Impact of Motivavtion on Employee Productivity

Effect of Motivation on Employee Productivity

Employee motivation has always been a central problem for leaders and managers. Unmotivated employees are likely to spend little or no effort in their jobs, avoid the workplace as much as possible, leave the organization if given the opportunity and produce low quality work. On the other hand, employees who feel motivated to work are likely to be persistent, creative and productive, turning out high quality work that they willingly undertake.

Organizational performance at individual, collegial and organization levels are being jeopardized and subjected to various organizational changes. Specifically, as developed organizations became larger, more multifaceted and more challenging, concerns about organizational performance competencies development and how it could likely to impact culture and direction of the organization have been in the forefronts of business dialogues. There had been much to say about the role of motivation and their expansion but very little has been done on developing motivation-based performance and much little movement on investigating organizational performance and its relative effect on employee’s productivity in organizations.(Abey Francis., October 2017)

Importance of Motivation

Motivation occupies an important place and position in the whole management process. This technique can be used fruitfully for encouraging workers to make positive contribution for achieving organizational objectives. Motivation is necessary as human nature needs some sort of inducement, encouragement or incentive in order to get better performance. Motivation of employee’s offers may benefits to the Organisation and also to the employees. This suggests the importance of motivating employees. Motivation acts as a technique for improving the performance of employees working at different levels.

Motivation of employees is one function which every manager has to perform along with other managerial functions. A manager has to function as a friend and motivator of his subordinates. Motivation is useful in all aspects of life and even our family life. The same is the case with business. This dearly suggests that motivation is extremely important. It is an integral part of management process itself.

(Anar Nasibov., November 2015)

Self-Motivation and Confident Employees

Some employees are motivated through feeling a sense of accomplishment and achievement for meeting personal and professional goals. Many workers are self-disciplined and self-motivated. Incentive and rewards have little effect on employees who feel motivated only when they are confident in their abilities and personally identify with their role within the organization. These individuals perform productively for the sake of the personal challenge work provides.

Implementation Strategies

There are several ways to motivate employees and drive worker productivity. Because different factors influence workers in different ways, utilize motivational strategies that encompass several techniques. For example, to influence workers who are money motivated, an employer may implement a daily "spiff" that pays cash instantly to employees who meet short-term production goals. To achieve long-term production goals, an employer could implement a program that encourages friendly competition between workers to meet production numbers. At the conclusion of the program, employers can publicly recognize top performers for a job well done.

(Sherrie Scott., February 2019)

CONCLUSION

Some employees are money motivated while others find recognition and rewards personally motivating.Motivation levels within the workplace have a direct impact of employee productivity.Workers who are motivated and exited about their jobs carry out their responsibilities to the best of their ability and production numbers increase as a result.

REFERENCES

1.Abey Francis., October 2017. (Available at https://www.mbaknol.com/management-concepts/effect-of-motivation-on-employee-productivity/)

2.Anar Nasibov., November 2015. (Available at https://www.linkedin.com/pulse/impact-employee-motivation-performance-productivity-anar-nesibov)

3.Sherrie Scott., February 2019. (Available at https://smallbusiness.chron.com/motivation-productivity-workplace-10692.html)

Corporate Culture and Employee Performance

Corporate Culture and Employee Performance

Exploring the types of Organisational Culture that exist within any business and the pOrganisational culture defines the way employees complete tasks and interact with each other in an organization. The cultural paradigm comprises various beliefs, values, rituals and symbols that govern the operating style of the people within a company. Corporate culture binds the workforce together and provides a direction for the company. In times of change, the biggest challenge for any organization may be to change its culture, as the employees are already accustomed to a certain way of doing things.

Types

The dominant culture in organizations depends on the environment in which the company operates, the organization’s objectives, the belief system of the employees and the company’s management style. Therefore, there are many organizational cultures. For example, highly bureaucratic and well-structured organizations typically follow a culture with extensive controls. Employees follow standard procedures with a strict adherence to hierarchy and well-defined individual roles and responsibilities. Those in competitive environments, such as sales, may forgo strict hierarchies and follow a competitive culture where the focus is on maintaining strong relationships with external parties. In this instance, the strategy is to attain competitive advantages over the competition. The collaborative culture is yet another organizational way of life. This presents a decentralized workforce with integrated units working together to find solutions to problems.

