tesco that are currently working is 4, 76,000.
However, recently the performance of the employees of Tesco has been an issue due to the
current working environment. This has resulted in deterioration of the performance of the
employees. Thus, the research is commented in order to analyze the impact of positive working
environment on the performance of employees (Tesco.com 2018).
1.1 Problem statement
Issues in terms of the working environment of Tesco have been identified that is affecting
the performance of the employees. As a result, the overall performance of the organization has
hampered. The employees spend almost 8 hours of their shift in the organization that has a
diversified workforce. Thus, the business organization becomes a crucial part of their daily life
thereby, having a huge impact on them (Singh, Winkel and Selvarajan 2013). In Tesco, lack of
positive working environment has been noticed that has affected the performance of the
employees. Tesco is a multinational business organization that has a diversified workforce. Lack
of respect has been noticed among the present workforce in Tesco thereby, resulting in conflicts.
The present employees of Tesco lack adequate respect towards each other due to their distinctive
and varied ethnicity, background and habits. Another issue identified in Tesco in terms of the

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working environment is lack of cooperation and support for each other. As a result, the unity
among the present work force of Tesco is highly questioned, as the performances of the
employees are hampered. Lack of support, cooperation and respect among the work force of the
employees of Tesco has hampered the performance of the employees. The employees do not
communicate effectively as well as maintains distance from the fellow employees. It becomes
difficult for the employees to handle and work effectively during their shift timings due to lack
of positive working environment.
1.2 Research aim
The aim of the research is to analyze the impact of the working environment on employee
performance.
1.3 Research objectives
The research objectives are:
 To understand the concept of working environment and employee performance
 To identify the factors of working environment and employee performance of Tesco
 To assess the association between working environment and employee performance for
Tesco
 To provide suitable recommendations for improving the working environment in Tesco
1.4 Research questions
The research questions are:
 What do you mean by working environment and employee performance?
 What are the factors affecting working environment and employee performance in
Tesco?

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 What is the association between working environment and employee performance in
Tesco?
 What are the suitable recommendations for improving working environment in Tesco?
1.5 Research hypothesis
The formulated research hypothesis is:
H0: Working environment has no impact on employee performance
H1: Working environment has an impact on employee performance
1.6 Research rationale
It is important to analyze the impact of working environment on the performance of the
employees, as the employees are the main resources of the business organizations. In accordance
with the gap that has been identified for the working environment of Tesco and its impact on the
performance of the employees of Tesco. The research is significant, as this will provide an
opportunity for the researchers to analyze the potential reasons of lack of positive environment
for the employees of Tesco. Thus, recognizing and addressing the potential reasons of
appropriate working environment will also allow the researcher to access the relationship
between the working environment and performance of the employees. Thus, it will be possible
for the researcher to compare and contrast the performance of the employees with and without
the presence of positive working environment.
1.7 Structure of the dissertation
Five main chapters mainly comprise the overall structure of the dissertation. The five
chapters are introduction, literature review, research methodology, data analysis, conclusion and
recommendations.

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Introduction: This chapter is the introductory chapter that introduces the research topic in terms
of the issue that will be investigated throughout the research. This chapter has the research aim
and objectives based on which the research hypothesis is formulated. This chapter also mentions
the purpose of conducting the research in terms of the selected organization.
Literature review: The researcher identifies the independent and dependent variables in this
chapters followed by highlighting the concept of the variables. In addition to, this chapter
analyzes critically the various factors of both the variables along with relevant theories and
models.
Research methodology: This chapter highlights the varied methodological tools that can be
used for carrying out the research. After mentioning the different methodological tools, the
researcher states the selected methodology for this particular research along with justifying its
selection.
Data analysis: This chapter analyzes the data that has been collected by the researcher by the
application of particular data analysis techniques that is selected based on the research topic.
Conclusion and recommendations: In this last chapter the researcher deduces the conclusion
that mentions the gap that has been identified and the significance of mitigating the gap by
referring to the results derived from the previous chapter. The chapter also highlights the suitable
recommendations for mitigating the identified gap.
1.8 Summary
In this chapter, it can be summarized that establishing and ensuring a positive working
environment is essential for the business organizations in order to influence the performance of
the employees. The employees are highly satisfied and motivated when they are provided with a

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positive and suitable working environment. This is because positive working environment results
in higher rate of cooperation, support, respect and trust for each other in the existing work force.
In accordance with the significance of working environment on employee performance, the
chapter identifies the recent issue for Tesco and its impact. Additionally, the researcher has
justified the importance of carrying out this research with respect to the performance of the
employees of Tesco.

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Chapter 2: Literature review
2.0 Overview
In this chapter, the researcher identifies the dependent and the independent variable that
is followed by in-depth discussion. The in-depth discussion provided an opportunity for the
researcher to develop the understanding of the variables and access the relationship with each
other. In addition to, the researcher discusses the concept of both the variables along with
analyzing critically the factors affecting both the variables. Also, the researcher refers to relevant
theories that shed light on considering the varied factors that can help in establishing positive and
suitable working environment for the employees thereby, improving the performance.

