Wednesday, December 4, 2019
Productivity of Workers and Application Ã¢â¬ Free Samples to Students
Question: Discuss about the Productivity of Workers and Application. Answer: Introduction: Motivation is an important aspect which can be explained as an act of an individual used for the purpose of getting the task performed by giving a reason to the others. Motivation helps in encouraging the others for getting the tasks done. Motivational techniques are being used by the managers of the businesses for enhancing the productivity of the workers. Motivational techniques create an impact on the potential or capabilities of the individual. There are various aspects present in the business environment which affects the attitude or performance of the workers. For maintaining a positive attitude and enhancing the performance of the workers, motivational techniques need to be applied. Organisations gain various advantages which can be utilised in an effective manner with the support of the internal resources of the business. Efficiency is considered an important aspect which has the potential to create an impact on the performance of the business. Efficiency enhances the capability of the business to grab the opportunities available to the business. Efficiency results in grabbing the opportunities with the available resources and making best possible use of the available resources. An organisation can obtain efficiency by utilising the available resources for the attainment of the objectives or target (Ajayi, 2015). There are various factors which are creating an impact on the efficiency level of the organisation. One of the most important factors is employees as support of the employees is required by the business for performing the operations of the business in an effective and efficient manner. Other factors which affect the efficiency of the business include structure and system of the organisation, availability of machines, equipment and factory, technology, approaches used by the management, busine ss practices and energy (Guclu Guney, 2017). Performance management system can be used by the businesses for the purpose of maintaining the level of efficiency. Enhancement of the skills and knowledge of the employee results in an enhancement in the performance of the individual as well as business. Support is needed by the employees for conducting the operations of the business in an effective manner (Cetin, 2013). Different methods can be used by the business for the purpose of enhancing the contribution of the employees. These methods include business enlargement, job enrichment, work study, value analysis method, job simplification, force field analysis method and brainstorming. All these methods can be used by the organisations for shifting the focus on the performance of the employees and organisation (Zameer, et. al., 2014). Low efficiency of the employees and business can affect the performance of the business at large. Every organisation needs to cope with this issue for attaining the targets. There are various reasons responsible for the purpose of low efficiency in the organisation. These reasons include low motivation, unsafe and unhealthy environment in the workplace, conflicts among the employees, low payment and employee-job inconsistency (Nadeem, et. al., 2014). All these factors affect the satisfaction level of the employees which results in a decrease in the efficiency level and their performance. Lack of motivation affects the attitude and behaviour of the employees towards the organisation. It gives rise to the negative environment at the workplace of the organisation. Lack of motivation is one of the most important reasons for the decreasing productivity of the individual and organisation (Guclu Guney, 2017). Lack of motivation can affect the organisation at large. Level of efficiency and productivity of the employees is based on the motivation level. The absence of motivation can result in a decrease in the level of efficiency of the employees as well as poor performance. This can affect the productivity and operations of the business. It can result in an increase in the dissatisfaction level among the employees of the organisation. The environment of the organisation may get affected due to the lack of motivation. Profitability of the business may get hampered in the absence of motivation. Quality of the service will also get affected when there is no motivation (Waiyaki, 2017). For the purpose of being competitive and dealing with the competitors present in the business environment, an organisation needs to enhance the satisfaction level among the employees. An organisation needs to offer high-quality products at affordable prices and paying attention towards motivation. Motivation will help the organisation in encouraging the individual to perform better by utilising the skills and knowledge is the best possible manner. Managers can enhance the contribution of every employee with the help of motivational techniques (Mensah Tawiah, 2015). The importance of motivation for the managers and organisation cannot be measured. Motivation directly affects the performance of the employee as it is a physiological process. For the selection of the motivational technique, the manager needs to analyse the behaviour and attitude of the employees. Motivational techniques are being implemented by the managers for enhancing the level of efficiency of the employees (Srivast ava Barmola, 2011). Various techniques can be applied by the managers of an organisation for motivating the employees, enhancing their performance and efficiency level. The focus of the managers of the organisation should be on creating a positive environment at the workplace of the organisation. The behaviour of the individual towards the work is based on the quality of the workplace environment. Incentives can be offered by the business to its employees for motivating them for performing better by applying their skills and knowledge (Joseph Osabiya, 2015). Efforts of the employees need to be recognised so as to encourage employees and enhancing their participation in the operations of the business. The focus