Advantages

Strong corporate cultures indicate that employees are like-minded and hold similar beliefs and ethical values. When these beliefs and ethical values align with business objectives, they can prove to be effective in building teams because rapport and trust quickly ensue. The bonds that the teams build help them avoid conflicts and focus on task completion. Strong corporate cultures ease communication of roles and responsibilities to all individuals. Employees know what is expected of them, how management assesses their performance and what forms of rewards are available.

(Will Wookey., September 2019)

Taking a passive approach to culture and employee engagement

Some leaders unintentionally set up their organizations in this way by taking a passive approach to corporate culture and employee engagement. Dramatic, we know, but stick with us for a minute. The organizations are cruising along on the path to executing their strategy, and things are going pretty well, so no one pays much attention to the driver or vehicle, helping them navigate their journey until things start to veer off course. By then there are often timing constraints, transformations, leadership transitions, or other complicating factors that create additional tension and barriers to getting back on course. In one scenario, the organization is a little derailed on the journey to executing its strategy or it misses earnings for a quarter; in extreme cases, we may see the consequences play out on the front page and in the blogosphere, harming corporate and employer brands in the process. (Deloitte US)

8 Ways Company Culture Drives Performance

1.A Rich Company Culture Leads to Innovation.

2.Culture Stresses Common Values and Common Goals.

3.Strong Culture Means Better Retention.

4.Corporate Culture Means Accepting and Celebrating Diversity.

5.Corporate Culture Is Checks and Balances.

6.Culture Is a Long-Term Commitment to Excellence.

7.The Right Focus Means Greater Efficiency.

8.Company Culture Is Increasingly a Marketing Advantage.

(William Craig., August 2017)

CONCLUSION

Corporate culture refers to the beliefs and behaviors that determine how a company's employees and management interact. Corporate culture refers to the beliefs and behaviors that determine how a company's employees and management interact.

REFERENCES

1.Will Wookey., September 2019. (Available at https://www.businessballs.com/organisational-culture/organisational-culture-and-employee-performance/)

2.Deloitte US. (Available at https://www2.deloitte.com/us/en/pages/human-capital/articles/culture-versus-employee-engagement-strategy.html)

3.William Craig., August 2017. (Available at https://www.forbes.com/sites/williamcraig/2017/08/03/8-ways-company-culture-drives-performance/#67f11de6ce0a

Employment in Agriculture Industry

Employment in Agriculture Industry

As countries develop, the share of the population working in agriculture is declining. While more than two-thirds of the population in poor countries work in agriculture, less than 5% of the population does in rich countries. It is predominantly the huge productivity increase that makes this reduction in labor possible.Similarly, productivity gains makes it possible to reduce the agricultural land needed to feed a given number of people.

Labor productivity in agriculture increases as we get richer

This visualisation shows the agriculture value added per worker versus gross domestic product (GDP) per capita (both measured in constant 2010 US$). Agriculture value added per worker is calculated as the total agricultural value added divided by the number of people employed in agriculture.

Overall, we see that the agriculture value added per worker is higher in higher-income nations. The same applies to most countries over time: as countries get richer, the agriculture value added per worker increases; this is likely to result from several factors including technology adoption, affordability of agricultural inputs, and the implementation of more productive practice. (Max Roser., December 2008)

EMPLOYMENT, WAGES AND PRODUCTIVITY IN INDIAN AGRICULTURE

Though the share of agriculture in the aggregate economy has declined rapidly during the planned development of the country; it assumes a pivotal role in the rural economy. The NSSquinquennial surveys on employment show a decline in the share of agriculture and an i ncrease in the share of non-agricultural sector in aggregate employment. Such a structural shift though expected in a developing economy, has been slower in the Indian economy. This process is even slower in the rural economy. Nevertheless in rural India the growth rate of employment in the non-agricultural sector has been far short of the increase in the rural workforce. As a consequence, the incidence of rural unemployment on the basis of current daily status (CDS) is as high as seven percent in the year 1999-00.

EMPLOYMENT AND INCOME IN AGRICULTURE

Agriculture accounts for almost 60 per cent3 of aggregate employment in India. Employment in agriculture is rural-based (97 percent); but it is depressing to note that in the rural sectorthe rate of growth of agricultural employment is abysmally low (0.01 per cent4) and was insignificant during the ‘90s. The corresponding growth during the ‘80s was moderate and significant (1.18 per cent). The decade of 80s and 90s frequently referred in the present discussion strictly refers to periods 1983-93 and 1993-99, respectively. These are in fact the years for which NSSOs quinquennial survey results based on a large sample is available5 for employment. With increased pressure on land, the role of allied activities increases but the annual compound growth rate (ACGR) of employment for most of the allied activities are negative during the 90s. (Brajesh Jha)

CONCLUSION

Agriculture worker has to do the common works of agriculture.They are employed by farms,ranches and nursery houses.The duty basically includes getting food,plants and other agricultural products to the market.They are directly involved in ploughing,planting and harvesting crops, installing irrigation facilities.