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Working environment
Job aids
Cooperation and support
Physical work environment
Mutual respect and trust
Performance feedback
Management and leadership
Employee performance
2.1 Conceptual framework
Figure 1: Conceptual framework
(Source: Created by Author)
2.2 Concept of working environment
Work place is an integral part in the lives of the employees, as they spend the normal
shift hours daily at workplace. Thus, the environment of place the employees work needs to be
positive and efficient that facilitates them to work. As commented by Tehn et al. (2013), the
working environment is defined as the place where the individuals work for the respective
employer. However, as argued by Awan and Tahir (2015), the concept of working environment

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highlights the combination of the forces and actions that are developed by considering the
maximum output from the employees. The above two definitions have been further criticized by
Kumar et al. (2013), stating that the working environment mainly highlights three major
components that include technical environment, organizational environment and the human
environment.
2.3 Factors affecting working environment
The working environment is composed of diversified workforce due to which it is
affected by different factors. The different factors that affect the working environment are job
aids, support, cooperation, physical working environment, mutual trust, respect, performance
feedback and the leadership and management style.
2.3.1 Job aids
Job aids are defined as the tools provided to the employees for support in step-by-step
manner that mentions the method and process of doing a particular task. As commented by Tims,
Bakker and Derks (2014), the main purpose of job aids is to provide required guidance to the
employees thereby, facilitating improved performance from the employees. Adequate job aids
ensures positive working environment, as the employees get the assistance and guidance they
require to complete their job roles and responsibilities. However, as argued by Platis, Reklitis
and Zimeras (2015), apart from providing guidance and support, the job aids also aim to
motivate the employees by ensuring that they have the ability to perform the tasks given to them.
It is important for the business organizations and the management to develop and design the job
aids for the employees appropriately so that the performance of the employees are improved. In
this case, it has been seen that Tesco has been unable to develop and design job aids
appropriately thereby, hampering the performance of the current employees.

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2.3.2 Cooperation and support
In addition to job aid that is provided by the management, support and cooperation from
the fellow colleagues is also important in establishing positive working environment. As
commented by Mowday, Porter and Steers (2013), support and cooperation from the fellow
workers provide an opportunity to use each other's strength and cover the weaknesses. For
instance, the strength of an employee can be used to cover up the weakness of another employee.
However, as argued by Dane and Brummel (2014), support and coordination helps in improving
the performance of the employees, as they are able to learn from each other. Thus, it gives rise to
a friendly and supportive working environment that highlights each other’s support thereby,
improving the performance of the employees. In addition to, supportive and cooperative attitude
from the fellow workers results in greater employee engagement and commitment towards their
job roles and responsibilities. Tesco has been unable to ensure cooperative and supportive nature
from the employees thereby, hampering the employee performance.
2.3.3 Physical work environment
The physical working environment can result an employee to fit or misfit in the particular
working environment. Thus, there are several factors of the physical working environment that
results in effective performance of the employees. The factors affecting the physical working
environment are floor configuration, lightning, office layout and layout of the furniture used in
the office premises. As mentioned by Lee, Park and Lee (2013), the impact of physical working
environment is crucial, as the visual appearance of the place they work tend to motivate them by
satisfying their needs in terms of the place they work. For instance, if the employees are
dissatisfied with their physical working environment it becomes stressful for the employees.
Workplace becomes a burden for the employees, as they do not like the appearance and

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physicality of the place they work thereby, hampering their performance (Bakker and Demerouti
2014). Similar issue has been noticed in the case of Tesco where the physical nature of the
working environment is not up to the mark of the employees.
2.3.4 Mutual respect and trust
The workplace is composed of diversified work force with employees of varied
background, behavior, nature and ethnicity. Thus, it is important to have mutual respect and trust
for each other in the working environment. As mentioned by Salin (2015), mutual respect and
trust is essential, as this saves humiliation and conflict towards each other at workplace.
Employees working together need to respect each other as individuals and as the community they
belong. Being disrespectful and bias based on the background of the employees results in
conflicts in the working environment. In addition to, it gives rise of negative working
environment in terms of unhealthy competition and inadequate support for fellow employees
thereby, hampering the performance of the employees. However, as criticized by Asadzadeh et
al. (2013), mutual respect and trust helps in attracting and retaining talented employees thereby,
gaining competitive advantage. However, it has been seen that Tesco has failed to develop a
working environment that highlights mutual respect and trust that has hampered the performance
of the employees.
2.3.5 Performance feedback
Interactive working environment also helps in improving the performance of the
employees. As commented by Proctor and Van Zandt (2018), it is important for the managers
and the supervisors to give feedback to the employees so that they can identify their faults and
improve them accordingly. Feedback on the performance of the employees provides an
opportunity for the employees to improve by taking necessary actions. However, as argued by

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Duffy (2016), feedback on the performance of the employees also helps in motivating them, as
the feedbacks are provide based on their effort and hard work towards their job roles and
responsibilities. Inadequate feedback results in lack of enthusiasm and urge among the
employees thereby, hampering the performance of the employees. Similarly, lack of performance
feedback in Tesco has resulted in establishment of negative working environment thereby,
declination in the employee performance.
2.3.6 Management and leadership style
The management and leadership style plays a crucial role in developing a positive
working environment thereby, improving the performance of the employees. As commented by
Jayaweera (2015), effective leadership style allows the employees to have a clarity of the vision
as well as following the appropriate vision for achieving the vision. In addition to, effective
management also helps in establishing a positive working environment, as this helps the working
environment to be organized. Effective leadership and management ensures adequate support
and cooperation from the employers thereby, creating required enthusiasm and urge for the
employees to work thereby, improving the performance (Kujawinska, Vogt and Wachowiak
2015). In this case, the gap in Tesco has been identified that highlights ineffective leadership
styles and management thereby, compromising the performance of the employees.
2.4 Theory
2.4.1 Maslow’s hierarchy of needs
The business organization can follow and implement Maslow’s hierarchy of needs for
establishing a positive working environment for the employees thereby, deriving the best out of
them. According to Cao et al. (2013), Maslow’s hierarchy of needs consider the various needs of

