Culture Critique For Human Power Exploitation: Achieving Efficiency In Organizations

Achieving efficiency in an organization

Discuss about the Culture Critique for Human Power Exploitation.

Efficiency is very critical in enhancing organization’s success. It involves expanding developing and changing of circumstances in human life. People are gifted with different skills, talents, hidden powers and potentials. These gifts should, therefore, be well exploited at work to enhance efficiency and success of the work.  To encourage proper exploitation and use of the human power, employees should be well motivated and made to feel that they are major contributors to success and efficiency Backhaus (2012).  Talents and human power exploitation, therefore, depends on the kind of motivation that a management offer to its employees. Good motivational tactics enhance happiness among employees, therefore, encouraging good working attitude in the organization towards success and efficiency of organizational projects. This study essentially seeks to determine the perception of the management towards employees at work. Does the article outline the understanding of managers on employees at work? Does it outline how managers motivate their employees? Which technical skills do they apply according to the article? This will be articulated in the paper. Fabric and weaving dying factories were used to determine the impact of the case under study.

The efficiency of any organization is determined by the efficiency of the organization employee’s. Supply of efficiency is therefore very core in any organization. These factors include the structure and systems of the organization, availability of required machines and instruments and the approach applied by the management at workplaces. Application of performance management system in the organization is very crucial in enhancing efficiency too. Any organization that enhances business growth and business development growth are likely to enhance good efficiency among its employees. Through this, employees can learn different task and skills, making them well equipped with the tasks. These types of development in employees enable them to learn various skills other than the one specialized hence efficient enough to tackle different jobs in the organization Kundey Rowan (2014). Enlarging of businesses also enable employees to be involved in the performance of different tasks in the organization hence increasing their efficiency. Other ways through which the management can enhance efficiency in the organization is through job enrichment and the the-the establishment of work studies in the organization. Work studies enable employees to design their time in a manner that enhances s their maximum productivity. Management can also ensure efficiency of the organization through ensuring a proper value analysis mechanisms are set in the organization.

Causes of inefficiencies

Simplification of tasks in another major contributor to workplace efficiency, it makes employees always feel motivated when at work. Use of zero-based budgets managing also enhances efficiency by enabling the concerned personnel to come up with timely budgets. These budgets may be drawn weekly, monthly yearly according to the requirements of the departments. Through this, therefore, adjustments can be made to suit the requirements that result into efficiency at the workplace Jacques (2008). Force-field analysis is another method that can be used by the management to adjust efficiency levels in the organization. It involves investigation of organizational problems and uniformly foreseeing the organization’s operations, through this, corrective; measurements are taken to meet the organizational efficiency needs. Brainstorming and formal grouping method is also key towards achieving success and efficiency in any organization. I strongly support how the article outlines various by which efficiencies can be achieved in the organization.

Achieving efficiency is difficult in many business firms. Low efficiency is as a result of various reasons which are otherwise summarized in this paragraph. One of the primary causes of inefficiencies is the poor working environment. Poor cleaning, ventilation, humidity among others provide conditions which otherwise do not support work concentration. Often, employees are disrupted for to poor working environment. The second factor is management. Management is involved in planning, setting goals and targets Sommerville (2007). Therefore, the management should provide proper directions to other employees towards completion of tasks that meet the goals of the firm. A management that harms the emotion of employees may make the employees handle the tasks half-heartedly hence leading to poor work output. Another common issue is a negative working relationship. An organization with a continuous misunderstanding and disharmony is likely to fail in achieving its goals Atkinson and Raynor (2007). The management should set a proper direction of creating a harmonious working relationship in the organization.

Motivation is a key to productivity. Employees with low motivation are likely to be unproductive. One gets doing a task only if she or he is happy. Another important issue is employee- job – inconsistency. Whereas it is important to allow employees to carry out various tasks in the organization, continuous change of functions may lead to efficiency of an employee. Workers should be allowed to concentrate more in areas where they are specialized. This article gives a clear overview of how the major causes of inefficiencies. They are majorly attributed to the perceptions and roles of the managers. Karaman outlines what majorly causes low efficiency. In his work of 2010, he points on the points that I mentioned earlier as the leading causes of low efficiency. I strongly support his view.

Motivation

Motivation on has a substantial impact on relationships between individuals in any given society, workplace included. For achievement of organizational goals, the motivations skills applied by management must be an ultimate O’Neil (2012). The process of motivation has a direct relation to efficiency and work success. According to this article, there are various ways through which managers use to motivate employees. The major motivation benefit associated with the following attributes, fulfilling of the society needs, availing personal ego at the workplace, for example, where employees show distinct qualities that are attributed to the wages they earn.

