The key goals of employee involvement programs is to enhance the quality of the employees’ working life, management must be responsive to the requests of the employees. The best way to ascertain those requests is to ask employees. If workers can be motivated and given the opportunity to participate in the search for improved methods of job performance, and if this motivation and participation can be maintained over time, job performance should improve. Productivity is higher in companies with an organized program of worker participation. Employee participation can and does raise productivity.
Assuming that a company or institution has a marketable service and product set, focusing on employee and customer satisfaction increases profitability. Viewing employees as the most important resource and creating a culture which values them may produce not only sustained profitability but also the type of competitive advantage which others aspire to emulate.
The Importance of Motivation to Productivity, Organizational Culture, and Job Satisfaction Productivity Motivation in the workplace has a great effect on productivity. By motivating employees, a business can increase its productivity. According to Michaelson (2005), ”factors that individual workers regard as valuable need to be channeled or redirected to augment organizational productivity” (p. 235). There are several forms of motivation that can be used to increase productivity. Some motivational methods that could affect productivity are job engagement, goal-setting, and reinforcement.
Productivity Motivation in the work place has a great effect on productivity. By motivating employees a business can increase its productivity. According to Michaelson (2005)” factors that individual workers regard as valuable need to be channeled or redirected to augment organizational productivity” (p.235). There are several forms of motivation that can be used to increase productivity. Some motivational methods that could affect productivity are job engagement, goal-setting, and reinforcement.
Performance depends on an individual’s perception, values and attitudes. Job performance is an accomplishment of the specific work related tasks or skills by an employee. Besides, employee behaviour is also necessary for an organization to be smooth, cooperate and communicate well in the organization to achieve gaols. There is some reciprocal relationship between job satisfaction and job performance. Satisfaction can cause performance, performance can cause satisfaction and rewards affect both performance and satisfaction.
The level of competition in the corporate world has prompted firms to embrace motivation strategies to encourage their employees with an aim of ensuring that quality services are offered to consumers. To attain this, firms have been prompted to initiate mechanisms that make their workplace desirable so that employees may be motivated to work efficiently and apply their skills optimally. Unlike past days when most firms regarded employees as just part of the inputs required in the production process of goods and services, it is now apparent that they are valued as the human capital without which an organization cannot attain its goals. There are a number of theories that have been used to explain the need for employee recognition and engagement, for instance: equity theory, two factor theory, expectancy valence theory and need hierarchy theory. Motivation of employees should be the primary focus for managers by offering: equity, support to employee aspirations and goals, good remuneration, and skill enhancement through continuous training.
Gain Sharing Employers are often faced with the challenge of looking for ways to boost productivity and profitability while at the same time, motivating employees to accomplish organizational goals. For many employers, variable pay plans have risen to meet this challenge. A variable pay plan ties pay increases to increased performance and productivity. One of the more popular group variable pay plans is called gain sharing. Under gain sharing pay programs, both the employer and the employee benefit from increased productivity.
These employees are responsible for the productivity of producers by coordinating their tasks with those of other producers to gain the most cost effective solution. It must be determined if the efforts of a coordinator would benefit the producers in a specific company. A new employee may also offer your company the assistant qualities needed to free up the time of a higher paid employee. An assistant can be very valuable to your company by helping your executives become more efficient. Once the potential gains of a new employee are determined, the costs associated with this...
The goal of job status rewards is to compensate employees for their individual job performance. Specific examples of these rewards include profit sharing, bonuses, and stock options. Associates are rewarded based on the condition of the roles they occupy. These rewards are distributed through job evaluation methods. Job evaluations analyze the performance of an individual in the workplace.
The employees will likely develop a sense of commitment to the organization, as well as increase their job performances resulting in overall organizational productivity. When employees notice their employers are involving them in the company’s decision making process, their job satisfaction level will be increased benefiting the company in the end. Another valuable strength of participative leadership style is better decision making. As the old saying goes,” two heads are better than one” when it comes to decision making. This is the reason why the board of directors is more than one person.