How diverse determinants impact productivity of firms
By Petrus Haikela Hanghuwo |
It is with best wishes that this writing finds the reader in good and stable health condition in this time of Covid-19.
While multiple companies may think retrenchment is the way out to keep them in better cashflow positions in this era, many others are seeking to look at growth opportunities in order to improve their cashflow through workers productivity.
One of the major determinants of workers’ productivity is self-motivation, although in some cases work environment and working condition also form part of the major determinants of employee productivity.
Companies that are not attuned to the needs of workers would likely hire employees with low self-motivation and low self-confidence in as much as it’s easy for their needs to remain ignored by the company; however it’s the ultimate goal of every company that is profit-driven to build a good profitability margin which is all made possible through the outputs produced by workers.
Manager-workers relationships, just like teacher-learner relationships in the education sector, play a tremendous role in inducing workers to yield valuable production outputs.
While, we are at this point, thespianism in business has by all means to be kept at its minimal level and the focus rather diverted to emotional, physical and economic states of each worker, because the same way the company owner would like to enrich oneself, workers also want more returns of either their physical or mental inputs into the company.
This is why companies will have more labour turnover if there is no justice towards workers economic states.
All these aspects are aligned to the Theories of X and Y that were created by Douglas McGregor about work motivation and management. While the theory of X believes that [workers] people often dislike the work and they are motivated by the pay, theory of Y believes that [workers] people are motivated by self-motivation and they enjoy the challenge of work.
This is essential for managers of various companies to know mostly in their management positions.
Moreover, distinct ways can be applied in organizations in order to motivate workers and keep them motivated and encouraged.
This indicates to managers of various distinct enterprises that it’s essential to apply the factors that will keep workers motivated, workers who are motivated by better pay; managers can strive towards better pays for workers as it eventually benefits the enterprise by improving productivity (output).
However, the difference between white collar and blue collar jobs is a prevailing challenge in terms of determining appropriate salary, wage, hourly pay, etc.
This also considers skilled and unskilled work which offer different pay because each of them requires distinguished qualifications. Moreover, workers who are either motivated by a work environment, better fringe benefits and other non-monetary factors would also be considered by the manager in order to cater for all workers in the company.
– Petrus Haikela Hanghuwo is a graduate of UNAM’s business and economics school of education (2020).
