Workers with an optimistic attitude more often than not takes pleasure in the work that they do and feel encouraged and acknowledged for their participation. That worker who is not contented and does not in actual fact get pleasure from the work, but is basically working for a take-home pay generally produces at a low level. Such a worker develops a negative outlook and normally pulls others down. The productivity of a worker is dependent on his rapport with his direct manager. Failure of the manager to honor his promises, giving recognition when appropriate, making unenthusiastic remarks, or blames the employees for mistakes that should be solved collectively largely impacts on the productivity of employees. It lowers their morale and happiness and consequently affects their output. It is true that happy employees are productive employees. Employees who lack a straight link with the organization do not find it necessary to work harder or sacrifice more of their time to produce the best results. They do not own the organizational goals and their productivity is low (Charlie Chapman 2007 pp. 21-24).
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Health issues are vital for the employees’ productivity. Unhealthy employees are generally unhappy and distressed. Poor health is naturally a drain on a workers capability. Managers should ensure that the health of workers is upheld in order maintain their productivity. Exhaustion and fatigue are a major cause of reduced productivity in workers. Psychological problems caused by fatigue leads to absenteeism and a reduction in the working capacity of employees. More over, it can cause serious mistakes in the production process especially if the workers are involved in operating machinery that requires high alertness. Properly equipped employees are more productive. Managers should pay particular attention to ensure that the workers are happy with the gear provided for specific duties. Protective gear makes the workers confident about their security and health, thereby improving their productivity.
High productivity in employees is attributed to job satisfaction. Productivity in employees results when managers ensure that all actions they take are well thought out and their impact on the employees carefully analyzed. They are supposed to know which actions should be undertaken and which ones should be avoided. Happiness in employees is achieved by ensuring that the organizational goals are reflected by the actions of managers. An organization with management whose decision making is not consistent with its objectives results in unsatisfied employees thereby lowering their productivity. Happy employees are able to maintain a work-life balance. This helps in reducing fatigue in the work place as well as other stress that may be caused by exhaustion. Happiness amongst employees creates good working relations and teamwork. The output of team work is normally higher since the employees assist each other in the process of production (Edwards James 2006 pp. 72-74).
Employees enjoy participating in management through teamwork when they are happy. It becomes easy to identify problems and come up with solutions. They turn out to be assets to the organization and strikes that may arise due to dissatisfaction are rare. Most of the unhappy workers mainly resort to strikes which end up hampering production. In order to become more productive, workers need certain levels of independence. They need to be allowed to take charge of certain activities in their field. Once they enjoy the autonomy, satisfaction and happiness are achieved thereby increasing their productivity. Constantly being supervised and controlled in every action reduces self esteem and confidence. Performance is lowered since the workers can not be certain about their output. They should also be allowed to be responsible in certain tasks in which they specialize. The happiness that arises when they achieve particular goals that they set for themselves increases productivity.
An inspiring work atmosphere should be characterized by fair treatment of employees. Regardless of the status of a particular employee concerning the business practices all together, it is necessary for the administrators to allow every worker to participate in the business processes. Certainly, stimulation of allegiance is an important component of inspiring employees hence the increment in their overall productivity of functions. The motivator for good workers is the capability of seeing assignments all the way through to completion.
Besides a strong level of communication and individual motivation in the place of work, its outlay is of utmost importance if managers need to maximize output. Whereas many administrators and entrepreneurs decide to work with a definite least amount of office equipment, they tend to ignore the factors that can form impediments on the productivity of employees. Privacy in the work place is important and employees need to have a sense of ownership to a certain level, such as having a workspace that they can feel they own, be it a small office, writing desk or a compartment. Together with this workspace, the necessary accessories and office equipment should be provided for maximum productivity. They need to be recognized and appreciated by the management. This gives them a sense of belonging to the system and they therefore work hard to ensure that the organizational goals are achieved. Eventually, they would like to be associated with the output. Managers should ensure that they constantly upgrade the skills of workers through regular training. The improved skills ensure that they produce the best results.
