Acknowledgement.

I would like to express my sincere gratitude to Professor Naved Jamal

for his valuable guidance and support throughout this Assignment and
the entire semester.
He has been a constant source of inspiration and motivation for
me, and has helped me overcome many challenges and
difficulties in my academic journey. His expertise and
knowledge in the field of Research and Organisational
Behaviour (OB) have Enriched my learning experience and
enhanced my skills and abilities.
I would also like to thank him for being kind, patient, and
approachable, and for creating a positive and conducive
environment for learning.
I hope to continue to benefit from his wisdom and guidance in
the future. Thank you, Professor Naved Jamal, for everything
you have done for me. You are a great mentor and teacher
 Self Declaration

I hereby state that the material contents in

this Research project is My Original work
and some content is taken from few
Authentic web portals with duly
acknowledgement.

Therefore, Whatever Content is borrowed

from different web portals, I’ll be providing
it’s reference at the last of My Project Work.
  Introduction.

 Organizational behavior (OB) is a study of how people behave in

organizational work environments.
 More specifically, Robbin, Judge, Millet, and Boyle (2014, p. 8)
describes it as a field of study that investigates the impact that
individual groups and structure have on behavior within
organizations, for the purposes of applying such knowledge
towards improving an organization’s effectivity.”
 The OB field looks at the specific context of the work environment
in terms of human attitude, cognitions, and behaviors, and it
embodies contributions from psychology, social psychology,
sociology, and anthropologies. The field is also rapidly evolving
because of the demands of today’s fast-paced world, where
technology has given rise to work-from-home employees,
globalization, and an aging workforce.
 Thus, while managers and OB researchers seeks to help employee
find a work-life balance, improve ethical behavior (Ardichivili,
Mitchell, & Jondle, 2009), customer services, and peoples skills
(see, e.g., Brady & Cronin, 2001), they must simultaneously deals
with issues such as workforce diversity, work-life balance, and
cultural difference.
To study OB and put it to use in the business, one must first comprehend
its ultimate purpose. These queries come up, especially if organizational
effectiveness is the objective:
 How can an organization increase its effectiveness? Furthermore,
what makes an organization effective?
Dependent variables, such as attitudes and behaviors including
productivity, job satisfaction, job performance, intention to leave,
motivation, and workplace deviance, are included in order to
address these problems. Additionally, the micro, meso, and macro
levels all have an impact on how managers should direct their
efforts to foster a more positive workplace culture in order to
support improved organizational performance, which includes
higher revenue, earnings, and return on investment (ROE).

 Physical Environment Includes:-

 The tangible elements of the workspace, such as temperature,

lighting, noise levels, and ergonomic design, are all included in the
physical environment of a business. These factors have the power
to significantly alter the physiological and psychological states of
workers, which in turn can impact how they behave at work.

 The dynamics Inside a company or institution are influenced by a

broad variety of elements that are included in the idea of
organizational behavior. The physical environment is one of them
that is frequently disregarded despite having a big impact on
workers’ attitudes, productivity, and behavior. The actual
surroundings in which workers work, such as the workspace’s
arrangement, style, comfort level, and aesthetics, are referred to
as the physical environment.
  The Physical Environment of an Organisation is the part of
Macro Level Of Analysis.
 The Macro (Organizational) Level of Analysis Organizational
structure, climate, and culture and Physical Environment play
important roles in shaping and being shaped by employee
attitudes and behaviors, and they ultimately determine
organizational performance and productivity. The final level of
OB is derived from research traditions across three disciplines:
organizational psychology, organizational sociology, and
organizational anthropology.
Three disciplines’ research traditions—organizational psychology,
organizational sociology, and organizational anthropology—are the
source of the last level of OB. Furthermore, organizations are more than
the total of the teams or groups that are housed inside them, just as
teams and groups are greater than the sum of the individual team
members . Therefore, structure, environment, and culture are important
factors that both influence and are shaped by employee attitudes and
actions; in the end, these factors determine the productivity and success
of a company than the sum of the teams or groups residing within
them.

 Components Of Physical Environment.

 An essential component of a corporate environment is the

interaction between the framework, firm objectives, techniques
employed, and activities (Ryu Lee and Gon Kim 2012). This
assignment examines a number of workplace variables and also
looks at employee motivation and cultural norms.
  Additionally, an examination of effective conflict resolution is
presented to enhance the situation. Companies want to engage in
the use of strategy methodologies in order to advance ideas and
achieve objectives.

