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paraphrase the pages keep the same number of lines. Keep the numbers that in the pages. Plagiarism percentage less than 5%. Do not change the meaning of any sentence. Use management words. Please leave time before the deadline for any potential adjustments. I expect a high quality paper.

Work Environment : Work Environment According to Tripathi (2014) the work environment can be defined as the environment in which people work that include physical setting, job profile, culture and market condition. Each aspect is inter-linked and impacts on employees’ overall performance and productivity. It is the quality of the employees’ workplace environment that most impacts on their level of motivation subsequently performance. Work environment can be thought of simply as the environment in which people work (Briner, 2000) as such; it is a very broad category that encompasses the physical setting (e.g. heat, equipment), characteristics of the job itself (e.g. workload, task complexity). He adds that it also encompasses broader organizational features (e.g. culture, history) and even aspects of the external organizational setting (e.g. local labor market conditions, industry sector, work life balance) Employees will always be contended when they feel that their immediate environment states are in tandem with their obligations (Farh, 2012).

Factors of workplace environment play an important role towards the employees’ performance. The factors of workplace environment give an immense impact to the employees’ either towards the negative outcomes or the positive outcomes (Chandrasekar, 2011). Over the last decades, the factors of work environment of the office workers had changed due to the changes in several factors such as the social environment information technology and the flexible ways of organizing work processes (Leblebici, 2012).

According to Boles et al. (2004), when the employees are physically and emotionally have the desire to work, then their performance outcomes shall be increased. Moreover, they also stated that by having a proper workplace environment, it helps in reducing the number of absenteeism and thus can increase the employees’ performance which will leads to the increasing number of productivity at the workplace. Some research had shown that there are some positive affects when applying a proper workplace environment strategy such as the machine design, job design, environment and facilities design (Heath, 2006). Therefore, Chandrasekar (2011), had stated that the connection or relationship between the work, workplace, tools of work had become the most important aspect in their work itself.

One thing we can be sure of is that the working environment has a direct impact on employee productivity and morale, so it makes perfect sense to generate a workspace that is conducive to the wellbeing of the workforce. Of course, the measures taken will vary according to industry sector and the type of work being carried out.

Chandrasekar (2011) asserts that the type of workplace environment in which employees operate determines whether or not organizations will prosper. The workplace environment consists of physical factors which include the office layout and design among other factors; while the psychosocial factors include working conditions, role congruity and social support. Other aspects of the workplace environment are the policies which include employment conditions. A better physical workplace environment boosts employees’ performance. Employees in many organizations are encountering with working problems related to workplace environmental and physical factors.

It has been argued by Pech and Slade (2006) that employee disengagement is increasing and it has become important to make workplaces that positively influence workforce. Employees’ comfort on the job, determined by workplace conditions and environment, has been recognized as an important factor for measuring their productivity (Leblebici, 2012). In today’s dynamic and competitive business world, a healthy workplace environment makes good business sense. Managers of human resources should not just focus on the employees’ pay packet with the assumption that it is proportionate to performance (Heath, 2006). Organizations deemed as a positive place to work will have a competitive edge over the others.

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1-Nowadays organizations are looking for employees who perform their tasks efficiently and respond to challenges in a creative way.

2-The work environment which encompasses several factors impacts on the way the employees perform their work. A comfortable and inclusive workplace environment will boost the employees’ performance hence boosting the organizational performance.

3-The study included both primary and secondary sources, and the method used for primary data was questionnaire.

4- This chapter discusses in detail about the data gathered from the respondents’ questionnaire. The data collected from the respondents who are Saudi public organizations employees’, shows the extent to which the HRM practices are implemented effectively in KSA, by asking them about how they got their positions, the training programs the get, compensations, their job descriptions, the feedback they get, and their participations in the work decisions. The second part of the questionnaire shows the employees thoughts about their work environment and how it affects their work.

5- In order to analyze the data collected from this questionnaire, the present research applies the descriptive analysis and the percentages of the responses. The questionnaire evaluates the HRM practices effect on the work environment. The analysis results are discussed in details in the following sections.

6- A percentage analysis is one of the statistical measures used to describe the characteristics of the sample or population as a whole. The percentage analysis includes computational measures for different variables chosen for the study, and their results will give an easy explanation for the reader. Descriptive analysis is performed on demographic characteristics of the population sample. The objective of the descriptive analysis is to provide insights into the population that were sampled in the research. Some of the traits is required to be inferred using descriptive statistics, demographics variables include the question about job role, gender, age, years of experience and highest level of education.

7- A Pearson correlation coefficient was used in table (4.2.1) to determine the orientation and strength of the relationship between each elements of the questionnaire.

8- Both hypotheses are analyzed statically from the results of the survey and the essential tools for evaluation are Mean, Standards Deviation, Coefficients Cronbach’s alpha, Kaiser-Meyer-Olkin (KMO). Budhwar and Debrah (2013), clarified that Coefficients Cronbach’s alpha is most commonly used when you want to assess the internal consistency of a questionnaire (or survey) that is made up of multiple Likert-type scales and items. It is mandatory that assessors and researchers should estimate this quantity to add validity and accuracy to the interpretation of data.