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the employees such as psychological, security, safety, social, esteem and self-actualization. The
business organizations should aim towards fulfilling the needs of the employees starting from the
bottom level of the needs that has been identified. The business organizations can establish a
positive working environment by fulfilling the psychological needs of the employees such as job
security, allowances and flexibility in the workplace. In addition to, making the employees feel
safe and secured at their workplace also results in establishing positive working environment, as
the employees can work without the fear of any accidents thereby, working freely (Jerome 2013).
Furthermore, fulfilling the social and esteem needs of the employees in terms of self-respect and
healthy working environment also helps in establishing the positive working environment
thereby, influencing better and improved performance from the employees.
Figure 2: Maslow’s hierarchy of needs
(Source: Jerome 2013)

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2.4.2 Hertzberg’s two factor theory
Hertzberg’s two factor theory highlights the factors that results in employee satisfaction
and dissatisfaction. Thus, the considering the factors that results in employee satisfaction
provides an opportunity for the business organizations to establish a positive working
environment thereby, deriving the best out of the employees in terms of their performance. As
mentioned by Alshmemri, Shahwan-Akl and Maude (2017), some factors in the working
environment results in employee satisfaction that if absent results in employee dissatisfaction.
According to the theory, the different factors that results in employee satisfaction might vary
based on the characteristics of the individuals; however, respect is mandatory for all the
employees. Thus, based on the theory, it can be said that one of main factor that the business
organizations can consider is respect for establishing a positive working environment that affects
their performance. The working environment is a diversified place that comprises of employees
from different background and ethnicity. Therefore, having a mutual respect for each other in the
working environment results in healthy bonding, support and cooperation thereby, affecting the
performance of the employees directly (Yusoff, Kian and Idris 2013).

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Figure 3: Hertzberg’s two factor
(Source: Yusoff, Kian and Idris 2013)
2.5 Concept of employee performance
The performance of the employees is largely dependent on the willingness and broadness
of the individual employees towards their job roles and responsibilities. The willingness and
broadness of the individual employees results in maximizing the productivity of the employees
due to improved performance. However, different studies have defined employee performance
differently. According to Carter et al. (2013), the performance of the employees is defined as the
result of their behavior. However, as argued by Elnaga and Imran (2013), the performance of the
employees is defined as the action itself and not the result of the action or the consequence.
However, it has been suggested by Reb, Narayanan and Chaturvedi (2014), that the performance
of the employees can be improved by controlling the factors that helps in establishing positive
working environment and influencing the behavior of the employees.
2.6 Factors affecting employee performance
The personality and the characteristics of the individual employees differ largely thereby,
resulting in different factors that affect their performance. The different factors that affect the
performance of the employees are clarity of the goal, motivation, motivation, organizational
culture and commitment.
2.6.1 Goal clarity
It is important for the business organizations to align the employees with the
organizational goals and objectives. As commented by AbuKhalifeh and Som (2013), having
clarified goals allows the employees to strategize and plan the actions that need to be undertaken

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for achieving the required goals. However, as argued by Saeed et al. (2013), adequate support
and guidance from the managers and the supervisors is necessary along with clarity in the goal.
Adequate support and cooperation from the supervisors provides an opportunity for the
employees to clarify their doubts and misunderstandings in the process of achieving the goals.
As the employees have a deeper understanding of the goals, they tend to develop interest, urge
and enthusiasm for working towards it and completing it successfully. As a result, improved
employee performance is noticed. In this case, Tesco has been unable to ensure clarity in the goal
thereby, hampering the performance.
2.6.2 Motivation
Motivation is extremely crucial for the employees and their performance. The
monotonous nature of the work tends to demotivate the employees thereby, hampering the
performance. As commented by Njanja et al. (2013), motivating the employees results in
boosting up the employees morale and self-esteem. As a result, the employee feel charged up and
work effectively that is highlighted in their performance. The business organizations need to
identify the factors that motivate the employees. Identifying the factors that motivate the
employees’ results in improved performance as the employees enjoys their job roles and
responsibilities. Tesco has been unable to motivate the employees appropriately that has
hampered the performance of the employees.
2.6.3 Working environment
The working environment is a major factor in the lives of the employees, as they spend
minimum 8 hours daily in that environment. Thus, having a appropriate working environment
affects the performance of the employees largely. The various factors that help in establishing
positive working environment are job aids, support, cooperation, mutual respect and trust. As

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mentioned by Muogbo (2013), a positive working environment results in healthy and friendly
atmosphere for the employees. As a result, the employees tend to enjoy their work and shows
greater level of urge, enthusiasm and dedication towards their job roles and responsibilities. In
Tesco, lack of adequate working environment has been encountered thereby, hampering the
performance of the employees.
2.6.4 Organizational culture and commitment
The culture and the commitment of the organization towards the employees largely affect
the performance of the employees. As commented by Arifin (2014), the employees are the main
resources and backbone of the business organizations, as they are the ones that represent the
company in the market. As the employees give so much for the betterment of the business
organizations, it is essential for the business organizations to value the employees. Thus, the
culture of the business organization needs to align considering the employees thereby, showing
higher level of organizational commitment for the employees. The current organizational culture
and commitment of Tesco fails to satisfy the employees that affects their performance.
2.7 Impact of working environment on employee performance
The working environment that encompasses different factors affects the way the
employees perform their work. The working environment is a diversified place that consists of
employees from different background and ethnicity. As commented by Epstein and Buhovac
(2014), proper working environment results in greater enthusiasm, dedication and engagement
from the employees towards their job roles and responsibilities thereby, deriving the best out of
the employees. As the employees are satisfied with their working environment, they tend to take
extra initiatives and dedicate more time thereby, improving organizational performance.