Organisational Structure
The formal division and coordination of work inside an organization is
determined by the sociological phenomena known as organizational
structure. In this sense, occupations are frequently categorized based on
the type of work done, the location, or the similarity of activities
performed. Larger organizations tend to have more
departmentalization than smaller ones, and the number of
departmentalization types often reflects the size of the company. The
chain of command or authority, which establishes the span of control—
the number of workers a manager can successfully and efficiently
oversee—is another way that organizations are arranged. Since the
global financial crisis of 2009, companies have been trying to save
expenses, and as a result, many employees now report to a single
supervisor under a larger, flatter span of authority.
i. Degree Of Centralisation and Decentralisation
The degree of centralization or decentralization, or how much decision-
making is concentrated in one location within an organization, is
another aspect of organizational structure. The degree of job
organization inside an organization is sometimes referred to as
formalization. These tiers are established by the company and differ
widely worldwide.
 It was Mintzberg (1979) who first established an organizational
structure taxonomy. According to his concept, the most popular
organizational structure is a straightforward structure with a
broad scope of management, less departmentalization, and
centralized power. Larger companies, which are often more
routine and bureaucratic, give rise to different sorts of
organizations. There are clear rules, departments for duties,
concentrated power, and limited decision-making and control
channels in the chain of command. The matrix structure is an
option that is frequently seen in government, academic, and
medical settings. Employees in this type of organization report to
both functional department managers and product managers,
combining the departments of functional and product
departmentalization.
 The virtual organization and the boundaryless organization,
which have infinite spheres of control and no chain of command,
are examples of new design possibilities. Depending on whether a
corporation wants to employ an innovation strategy, a copycat
strategy, or a cost-minimization strategy, different structures
apply (Galunic & Eisenhardt, 1994). Employee attitudes and
behavior can be significantly impacted by organizational
structure. Research typically indicates that job specialization
increases worker productivity but decreases worker satisfaction
(Porter & Lawler, 1965). Gagné and Deci stress that work
environments that are stimulating, demanding, and offer options
foster autonomous work motivation, also known as integrated
extrinsic motivation and intrinsic motivation. In particular, Parker,
Wall, and Jackson (1997) link autonomous motivation to
employment expansion.
 Management theorists such as Lawler and Hall (1970) were the
first to address job expansion. They felt that expanding
employment would increase employees’ intrinsic motivation. The
majority of the literature on job design nowadays is on the topic
of labor specialization, or the expansion and enrichment of jobs.
Parker, Wall, and Jackson’s study found that using team-based
assembly cells to expand employment horizontally increased
employees’ comprehension and acceptance of the company’s
mission as well as their willingness to take on additional
responsibilities. (In summary, employees stand to acquire more
internal autonomous motivation leading to higher work results if
work is structured to allow for greater employee autonomy and
identification within particular work groups.

 Offering incentives and bonuses is one of the simplest ways to

inspire employees. McShane and Von Glinow (2015) assert that
success is influenced by the caliber of company operations and
effective communication at all management levels. Furthermore,
a significant factor in determining future success is the mindset of
employees toward their company. An unstable manager-staff
relationship can have an impact on a firm. Cooperation and idea
sharing are helpful in implementing appropriate decision making.
Among the elements that have a direct impact on a business’s
operations are
 Open communication between managers and staff helps the
organization achieve its goals. Additionally, mentors develop
goals that optimize employees’ performance levels.
  A corporation must concentrate on developing operational
operations and giving staff members the knowledge they need in
order to function effectively. Feasibility is increased with a good
grasp of the operations.
In order to facilitate work, a business firm’s administration entails
gathering and allocating resources among the many levels of the
organizational framework. Additionally, direct managers design
incentive programs, both official and informal, that motivate employees
(Wright Christensen and Isett 2013). In order to educate people about
the usage of new technology, experts also provide assistance.

