Structure and Organizational Behavior †Free Samples to Students

Question: Discuss about the Structure and Organizational Behavior. Answer: Introduction This essay presents critical analysis of the effect of the motivation techniques used by managers to increase the productivity of their workers and an application. Thesis statement Yes, I agreed to this statement that The Effect of the Motivation Techniques Used by Managers to Increase the Productivity of their Workers and an Application. It is because the motivation techniques are supportive to encourage the employees towards their job which helps to gain productivity of an organization. Efficiency shows the accomplishment of organization task by employees in an appropriate manner along with less time and cost. In addition to this, it can be said that efficiency considers some significant factors such as elimination of current issues, perception, and execution of the variations as chances, and utilization of resources (Chumg, et al., 2016). Other factors are maintaining the intra-venture quality; sustain the maximum quality through excellent living situations to the workforce, improve the production by finest cost, and do not harm the environment. There are two kinds of factors that can affect the efficiency of the employees such as Intra-Business Factors and Extra-Business Factors. The intra-business factors can directly impact on the efficiency of employees that can ultimately affect the productivity of an organization. There are certain factors such as Structure of the organization; Machine, Factory, and Equipment are considered by intra-business. In addition, it can also be said that such factors are essential to affect the performance of the organization in long-term. Along with this, the Extra-business factors can also influence the efficiency of workforces, which can affect the growth as well as the performance of employees in long-run. There are certain factors that are considered by the extra-business named Business Practices, Equipment and Energy, Management Method, and Technology (Coccia, 2014). Further, it is also addressed that such factors directly influence the productivity of company in long-term. Performance management system can be used by the company to improve the efficiency of employees in long-term. It will positively impact on business practices such as increasing business capacity, development, delay and enhancement (Gold, et al., 2013). The business growth and development can be improved by using some significant techniques such as Business Enlargement, Job Enrichment, Work Study, and Value Analysis Method. Other techniques are Job Simplification, Zero-Based Budget Management, Force Field Analysis Method, Brain Storming, and Nominal Grouping Method. There are different components that may affect the efficiency of the employees in long-term. These are Harmful and Hazardous Working Environment, Unfavourable Relations with the Managers and Negative Relations between the Colleagues (Hyde, et al., 2013). Other factors are Low Motivation, Low Payment, and Employee-Job Inconsistency. These factors can decline the efficiency of the workforce at the same time it also declines the productivity of the organization in long-term. The harmful and hazardous working environment can decline the efficiency of the employees. It is because; employees cannot accomplish the task in an appropriate manner in an unhealthy environment. The unhealthy environment can create the stress among the employees regarding the task, which can decline the efficiency of workforces. The Unfavourable Relationship between Managers and Colleagues can create the conflict between managers and employees, as it can decline the efficiency of the employees in long-run (Mullins, et al., 2013). In addition, it can also be said that the robust relationship can enhance the performance of an organization as well as employees. The low motivation can create the problem for the employees along with the organization. Because the low motivated employee cannot accomplish the task of an organization in an appropriate manner, which can decline the efficiency of employees as well as decline the productivity of the company. Therefore, it can be said that an organization has needed to focus on the motivation due to enhancing the performance of the organization and improving the efficiency of the workforce (Kalliath, et al., 2013). Low payment can also influence the efficiency of the employees because inappropriate payment can create stress among the employees, which can also decline the efficiency of the employees in long-term. Additionally, it can also be said that low payment can make an unfavorable image in customers mind, which can increase the probability of the low efficiency of employees. Job- Inconsistency can also be a major factor to decline the efficiency of employees because the Job- Inconsistency of employees demonstrates the lack of interest of employees regarding the goal of organization (Kitchin, 2017). Motivation is the best way to positively influence the employees to accomplish their task in an appropriate manner. There are some significant factors that are considered in the motivation such as estimated aim and objectives of the employee, the inspiration, and liking for the activities, the basis, and attainment of a venture climate that will cause the fulfillment of the organization and the employees. At the same time, it can be said that the motivation can directly influence the efficiency of the employees. Motivation can be significant to improve the efficiency of employees in long-term. Furthermore, Motivation can support to satisfy the individual along with cluster needs of workforces. Consequently, it will support to make co-operation and co-ordination between workforces and helps to accomplish the objectives of a firm. In addition, Employees can be satisfied by the organization through motivation (Malik, 2014). Beside this, in case, employees are fully satisfied then they will use their skills and knowledge beyond their capacity to obtain the effective outcomes. It promotes to the higher extent of the job satisfaction among the workforce. Hence, the rules and strategies could be effectively implemented. Moreover, the motivation can be effective to improve the level of employees turnover and decline the absenteeism at the working place. It will inspire the employees towards their goals and objectives, which can increase the interest of employees to complete the task in an effective manner. At the same time, it will also decline the level of employees turnover and absenteeism successfully (McLennan, 2013). Further, the motivation helps to enhance the productivity of the employees by creating the interest of employee towards their work. Additionally, it will enable the employee to contribute their best in the organization so as to enhance the productivity of the company. Motivation can support to improve the efficiency of the organization by eliminating the friction among the employees and management team. The friction can decline the efficacy of the employees but at the same time, it can be said that such kinds of issues can be eliminated by the techniques of motivation. Furthermore, it also supports to decline the grievances, wastages, complaints, and accidents. There are different motivation techniques that will be used by the managers as well as organization to improve the efficiency of the employees in long-term (McShane, et al., 2013). These are Hertzbergs Two-Factor Theory, Maslows Hierarchy of Needs, Hawthorne Effect, and Expectancy Theory. These all techniques are important to inspire the employees in less time and cost. Moreover, managers generally use the Hertzbergs Two-Factor Theory, Maslows Hierarchy of Needs to motivate the employees towards their work. At the same time, it can be said that these techniques will also support to enhance the stability of employees with higher efficiency in long-term. The behavior of the employees can affect the level of motivation appropriately. In case, manager allows to the wage-earner to contribute their ideas and opinion then it can create a positive image in the customers mind (Clay, et al., 2015). At the same time, it can also be said that the positive image can be supportive to make a robust relationship with employees along with enhancing the efficacy of employees in long-term. In addition, the positive behavior of executive can increase the morale of employees that will be supportive to improve the professional as well as personal life of the employees. The appropriate behavior of the employees improves the communication skills of the employees as well as attitude at the working place (Wood, et al., 2016). The communication and attitude is a major factor that will impact on the performance of the employees. Therefore, it can be said that a manager can improve the communication and attitude skills of the employees by an ethical code of conduct to the employees. It will also supportive to increase the efficiency of employees along with productivity of organization in long-term. Conclusion From the above discussion, it can be concluded that employee efficiency can be effective to accomplish the task of an organization in less time and cost with appropriate manner. Additionally, it can also be summarized that the motivation technique is important for managers to enhance the efficacy of employees and retain them in long-term. Finally, it can be evaluated that Maslows Hierarchy of Needs and Hertzbergs Two-Factor Theory is generally used by the managers to inspire the employee towards their work. References Chumg, H. F., Seaton, J., Cooke, L., and Ding, W. Y. (2016) Factors affecting employees' knowledge-sharing behavior in the virtual organization from the perspectives of well-being and organizational behavior,Computers in Human Behavior,64, pp. 432-448. Clay-Williams, R., and Braithwaite, J. (2015) Reframing implementation as an organizational behavior problem: Inside a teamwork improvement intervention,Journal of health organization and management,29(6), pp. 670-683. Coccia, M. 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