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)