The Impact Of Job Design, Working Conditions, Goals, Motivation And Rewards On Productive Performance

Factors Impacting Employee Productivity

Question:

In order to encourage productive performance from employees, care needs to be taken with the design of jobs, working conditions, setting of goals, motivation and rewards.  Explain how and why all these factors impact upon productive performance and evaluate how a manager may be able to impact upon the processes across the organisation.

The main purpose of the study is to evaluate and identify the successful factors of the organization. It explains that how job design, working conditions, setting goals, motivation, and rewards help to maximize and encourage productivity and efficiency of the workforce in the workplace. These factors play an integral role to explore and flourish the business globally. On the other hand, it describes that how the firm uses organizational theories to set long term goals of the firm.

Job design

Job specification, job design, setting goals, working conditions, rewards, and motivation play an active role to encourage and improve the performance and efficiency of the employees. These factors help to accomplish the desired goals and outputs in the competitive market. Increasing productivity is one of the significant goals in every business (Cummings and Worley, 2014). Human resource is one of the important resources compared with other resources such as material, land, and machine etc. If talking about job design, the effectiveness and productivity of the organization depend on designing the job according to the attributes and human capability. Job design is the significant function of the HRM in an organization. It shows methods, techniques, functions, and contents of a job. Job design is related to the methods, contents, and relationship of jobs to meet the requirements, needs, and desires of the firm. Feedback and reviews can be collected through effective and dynamic job design.

Working environment

On the other hand, working environment and culture play a significant role in the firm to encourage and maximize returns and performance of the organization. It is noted that most of the problems and issues are faced by workers due to poor working environment and culture. The level of outputs and efficiency can be maximized through developing and rising a favorable working environment and culture in the association (Hatch and Cunliffe, 2013). The favorable working conditions and culture help to overcome the rivalries in the competitive market. The firm satisfies and measures needs, requirements and desires of the workers by offering good and positive working conditions (French, 2015). The working environment includes working hours, wages and sovereignty given to the workers that may affect the job satisfaction and morale of the workers. It also helps to accomplish the vision and mission of the firm. If the organization provides favorable working environment then it also helps to improve and develop skills and potential of the employees (Berman et al, 2012).

Motivation

Furthermore, motivation is also an important factor to ensure and increase productivity and performance. The employees have not been able to face challenging tasks and duties due to lack of motivation and encouragement. The firm uses gamification techniques and methods to motivate the workers (Herzberg, Mausner and Snyderman, 2011). Due to lack of motivation, the employees get bored and they are not able to contribute to success and growth of the organization. In addition, motivation plays a crucial role in leadership success. It also helps to improve potential and skills of the workers. Motivation acquires a significant position and place in the entire management process. It is the fruitful performance factor to encourage and promote employees to make a favorable contribution for attaining organizational goals and objectives. It provides benefits to the employees as well as the organization. It is one of the important functions of human resource management to make an effective position in the global market. Motivation also increases and maximizes the willingness of the subordinates to do work effectively and powerfully.

The Role of Job Design and Working Conditions

Set goals and objectives

Now talking about the set goals and objectives, the employees will be more motivated if they understand and know what they are expected to attain. Clearly set goals, objectives and having a firm mission and vision provides guidance to the workers. Short-term goals help to encourage and motivate the employees for performing task and duties efficiently. Furthermore, it plays an integral role to provide feedback and opinion that workers are being observed. Good management methods, techniques, and practices can enhance and maximize the revenue and returns of the firm. It is observed that companies set goals and objectives to save money and attract more customers in the competitive market. The objectives and goals can boost and develop individual as well as firm productivity (Locke and Latham, 2013).

Rewards and recognition

Along with this, rewards and recognition have become imperative and integral part of the business. The firm should provide rewards, incentives, and bonus to potential and capable workers to perform duties and responsibilities successfully. The organization can get good results and outputs by providing rewards and incentives (Katzenbach and Smith, 2015). Employee recognition and rewards are significant drivers to expand and explore the trading activities and operations globally. In addition, the firm should be used by the firm to encourage and maximize team collaboration and cooperation in the organization. Rewards can be provided by the firm in cash or kinds. Additionally, when workers know and understand that their efforts and hard work are valued and appreciated, it maximizes their level of satisfaction and self-esteem with their job. Moreover, rewards and incentives help to improve the quality and performance of the subordinates. Now it shall be observed that all these factors help to meet desired outputs and returns in an organization (Schunk and Zimmerman, 2012).