Myers (2013) asserts that providing templates and guidelines enables

staff members to work as efficiently as possible. To earn confidence and
loyalty, health and security measures become necessary in addition to
error checks.
 The health of the workforce is directly impacted by factors
including heat, electricity, rates, and ventilation (Hartig et al.
2014). Stress problems are caused by elevated temperatures and
inadequate illumination in industrial settings.
 Efficiency at work is hampered by the convoluted organizational
structure and inadequate infrastructure. Moreover, poor
communication and congestion contribute to a decline in
performance. According to Pinder (2014), an essential
component of a company’s effective functioning is staff
motivation. Apart from their impact on the workforce, leaders’
aspirations also have a big say in the success of the company.
When it comes to money, giving incentives makes employees more
productive. Goals and objectives should be well understood, and
there should be constant communication between the top, middle,
 and lower levels of the management hierarchy In an inspirational
workplace. The ground level personnel rely heavily on their
immediate mentors to assist them in realizing the full potential of
their abilities and cultivating a feeling of accountability among
themselves.
It takes time for a new employee to get in with the company’s customs
and cultures. The job structure is significantly influenced by the variety
of communication styles, the motivations of coworkers, and the
attitudes of bosses. Failure to adapt to the current trends results in
politics, gossip, internal strife, and occasionally a great deal of hearsay.
Furthermore, an increase in the framework’s negativity causes changes
in social norms and commercial aspects that have a negative impact on
the company’s ability to generate income. There are negative
consequences associated with superior authority interfering with
employee affairs.

In addition, the internal variables influencing anatomical structures are

compounded by physical environment aspects. Perception managers
prioritize aligning the goals of the organization with the specific talents
of employees to create stability and bridge gaps. Hill, Jones, and
Schilling (2014) state that in order to assess the level of exposure and its
consequences on the company, a thorough analysis of the current
problems is conducted. Under extreme circumstances, management
reworks the workplace, uses freshly created equipment, and strives for
a sustainable business environment.
 The business framework has successfully added to the list of
tangible elements that have a direct impact on company
throughout time. The additional expense and complex designs
 have an impact on a company’s capacity to run profitably as well
as efficiently.
 A poor opinion of the framework causes significant levels of stress
and a decline in productivity. Moreover, one of the key elements
influencing employee behavior is organizational design. According
to Eden and Ackermann (2013), a well-designed workspace that
best meets the needs of employees makes up an acceptable
workplace.
 Open organization design attempts to save setup costs and
improve mobile communication flow in addition to enhancing
efficiency.

Employees Attitude, Personality and Actions:-

 Beyond organizational structure, Ashkanasy, Ayoko, and Jehn
(2014) explore how employee attitudes, actions, and
organizational results are influenced by the physical work
environment from a psychological standpoint. Elsbach (2003)
made the observation that an employee’s performance and
productivity are highly dependent on the environment in which
they operate. In their research, Ashkanasy and associates
examined the fundamental mechanisms by which the physical
surroundings shape workers’ attitudes and actions, which in turn
impact output.
 The idea of emotional events (Weiss & Cropanzano, 1996), which
maintains that certain “affective” occurrences in the workplace
are probably the direct cause of employee behavior and
performance in companies, serves as the foundation for their
model.
Organizational culture and climate are fundamental to organizational
interactions, even while organizational structure and the physical
environment are significant factors in determining employee attitudes
and behaviors (Ashkanasy & Jackson, 2001). Whereas organizational
climate is grounded on organizational psychology, organizational
culture comes from anthropological study tradition.
 One fundamental tenet of culture is that, as Smircich (1983)
pointed out, everyday organizational language and
communication amongst workers demonstrate that organizational
behavior is determined by interactions between people rather
than by internal processes. Thus, organizational culture
communicates a feeling of identity to its people and helps an
organization stand out from the others.
 The common opinions that employees have about their company
and workplace are shaped by the corporate culture. According to
one study (Smith-Crowe, Burke, & Landis, 2003), organizational
climate can either encourage or prevent the display of particular
behaviors. In general, organizational climate is thought of as a
surface-level indicator of how well the relationship between the
employee and the organization is going (Ryan, Horvath, Ployhart,
Schmitt, & Slade, 2000). In contrast to a more supportive
environment where the organization may step in at the individual
level and where the ability/job performance link is encouraged, a
more restricted environment may impede individual decision-
making (James, Demaree, Mulaik, & Ladd, 1992).
  Smith-Croweetal conducted a safety climate research and
discovered that organizational climate plays a critical role in
predicting whether employee performance would benefit from
training. This is probably due to the fact that organizational
climate acts as a moderator of the knowledge/performance
connection. Additionally, Gibbs and Cooper (2010) discovered a
favorable correlation between employee performance and a
supportive corporate atmosphere. They focused on PsyCap, the
higher-order psychological capital construct that was initially put
out by Youssef and Luthans (2004).

