Employee Productivity

Employee Productivity

Introduction

Employee productivity is a measure of a worker’s or a group of workers’ efficiency in an organization. It is an assessment that could be evaluated regarding the output of a given employee at a specific period. This productivity shall be assessed about the average of employees performing the same tasks. Employee productivity is therefore an integral consideration for any business since the success and growth of any organization rely on the diligence and productivity of the workforce.

The employees who exert extra effort in most cases tend to make a big difference in the company profits, and therefore it is necessary to motivate all the employees to realize their full potential and an optimal level of productivity. Motivated employees always look for better ways of doing a job and tend to be more quality oriented and productive (Cushman, Knobe & Sinnott-Armstrong, 2015). This will make the company that encourages increased productivity to be more successful as compared to their counterparts that do not. The rewards, therefore, should have a form of influencing the better feeling of the employee concerning their achievement in the company rather than money which will make the employee react each time thinking of their pockets and ignoring the operational goals and their promotion (Rollinson, 2014). Skills improvement, job commitment as well as opportunities for job development are some better ways of a motivation of these employees (Armstrong & Baron, 2014).

Several theories have been put forth on employee motivation and productivity, but all of them are centered by a universal principle that managers should determine the needs of their employees to keep them happy as they work and offer motivation for high performance and achievement of the organization’s goals. The relationship therefore between the employee’s performance and the company’s outcome is of great significance. There are some controversial issues that arise on most occasions. One major one is that as much as the employees should be motivated to reach the required levels of productivity, money should not be used as a token as this will not tally with the realization of the organization objectives. Controversies occur since productivity goes in line with the motivation of the employees (Koopman, 2012).

Employee management requires that employers take steps to create a productive and positive workplace that makes the workers have a feeling of security and understand the expectations. The employers can reduce the likelihood of a drop in productivity due to workplace controversies through understanding the conventional sources of issues and taking practical steps to stop them from occurrence. Employee surveillance is a workplace issue that has grown due to the uptake of new technologies those present employers’ new options in the monitoring of the employees and most cases without their knowledge.

The employers could monitor the web usage to ensure that workers do not spend most of their time performing personal tasks when online during work hours. Telephone monitoring, location monitoring, and video surveillance all offer an employer some valuable information regarding employee actions, but could, on the other hand, seem like an invasion of the workers privacy. A bright, better and consistent policy on surveillance that the workers will be aware of will be one of the most effective ways to keep this issue from creating a rift between the workers and management.

The employer policies can help address gender equality as another controversial workplace issue. Gender inequality, pay and assignment decisions still exist in the workplace despite laws that have been passed that require employers to treat women equally and this affects the employee productivity. The employers should adequately inform workers of the reasons for their failures to get promoted or raised. This eliminates the belief that gender motivates the decision of the employers (McNeese-Smith, 2012).

Paying for incentives to encourage motivation and rewarding sure workers for meeting goals or exceeding expectations has been adopted by many employers. This has come handy with improving the levels of productivity. However, these incentives could cause the workers to work and focus on personal achievements and personal goals rather than solely focusing on the objectives of the organization. Workers who tend to receive less could resent those that earn more, whereas the structure of an incentive pay system rewards managers and team leaders and not all workers. This could cause controversy and unfairness claims.

On the case of personal differences, the employers should be clear about which subjects they expect the workers not to discuss in the workplace and create an ample environment that is respectful of the dissenting viewpoints in case they arise.

Conclusion

Employee productivity, therefore, should, be improved and despite the different arguments that arise, they should be manipulated to free any doubts of controversies. Several things have been seen to influence employee productivity, and the companies or employees can control most of these factors whereas others are more personal. These factors include the work environment, suitability of tasks for the worker’s skills, personal issues, and interaction with the coworkers or bosses (McNeese-Smith, 2012).

 

 

References

Cushman, F., Knobe, J., & Sinnott-Armstrong, W. (2015). Moral appraisals affect doing/allowing judgments. Cognition, 108(1), 281-289.

Dundon, T., & Rollinson, D. (2014). Employment relations in non-union firms. Routledge.

Koopman, C., Pelletier, K. R., Murray, J. F., Sharda, C. E., Berger, M. L., Turpin, R. S., … & Bendel, T. (2012 ). Stanford presenteeism scale: health status and employee productivity. Journal of occupational and environmental medicine, 44(1), 14-20.

McNeese-Smith, D. (2012 ). Increasing employee productivity, job satisfaction, and organizational commitment. Journal of Healthcare Management, 41(2), 160.

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