Apart from this, organizational behavior theories can be applied to set and initiate the targets and goals. It is the study of the way people interrelate and cooperate within the groups. The theories can be applied to create more effective and efficient business organizations. There are several organizational theories used and implemented by the company to maximize and increase the output and results from individual group members (Smelser, 2011). The theories that are used by the firm to set long-term objectives and goals have been discussed below.

Goal setting theory

A long-term goal is the aim or purpose of an action. To accomplish long-term mission and vision, the firm needs to establish objectives and goals. This theory helps to set these long-term objectives and goals of the organization.

Expectancy theory

 This theory states that an individual and entity tend to act in a particular way based on the prediction and desires that act will be followed by a given outputs and results. In this way, expectancy theory is used by the firm to accomplish the desired outcomes (Maddux, 2013).

In addition, the firm can use two-factor theory, reinforcement theory, equity theory, contingency theory, and motivational theories to initiate and implement new trading activities and operations.

Motivation and Its Impact on Productivity

Various issues are faced by the managers and top management while implementing and initiating effective and dynamic business activities and operations. The issues include change management issue, motivation, reward, climate change issue and other challenges related to the employee’s performance and effectiveness (Burke, 2017). All these concerns affect the CSR practices and sustainability of the firm. Apart from this, social and ethical issues such as health, safety, transparency, technology, working conditions issues are faced by the association. These challenges and issues must be addressed and reduced by the firm to initiate and implement new strategies, policies, and plans. Additionally, the leaders and managers need to understand and evaluate the potential concern and issue of the employees to gain competitive benefits in the international market. Apart from this, diversity, decision making and compliance issues also exist in the competitive market that has a direct impact on the performance and unique position of the firm.

The job design, working condition, set goals, rewards and motivation factors also affect the capabilities of the managers because managers are responsible to provide all the basic amenities and health safety to the workers in the workplace. If they do not perform a similar and effective task and duties then have to bear a high loss in the organization. They are not able to maintain a good relationship with employees while implementing trading operations. It also affects the processes and procedures of the firm (Pinder, 2014). The success and growth of the firm depend upon the employees as well as managers. The organization cannot survive its business without a potential and capable workforce. The potential and competent employees are key success factor of the company. They also develop and build organization behavior and success. Furthermore, several interventions are implemented by the organization to facilitate and reduce social and ethical issues. It also helps to prevent and minimize change management issues within the organization. The managerial interventions include direct, convene, seek pattern and change work process. These interventions help to maintain fair working conditions in the organization and reduce work and mental stress of the employees (March, 2013).

Conclusion

On the above-mentioned limelight event, it can be observed and concluded that job design, working conditions, motivation, rewards and setting goals are significant factors in order to determine the vision and mission of the association. These factors also help to maintain an effective and unique financial position in the market. The employee’s complaints and grievances are reduced and eliminated by enhancing and promoting their productivity and effectiveness. Furthermore, these factors also help to prevent ethical, cultural and social issues of the firm. Moreover, the firm can overcome the rivalries in the international market. Also, the firm uses effective interventions to reduce and prevent organizational issues. Now it is recommended that managers should maintain proper communication and cooperation with employees and they should motivate workers for doing work effectively and efficiently.

References

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Burke, W.W., 2017. Organization change: Theory and practice. Sage Publications.

Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage learning.

French, R., 2015. Cross-cultural management in work organisations. Kogan Page Publishers.

Hatch, M.J. and Cunliffe, A.L., 2013. Organization theory: modern, symbolic and postmodern perspectives. Oxford university press.

Herzberg, F., Mausner, B. and Snyderman, B.B., 2011. The motivation to work (Vol. 1). Transaction publishers.

Katzenbach, J.R. and Smith, D.K., 2015. The wisdom of teams: Creating the high-performance organization. Harvard Business Review Press.

Locke, E.A. and Latham, G.P. eds., 2013. New developments in goal setting and task performance. Routledge.

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March, J.G. ed., 2013. Handbook of Organizations (RLE: Organizations) (Vol. 20). Routledge.

Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.

Schunk, D.H. and Zimmerman, B.J. eds., 2012. Motivation and self-regulated learning: Theory, research, and applications. Routledge.

Smelser, N.J., 2011. Theory of collective behavior. Quid Pro Books.