Organizational Change/Transformation:-

 Organizational transformation is the last issue discussed in this

essay. Organizational change may have a detrimental effect on
organizational climate and culture, which can then have an
adverse effect on employee performance, well-being, and
attitudes, all of which can have an influence on organizational
performance. According to Al-Haddad and Kotnour (2015),
 there is typically strong opposition to change, and the average
success rate of organizational change projects is less than 30%.
Managers must prepare ahead of time for changes and prioritize
education and communication about them in order to overcome
this reluctance. Change has becoming the norm for corporations
as they grow more international, and this trend will continue.
  Furthermore, mergers that have significant organizational
ramifications are a common component of organizational changes
brought about by firms’ growing globalization.
 In this sense, Kavanagh and Ashkanasy (2006) discovered that
there must be congruence between the corporate cultures and
individual values of merging parties for a merger to succeed. In a
merger scenario, managers must pay particular attention to how
this organizational shift impacts the original organizational
culture of the firm.

Enhancing organizational performance and elevating employee well-

being might be achieved through organizational development (OD),
which is a set of coordinated change actions. Employee respect for one
another, mutual trust and support, equitable power, problem-solving,
and engagement from all parties impacted by the organizational
transformation are the main goals of organizational development
(Lines, 2004).
Nearly every facet of organizational behavior is covered by research on
organizational transformation. People are driven to succeed and to be
seen as successful, both individually and as workers. In this sense, a
person’s ability to overcome challenges and deal with roadblocks on the
path to success is influenced by a variety of individual variables,
including personality, emotion, prior experiences, values, and views.
Similar goals of collaborative achievement and demonstrating their
value to the company as a whole drive teams as well.
Along with individual differences, team members also have to cope
with bringing all those unique differences together, which may severely
hinder communication within the team and lead to further power
struggles and disputes during decision-making processes.
  Finally, taking into consideration all of these micro- and meso-
level variations, as well as the intricacy of economic forces,
growing globalization, and the inclusion of global and
transnational organizations, is crucial when discussing
organizational behavior at the organizational level. This is the
highest degree of sophistication because, as previously noted,
organizations are far more than the sum of their teams, just as
groups are considerably more than the sum of their individual
members.

The physical environment’s influence on organizational behavior.

 The impact of physical space on contact and communication;
 The effect on the well-being and productivity of employees
 The physical environment’s symbolic purposes;
 Aesthetics and employee engagement.
 Promotes Interactions and Communication
 Enhances creativity,
 improves morale and productivity,
 Organisational Climate and Culture
 encourages health and well-being,
 increases stress and anxiety,
 hinders performance,
 causes health problems,
 and limits interaction.
  Physical Space’s Effect on Interaction and Communication
Employee communication styles are directly impacted by the design of a
workspace. For example, open-plan workplaces encourage more
frequent interaction and are said to promote a collaborative attitude.
They may, however, also result in interruptions and a loss of privacy,
which might hinder work. On the other hand, while enclosed offices
provide seclusion and support concentrated work, they may also
separate staff members from one another, which might impede
collaboration and information exchange.

 Effect on Worker Productivity and Well-Being

The well-being of employees is also significantly impacted by the
physical work environment. The comfort and well-being of employees
can be positively or negatively impacted by variables including lighting,
temperature, ergonomics, and noise levels. Increased productivity can
result from a well-designed workspace that takes these variables into
account. These elements can also decrease stress levels, increase job
satisfaction, and enhance attention.

 Beauty and Workplace Motivation

An important factor in determining how employees view their
workplace is aesthetics. Employees might feel a feeling of pride and
community when they work in a setting that is visually pleasing and
represents the organization’s identity. An organizational culture that is
more lively and dynamic might result from this emotional connection,
which can also increase motivation and engagement.
  Advantages of the physical surroundings.
There are several ways in which a well-planned physical environment
can improve organizational behavior:
 Encourages Interaction and Teamwork: Strategic seating
arrangements and open areas can promote collaboration and
communication.

 Boosts Morale and Productivity: Cozy and aesthetically pleasant

work environments may boost motivation and job satisfaction.
 Enhances Health and Well-Being: Less accidents and diseases
connected to the workplace can be prevented with ergonomic
furniture and healthy air.
 Enhances Creativity: Innovative problem-solving and creative
thinking may be fostered in creative and exciting situations.

