INTRODUCTION

In an organization, each and every one of its members plays an important role. Only if everyone carries out their responsibility properly, the organization will achieve the set goals. An organization does not only consist of the top management level. Every single employee is equally important to contribute to the success and achievement of the organization. An organization should treat all the employees equally. There should not be any cases where some employees are given special treatments because of some non sensible reasons. An organizational chart is a diagram that shows the structure of an organization and the relationships and relative ranks of its parts and positions or jobs. The term is also used for similar diagrams, for example ones showing the different elements of a field of knowledge or a group of languages. An organizational chart of a company usually shows the managers and sub-workers who make up an organization. It also shows the relationships between directors and director chief executive officer In many large companies the organization chart can be large and incredibly complicated and is therefore sometimes dissected into smaller charts for each individual department within the organization. An organization should understand that employees are the assets of the organization. Only if the employees perform effectively and efficiently, the output of the organization will be optimum. For employees to perform at their optimum rate, employees have to be happy and satisfied with their job. When the employees are happy and satisfied with their job and the organization they are in, the employees productivity will be very high. Besides that, the level of absenteeism also will be minimized. Turnover rate will be low if employees are happy with their job. The most important thing is organizational citizenship. Organizational citizenship behavior that is not a part of an employees formal job requirements, but which promotes the effective functioning of the organization. Every one member of an organization should feel that they are the citizen of the organization. They must have the sense of belonging to the company. They should not just work for the sake of working. They should work for the organization because they want to. Not because they have to. It will be ideal if employees have the general belief that their organization values their contribution and cares about their well-being.

ACKNOWLEDGEMENT
We have been given an assignment for Principle of Management subject to collect three or more respondents from an organization to answer a questionnaire. First, we have to get an appointment from the three respondents from SMK Raja Mahadi. On the appointment date, we have to go to the following organization and conduct the investigation. The whole process should be videotaped as a sign of proof. The questionnaire is about the respondents workplace environment. There are no serious immediate risks associated with participating in this study. However, the respondents may feel self-conscious as they complete the survey. This is a research study only. The findings are limited to research-oriented purposes and will not influence working conditions in their organization. The benefit of respondents participating in this study is to contribute to scientific knowledge. Through examination of the workplace environment in the organizations, information may be learned that would improve the workplace. It is believed that the aim of this research study can only be achieved through the respondents utmost cooperation by providing their valuable time and honest information. The records of this study will be kept private. In any report of this study that might be published, any information that will make it possible to identify a participant will not be included. Research records will be kept in a locked file. This questionnaire about workplace environment has three parts. The first part is about the respondents background. The second part is Appendix A. Appendix A comprises 24 questions about work harassment scale. This part investigates how often the respondents have been exposed to degrading or oppressing activities by their colleagues at work during the last six months. The activities clearly must have been experienced as a means of harassment, not as normal communication or as exceptional occasions. The third part is Appendix B. There is another three sections below Appendix B. The first section has six questions regarding personal burnout. Personal burnout is a state of prolonged physical and psychological exhaustion. The second section consists of 7 questions based on work burnout. The last section has 6 questions about client burnout.

Client burnout is a state of prolonged physical and psychological exhaustion, which is perceived as related to the persons work with clients. Clients can be customers, patients, students, children, inmates or other kinds of recipients. To complete this assignment I went through many struggles. However, I managed to complete this assignment successfully on time with the help of many people. First of all, I would like to thank is Miss Rajeswari because she has helped me a lot by providing guidance throughout this assignment period. Other than that, I would also like to thank my friends ( Jeyashreedharan , Justin and Vimalan )very much. They are the one who helped me in completing this project. Besides that, I would like to thank my three respondents too for cooperating with me and allocating some time out of their very busy schedule to answer the questionnaire. Lastly, I would like to thank my friends who gave a lot of valuable information for me to complete this assignment.

OBJECTIVES

To expose students to the communication way in the industrial world.

To investigate the experience of employees.

To improve students communication skills.

To learn the formalities involved when fixing an appointment with an organization.

To improve the quality of workplace environment of many organizations

About SMK Raja Mahadi

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Biography of Respondents
First Respondent Her name is Pn.Puziah bt.Sirat. She is in a top management position as Senior Assistant Teacher.Pn.Puziah is a malay female who age is above 45 years. Since she is working in SMK Raja Mahadi, therefore she is in a goverment job sector. Pn.Puziah has been working in the organization for range 1-5 years. Therefore, she can be considered as a experienced worker. Currently, there are 152 employees working below Pn.Puziah.

