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Analysis Of Factors Affecting Employee Productivity
CHAPTER ONE INTRODUCTION
Background of the Study
Stringer (2007) noted that globally organizations both public and private usually rate the levels of productivity and perceptions of their employees as a yard stick of the overall performance and progress of their institutions. This is the most reliable parameter of assessing the general performance of the organization. This parameter has been tried, tested and proven right, in that if the employees are better trained, better paid and remunerated, and constantly motivated, their perceptions would be positive and their levels of productivity will be high and the employees who are unhappy, poorly paid, poorly trained and possess negative attitude towards the organization that they work for will have negative perceptions and will do nothing other than registering a low level of productivity. This parameter has been trusted by most employers and the employees themselves. Stringer further observes that employees who are well taken care of by the organization will develop a positive attitude towards the company and they will feel empowered, recognized and encouraged. This means that they will enjoy their work unlike complacent employees who will be working because of a pay check. The levels of productivity of the former are likely to be higher than those of the latter.
This study was anchored on three theories, namely the goal setting theory, the systems theory and the organizations theory. Goal setting theory argues that when specific goals that are difficult to achieve are set up by an organization, it will automatically lead to high levels of performance because employees will be working hard to meet the set goals
or the target, however the study has noted that by the fact that an organization has set goals that are challenging. It does not automatically lead to increased productivity when it is left on its own; instead it requires the support of the levels of commitment, team work, and good working relations of employees and the employer to increase the levels of productivity. The second theory is the systems theory which advances the argument that organizations comprises of different segments within its structures, and if the organization has to increase its levels of production, then the various systems within the organization must have a shared vision, support each other, properly identifies the capability of its employees as well as working in support of each other. This therefore means that each sub-system must work hard to improve productivity, if an employee performs poorly, he will affect the entire sub-system, and finally the organizations theory argues that it‘s the organization which is responsible for shaping the attitudes and behaviors of its employees. Therefore the organization must realign all its structures in the right manner and put in place a viable organizational culture that will enable it to realize its primary goal which is to increase on its levels of productivity.