 The adverse effects of the physical surroundings

On the other hand, a badly planned physical environment can be
harmful in a variety of ways.
a. Boosts Anxiety and Stress: Conditions that are too busy or noisy
might increase tension and make it difficult to concentrate.
b. Impairs Performance: Uncomfortable temperatures or inadequate
illumination can raise mistake rates and reduce productivity.
c. Causes of Health Problems: Musculoskeletal diseases and other
health issues can be brought on by poor ergonomics.
d. Restrains Interaction: Workspaces that are locked off or
segregated may offer less chances for interaction, including
dialogue and teamwork.
e. Indoor Environment - The key factor affecting an organization’s
productivity in an industry is its indoor environment. Employee
activity declines in direct proportion to an uncomfortable
workplace atmosphere. Unsuitable lighting and rising
temperatures have an impact on health regulations. Physical well-
being and safety issues subsequently impact the company’s ability
to thrive. Additionally, an untidy and unclean workplace
contributes to the employees’ bad attitudes. As innovation grows,
members want a more aesthetically pleasing space for their
activities. An appropriate environment boosts output and
encourages workers to show up for work on a regular basis.

f. Sound Issues- Employees in an industry are directly harmed by

sound issues. Noise pollution is a major problem resulting from
industrial production operations that not only affects the external
business environment but also the internal one. Stress problems
have been shown to rise in tandem with technological
advancements and increased machinery use.
g. Divergence in Attitude and working method among employees -
While working in a company as a collective, employees’ mental
processes and attitudes diverge. Disagreements about customs,
methods, and viewpoints slow down production and can drive up
expenses. According to David and David (2016), corporate
internalities must be balanced and coordinated in order for a
company to compete in the highly competitive market.
h. Introduction Of New Technologies - A wide range of issues arise
when new technology and creative techniques are introduced.
Instability among executives and lower echelons of the
organization stems from workers’ lack of flexibility and
responsiveness to new technologies.
  Industries worldwide have made successful attempts to address
the challenges posed by the growing physical environment and
reinstate business conditions. The corporation wants to rebuild the
corporate framework into a more straightforward and open
structure in order to encourage communication and include staff
members in decision-making (Bourne 2016). In addition to
bringing in fresh furniture and color to the office, managers look
for professional assistance to create a more appealing
workstation.

Enhancing Physical Environment Of an organisation.

 The physical surroundings of a company have a significant impact

on worker productivity, well-being, and morale. Employee
engagement and productivity are increased in addition to
supporting their well-being when a physical environment is kept
up to date. Ensuring that an organization’s physical space is
improved and maintained is crucial for the health and efficiency of
its employees and Comprehending the Physical World All of the
observable elements of a workplace that have the potential to
impact an employee’s happiness and performance are included in
the physical environment. This includes workplace design,
ergonomic furniture, air quality, lighting, and noise levels.
Techniques for Enhancement
1. Ergonomic Design: Using ergonomic furniture and equipment may
improve comfort and lower the risk of musculoskeletal problems,
which improves productivity.

2. Quality illumination: To reduce eye strain and enhance attention,

there should be enough illumination. Businesses may spend
money on energy-saving lighting options that simulate natural
light.

3. Noise Management: Reducing noise levels with the use of sound-

absorbing objects and quiet areas can assist reduce stress and
distractions.
4. Air Quality: Maintaining enough ventilation and air quality helps
improve cognitive function and avoid health problems.

5. Aesthetic and Recreational locations: Including recreational places

and visually appealing locations may improve spirits and provide
workers the much-needed breaks from their jobs.
6. Green Spaces: Adding vegetation and greenery may enhance the
atmosphere’s relaxation value and air quality.

7. Regular Maintenance: A clean and well-maintained workplace is

essential to a productive workplace.
7. Flexible Workspaces: Changing work areas to suit various activities
and styles of operation can enhance teamwork and solitary
productivity.

8. Health and Wellness Programs: Encouraging physical health with

programs like fitness centers or affordable exercise courses can
improve general wellbeing1.

9. Safety Measures: Preventing accidents and fostering a sense of

security require that the workplace complies with all safety
regulations.

 Employee trust and morale are increased when manufacturing

methods, distribution, marketing mix, and input sources are
clearly understood.

 Additionally, putting up fresh marketing campaigns has shown to

be profitable for companies. Productivity may be raised by
assigning duties equally so that everyone can work in a clear and
uncluttered atmosphere. The practice of providing bonuses and
incentives during holidays and during periods of exceptional
performance has recently improved the value chain of
employment. Offering a substantial number of complimentary
services to the staff has successfully inspired them to strive toward
accomplishing organizational objectives
 Problematic circumstances in the company environment have
been improved by the installation of safety standards and an air
conditioning system. Employers have implemented a well-
structured system of policies and guidelines to protect the
interests of their workforce and ensure their well-being.
Environmental problems have also been suitably reduced by the
many eco-friendly procedures and noise control techniques.
Providing medical care, casual leaves, and recurring physical
examinations fosters a sense of value among employees.