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Currently, Tesco has been unable to establish a positive working environment due to which the
performances of the employees are compromised.
2.8 Challenges of establishing positive working environment affecting employee
performance
According to the nature of the workforce, it becomes difficult to ensure positive working
environment that affects the performance of the employees. As commented by Wong and
Laschinger (2013), it becomes difficult for the business organizations to identify the factors that
helps in establishing a positive working environment based on the individual nature of the
employees. As a result, it is not possible for the business organizations to create a working
environment that fulfills the requirement of all the employees. However, as criticized by Bono et
al. (2013), in spite of considering the factors that results the establishment of positive working
environment, the attitude and nature of the employees affect the successful implementation of
positive working environment.
2.9 Summary
In this chapter, it can be summarized that working environment plays a significant role in
affecting the performance of the employees. The employees spend a majority of their time at the
workplace and the working environment tends to have an impact on their performance. Adequate
supports, cooperation, trust, respect and communication helps in improving the performance of
the employees. The aforementioned factors allow the employees to show dedication,
commitment and engagement thereby, improving their performance. The chapter highlights the
gap that has been identified in terms of the working environment of Tesco thereby, hampering
the performance of the employees.

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Chapter 3: Research methodology
3.0 Overview
This chapter sheds light on the various tools and methods that are used for carrying out
the research works. Out of the various methods that are used for research, the researcher selects
specific methods for this particular research. In addition to, the researcher also provides suitable
reasons for choosing the particular method for this research. The use of appropriate research
methodologies provides an opportunity for the researcher to complete the research successfully
by implementing suitable research philosophies, approaches, designs, sampling techniques, data
collection and analysis techniques. Furthermore, the researcher also mentions the ethics that are
important to follow along with the issues faced in terms of accessibility while carrying out the
research.
3.1 Research outline
Based on the research topic, the researcher has chosen positivism philosophy, deductive
approach and descriptive research design. In addition to, the researcher uses random probability
sampling technique for selecting 100 employees of Tesco that took part in the survey in order to
determine the impact of working environment on their performance. The use of survey justified
the selection of primary data collection technique and quantitative data analysis technique. Thus,
the particular research methodologies chosen by the researcher helped in analyzing the impact of
working environment on the performance of the employees of Tesco.
3.2 Research philosophy
The three most widely used research philosophies that have been used while commencing
with research work are interpretivism, positivism and pragmatism research philosophy. The

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pragmatism philosophy has both the characteristics of positivism and interpretivism philosophy.
The use of positivism philosophy allows the implementation of scientific approach and the
interpretivism philosophy allows considering the viewpoints and perspectives of different
authors (Neuman 2013).
3.2.1 Giving reason for choosing positivism philosophy
The researcher has used positivism philosophy for this research. The use of positivism
philosophy has been justified for this research, as this allowed the researcher to use scientific
approach for analyzing the impact of positive working environment on the performance of the
employees of Tesco. The use scientific approach ensured data accuracy and validity for the
researcher. In addition to, the use of positivism philosophy allowed the researcher to make sure
that the accuracy of the employees of Tesco is maintained when they share their viewpoint and
perspectives. Referring to the scientific approach also allowed the researcher to justify the
findings of the employees of Tesco by analyzing the impact of positive working environment on
their performance by the application of statistical tools. The other two philosophies has not been
used, as it would result in further complications thereby, hampering in finding the aim of the
research and proving the hypothesis.
3.3 Research approach
Deductive and inductive approaches are the two most used research approaches while
commencing with research works. In the case of inductive approach, the researcher has to
develop new theories and concepts based on the observations that have been made (Taylor,
Bogdan and DeVault 2015). However, on the contrary, in the case of deductive approach, the
researcher has to refer to literatures, theories and concepts based on the research topic and the
observations that have been made (Mackey and Gass 2015).

28DISSERTATION
3.3.1 Giving reason for choosing deductive approach
In this case, the researcher has applied deductive approach. The use of deductive
approach is justified for this research, as this allowed the researcher to refer to already existing
literatures in respect to positive working environment and employee performance. In addition to,
the use of deductive approach allowed the researcher to transform general information from
already existing literatures to working environment and employee performance thereby,
analyzing the impact on each other. The researcher has also been able to refer to theories and
models in terms of establishing effective working environment and its impact on the
performance of the employees of Tesco. In the case of inductive approach, as the researcher has
to develop new theories and concepts based on the observations, aim of the researcher shifts
from achieving the aim from developing theories. Thus, the use of deductive approach is
justified, as the researcher is able to analyze the impact of positive working environment on
employee performance by identifying the current gaps in Tesco.
3.4 Research design
Explanatory, exploratory and descriptive are the three research designs that are used by
the researchers mostly while commencing with research work. The use of explanatory research
design allows the researcher to explain the reasons of the presence of the specific phenomenon in
the research whereas the researcher is able to explore the issues in the research by applying
exploratory research design (Lewis 2015). Descriptive research design has both the
characteristics of explanatory and exploratory research designs.
3.4.1 Giving reason for choosing descriptive design
The researcher has used descriptive research design for this research. The use of
descriptive research design is justified, as this allowed the researcher to explore the issues in

29DISSERTATION
terms of the present working environment of Tesco and its impact on the performance of the
employees. In addition to, the use of descriptive research design allowed the researcher explains
the potential reasons for the presence of particular phenomenon in the research. As a result, the
researcher has been able to identify the potential reasons of the issues that have been identified in
the working environment of Tesco and its impact on the performance of the employees.
3.5 Research strategy
Action research, case study, interview and survey are majorly used research strategies
while commencing with research works. The use of case study research strategy allows the
researcher refer to refer to similar research that has been conducted previously. Action research
allows researcher to find the issues in the particular research (Vaioleti 2016). The use of
interview allows personal communication between the researcher and the interviewee thereby,
developing in-depth understanding of the situation. Survey allows data collection from an entire
population and selecting the required numbers accordingly (Panneerselvam 2014).
3.5.1 Giving reason for choosing survey strategy
Survey has been chosen by the researcher in the case of this research. The use of survey has
been justified, as this allowed the researcher to collect data from all the employees of Tesco. The
use of survey research strategy allowed the researcher enabled the researcher to collect raw data
from the selected organization and the participants. As a result, the researcher is able to consider
large data sets for commencing the research thereby, reducing biases. The use of survey research
strategy allowed the researcher to understand the viewpoint of the Tesco employees in terms of
present working environment and developing methods of mitigating it in order to derive better
employee performance.

