How Employee Attitudes And Morale Affect Productivity

. Essay, Research Paper

There are many factors that can affect an employee s attitudes in the work environment. In this report we are going to cover most of the common factors that can help employees prepare themselves when an actual situation arises. We are also likely to cover how we as the managers can help motivate the employees to there fullest potential. We will also be covering certain areas that employees should look out for when choosing their profession. One key aspect that we will cover is how to deal with different types of personalities and what you should look for so you don t fall in their trap.

In order to be successful in constructing a plan you should pick staff members with sufficient skills and knowledge for the job. Don’t give staff members work just to keep them busy. Complainers can spread negativity through the workplace like a contagious disease and infect even the most optimistic and productive employees. When management calls a meeting about an issue that will affect employees, the entire plant attends. Employees at all levels participate in committees to discuss improvements, bottlenecks, safety and other workplace issues. When people screaming, yelling and demanding somebody s head surround you, do nothing. When an employee makes a complaint, counter with a positive observation. That might cause the complainer to stop and think. When people expect you to agree with them or rescue them, ask: “What are you going to do about it.” When you start looking for someone to blame, ask yourself: Once I find out that’s to blame, what will I do next. What will I gain by punishing someone for this. Is thinking this way to my advantage. If you aren’t satisfied with your answers, ask: How else could I look at this situation. What can I learn here. When you hear yourself complaining or blaming, ask: Why am I saying this. What is my goal here. What effect will this comment have on the people listening to me. What kind of reaction do I expect. Do I want them to agree with me or rescue me. What am I trying to accomplish. Interactions between employers and employees and their attitudes toward one another.

Here are couple theories that can help the employees working attitudes:

Classical Theory of Motivation – Theory holding that workers are motivated solely by money.

Two-Factor Theory – Theory of motivation holding that job satisfaction depends on two types of factors: hygiene and motivation.

Expectancy Theory – Theory of motivation holding that people are motivated to work toward rewards that they want and which they believe they have a reasonable chance of obtaining.

Equity Theory – Theory of motivation holding that people evaluate their treatment by employers relative to the treatment of others.

Goal-Setting Theory – Theory of motivation holding that people are best motivated when they participate in setting their own moderately difficult specific goals.

Here are a few tips that you can follow if you have encounter any blocks to employees productivity:

1. Improper selection: When labor markets are tight, companies may be tempted to hire anyone with a warm body and a pulse to fill a slot rather than pay an adequate amount of money to recruit the right individual. No matter how tight a labor market is, there are always qualified people available if the compensation is fair. If you are baking a cake and you use the wrong ingredients, no matter what the reason, you will not produce the cake you desire.

2. Inadequate training: One out of three employees change jobs annually. Companies that recruit poorly tend to train poorly as well. Training is not a one-shot enterprise; it is an ongoing investment to reinforce and advance skills and attitudes. Employers often get caught up in a vicious circle. They recruit poorly, and then fail to allocate sufficient training resources. They figure, why spend the money on training when the employee won’t be around for very long. Employees’ performance suffers, their satisfaction levels are low, and they leave their positions, giving their employers the opportunity to start the cycle again. Employers ought to treat employees as an investment rather than an expense.

3. Overworking staff: Reasonable people will accomplish a reasonable amount in a reasonable time period. But you cannot put 10 quarts of water into a five-quart container. There is nothing wrong with shifting work from former employees to those who remain. Our capacity to produce will sometimes be enhanced as we take on more responsibilities. But there is a limit. Being truly overworked helps people do a lot of things poorly. It may be more productive to ask staff to accomplish fewer things effectively.

4. Poor alignment with personal and company goals: The employer has a life and a destination, and so do employees. If employees cannot align their goals with those of their employers, they will eventually seek greener pastures. Do your employees see their positions as vehicles to get them to where they want to go in life financially, professionally and socially. Or are their jobs an expedient tradeoff of their time for a pay cheque.

5. Burnout: Most people leave their jobs voluntarily, and the major reason is “burnout.” “Fed up! Can’t take it anymore!” Unfortunately, burnout is not an overnight event but a gradual process, sometimes lasting months and years.