In this article, the author presents a clear view of the goal of motivating employees. The central goal is to ensure work willingly and successfully. The motivational techniques vary from organization to organization Evans (2016). The factors which affect employee motivation include wage rise, provision of bonuses, rewarding of employees, provision of the healthy working environment, proper job security among others. All these conditions can be met by managers who believe in proving human working conditions are likely enhancing efficiency in the organization Lauby (2007). They should always ensure that they provide better wages for the employees, ensure proper working environment and working conditions. I honestly feel that the article adequately outlines the management perception on achieving work motivation which results in success and efficiency at the workplace.

I strongly support the thesis statement of this article. The article presents a clear perception of employed by managers to motivate and ensure efficiency in the organization. Majority of the issues discussed in the article fall in the hands of the management. For employees to feel motivated, the management must play its roles. It must provide proper working conditions, attractive wages, and real working environment and ensure understanding among employees. All the freedom and opportunity to work efficiently in any organization is obtained from the management.  According to the report of the finding of this research, it is evident, to support that motivation is a factor to efficiency and efficiency is an input of productivity Long (2012). Motivation, on the other hand, is a strong desire towards the achievement of organization goals. Both efficiency and motivation can be ensured by the management. The different techniques that they employ determine the actions of employees at work. The article is an accurate articulation of the directorate perception of employees at work.  I support this because, the article outlines how management ensures efficiency, for example, by ensuring the provision of machines and tools, enhancing job simplification, job security among others. Besides, management is in control of wages, working environment, working conditions among others.

Managers and motivation

Whereas the article gives a clear understanding of the thesis statement, it has its strengths and weaknesses. Through the report of the research, it is true that the effects of the motivation are dependable. The research report articulates this. The article also clearly shows that there are different effects on based on gender, age, work and education Antunes (2010). Unlike other issues the report there is no bid differences experienced in motivation regarding gender. Another important factor that the article vividly outlines is how the management enhances both motivation and efficiency among employees. Also, report the presents a clear relationship that exists between motivation, effectiveness, and production. These are the major strengths of the article which I support. However, the article falls short to explain the how the sample was collected. Well, the data was collected through the the-the survey, but it is difficult to understand how the sample number was arrived at. This is also seen when the female gender is just 63 out of the 229 individuals. The gender imbalance may have contributed to inaccurate findings.  The article fails to show the kind of jobs that each level of education does in the weave dying company.  The employees may be motivated differently depending on the tasks and their level of education. The data analysis method applied is also complicated to interpret hence inaccurate results can be obtained. Just as G.R Whitefield put it, data analysis should be simple to enhance its understanding and interpretation.

Conclusion

Borrowing from the works of Yuksel of 200, it is faithful to conclude that there is a close relationship between motivation and efficiency in the workplace. Yuksel adds that efficiency cannot be achieved without the satisfaction of the employee’s needs.  Satisfaction of needs, on the other hand, is achieved through ensuring proper working conditions, by providing a better working environment, provision of attractive wages which are all achieved through motivating of workers Dhaliwal (2016). The report confirms that, for effective production, the employees should be well motivated to work efficiently; hence the perception of the managers on employees should be good to ensure proper working conditions.

References

O’Neil, J., Drillings, M. and O’Neil, H. (2012). Motivation. Hoboken: Taylor and Francis.

EVANS, P. (2016). MOTIVATION. [Place of publication not identified]:PSYCHOLOGY Press.

Long, R. (2012). Motivation. David Fulton Publishers.

Antunes, C. (2010). Leading strategy execution. London: Kogan Page.

Lauby, S. (2007). Motivating employees. Alexandria, Va.: ASTD Press.

Atkinson, J. and Raynor, J. (2007). Personality, motivation, and achievement. Washington: Hemisphere Pub. Corp.

Sommerville, K. (2007). Hospitality employee management and supervision. HobokenN.J.: John Wiley.

Jacques, R. (2008). Manufacturing the employee. London: Sage.

Industrial efficiency and fatigue in British munition factories. (2007). Washington: Govt. Print. Off.

Dhaliwal, A. (2016). Motivation and its impact on organization. International Journal of scientific research and management.

Backhaus, K. (2012). Alternative Approaches to Understanding Motivation and Leadership. Organization Management Journal, 9(3), pp.147-147.

Kundey, S. and Rowan, J. (2014). Hierarchical organization in serial pattern learning. Learning and Motivation, 46, pp.60-68.aa