30DISSERTATION
3.6 Sampling technique and sampling size
Out of the various probability techniques, random probability sampling technique and
non-probability sampling are highly facilitated by the researcher while commencing with the
research works. Random probability sampling technique allows equal opportunities for all the
participants to be a part of the survey whereas in non-probability sampling technique the
researcher selects the respondent based on the eligibility and suitability of the individual in
respect to the research topic (Ledford and Gast 2018).
3.6.1 Giving reason for choosing random probability sampling technique
Random probability sampling technique has been used by the researcher for determining
the impact of positive working environment on the performance of the employees of Tesco. The
researcher has been able to select the entire population of the employees of Tesco that are
currently working in order to determine the gap in terms of the current working environment of
Tesco that is hampering their performance. As a result, the researcher has provided equal
opportunities to all the employees of Tesco to be a part of the data collection technique and
consider the current data for this research. Out of the current employee population of Tesco, the
researcher has selected 100 employees of Tesco in order to determine the impact of working
environment on the performance of the employees.
3.7 Data collection technique
Both primary and secondary are used for for collecting data while commencing with
research work. The researcher selects the data collection technique based on the research topic.
The secondary data is collected from secondary resources such as books, journals, articles and
other internet facilities. Thus, the researcher refers to data that is collected by someone else for

31DISSERTATION
justifying own findings (Smith 2015). On the other hand, primary data is collected by the
researcher itself from the respondents selected for the particular research.
3.7.1 Giving reason for choosing primary data collection technique
In this case, the researcher has used primary data collection technique. This allowed the
researcher collect the data by his own from the employees of Tesco and determine the impact of
positive working environment on the performance of the employees. The use of primary data
collection technique has been justified as the researcher has been able to collect recent and raw
data in large numbers in order to achieve the research aim and prove the formulated hypothesis,
that is whether positive working environment has an impact or not on the performance of the
employees thereby, aligning it with the current gap that has been identified in terms of Tesco.
3.8 Data analysis technique
Both qualitative and quantitative data analysis techniques are used by the researchers for
carrying on a research (Choy 2014). The researcher selects the data analysis technique based on
the data collection technique that has been selected.
3.8.1 Giving reason for choosing quantitative data analysis technique
In this case, the researcher has used quantitative data analysis technique. The use of quantitative
data collection technique is rationalized, as this allowed the researcher to consider the response
of the employees in terms of the numbers. Thus, the researcher has been able to determine the
importance of positive working environment in terms of considering the number of employees
that agree with the significance of it is affecting their performance. The researcher has used
SPSS tool for analyzing the quantitative data.

32DISSERTATION
3.9 Ethical considerations
Abiding by the ethical considerations of the research determines the successful
completion of the research work. One of the most important research ethics is to maintain and
ensure data confidentiality. The researcher has to ensure that the collected data and the identity
of the participants are kept confidential and cannot be disclosed without their consent (Battiste
2016). In addition to data confidentiality, the researchers are strictly prohibited to make forceful
participation. Thus, signing the consent forms by the survey participants is one of the methods
that ensure the willing participation of the respondents. Apart from the above-mentioned
research ethics, it is important for the researcher to collect data from authentic resources. Data
manipulation is strictly prohibited while carrying on a research. The researcher has to present the
data that has been gathered and support the findings with relevant information and data. The
researcher has to ensure that the information collected has to be used only for academic purposes
(Faden et al. 2013).
3.10 Accessibility issues
The researcher encountered some issues in terms of accessibility of while commencing
with this research work. As the data collection technique used close-ended survey questions, the
respondents were unable to share their viewpoints and perspectives completely. They had to
select the options given to them due to which some of the answers were similar but not exactly
what the employees wanted to say. In addition to, another accessibility issue found in terms of
the research topic is lack of updated information. Recently, research has not been done that
analyzes the impact of positive working environment on the employee performance due to which
the researcher had to use the information that has been available previously and relate it with the
topic accordingly.

33DISSERTATION
3.11 Summary
Thus, in this chapter, it can be summarized that the researcher has been successful in
giving suitable reasons for choosing the particular methods for commencing this particular
research and complete it successfully. As a result, the researcher has been able to analyze the
impact of positive working environment on the employee performance by considering the
present working environment and employee performance of Tesco. In addition to, the researcher
has been able to address the gaps that have been identified in the previous chapters and find
potential reasons and solutions of the gaps.

34DISSERTATION
Chapter 4: Data Analysis
What is your gender specification? * Does checklist affect your performance? Cross
tabulation
Count
Does checklist affect your performance? Total
Strongly
agree
Agree Neutral Disagree Strongly
disagree
What is your gender
specification?
Male 6 16 2 3 1 28
Female 24 43 3 2 0 72
Total 30 59 5 5 1 100
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 6.443a 4 .168
Likelihood Ratio 6.143 4 .189
Linear-by-Linear
Association 5.486 1 .019
N of Valid Cases 100
a. 6 cells (60.0%) have expected count less than 5. The
minimum expected count is .28.
The Chi-Square test helps in determining the dependent and the independent variable in a
statistical manner. The result of the above test has come to be .168 whereas the minimum value
of the test has to be .28. This shows that there is no statistical significance between the gender of
the participants and the checklist that helps in increasing their performance level. It can be stated
that both the gender agrees to the fact that the use of checklist helps in increasing their
performance level.