of the business should be on satisfying the employees. The organisation needs to engage the employees in the organisational activities for enhancing their satisfaction level, developing a positive attitude and motivating them for performing better (Burton, 2012). Various motivational theories have been developed by the researchers which can be used for motivating the employees and analysing the satisfaction level of the employees. These motivational theories include Maslow's Theory of Need Hierarchy, Alderfer's Erg Theory, Herzbergs Two-Factor Theory, McClellands Need Theory, Adams Equity Theory, Vrooms Expectancy Theory, Lawler-Porters Expectancy Theory, Edwin Lockes Goal-Setting Theory and Behavior Modification and Reinforcement Theory. Maslow's Theory of Need Hierarchy includes the five-tier model of the human needs which states that when one needs of the individual is fulfilled it moves towards the fulfilment of next need. In this Alderfer's Erg Theory, the hierarchy of needs is categorised in ERG theory. Herzbergs Two-Factor Theory includes two types of factors which are factors increasing satisfaction level and factors resulting in dissatisfaction among the employees. Analysis of these factors will help the organisation in analysing the factors which will help in enhancing the level of efficiency (Guclu Guney, 2017). McClellands Need Theory helps the organisation in analysing the reason why pay and conditions do not motivate the individual for enhancing the performance. Adams Equity Theory helps in analysis of the various factors which affect the attitude, perception and behaviour of the employees and their relationship with the work and the employers. An assumption has been taken in Vrooms Expectancy Theory. According to this assumption, the behaviour of the employees gets affected from the conscious choices from the available alternatives with a motive to gain maximum benefit and minimising the pain. Lawler-Porters Expectancy Theory states that the individual gets motivated on the basis of the reward it is getting in exchange for performing the assigned task in an effective manner. Edwin Lockes Goal-Setting Theory has made use of the clear and challenging goals which are being set for motivating the employees and enhancing their performance. Behaviour Modification and Reinforcement Theory state that the behaviour of the individual is determined by the consequences of the function (Nabi, et. al., 2017). Motivational techniques are being used by the managers with a motive to ensure that the employees are working willingly. There are various factors which are responsible for motivating the employees and enhancing their efficiency. The motivational technique creates a positive impact on the behaviour and attitude of the individual towards the work. The motivation of every individual is based on the needs of the individual as needs of every individual varies from each other. These factors which motivate the employees include job security, quality of the environment at the workplace, pay, working hours, the behaviour of the managers and management towards the employees, rewards and rest breaks. These factors need to be considered by the business as these factors affect the satisfaction level of the employees (Uju, 2013). Thus, from the above discussion, it can be concluded that motivation is an important element on which performance of the business is dependent. Managers need to consider the factors affecting the performance of the employees. Every organisation uses motivational techniques for the purpose of enhancing the level of efficiency and enhancing the performance of the employees and organisation. Performance of the employees and level of efficiency of the organisation is based on the motivational techniques used by the organisation. There are various motivational theories available which can be used by the organisation for motivating the employees. Different factors are responsible for motivating the employees. These factors need to be analysed for gaining an advantage. References Ajayi, S. O., 2015, Effects of Motivation on Employee Productivity: A Case Study of First Bank of Nigeria Plc, SSRN. Burton, K., 2012, A Study of Motivation: How to Get Your Employees Moving, Spea. Cetin, I., 2013, Motivation And Its Impact On Labour Productivity At Hotel Business A Conceptual Study, International Journal of New Trends in Arts, Sports Science Education, volume 2, issue 1. Guclu, H. Guney, S., 2017, The Effect of the Motivation Techniques Used by Managers to Increase the Productivity of their Workers and an Application, Business Management Dynamics, Vol.6, No.7, pp.01-18. Joseph, B. Osabiya, 2015, The effect of employees motivation on organizational performance, Journal of Public Administration and Policy Research, Vol. 7 (4), pp. 62-75. Mensah, E. B. K. Tawiah, K. A., 2015, Employee Motivation and Work Performance: A Comparative Study of Mining Companies in Ghana, Journal of Industrial Engineering and Management. Nabi, N., Islam, M., Dip, T. M. Hossian, A. A., 2017, Impact of Motivation on Employee Performances: A Case Study of Karmasangsthan Bank Limited, Bangladesh, Arabian Journal of Business and Management Review. Nadeem, M., Ahmad, N., Abdullah, M. Hamad, N., 2014, Impact of Employee Motivation on Employee Performance (A Case Study of Private firms: Multan District, Pakistan), International Letters of Social and Humanistic Sciences, Vol. 36, pp 51-58. Srivastava, S. K. Barmola, K. C., 2011, Role of Motivation in Higher Productivity, SMS, Vol. 7, No. 1. Uju, M. S., 2013, The Influence of Motivation on Employees Performance: A Study of Some Selected Firms in Anambra State, AFRREV IJAH, Vol.2 (3). Waiyaki, E. W., 2017, Effect of Motivation on Employee Performance: A Case of Pam Golding Properties Limited, Nairobi, United States International University- Africa Nairobi. Zameer, H., Ali, S., Nisar, W. Amir, M., 2014, The Impact of the Motivation on the Employees Performance in Beverage Industry of Pakistan, International Journal of Academic Research in Accounting, Finance and Management Sciences, Vol. 4, No.1, pp. 293298.
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