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Abstract
This paper undertook a review of the literature pertaining to the workplace behaviour with special reference to what is obtainable in Nigerian formal organisations and makes the assertion that there is a great need for harmonious and conducive workplace environment either in the public or private sector of the economy, to achieve workers' effectiveness, efficiency and high productivity at work. In conclusion, the paper recommended some guidelines for productive behaviour reinforcement and management.
Keywords: workplace environment, workplace behaviour and Nigerian organisations
Introduction
A well designed workplace is one that supports an organisation's strategic initiative; and allows employees to perform their work efficiently and productively. It also reflects and embodies the values and culture of the organisation that is environmentally friendly and healthy (Holliss, 2012). Managing workplace behaviour is very fundamental for optimum utilisation of resources (man, machine and money), leading to organisational effectiveness.
Researchers have been interested in the wellbeing and performance of workers in organisations for many years now, but their knowledge about those issues that relate to workers' expectations, performance and behaviours at work is still evolving. For example, Akinyele (2010) in his work on Nigerian organisation asserted that a conducive work environment ensures the wellbeing of employees which invariably will enable them exert themselves in their roles with all vigour that may translate to higher productivity. He also found that about 80 percent of productivity problems reside in the work environment of organisations. The types of work environment in which employees operate according to him, determine the way in which such organisations prosper. Yesufu (2000) asserted that the wealth of a nation as well as the socio-economic well-being of its people depend on the effectiveness and efficiency of its various sub-components. He stated further that labour is generally regarded as the most dynamic of all the factors that are employed for the creation of wealth, having the potential to energise and serve as a catalyst to all the other resources. Yusuf and Metiboba (2012) found that there is a significant relationship between work environment and respondents' attitude to job. Specifically, the Nigerian work environment was found to be socially and physically challenging, thereby leading to some negative behaviours on the part of the workers such as absenteeism, low commitment and...