35DISSERTATION
What is your gender specification? * Does an individual difference affect your
performance? Cross tabulation
Count
Does an individual difference affect your
performance?
Total
Strongly
agree
Agree Neutral Disagree Strongly
disagree
What is your gender
specification?
Male 4 16 2 4 2 28
Female 14 52 3 1 2 72
Total 18 68 5 5 4 100
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 8.996a 4 .061
Likelihood Ratio 8.041 4 .090
Linear-by-Linear
Association 5.644 1 .018
N of Valid Cases 100
a. 6 cells (60.0%) have expected count less than 5. The
minimum expected count is 1.12.
The result of the test has come to be .061 whereas the minimum result of the test had to
be 1.12. This shows that there is no statistical significance between the gender of the employees
and their personal differences that may affect their level of performance in the company. Thus it
can be stated that most of the employees have agreed to the fact that the individual differences in
dealing with the customers affect their level of performance in the company as well.
What is your gender specification? * Does tactfulness have an impact on your
performance? Cross tabulation
Count
Does tactfulness have an impact on your performance? Total

36DISSERTATION
Strongly
agree
Agree Neutral Disagree Strongly
disagree
What is your gender
specification?
Male 7 13 2 5 1 28
Female 31 33 4 3 1 72
Total 38 46 6 8 2 100
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 7.019a 4 .135
Likelihood Ratio 6.511 4 .164
Linear-by-Linear
Association 6.159 1 .013
N of Valid Cases 100
a. 5 cells (50.0%) have expected count less than 5. The
minimum expected count is .56.
The result of the test has come to be .135 whereas the minimum value of the test has to be
.56. This shows that there is a statistical significance between the gender of the employees and
that of the level of tactfulness that they show in the organization, which helps in increasing their
level of performance. Thus it can be stated that most of the female employees are of the opinion
that they have better results in the organization due to the tactfulness that they show while
dealing with the customers.
What is your gender specification? * Does the language given in the feedback affect your
performance? Cross tabulation
Count

37DISSERTATION
Does the language given in the feedback affect your
performance?
Total
Strongly
agree
Agree Neutral Disagree Strongly
disagree
What is your gender
specification?
Male 12 7 1 5 3 28
Female 35 30 3 2 2 72
Total 47 37 4 7 5 100
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 10.762a 4 .029
Likelihood Ratio 9.691 4 .046
Linear-by-Linear
Association 5.717 1 .017
N of Valid Cases 100
a. 5 cells (50.0%) have expected count less than 5. The
minimum expected count is 1.12.
The result of the Chi-Square test has come to be .029 whereas the minimum value of the
test has to be 1.12. This shows that there is no statistical significance between the gender of the
employees and that of the language that is used by the customers in giving the feedbacks. Thus it
can be stated that both the gender that is male and female employees are of the view that the
language used by the customers in the process of feedback helps in improving their level of
performance to a great extent.
Which age group do you belong to? * Do diagrams affect your performance? Cross
tabulation
Count
Do diagrams affect your performance? Total
Strongly
agree
Agree Neutral Disagree Strongly
disagree

38DISSERTATION
Which age group
do you belong to?
18-22 years 8 2 1 0 0 11
23-26 years 17 16 0 5 1 39
27-31 years 21 19 2 2 2 46
32 years and
above 2 2 0 0 0 4
Total 48 39 3 7 3 100
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 10.147a 12 .603
Likelihood Ratio 12.190 12 .431
Linear-by-Linear
Association .215 1 .643
N of Valid Cases 100
a. 15 cells (75.0%) have expected count less than 5. The
minimum expected count is .12.
The result of the test has come to be .603 whereas the minimum value of the test had to
be .12. This shows that there is statistical significance between the dependent and the
independent variable. Thus it can be stated that the employees belonging to 27-31 years of age
will benefit from the diagrams that are being used to illustrate their jobs and responsibilities
within the organization.
Which age group do you belong to? * Do situational factors affect your performance?
Cross tabulation
Count
Do situational factors affect your performance? Total
Strongly
agree
Agree Neutral Disagree Strongly
disagree
Which age group
do you belong to?
18-22 years 8 2 1 0 0 11
23-26 years 22 10 0 4 3 39
27-31 years 29 11 2 1 3 46

39DISSERTATION
32 years and
above 3 1 0 0 0 4
Total 62 24 3 5 6 100
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 8.394a 12 .754
Likelihood Ratio 10.495 12 .573
Linear-by-Linear
Association .039 1 .843
N of Valid Cases 100
a. 15 cells (75.0%) have expected count less than 5. The
minimum expected count is .12.
The result of the test has come to be .754 whereas the minimum value of the test had to
be .12. This shows that there is a statistical significance between the age group of the employees
and the situational factors that help them in increasing their level of performance. Thus it can be
stated that the employees belonging to 27-31 years of age relies on the situational factors that
helps them in increasing their level of performance.
Which age group do you belong to? * Does motivation affect your performance? Cross
tabulation
Count
Does motivation affect your performance? Total
Strongly
agree
Agree Neutral Disagree Strongly
disagree
Which age group
do you belong to?
18-22 years 7 3 0 1 0 11
23-26 years 20 11 1 2 5 39
27-31 years 26 14 4 1 1 46
32 years and
above 3 1 0 0 0 4
Total 56 29 5 4 6 100

