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 using 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 lean towards showing big disparities in the profits by the company, and therefore it is necessary to offer some motivation to all the employees to maximize their full potential and optimal levels 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 motivation to 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. A 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).
The management of employees requires the employers to take steps that create a productive and a good work environment that makes the workers have a feeling of security and understand the expectations. The employers can minimize the chances of a drop in productivity associated with workplace controversies through getting to know the conventional causes of these issues and being able to stop them from occurring. Employee surveillance has been an issue in the workplace that has grown as a result of the uptake of modern technologies that present employers’ new techniques and ideas in the monitoring of the employees and most cases without their consent.
The employers could monitor the internet users to make sure that workers do not use much of their time doing personal jobs when online while at work. Telephone monitoring, monitoring of the location, 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 worker’s privacy. A bright, better and consistent policy on surveillance that the workers will be aware of will prevent 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 let workers know the reasons as to why they fail to get promoted. This eliminates the notion of gender inequality motivating the decision of the respective employers (McNeese-Smith, 2012).
Paying for incentives and rewarding sure workers for achieving the targets or exceeding the companies 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 goals rather than solely directing their efforts on the objectives of the organization. Workers that tend to get less could feel inferior to those that get paid more, whereas most pay systems pay off managers and team leaders. This could lead to controversy and unfair treatment claims. On the case of personal differences at the workplace, the employers have to create an ample environment that is respectful of the dissenting viewpoints in case they arise.
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 the above factors whereas others are at an individual level. These factors could include the work environment, suitability of the worker’s skills to the tasks provided, personal issues, and interaction with the coworkers or bosses (McNeese-Smith, 2012).
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 with 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.