Second Respondent Her name is Pn.Azizah bt.Daut. She is in a top management position as Senior Assistant Registrar .Pn.Azizah is n malay female who age is above 45 years. Since she is working in SMK Raja Mahadi, therefore she is in a goverment job sector. Pn.Azizah has been working in the organization above 15 years. Therefore, she can be considered as a very experienced worker. Currently, there are 130 employees working below Pn.Azizah.

Third Respondent My third respondent is Pn.Bathmavathy A/P Murugan. Pn.Bathma is an indian female holding a position as a Teacher. Pn.Bathma is above 45 years old. Since Pn.Bathma is working in SMK Raja Mahadi therefore she falls under the goverment job sector. Pn.Bathma position in SMK Raja Mahadi is considered to be in the middle management level.Pn.Bathma has been contributing for the organization above 16 years. Currently, there are 2 employees working under this experienced women.

RESULTS
APPENDIX A Work Harassment Scale

This part of the questionnaire assesses how often the employees have been exposed to degrading or oppressing by their colleagues at work during the last six months. The activities clearly must have been experienced as a means of harassment, not as normal communication or as exceptional occasions.

One of the question in Appendix A is unduly reduced opportunities to express themselves. Respondent A answer that she never have experience like that before whereas Respondent B answer that she always have experience on this matter.

When asked about insulting comments about your private life, the 3 respondents answered never.

All the three respondents have not been ridiculed in front of others. All this while, they are being taken seriously and not for granted. Respondents also have not had the experience of having their work judged in an incorrect and insulting manner. This exhibits that all the members of the organization got have proper work ethics.

Besides that, one respondent has had the experience of his opinion being belittled. This might be because his colleagues and employees working below him do not trust his judgment and decision comprehensively. The other two more respondents have no problem in this case

APPENDIX B Part One : Personal burnout

Personal burnout is a state of prolonged physical and psychological exhaustion.

2 respondents say that they sometimes feel tired while the other 1 respondent always feel tired.The respondent who feels tired always is working Senior Assistant Registrar. In this department, work load is a hard because they have to update what is happening everyday all over the school campus and students activity.

2 respondents never felt that they cannot take it anymore while the remaining 1 respondent always feels that they can take it anymore. The 2 respondents who never felt like they cannot take it anymore because their work load is not a lot whereas the other respondents workload is high. They do not have that much pressure to be dealt with. They do not give up easily in their life. My 2nd respondent marked the always answer to all personal burnout question. I can conclude that her work load in government sector is high. She have a self confidence and she manage it well for above 15 years in this field.

Part Two : Work Burnout Work burnout is a state of prolonged physical and psychological exhaustion, which is perceived as related to the persons work. Another question in this part is whether they are exhausted in the morning at the thought of another day at work. 1 respondents said that they never or almost never felt exhausted in the morning at the thought of another day at work. The last 2 respondent says that they seldom feels exhausted in the morning at the thought of another day at work. Sometimes when the alarm wakes up in the morning, we will just feel want to go back to sleep.

When these 3 respondents asked whether they have enough energy for family and friends during their leisure time, each one of the respondents gave a different answer. 1 respondent who holds the highest post among the 3 respondents said that he always has enough energy for his family and friends during his leisure time.The second respondent says she often has energy for her family and friends during her leisure time. The last respondent who works in the customer operations department has energy for his family and friends during his leisure time sometimes only. This could be because the department he is working in.

Part Three : Client Burnout Client burnout is a state of prolonged physical and psychological exhaustion, which is perceived as related to the persons work with clients. Clients can be customers, patients, students, children, inmates or other kinds of recipients

1 respondents find it hard to work with clients to a very low degree. Respondents A find it frustrating to work with clients to a very low degree and to a very low degree drains their energy to work with clients. Two respondents feel that they give more than they get back when they work with clients to a low degree. This showcases that the amount of effort and hard work put pays off. They are satisfied with the outcome. The another 1 respondent feels that she gives more than she gets back when she works with clients to a low degree. This shows that she is quite satisfied with the outcome of her efforts. 2 respondents say that they never felt tired of working with their clients. These 2 respondents are very persistent. The other 1 respondent feels tired seldom of working with clients. The respondent might be bored of doing the same job for some ongoing years. Respondents A never or almost never have wondered how long they will be able to continue working with their clients. These 3 respondents have a very optimistic behavior. They tend to look at life positively.