REFERENCES

1.Max Roser., December 2008 (Available at  https://ourworldindata.org/employment-in-agriculture)

2.Brajesh Jha (Available at http://iegindia.org/upload/pdf/wp266.pdf)

Job Satisfaction in Tea Plantation Sector

Job Satisfaction in Tea Plantation Sector

Ceylon Tea which is a world renowned brand name celebrates the 150^th year since the planting of the first tree by a British national in the Loolkandura Estate in the Central Hills of the country.  This blog is to analyze the Factory Employees’ Job Satisfaction and Productivity of the Sri Lankan Plantation Sector in Sri Lanka. Job Satisfaction and Productivity are widely spoken topics of the many other fields of the international forums and journals. Four hundred questionnaires were distributed among the Factory Officers of the Tea Estates. The response to four hundred questionnaires distributed among the factory employees, 370 were returned and the response rate was 92.5 percent. The data was analyzed by using descriptive analysis and structural equation methods. The findings show that job satisfaction has a significant positive impact on productivity. (Suranga Silva, 2018)

Job Satisfaction of Women Workers in Tea Estates India

Job satisfaction is an important indicator of how workers feel about their jobs and is a predictor of work behaviors. The study aimed to ascertain the job satisfaction levels of women workers employed in tea estates located in the Nilgiris District, TamilNadu. The Nilgiris being the largest tea tract in South India occupies an important place in the tea map of the country. Thus, tea plays a vital role in the economy of the district. Therefore, an attempt has been made in the present paper to identify the problems faced by the women workers, examine the facilities offered to them, and ascertain the satisfaction level of the women workers in tea estates in the Nilgiris district. The data was collected through a structured interview schedule from 300 respondents by using the convenience random sampling method. The tools used for analysis, that is, simple percentage, chi-square analysis, and factor analyses were applied to analyze the collected data. The results of the study revealed that there was a significant relationship between the demographic factors and the health related problems faced by the women workers. Furthermore, the findings show that the majority of the respondents were illiterate, and were employed in the process of plucking the tea leaves, as this activity generates a major chunk of the revenue for the tea estates. From the factor analysis, it was identified that the factors such as Work Allotment and Relationship with Colleagues, Support and Reward, Safe Environment, Compensation, and Training and Development influenced the levels of job satisfaction significantly. In addition, it was also found that four factors, that is, Disability, Workplace Environment, Pay and Conveyance, and Work Timings were the highly problematic factors causing dissatisfaction among the women workers employed in the tea estates. (J.Illavarasi 2013)

3 Key Factors to Job Satisfaction

1. Engagement.

When you are engaged in your work, you are present, focused, and productive.51 percent of workers reported not being engaged at work, many of which were millennials.

2. Respect, praise, and appreciation. 

Regardless of the job, you want to feel respected in the workplace as well as appreciated for the work you do. Employees are more satisfied in their positions when they feel respected and are praised for a job well done, even if it’s a simple thank you from a company manager. Supervisors are often vocal when an employee makes a mistake or something is needed of them but making the same effort to congratulate or voice appreciation can have a positive influence on worker’s satisfaction.   

3. Fair compensation.

The importance employees place on pay as a contributing factor to job satisfaction appears to be on the rise, according to the 2016 survey conducted by the SHRM.Workers currently rank pay as the second most important factor compared to the fourth most important factor the year prior. Benefits rank as the third most important factor with 60 percent rating them as crucial to job satisfaction. In essence, employees want to be compensated for their worth and are likely to look for work elsewhere if they’re not. (Emily Holland, 2016)

CONCLUSION

Majority of employees are satisfied with their welfare measures. They should take necessary steps to solve problems in those measures. So that the employee can do his job more effectively. The company can concentrate on the other non statutory measures to boost the employee morale.

REFERENCES

1. Suranga Silva, 2018. Available at https://www.iiste.org/Journals/index.php/EJBM/article/view/40612

2. J.Illavarasi, 2013. Available at https://www.researchgate.net/publication/277901689_A_Study_on_Job_Satisfaction_of_Women_Workers_in_Tea_Estates_With_Special_Reference_to_the_Nilgiris_District

3. Emily Holland, 2016. Available at https://chopra.com/articles/5-key-factors-to-finding-job-satisfaction

Performance Management

 What is Performance Management?