40DISSERTATION
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 9.500a 12 .660
Likelihood Ratio 10.650 12 .559
Linear-by-Linear
Association .765 1 .382
N of Valid Cases 100
a. 15 cells (75.0%) have expected count less than 5. The
minimum expected count is .16.
The result of the test has come to be .660 whereas the minimum value of the test had to
be .16. This shows that there is a statistical significance between the age of the employees and
the motivational factors that help in increasing their level of performance. Thus it can be stated
that employees who belong to the age group between 27-31 years feels that keeping them
motivated in the work place will result in increasing their level of performance.
How long have you been working in Tesco? * Does store lighting affect your
performance? Cross tabulation
Count
Does store lighting affect your performance? Total
Strongly
agree
Agree Neutral Disagree Strongly
disagree
How long have
you been working
in Tesco?
0-2 years 8 2 1 1 0 12
3-5 years 16 11 2 1 3 33
6-9 years 22 15 1 5 2 45

41DISSERTATION
10 years and
above 9 1 0 0 0 10
Total 55 29 4 7 5 100
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 11.925a 12 .452
Likelihood Ratio 13.987 12 .302
Linear-by-Linear
Association .454 1 .500
N of Valid Cases 100
a. 14 cells (70.0%) have expected count less than 5. The
minimum expected count is .40.
The result of the test has come to be .452 whereas the minimum value of the test that was
expected had to be .40. This shows that there is a statistical significance between the age of the
age of the employees and the factor of lighting that will help in increasing their level of
performance. Thus it can be stated that the employees between the ages of 27-31 years of age
have agreed to the fact that the use of the correct lighting techniques will help in increasing their
level of performance, as they can explain the customers the details about the product as well.
How long have you been working in Tesco? * Does congeniality have an impact on your
performance? Cross tabulation
Count
Does congeniality have an impact on your
performance?
Total
Strongly
agree
Agree Neutral Disagree Strongly
disagree
How long have 0-2 years 7 4 1 0 0 12

42DISSERTATION
you been working
in Tesco?
3-5 years 14 13 1 1 4 33
6-9 years 19 18 3 4 1 45
10 years and
above 8 2 0 0 0 10
Total 48 37 5 5 5 100
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 13.044a 12 .366
Likelihood Ratio 14.523 12 .269
Linear-by-Linear
Association .373 1 .541
N of Valid Cases 100
a. 15 cells (75.0%) have expected count less than 5. The
minimum expected count is .50.
The result of the test has come to be .366 whereas the minimum value of the test had to
be .50. This shows that there is no statistical association between the work experience of the
employees and the congeniality that is present among them that affects the level of performance
in the organization. Thus it can be stated that employees who have an experience of 6-9 years
think that friendliness with other employees help in increasing their level of performance.
How long have you been working in Tesco? * Does the biasness affect your performance?
Cross tabulation
Count
Does the biasness affect your performance? Total

43DISSERTATION
Strongly
agree
Agree Neutral Disagree Strongly
disagree
How long have
you been working
in Tesco?
0-2 years 3 7 1 1 0 12
3-5 years 13 14 1 2 3 33
6-9 years 13 24 2 4 2 45
10 years and
above 1 9 0 0 0 10
Total 30 54 4 7 5 100
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 9.984a 12 .617
Likelihood Ratio 11.868 12 .456
Linear-by-Linear
Association .005 1 .945
N of Valid Cases 100
a. 14 cells (70.0%) have expected count less than 5. The
minimum expected count is .40.
The result of the test has come to be .617 whereas the minimum value that was expected
from the test had to be .40. This shows that there is a statistical association between the
experience of the employees and the level of biasness that is shown towards them affects their
level of performance. Thus it can be stated that employees who have an experience of 6-9 years
have stated that biasness towards the customers has helped them in increasing their level of
performance.
How long have you been working in Tesco? * Does positive working environment has an
impact on your performance? Cross tabulation
Count
Does positive working environment has an impact
on your performance?
Total
Strongly
agree
Agree Neutral Disagree Strongly
disagree

44DISSERTATION
How long have
you been working
in Tesco?
0-2 years 7 3 0 1 1 12
3-5 years 20 8 1 3 1 33
6-9 years 29 9 2 2 3 45
10 years and
above 6 4 0 0 0 10
Total 62 24 3 6 5 100
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 5.120a 12 .954
Likelihood Ratio 6.585 12 .884
Linear-by-Linear
Association .575 1 .448
N of Valid Cases 100
a. 14 cells (70.0%) have expected count less than 5. The
minimum expected count is .30.
The result of the test has come to be .954 whereas the minimum value of the test had to
be .30. This shows that there is a statistical significance between the experience of the employees
and the positive nature of the working environment. Thus it can be stated that the employees who
have an experience of 6-9 years have stated that the working environment within the
organization is positive in nature that has helped them in increasing the level of performance.
How long have you been working in Tesco? * Does the culture and commitment of the
organization affect your performance? Crosstabulation
Count
Does the culture and commitment of the organization
affect your performance?
Total
Strongly
agree
Agree Neutral Disagree Strongly
disagree
How long have
you been
working in
0-2 years 8 2 1 0 1 12
3-5 years 17 10 1 1 4 33
6-9 years 19 18 2 2 4 45

45DISSERTATION
Tesco?
10 years and
above 7 3 0 0 0 10
Total 51 33 4 3 9 100
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 7.005a 12 .857
Likelihood Ratio 8.855 12 .715
Linear-by-Linear
Association .126 1 .723
N of Valid Cases 100
a. 14 cells (70.0%) have expected count less than 5. The
minimum expected count is .30.
The result of the test has come to be .857 whereas the minimum value of the test had to
be .30. This shows that there is a statistical association between the culture and commitment that
the employees have towards the organization with that of the work experience. Thus it can be
stated that the employees who have an experience of 6-9 years within the organization are more
committed towards the organization, which has helped them in increasing their level of
performance.

