Employee Productivity Assignment PDF

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Added on 2021-05-31

Employee Productivity Assignment PDF

Added on 2021-05-31

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Running head: EMPLOYEE PRODUCTIVITYEMPLOYEE PRODUCTIVITYName of the student:Name of the university:Author note:

1EMPLOYEE PRODUCTIVITYThe success of every organisation and business mainly depends upon the dedication of itsdiligent workers who provide excellent productivity. It is seen that employees who provide extraeffort can make a big difference to the organisation helping it to earn profits. It is also observedthat the employees who perform only what the job responsibilities require them to do andnothing more than that can stymie the expected progress of the organisation (Aboelamaged,2018). Therefore, duty of the management is to motivate the employees in ways by which theycan reach their full potential and maximal level of productivity. Researchers are therefore of theopinion that those organisations who can recognise as well as encourage increased productivityare seen to be more successful in comparison to their counterparts who do not encourage theiremployees to do so (Raziq & Maulabakish, 2015). Often motivation is seen to be one of the mostimportant driving factors for increasing productivity of employees. However, not all motivatingfactors can induce the same happiness and zeal in the workers to work beyond their capacity.While some individuals say that better pay motivates employees to become highly productive,others are of the opinion that happier the employee, the better is the productivity (Menges et al.,2017). This assignment will mainly be argumentative where the later claim would be supportedagainst the former claim and different evidences would be provided to support the argument. The statement that better pay makes employees more productive cannot be supported. Inplace, happy employees are better production givers. Engaged and motivated employees areextremely important for every organisation. They are fund to be extremely crucial for driving thebusiness productivity, profitability as well as customer service. Therefore, finding and keepingtop talent is extremely significant for every business (Albrecht et al. 2015). In many of thecompanies, money is found to be the most frequently used motivator but researches show thatfinancial incentives are indeed a poor choice for changing the behaviour of the employees to

2EMPLOYEE PRODUCTIVITYmake them more productive. Money is extremely important to pay bills and support families butonce when the fundamental needs are met, the psychological benefits of money become indeeddebatable to make employees continue to give more productivity. Researchers have shown thatthere is often little correlation between the pay and job satisfaction levels and this extend evenbeyond cultures and geographies. Many of the studies have indeed shown that people’sprofessional lives are greatly enriched when the employees feel that they are indeed makingprogress in the work that is meaningful to their professional career (Hasibuan et al., 2016). Whenorganisations are able to give employees a sense of meaning, it helps them to build organisationsthat are effective and competitive. Researchers after conducting many studies have come toconclusion that when employees are given meaning as well as ownership of their work, they areseen to be more committed in doing it. They are seen to be more personally motivated as well asmore personally engaged (Ng & Lucianetti, 2016). When employers place more importance andtime to understand what the employees really value and provide them recognition as contributingmembers of winning teams, employees are seen to be much happier and more enthusiastic intheir approach towards the organisation. When the employees are able to align with the missionand vision of the organisation with the help of the management and when the boss showsappreciation of the work of the employees, taking every opportunities to celebrate success of theemployees, the later feel loved, cared and accepted in the organisation. Therefore, intrinsicmotivation has the capability to make employees to not only dedicate to themselves to theorganisation but also helps them to develop a sense of ownership of the good will and profit ofthe organisation. Such behaviour of the employees helps in increasing the productivity largely(Njoroge & Yazdanifard, 2016). Money on the other hand is an extrinsic motivator and cannothelp in establishment of a lifelong relationship of dedication of the employee towards the

3EMPLOYEE PRODUCTIVITYorganisational development and better productivity. Those organisations, which will claim toprovide higher money to the individuals, can easily attract those employees easily. Suchemployees can never be retained and therefore they cannot prove to be a true companion of theorganisation when the organisation goes through periods of distress. Therefore, happy employeesare stated to be more productive and dedicate themselves entirely to the welfare of theorganisation (Masadeh et al. 2016). However, those employees who use money as the solemotivator can provide high productivity but they can never be considered as a dedicatingemployee and can change their focus, when monetary compensations does not make themsatisfied or when they find better financial opportunity. Another angle can be also provided in their argument where money does not only satisfyemployees and there are many other factors that are also considered by employees to work in theorganisations. Money cannot always ensure to motivate people to provide more productivity.Many other motivators also play key role in deciding the morale of the employees, making themmuch happier and satisfied and helping them to provide greater productivity (Bhuvianeh & Raya,2016). Trust is one of the most important aspects that have great contribution in developing themorale and making employees much more dedicated towards production. When employees feelthat their employers trusts them completely and is trying their best to meet the interests of theemployees, they feel happier and contented with their position in the organisation and develop anintrinsic motivation to work for the betterment of the organisation and the employer. (Scott et al.,2015) An environment of trust and transparency makes employees happy and more productive(Xiong & King, 2015). Many employees prefer this attribute rather than monetary compensationsand hence only better pays is not enough to make employees productive all the time. Manyothers researchers are of the opinion that recognition is yet another motivating factors that can

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