Im as a researcher invite my 1st participant that is Pn.Puziah binti Sirat, Senior Assistant Teacher, Sekolah Menengah Kebangsaan Raja Mahadi in a research study about the workplace environment. Firstly, I explained the purpose of this study that is to investigate the experience of employees to her. I also explained the risks and benefits of being in the study to her. After explained it, I introduce myself to her. As in appendix provided by my lecturer

Miss.Rajeswary , she ticked the first question ( YOUR BACKGROUND ). She ticked her gender, race, age, job sector, her job position, and the duration of her working on her organization and the employees working below. Secondly, she filled up the company name and the state. After that she moves on to the Appendix A: Work Harassment Scale. The work harassment scale means that how often have she been exposed to degrading or oppressing by her colleagues at work during last six months. The activities clearly must have been experienced as a means of harassment, not as normal communication, or as exceptional occasions. She marked the answer with come closest to her own experience. She told she had face a lot of problem when she was a teacher ( MIDDLE MANAGEMENT ). She told that parents , students and even the top managements wont give opportunities to express herself when facing the problems. Once she promoted to Senior Assistant Teacher ( TOP MANAGEMENT ) , she were free from the problems. She learned a lot of things when she were a teacher . She told that she wont repeat the same things that the last top management did to employees under them. Thirdly she rounded the Appendix B: Part One-Personal burnout. The personal burnout define the state of prolonged physical and psychological exhaustion. For the Part Two Work Burnout which defines that the state of prolonged physical and psychological exhaustion , which is perceived as related to the persons work she rounded answers. The answers were sincerely from her and from here I conclude that her personal burnout and work burnout is not in bad condition and she managed it well. Finally for the Part 3-Client Burnout, she rounded the answer and explained that the employees with good manner are created by how we treating them. If we being nice to them means they will be the perfect employess.

Im as a researcher invite my 2nd participant that is Pn.Azizah bt. Daud ,Senior Assistant Registrar, Sekolah Menengah Kebangsaan Raja Mahadi in a research study about the workplace environment. Firstly, I explained the purpose of this study that is to investigate the experience of employees to her. I also explained the risks and benefits of being in the study to her. After explained it, I introduce myself to her. As in appendix provided by my lecturer Miss.Rajeswary , she ticked the first question ( YOUR BACKGROUND ). She ticked her gender, race, age, job sector, her job position, and the duration of her working on her organization and the employees working below. Secondly, she filled up the company name and the state. After that she moves on to the Appendix A: Work Harassment Scale. The work harassment scale means that how often have she been exposed to degrading or oppressing by her colleagues at work during last six months. The activities clearly must have been experienced as a means of harassment, not as normal communication, or as exceptional occasions. I was shocked after she rounded the first question in appendix A. The most answers were in ALWAYS and when I asked why your answer all in ALWAYS , she told that sometimes she cant get the opportunities to express herself to clients especially the parents. Thirdly she rounded the Appendix B: Part One-Personal burnout. The personal burnout define the state of prolonged physical and psychological exhaustion.For the Part Two Work Burnout which defines that the state of prolonged physical and psychological exhaustion , which is perceived as related to the persons work she rounded answers. The answer for both part were AlWAYS.The answers were sincerely from her and from here I conclude that the personal burnout and work burnout for the top management is wont be same and its depend on the works in top management. Finally for the Part 3-Client Burnout, she rounded the answer and explained that sometimes she will have a big problem to face her clients (students and their parents) and its drain her energy.

Im as a researcher invite my 3rd participant that is Pn.Bathmavathy A/P Murugan,Teacher, Sekolah Menengah Kebangsaan Raja Mahadi in a research study about the workplace environment. Firstly, I explained the purpose of this study that is to investigate the experience of employees to her. I also explained the risks and benefits of being in the study to her. After explained it, I introduce myself to her. As in appendix provided by my lecturer

Miss.Rajeswary , she ticked the first question ( YOUR BACKGROUND ). She ticked her gender, race, age, job sector, her job position, and the duration of her working on her organization and the employees working below. Secondly, she filled up the company name and the state. After that she moves on to the Appendix A: Work Harassment Scale. The work harassment scale means that how often have she been exposed to degrading or oppressing by her colleagues at work during last six months. The activities clearly must have been experienced as a means of harassment, not as normal communication, or as exceptional occasions. I was shocked after she rounded the first question in appendix A. The most answers were in Never and when I asked why your answer all in NEVER , she told the treatment from the top management is perfect in this school. The treat the employees well and giving a lot of opportunities to them. Thirdly she rounded the Appendix B: Part One-Personal burnout. The personal burnout define the state of prolonged physical and psychological exhaustion.For the Part Two Work Burnout which defines that the state of prolonged physical and psychological exhaustion , which is perceived as related to the persons work she rounded answers. The answers were sincerely from her and from here I conclude that the personal burnout and work burnout for the lower management is depend on the work that the top management assign it. Finally for the Part 3-Client Burnout, she rounded the answer and explained that sometimes she will have a big problem to face her clients (students and their parents) and sometimes she feel damn tiring when marking the exam papers.