 According to Goetsch and Davis (2014), businesses have a strong

interest in choosing a well-developed training facility in order to
support the growth of each employee. Expert employees are
extremely valuable to their companies.
 Furthermore, some businesses adjust their approach and
mission statement based on input from each employee. A more
enjoyable work atmosphere is produced with the introduction
of flexible scheduling, work from home programs, and other
interactive sessions. Businesses also put a lot of effort into
forming community organizations that engage in
understanding the wants and requirements of their workforce.

 Upon closer examination, it becomes evident that the physical

surroundings have a significant influence on contemporary
businesses. Prosperity is significantly impacted by the
unpredictable interplay between internal causes and a complex
network structure. Employee performance, interests, and
attitudes are greatly influenced by internal elements inside an
organization.
  As a result, a bad condition causes the firm to fail. A business’s
overall inefficiency has been attributed to a number of variable
elements, including heat, lighting, strategy, policies, rules, and
laws. After examining the many factors, it can be said that
interior circumstances have a direct impact on productivity.
Furthermore, a thorough examination of the changing factors
has an impact on the industry’s surroundings as well.

 Ultimately, it may be deduced that adaptability in the

managerial decision-making process and the corporate
structure are critical to resolving emerging problems. Creating
an environment that is favorable to employees guarantees
higher delivery levels. Supervisors provide their employees
tremendous support and push them to give their best work in
order to achieve the highest levels of achievement.

 Upholding the Real Environment Regular upgrades and

inspections of the physical workspace are part of maintenance.
This comprises:

 Scheduled Cleaning: Consistent cleaning plans to maintain order

and cleanliness.
 Repairs and enhancements: Take immediate action for any
necessary repairs and think about routine facility enhancements.
 Mechanisms of Feedback: creating avenues by which staff
members may offer input on the physical surroundings.
1. Make the Most of Natural Light: To improve mood and save
energy expenses, make the most of natural light. Workstations
should be rearranged to face windows, and light-reflective
surfaces should be installed.
2. Add Greenery: Bringing in plants may enhance the air quality and
make the workplace seem cozier and less stressful.

3. Optimize Furniture Layout: Rearrange the current furniture to

promote improved communication and workflow. To cut costs,
think about buying used or multipurpose furniture.
4. Apply Color Psychology: Make use of color to affect your
productivity and mood. Adding vibrant decorations or painting the
walls might be low-cost ways to change the space.
5. Promote Personalization: Give staff members latitude to
customize their workspaces in accordance with predetermined
standards. Without spending additional money, this can improve
their comfort and sense of connectedness to the workstation.
6. Encourage Tidiness and Organization: Efficiency and
concentration may both be enhanced by a neat and orderly
environment. Maintaining an organized workspace may be
facilitated by putting in place a clean desk policy and offering
organizing supplies.

7. Upgrade Lighting: If natural light is insufficient, spend money on

high-quality lighting that eases eye strain and fosters a cozy
environment.
 8. Handle Acoustics: To control noise levels in open-plan workplaces,
use reasonably priced options like carpets, fabric panels, or acoustic
separators.

9. Encourage Wellness Initiatives: Provide access to affordable gym

memberships, flexible work schedules for exercise, and walking
meetings as ways to promote both mental and physical health.³.
10. Use DIY Décor: With the assistance of staff members, create
unique artwork or decorations that may improve the office and
promote team development. Without making large financial
investments, companies may focus on these areas to create a more
interesting and effective work environment. Recall that even minor
adjustments may have a significant effect on worker performance
and happiness.

Conclusion
 The physical environment significantly shapes the organisational
behaviour and has a huge effect on the efficiency, effectiveness
and productivity of an Organisation. It also has a impact on the
behaviour and morale of employees, satisfaction and overall well
– being.
 Organisation must recognises that the physical environment is a
powerful influencer to the behaviour of the organisation.
o The Better the Physical environment, the better the efficiency ,
effectiveness and productivity of the organisation and more
satisfactory behaviour of the employees
 By creating supportive and adoptable spaces organisation’s can
enhance the employees well – beings, engagements and overall
success of the organisation as well as employees.
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