Workers who like what they do normally do it with determination and the motivation to succeed. They serve the customers better in order to avoid any unwarranted situations. Customer satisfaction is fundamental for the productivity of the organization and therefore the happiness in employees is reflected by the positive response of the customers. Managers should therefore take precise measures to improve satisfaction and happiness in employees, their performance and customer contentment. The organizational goals should be planned in such a way that they remain consistent with behaviors that add to worker happiness for maximum productivity. Workers who are satisfied with their work have a tendency to remain in the organization for a long period. This ensures that the experience gained while working in the organization is retained for further production. In a situation where employees are not happy with their work, they tend to shift to better organizations where they feel happier. With a high turnover of workers, an organization can not achieve its goals since it keeps on training new workers every now and then, who later on move to other organizations where they utilize the acquired skills (Feldman Alan 2008 pp. 33-36).
Happy employees require minimum supervision and can produce the desired output on their own. The cost of hiring supervisors is therefore reduced. Workers tend to strive to achieve the set objectives in order to maintain the employer’s confidence in them so that they can get promotion or more benefits. Skills are improved due to specialization in specific tasks leading to increased production. They are normally inventive and their creativity is usually an important asset to the organization. Managers need to invest in their innovativeness for improvement in the organization’s output.
The morale of employees is lowered when they tend to feel that the manager is giving responsibility to only a small group amongst so many workers. They feel neglected and unhappy. On the other hand allocating a small workload to some employees may lead to their being disregarded by other employees. This too will lower the workers morale hence a lowered productivity. It is therefore necessary to improve the productivity of employees through sharing duties fairly and according to their capabilities. Employees are usually happy with employers who respect their time. Lunch time and other break times should be respected. When this is done, the employees on the other hand tend to respect the reporting time and are normally willing to work overtime. This improves on the overall productivity of the employees.
Implications of change programs
Change programs such as team building ensure that workers are empowered to perform their duties confidently while improving their skills. Cooperation is a way of encouraging participative running of an organization. Promotion of self-directed work groups is an important illustration of the ordinary development of the participative management model. In cooperation, workers and their overseers have to gain knowledge and put into practice new skills and approaches while developing new responsibilities and conduct while working with one another. The business should make use of a knowledgeable facilitator to guarantee a triumphant outcome. People appreciate when they are allowed to use their knowledge to assist in solving problems, thereby providing advanced solutions and improved productivity.
Emphasizing on training, explaining processes, giving instructions on particular tasks and constant worker upgrading is fundamental to realization of the customers’ requirements. Workers’ performance can be taken up and reinforced in order to instill positive thoughts in them regarding the managers as well as the customers. Managers should embark on taking into service employees who are competent in doing a particular job. They should also be willing to do it and are controllable when employed. These consequences in happy employees, whose productivity is a major contributor to customer contentment.
Upgrading of the skills of supervisors and managers is fundamental in ensuring the best performance in workers. This is because people skills time and again create the divergence involving unbeaten and unproductive supervisors. These abilities principally add to the possibility of good performance in the workers. Being careful on the way that employees are treated is an asset to the management. Treatment of workers has an effect on their job performance. Careful managers are diplomatic and present directions that avoid sounding like orders. Rather, they treat workers in a fair manner and shun preferential treatment. They pay attention to the workers’ point of view. They are always accessible for assistance and encourage proposals. Establishment of individual development goals which are in line with organizational requirements culminates in happy employees (Geoffrey Anderson. 2004 pp. 78-81).
It is necessary to initiate change programs that involve constructive discussions between workers and the managers. Managers should request workers for their assistance while setting departmental or organizational goals. They should also invite them for recommendations concerning the procedures of achieving the goals. Getting workers to be part of the organizational goals is the most appropriate means of ensuring that the goals turn out to be reality. The employees possibly may have an idea of the problems that they may come across in the process of achieving the organizational goals as well as ways of overcoming these problems.
- Charlie C. 2007 Leadership in Today’s Society: an Overview of Development, 2nd edition, London: Century Business.
- Edwards J. 2006, “Leadership in the Labor Market” Journal of Leadership Behavior & Research.11 No. 1, July.
- Feldman A. 2008, Management and Leadership: Impact of Bad Leadership in Business, California University Press.
- Geoffrey A. 2004, “Human Resources Development: Difficulties Encountered in Leadership,” Business Development Journal, 3, no. 2, August.