Performance management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization. The communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, and reviewing results.(UC Berkeley)

Six Steps to Effective Performance Management.

1) Commitment from the top

Performance management is for everyone in the organization. The minute it looks like senior managers are somehow ‘exempt’ from the process or are not interested in the outcomes, the process will lose credibility.

To prevent this it is essential that managers lead by example and go through the process themselves. They should also be held accountable for leading the process with their employees. A simple way of doing this is to include effective performance management as one of their objectives.

2) Clear objectives

Objectives should describe desired outcomes rather than tasks. Tasks are the way in which you achieve the outcome and may change whereas the outcomes remain unchanged unless the business priorities shift. Let us explore this in more detail. If I ask you to sweep the floor, dust the surfaces and clean the windows of a room, I am giving you a list of tasks. However if I ask you to clean the room so that all surfaces are free of dirt, I have described an outcome and you would then complete the previously described tasks in order to achieve that outcome. Outcome language is important because it explains what the desired future state is.

3) Balanced feedback

Feedback is essential information that tells the performer what to do more of or less of in order to improve their performance. To have the desired impact on performance it should be given immediately or as close to the situation that warrants feedback as possible. It should NOT be stored up during the course of the year and presented as evidence for a poor performance rating. Not only is this demotivating for the employee, it also represents a list of missed opportunities for performance improvement as well as missed opportunities for reinforcing good behavior.

4) Regular progress reviews

Any activity considered important will be reviewed in order to ensure that it happens. Imagine managing a project without review meetings? How do you know that you are still on track a few months down the line? How do you take into account changes in priorities? How do you know what progress has been made? What support will you need and when? For the same reasons, employee objectives and development plans must be reviewed on a regular basis.

5) Development plans

Part of improving performance is establishing where the shortfall is and finding a way to close the gap. Not only that, but you might be expecting employees to take on greater responsibility or new tasks (perhaps the job has changed or new technology has been implemented). Their performance reflects on you and it is logical that you would put a development plan in place to ensure that they are able to cope with the new challenges. Longer-term development goals not only increase employee motivation but also make good business sense, as it is more cost effective to grow your own skills rather than recruiting them in.

6) Capable managers

The best process will fail if managers do not have the skills to have effective performance management discussions. A productive discussion where employees feel listened to and part of the process will encourage employees and spur them on to achieve their objectives and more. On the other hand an inadequate discussion where employees feel ignored and treated unfairly will demotivate them and at worst persuade them that there is nowhere else for them to turn leading to resignations and high cost turnover.

(Gary Watkins. May 23, 2013)

CONCLUSION

Performance management is a corporate management tool that helps managers monitor and evaluate employees' work. Performance management's goal is to create an environment where people can perform to the best of their abilities to produce the highest-quality work most efficiently and.

References

UC Berkley. Available at https://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr/managing-successfully/performance-management/concepts

Gary Watkins. Available at http://www.workinfo.org/index.php/articles/item/573-six-steps-to-effective-performance-management

Organizational Flexibility

The Advantages of Flexibility in an Organization

In the contemporary world, a small business must be flexible. If your business is too rigid, then it will fail. Rapid changes will occur- in technology and also in the economy - which means that only organizations that are flexible so that they can adapt to these changes will succeed, which will give them a massive advantage over more-rigid organizations.

(Nicky La Marco. December 03,2018)

1)   Enhanced Competitiveness

2)   Improved Efficiency

3)   Your Scheduling Becomes More Flexible

4)   Better Team Building

5)   Better Continuity during Uncertainty

6)   Your Environmental Impact Is Reduce

7)   Hiring Costs and Turnover Costs Are Reduced

8)   Your Organization Will Grow Faster

The need for flexibility in the workplace

The need for organizational flexibility is very important. When looking at why there is a need a for flexibility there are factors that are creating the need for flexibility in the workplace. Things are changing all the time, which means an organisation, must be able to take on these changes. Aspects such as social, technological, economical, legal, political and other global factors in which a business operate within are changing all the time, so organisations should be able to adapt when these changes happen. So in other words they need to be flexible. As it says there is a need for flexibility in the workplace, but there is also a need for flexibility in the workforce, meaning the staff. As change happens, how work gets done too changes therefore the workforce should also be flexible.

