Question:
Write a problem- solution essay using structure and elements describing staff are not providing the best service in the business world.
Employee productivity can create an impact on the business. Employee productivity is a measurement that is used to calculate the efficiency of the employees who are working on the floor (Tylczak 1990). It is the responsibility of the management to understand the various factors that create an impact on the productivity of the employees. If the productivity is not measured at the right time then there are possibilities that the output of the complete organization can be reduced. Addressing these issues at the right time will help the organization to increase its productivity and also the employee satisfaction in the organization will be automatically increased.
Problem – Poor Management
Poor management and managers are one of the most important problems that one may face. Many of the bosses in the organization may not allow the team members to try something new. These things can really irritate the employee to the core and hence, their productivity in the organization will be reduced.
Sub-problem – Work overload
These managers will expect their employees to work only to follow the orders that they are giving and this may not be acceptable, especially with employee who have been in the organization for quite some time or with employees who are senior and have worked previously in an open culture (Sibson 1994).
Solution
It is the responsibility of the top management to identify those managers so that the productivity of the team members can be improved. It is the responsibility of the management to identify the teams wherein the attrition is very high. There is a simple saying that “employees don’t leave organizations, they leave managers” (Fred 1995). The management should identify those managers and train them so that their relationship with the team members can be improved. The organization can also talk to few team members and understand the actual problem that they are facing so that solution can be driven accordingly (Khan 2012).
Poor management may seem to be an internal issue but this can create a direct impact on the employees who are working in the organization. It is always better to check with the employees regarding the impact that can be done in the management front so that the employees are comfortable at work and this is ultimately increase their productivity.
Problem – Lack of balance between personal and professional management
Lack of balance between personal and professional life is one of the big things that can create an impact on the productivity atwork. If there is no balance between the personal and professional life then the employees may be physically present at the work place but mentally they may think about their problems in the personal life and this will hamper their productivity
Sub-problem – Reduction in productivity
This will create an impact on their productivity at work. The employees may also give fake reasons like health concerns and take a day off so that they can spend some quality time with their family members (Quintal 2012).
Solution
The organization should look for ways by which a balance between the employees’s personal and professional life can be maintained. The employees should be given flexible working hours so that they can walk in, work for eight productive hours and then close for the day. This will help the employees to be with their family and friends. Apart from that, the employer can also give weekly offs so that the employees in the company get a lot of time for their personal activities. The manager should also understand the problems that one may face with their personal life. This will help the employees to be open enough with the managers regarding the problems that they may face (Tokarcikova 2013).
Problem – Outdated systems
Outdated systems are one of the things that can curb the productivity of the employees. Even if the employees are putting in efforts to produce results, the employees will not be able to do so. Due to this reason, the management may question the productivity of the employees and ultimately, they may be forced to leave the organization (Samnani 2014).
Sub-problem – Frustration among employees
This can lead to frustration because the management may not be able to understand that the problem is not with the productivity of the employees but the problem is with the system.
Solution
The management should continuously study the competitors. This will help the management to be aware of the new systems that the company is purchasing. Accordingly, the management can try to get in new systems so that the employees are excited to learn new things and upgrade themselves. Plain implementation will not allow the employees to perform and hence, the management will have to train the employees. Upgrading the system will help the organization with proper record keeping and at the same time, the organization’s dependency on the employees will be reduced. Frequent change in the systems will also demotivate the employees and hence, it is important for the management to implement a stable system that can be beneficial to the employees and also the management. The management should look for a stable system so that the employees can be happy and productive. Initially there will be resistance to the change but effective change management will help the employees to understand the expectations that management has from them.
Problem – Downsizing
Downsizing can directly create an impact on the productivity of the employees who are staying back with the organization. If a department in the organization is having 100 employees and if 20 employees are asked to leave the organization due to business downsizing then this will create insecurity among the remaining 80 employees. If the remaining 80 employees feel secure about their job then their productivity in the job may reduce and hence, this will create a direct impact on the productivity.
Sub-problem – Attrition
Few of the employees may take leave and go for interviews as well and hence, the attrition rate in the organization will increase (Heydari 2011).
Solution
If the management has decided to downsize the employees then they will have to communicate the same clearly to the employees. Communicating the plan and reason to the employee will help the organization to be a better place as this will avoid rumors from spreading on the floor. The management should also make the existing employees feel secure so that they can concentrate on their job rather than that of looking for a new job. The employees who are asked to leave the organization due to downsizing should be given VRS money so that they are financially secure to take care of the requirements.
Problem – Excess workload
Excess workload is one of the reasons due to which the employee may think of leaving the organization as there will be certain impact on their productivity. If an employee is overloaded with plenty of things to do then the productivity will be reduced as the employee will be occupied with unwanted things.
Sub-problem – Health of employees
This will force the employee to stretch after the office working hours as well and hence, the employee will look for reasons to leave the job wherein their roles and responsibilities are properly defined. 3 out of 12 employees suffer from backache, headache and other such health concerns due to the excess workload. This excess workload will also create an impact on the health of the employees (Emese 2013).
Solution
It is the responsibility of the management to hire resources as per the requirement. If the management thinks that the employees are overloaded then they should understand the working hours of the employees and then accordingly hire resources. This will keep the work environment healthy and happy. If the management thinks that the overtime is becoming frequent among employees then the employees should be motivated with paying them an overtime bonus. If the morale of the employees is not boosted then the employees will leave the organization and the cost of training the new employees will be more than that retaining the old employees.
Conclusion
It is the responsibility of the management to understand and address the issues that the employees are facing so that the issues can be sorted out. If the employees are not motivated then the employees will be productive. The management can meet up with the employees, understand their concern and make changes in the policy accordingly so that the employees are happy and the output is high. If management thinks that they can hire new employees then the management needs to understand that the new employees will take time to settle in the organization and at the same time, the management will also have to make investment in their training.
References
Emese, T, 2013, Measurement of Highly Qualified Employees Productivity, Annals of Dunarea Da Jos University, Vol. 12, pp. 6-10
Heydari, A, 2011, DPI and it’s impacts on employee’s productivity, Interdisciplinary Journal of Contemporary Research in Business, Vol. 3, no. 2, pp. 577-579
Khan, S, 2012, DRIVERS OF MOTIVATION AND ITS IMPACT ON EMPLOYEES PRODUCTIVITY, International journal of information, Vol. 4, pp. 38-45
Quintal, J, 2012, Management: Green buildings drive employee productivity, Keeping good companies, Vol. 64, no. 1, pp. 52-54
Samnani, A, 2014, Performance-enhancing compensation practices and employeeproductivity: the role of workplace bullying, Human Resource management review, Vol. 24, no. 1, pp. 5-16
Tylczak, L, 1990, Increasing employee productivity: an introduction to value management, Fifty-minute series, pp. 71
Sibson, R, 1994, Maximizing employee productivity, Small business reports, vol. 19, no. 9, pp. 58
Fred, F, 1995, Unlocking employee productivity, Vol. 25, no. 5, pp. 30
Tokarcikova, E, 2013, Measurement of Highly Qualified Employees Productivity, Annals of Dunărea de Jos University. Fascicle I : Economics and Applied Informatics, pp. 10-17
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