The successful economic performance of a company is a prerequisite for the growth and safety of its employees. Therefore, the role of productivity acquires great importance.

Improving productivity has always been a topical issue for managers. Since the profitability of an organization depends primarily on improving productivity, managers are always striving to find ways to achieve the goal of improving productivity. Productivity is generally defined mechanically, as the ratio of input to output. But, in fact, it is an organizational challenge that encompasses human, cultural, technological and moral aspects. It is a total effort in all areas of activity of the organization to achieve the objective of the most efficient management of all available resources.

“Money”, “Machine”, “Material” and “Method” play their part in increasing productivity. But it is the “Man”, that is, the human resource that dominates the show. No amount of money, technological ingenuity or labor innovation Unless the most vital resource, that is, the human resource, is ready to rise to the occasion, there is no possibility of meeting this challenge. Undue emphasis on engineering aspects may affect the Esprit De Corps and the culture of the Organization. the organization’s human resources should be the focal point of any movement toward increased productivity. Productivity is an attitude, but it cannot be transplanted into the body of the Organization. It can only be cultivated through a systematic process that involves a lot of initial shovel work in the form of a solid organizational structure, maintaining balance with respect to the various activities within the organization, as well as well-defined organizational goals.

The philosophy and basic principles that underlie the spirit of the organization play an important role in the search for greater productivity. It is up to top management to give spiritual leadership. A high degree of morality, integrity, fair play and a manifestation of the pursuit of justice in their practices could go a long way towards preparing the right type of soil to promote productivity. Any discrepancy between “preaching” and “practice” will erode the credibility of the leadership. The organizational climate and work environment have a very important influence in the drive to improve productivity. A communication system that leads to an open dialogue between management and employees, where there is a free flow of two-way information, helps to create the most pleasant atmosphere to improve productivity. Mutual trust, mutual respect and sharing common goals is a sign of the most harmonious relationship between management and employees, which is a sine qua non for building employee morale and its orientation towards improving productivity. .

It makes no sense to say that managerial leadership can inspire employees toward peak performance. We are going through a time of change. Autocracy is giving way to democracy. There is a growing hatred for any form of force or authority. Managers cannot remain oblivious to what is going on around them. They must change their style to adapt to the realities of the time. It is time for leadership through example and excellence to replace leadership through status and authority.

Management must set very high performance standards for its own work, if it advises its workforce to do the same. Management inefficiencies in the form of poor planning, inadequate security arrangements, worn equipment, irregular supply of raw materials, inability to make decisions at the right time, make management a grid target and affect employee morale. employees. Management must ensure smooth and risk-free operations if it is to prove its credentials to the workforce.

Once management is able to convince its workforce of its own integrity, credibility, and efficiency, the next step is employee development. It is up to managers to inspire, guide and improve the quality of their work. The most important step in this connection would be the concept of work itself. Work should not remain just a way of earning a living, but a source of satisfaction of servitude and self-fulfillment. Therefore, careful design and placement of work with the ability, skills, mental orientation and versatility of the worker in mind is of the utmost importance. You need to follow the right person principle at the right job at the right time. Workers must also have a complete knowledge of the work they do, not only in the sense of its immediate implications, but also of its salutary effect and contribution to company goals.

Productivity is often confused simply with more work from the workforce. However, it is more related to better planning than to reducing the workforce to the last limit. Represents an improvement in the work qualities of employees, through innovations in the planning and organization of available resources. Performance improvement is more the result of smart planning and effective implementation than extra effort from workers. The efficiency of workers cannot be increased by overloading them with work, but by reorganizing their work in such a way that they can apply their skills in the most effective way. Repetition and increased work experience (specialization) help to increase efficiency to a certain point, after which it begins to give negative feedback due to boredom and monotony of work, negatively affecting efficiency. Therefore, the continuous motivation of workers is the only way to achieve higher productivity.

The first step, maintenance (retaining employees instead of rotation) is related to working conditions, vertical and horizontal inter-se relationship, technical supervision and personal status. Good working conditions, good relations between superiors and subordinates and between employees, may not give motivation in themselves, but their absence certainly has an adverse effect on the motivational efforts of employees. The second step of motivation has to do with satisfaction. A disinterested or disgruntled employee can never do his best. You will remain immersed in your own worries and problems. Such an employee has a very demoralizing effect on the rest of the workforce. If the issues affecting your performance are job-related, then it will be helpful to resort to job redesign, replacement, job enrichment, or even job rotation. In case of emotional and psychological problems, the counseling medium provides the best solution.

The third step is the analysis of the situation for motivation. An employee’s motivational needs cover the gamut of physical and financial well-being, companionship, love and affection, self-respect, personal fulfillment, autonomy, and perspectives. However, employee motivation patterns do not remain constant. They keep changing and it becomes necessary to follow up and be aware of the latest situation for effective motivation. It varies with time, environment, and people. However, there is a general recognition that confidence, success, accomplishment and desire have a healthy effect on employees resulting in their motivation towards better performance. It is necessary a system that stimulates the desire and the capacity of creation and fulfillment of the worker. The most important act on the part of the management in this regard is to delegate to the workers the responsibility of their work together with the information necessary for its control. This would create a true sense of belonging and participation and would show that workers are responsible members with a special value and not merely technical. Understanding that you know the real situation, that it is important, and that you can take initiative and make decisions without fear, creates a feeling of security and joy and boosts worker morale. Workers, if they are convinced that their efforts will lead to desirable goals, will respond enthusiastically to genuine opportunities to create and do their best.

Management must instill a spirit of dynamic pursuit of growth in its workforce and provide them with the opportunity to fully utilize their talents and abilities. Mediocrity or stagnant labor standards can destroy available talent and skills. Therefore, it is imperative to set high, yet achievable, standards of performance to harness the energies of workers.

Management must pursue the goal of increased productivity not only for its own benefit, but as a source of continuous improvement in the working lives of employees. Matching the needs of the workforce with the achievement of the organization’s goals provides the right kind of impetus for peak performance. Employees began to stick to the successes of the organization. Therefore, it is necessary that the prosperity of the company is reflected in the standard of living of its employees. Good human relationships are sometimes mistaken for total dedication or indulgence on the part of management. The misconception creates several problems, one of them being lack of discipline. Firmness or discipline applied carefully without damaging employees’ self-respect can itself act as a motivating force. Waste or unnecessary costs disguised as liberalization and experimentation are dangerous. Leaks, unproductive habits, and attitudes negatively affect efforts to improve productivity. Management must also provide leadership in this field by strictly adhering to sales discipline, simplicity and austerity. All exercise to achieve higher productivity can be useless if careful attention is not paid to ending or controlling these factors. Therefore, it is up to management and employees to act together to avoid these troubled waters if they want to reap maximum productivity.