46DISSERTATION
Chapter 5: Conclusion and recommendation
5.0 Conclusion
From the above chapters, it can be concluded that positive working environment has an
impact on the performance of the employees. It can be seen that Tesco has been unable to
provide positive working environment to the employees that is hampering their performance.
The employees at Tesco have not been receiving job aids, cooperation, support, mutual trust,
respect, management and leadership and adequate performance feedback in terms of appraisal
and acknowledgement. As a result, the performance of the employees in Tesco is deteriorating
thereby, affecting the overall business and customer base. The employees regardless of their age,
gender and duration of being employed with Tesco have agreed that the company has been
unsuccessful in providing suitable working environment due to which their performance is
hampered. For instance, the data analysis highlights that lack of suitable working environment in
terms of increased individual differences due to minimized mutual trust and respect is affecting
the behavior of the employees with the customers thereby, affecting the business and customer
satisfaction.
On the other hand, another gap that has been identified that affects the performance of the
employees of Tesco is lack of motivation due to lack of suitable leadership and management.
Customer service is a tedious job, as the employees has to handle customers with varied
requirements and is expected to fulfill them. In order to serve the customers the best the
employees in Tesco requires adequate motivation that is inadequately found in Tesco. Thus, it
can be said that positive working environment has an impact on the performance of the

47DISSERTATION
employees and Tesco needs to find suitable strategies to mitigate the gap in terms of working
environment.
5.1 Linking with objectives
Objective 1: To understand the concept of working environment and employee
performance
Literature review section 2.2 and 2.5 highlights the concept of working environment and
employee performance. Both the sections discuss the significance in order to conduct business
successfully and sustain in the competitive market by serving the best to the customers. In
addition to, survey questions on the independent and the dependent variable highlights that
positive working environment helps in enhancing the performance of the employees. Thus, it is
important for Tesco to understand the gaps in terms of the working environment and provide it to
the employees in order to achieve better performance.
Objective 2: To identify the factors of working environment and employee performance of
Tesco
Literature review section and 2.3 and 2.6 critically analyzes the different factors that have
an impact on the working environment and the performance of the employees. From the
information gathered from the literature review it can be said that most of the factors has an
impact on the performance of the employees. But the factors various from employees to
employees, as the factors vary based on the individuality of the employees. The survey questions
also highlight the various working environment factors that affect the performance of the
employees.

48DISSERTATION
Objective 3: To assess the association between working environment and employee
performance for Tesco
Literature review section 2.7 highlights the association and relationship between working
environment and employee performance. The information provided in this section highlights and
critically analyzes the relationship between working environment and the performance of the
employees. In addition to, the survey questions in the data analysis section also shed light on the
positive and significant relationship between working environment and performance of the
employees.
Objective 4: To provide suitable recommendations for improving the working environment
in Tesco
Literature review section 2.8 highlights the potential issues that are encountered while
aiming towards developing suitable and positive working environment for the employees to
work. Based on the identified gaps in terms of the working environment, the below section
provides suitable recommendations so that the performance of the employees of Tesco can be
improved.
5.2 Recommendations
Based on the identified gaps, the suitable recommendations for providing suitable and
positive working environment for the employees of Tesco are listed below:
Leadership and management: Tesco needs to ensure effective leadership and management skills
with the aim of leading the employees in the right tract by eradicating their issues along with
providing them suitable guidance and fulfilling their needs.

49DISSERTATION
Higher level of communication between the employees: Tesco needs to emphasize on
establishing higher level of communication between the employees. This will help in developing
higher level of mutual trust and respect thereby, creating a suitable and positive working
environment thereby, improving the performance of the employees of Tesco.
Meetings at regular intervals: The managers and the supervisors need to meet with the
employees at regular intervals. This will provide an opportunity for the managers and the
supervisors to identify and understand the issues in terms of the working environment that is
encountered by the employees and developing suitable strategies for mitigating them.
5.3 Future scope of the study
In the future study can be conducted with the aim of determining other factors that has an
impact on the performance of the employees. The researcher has narrowed down the research
topic by considering only one factor that is, working environment that affects the performance of
the employees.

50DISSERTATION
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Appendix 1
Survey questionnaire
Demographic questions
What is your gender specification?
Male
Female
Which age group do you belong to?
18-22 years
23-26 years
27-31 years
32 years and above
What is your monthly income?
£18,000-£22,000
£23,000-£25,000
£26,000-£30,000
£31,000 and above
How long have you been working in Tesco?

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0-2 years
3-5 years
6-9 years
10 years and above
Independent variable
Objective questions on factors of positive working environment
Job aids Questions SA A N D SD
JAC Does checklist affect your performance?
JAD Do diagrams affect your performance?
Cooperation
and support
Questions SA A N D SD
CSID Does an individual difference affect your
performance?
CSSF Do situational factors affect your
performance?
Physical
work
environment
Questions SA A N D SD

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PSL Does the store layout affect your
performance?
PL Does store lightning affect your
performance?
Respect and
trust
Questions SA A N D SD
RT Does tactfulness have an impact on your
performance?
RC Does congeniality have an impact on your
performance?
Performance
feedback
Questions SA A N D SD
PB Does the biasness affect your performance?
PL Does the language given in the feedback
affect your performance?
Management
and
leadership
Questions SA A N D SD
MOE Does the organizational environment have

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an impact on performance?
MT Does technology affect your performance?