(UK essays)

Types of Organizational Flexibility

• Functional Flexibility- Functional flexibility basically states that employees will do jobs that go beyond what they are actually there to do. So they will perform jobs that they weren’t originally specified to do. So employees should be able to do different jobs but still do their own. So the organisation will require multi-skilled employees. So for example would be in an organisation, a debtors clerk doing their own job, which is debtors, but also being able to do creditors when required.
• Numerical Flexibility- This basically involves an organisation bring labor in or taking labor out in accordance service or product demand. The state of the economy can also be a factor for the organisation to bring in or go without labor. They can control this by the number of employees they need at the time. Therefore they will hire as they need. They can do this by hiring casuals or part time workers.
• Financial Flexibility
• Procedural Flexibility
• Skills Flexibility
• Attitudinal Flexibility
• Structural Flexibility

CONCLUSION

The term organizational flexibility refers to the overall flexibility of an organization as a system (structure) defined by a set of resources (technology, personnel, financial resources, and knowledge), processes (operations, tasks, routines) and managerial functions (strategizing, organizing, planning, leading, directing)

REFERENCES

                                    

Nicky LaMarco. December 03,2018 (Available at;

https://smallbusiness.chron.com/advantages-flexibility-organization-37369.html)

UKessays (Available at; https://www.ukessays.com/essays/business/definition-of-organisational-flexibility.php

Employee Engagement

What Is Employee Engagement?

Employee engagement is the emotional commitment the employee has to the organization and its goals.

This emotional commitment means engaged employees actually care about their work and their company. They don't work just for a paycheck, or just for the next promotion, but work on behalf of the organization's goals.

Engaged employees lead to better business outcomes. In fact, according to Towers Perrin research companies with engaged workers have 6% higher net profit margins, and according to Kenexa research engaged companies have five times higher shareholder returns over five years.(Kevin Kruso., Jun 22,2012)

Employees could appear contented at work but this does not necessarily mean that they are engaged in the true sense. These employees may turn up at work without complaining and get along to doing their tasks of the day. However, making them happy is far different from making them engaged.(Heryati R)

               Performance = Engagement x Alignment x Competency

                               

10 Employee Engagement Strategies

1. Provide Opportunities for Development

Employees will feel disengaged if you don’t offer opportunities for them to progress. No matter your industry, everybody wants the opportunity to grow in their career and feel like they’re fulfilling their potential.

2. Adopt Transparent Leadership

Employees often struggle to trust business owners and managers, especially if things are often kept secret and communication is limited. As a result, you should communicate openly with all your employees and ensure they’re not left in the dark about certain developments. Provide job security and always deliver on your promises.

3. Ensure a Good Work-Life Balance

Maintaining an equal work-life balance is essential in all work environments. If employees feel under great amounts of pressure with workloads and deadlines, it contributes to employee burnout, staff being signed off work, and people leaving their job.

4. Offer Personal Incentives

To increase employee engagement, you shouldn’t just offer more incentives and benefits. Instead, offer ones that are personal and customized. Incentives should suit the specific needs and values of each specific employee, so ask them what benefits they’d like most from your business and work on arranging them.

5. Invest in Health and Wellness

When staff feel stressed at work they’re more likely to feel disengaged. Focus on improving employee wellbeing and consider even implementing your own work place wellbeing program.

6. Create a Better Work Environment

Motivation and production are reduced when environments are dark and dingy. On the other hand, when people are comfortable in their surroundings, their work improves and they feel more satisfied.

7. Celebrate Your Employees and Their Achievements

Nobody wants to feel that their hard work isn’t recognized or appreciated. You should always aim to give back to your employees – after all, you wouldn’t have a company without them. When a member of staff goes above and beyond you should reward them.

8. Establish a Great Company Culture

Company culture is especially important in all workplaces – nobody wants to work in an environment where people don’t get on, feel unmotivated, and where morale is low. All staff wants to feel comfortable and happy in the work environment they’re in.

9. Have Values

You should establish clear company values and communicate these to all employees so they know what they’re working towards.

10. Show Respect

Everybody wants to feel respected, especially in an environment where they spend 8 hours a day. You should always respect your employees and what they value.

(Ellie Collier., October 1, 2018)

CONCLUSION

Employee Engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively the nature of the relationship between an organization and its employees.

                                        

REFERENCES

Kevin Kruso., Jun 22, 2012. Available at: https://www.forbes.com/sites/kevinkruse/2012/06/22/employee-engagement-what-and-why/#3345264b7f37

Heryati R. Available at: https://inside.6q.io/the-definition-of-employee-engagement/

Ellie Collier., October 1,2018. Available at: https://www.highspeedtraining.co.uk/hub/employee-engagement-strategies/