RECOMMENDATIONS
The best way to reduce the stress and solve the problems in workplace environments is MEDITATION. Meditation has been practiced for thousands of years. Meditation originally was meant to help deepen understanding of the sacred and mystical forces of life. These days, meditation is commonly used for relaxation and stress reduction. Meditation is considered a type of mind-body complementary medicine. Meditation produces a deep state of relaxation and a tranquil mind. During meditation, you focus your attention and eliminate the stream of jumbled thoughts that may be crowding your mind and causing stress. This process results in enhanced physical and emotional well-being. Employees are arguably the most valuable resource a company possesses and it is widely accepted that employee satisfaction and motivation are strongly linked to business performance. As a result, measuring employee satisfaction has become standard practice in most companies. However, employee satisfaction is not enough to guarantee strong business performance. In times of constant change and in a challenging market environment, even a minor incident can negatively influence satisfaction. Under these circumstances, it is the loyalty and retention of employees that keep them committed. During this training session, professionalism during work should be emphasized. Employees should be exposed to the importance of having professional working manner in their work life. Employees should know clearly that they should not mix their personal feelings with corporate world. Through this initiative, negative business ethics such as threatening co-workers and showing insinuative glances or negative gestures can be avoided.

Lastly, employees should learn not to give up easily in life. Employees should understand that anything is possible while we are alive. The only valid excuse we have to give up is if we are dead. Until we are healthy and free, we have the choice to keep trying until we finally succeed. Employees should always believe in their dreams. In life and office, there are going to be many people who will try to bring us down and tell us what we want to achieve is not possible. We should never let anyone destroy our dreams.

Graphs and Analysis

Appendix A : Work Harassment Scale
25

20

15 Respondent A Respondent B 10 Respondent C

0 Never Seldom Occasionally Often Always

Never Seldom Occasionally Often Always

Respondent A 8 14 1 0 0

Respondent B 8 13 2 0 1

Respondent C 21 3 0 0 0

Appendix B : Part One (Personal Burnout)

Always

Often

Sometimes

Respondent C Respondent B

Seldom

Respondent A

Never/Almost never 0 1 2 3 4 5 6

Respondent A Never/Almost never Seldom Sometimes Often Always 0 0 0 0 5

Respondent B 1 4 1 0 0

Respondent C 2 3 1 0 0

Part Two (Work Burnout) Question from 1 until 3

100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% To a very low degree To a low degree Somewhat To a high degree To a very high degree Respondent C Respondent B Respondent A

Respondent A To a very low degree To a low degree Somewhat To a high degree To a very high degree 2 1 0 0 0

Respondent B 0 0 0 0 3

Respondent C 1 2 0 0 0

Question 4 until 7
7 6 5 4 3 2 1 0 Never / Almost never Seldom Sometimes Often Always

Respondent C Respondent B Respondent A

Respondent A Never / Almost never Seldom Sometimes Often Always 1 2 0 0 0

Respondent B 0 1 1 0 1

Respondent C 0 3 0 0 0

Part 3 (Client Burnout) QUESTION 1 UNTIL 4

4 3.5 3 2.5 Respondent A 2 1.5 1 0.5 0 To a very low degree To a low degree Somewhat To a high degree To a very high degree Respondent B Respondent C

Respondent A To a very low degree To a low degree Somewhat To a high degree To a very high degree 1 3 0 0 0

Respondent B 0 0 0 4 0

Respondent C 0 1 3 0 0

QUESTION 5 UNTIL 6

2 1.8 1.6 1.4 1.2 1 0.8 0.6 0.4 0.2 0 Never / Almost Never Seldom Sometimes Often Always Respondent A Respondent C Respondent C2

Respondent A Never / Almost Never Seldom Sometimes Often Always 1 1 0 0

Respondent C 0 0 1 1 0

Respondent C2 0 2 0 0 0

CONCLUSION
In conclusion , SMK Raja Mahadi is following best management organizational system with a good workplace environment. It has all the sufficient facilities and environment which will create organizational citizenship behavior in the employees of the organization. Employees of this organization will be happy and satisfied to be under government sector. It takes care of its employees well. In order to enhance the performance of the organization SMK Raja Mahadi should always work towards providing a better and better workplace environment for its employees. In this manner SMK Raja Mahadi will become one of the leading organization in the international level.

I hope the benefits of participating in this study , contributes some scientific knowledge to government sector and can improve their workplace more better than now.Lastly, all the objectives of this assignment have been accomplished successfully.

REFERENCES
Books Management, Stephen P. Robbins, Mary Coulter, Pearson International Edition

Websites
http://en.wikipedia.org/wiki/Management http://www.tnsglobal.com/_assets/files/Stakeholder_Management_Sales_Sheets_Employee_Ex perience_Management.pdf http://businessmanagementconsultanttips.com/2011/08/30/employee-experience-in-thefamily-like-work-environment/

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