Question

1. If employees are unable to meet a standard set in an organization, what effects would you expect this to have on the total productivity of the organization? How can the management promote a culture of productivity in the whole organization?

Answer 1

Every organisation sets its goals in the beginning and these goals are then translated into the functional goals for each department and every functional unit is expected to achieve these goals. If an organisation and its employees are unable to meet the standards set in the organisation, it will have the following effects on the organisation:

1. Low morale: When the employees of the organisation are unable to meet what is expected of them then it will not only reflect in the low organisational motivation but will also manifest itself in the poor morale of the employees who will be doubting their competencies and abilities.

2. High labour turnover: Research has shown how poor performing organisations demonstrate low employee retention and are exposed to high employee turnover. When employees cannot achieve what is expected of them, it can lead to lower employee motivation and that will only lead to employees searching for better pursuits where there skills and competencies are best met.

3. Dysfunctional conflict: Poor performing employees make an organisation wherein dysfunctional conflict becomes the order of the day. Dysfunctional conflict is present when organisations are unable to meet the set standards.

4. Lack of trust: Poor performing organisation and those that are unable to meet their standards will only make sure that the employees will be doubting the competencies and skills of each other and therefore it would delve itself into the blame game mode which will have negative repercussions.

5. Low organisational commitment: When employees are not able to perform the set standards, it will make employees take these standards for a shot which then will reflect in the poor organisational commitment.

Much has been said and written on how an organisation can promote a culture of productivity, undermentioned are some of the ways wherein an organisation can promote the culture of productivity:

1. Design an organisational structure and policies that best promote the culture of productivity. The policies should be such which reinforce each other and gear towards high employee performance.

2. Feedback and participative style of management is the hallmark of the high performing organisation. Employees should be consulted and it should be made clear of what is expected of them. Participative style of management would then prove to be a motivational factor wherein employees feel that they are being valued and their involvement holds a key.

3. Rewarding those employees who demonstrate the high performance in the form of bonus, promotions and recognition will reinforce the high-performance behaviour in the employees and all employees will achieve what is expected of them when the rewards are tied with the performance.

4. Trust in the organisation and between various functional departments will create a friendly environment and no person will doubt the intentions of each other and will therefore support and motivate each other. So to create a culture of performance will make it imperative that the trust is exhibited both at the organisational and the individual level.

5. Provide necessary training and support to those employees who are unable to meet the set standards and performance level. This training should make sure that the transfer of the training takes place in the actual job.