Journal Productivity Performance Management -Myassignmenthelp.Com

Question: Discuss About The Journal Productivity Performance Management? Answer: Introduction Organisational behaviour is widely explored research topic, which deals with the human behavior within an organizational setting. According to Dusterhoff, Cunningham and MacGregor (2014), one of the major focuses of organizational behavior is to revitalize the organizational theory and establish the better understanding of the organisational functionalities. It is observed that the organizations face diverse issues while keeping pace with the frequent advancements in the business markets (Van Quaquebeke et al. 2013). The employees performance is highly influenced if the organisational behaviour is appropriately maintained. The essay is particularly focusing on the impact of the effective and improved organization behavior that stimulates the employee performance level for ensuring productive outcome. The managerial intervention would also be discussed in this paper. Discussion The organisational behaviour is observable in the basic attributes of the individuals working within a workplace. Dalal et al. (2015) implied that it is essential for the employees to receive the suitable working culture, enough motivational factors, and the supportive attitudes within the workplace to ensure the better performance quality. The managers play the most significant role in such context. They need to recognize the basic demands of the employees, such as motivation, rewards and recognition, financial and non-financial benefits, and maintenance of the work-life balance (Van Quaquebeke et al. 2013). Apart from these aspects, the organizations even need to ensure the appropriate job design that can motivate the employees in a significant way (Fu and Deshpande 2014). The job design is conceptualized as the method of putting various elements together to structure a complete job. Every individual has the different perceptive values while performing any functionality. Therefore, the job design is quite a significant aspect of generating motivation among the employees. Suitable working condition is also a concerned area for the employee motivation that develops an ethically maintained organisational behaviour. The current challenging and competitive era of business is highly influenced by the innovative business functions. Such dynamic work functions create the sense of satisfaction among the employees that direct them to improve the performance level (Kuvaas, Buch and Dysvik 2014). The suitable working condition is thus necessary to develop the productive performance level and ensure profitability. On the other hand, goal specification is also much necessary for the associated employees. When they have the clear ideas about the vision and objectives of the company, they can adjust their behaviour accordingly to accomplish the goals. The adequate goal setting thus creates the clear perception to perform their works. Similarly, the organization needs to recognize the contribution of the employees to make their presence worth for the company benefits . The rewards and recognition received from the organization generates the sense of motivation, which persuade the employees to develop the productive performance approach. The personality theory develops the fruitful insights related to the different personality traits of the associated employees within the workplace. Schnackenberg and Tomlinson, (2014) defined that the personality is conceptualized as the mixture of the qualities, beliefs, and characteristics of the people, which formulates an individuality different to others. People belong to Type A personality are more likely working with a larger amount of works, tight deadlines and long working hours. On the contrary, as explained by Shin and Konrad (2014), the people belong to Type B personality are more likely performing their tasks in a smarter way without providing much effort and completing it within the stipulated time. The difference between the people belong to these two types of personalities seek encouragement from the organization to develop the productive performance. Another aspect of the personality theory is based on the job performance. A good employee concentrates on several aspects, which identifies the performance ability. First component is conscientiousness, which acts as the measuring predictor of the performance suitability. The performance ability by justifying the valid conscience is measured through this method (Van Quaquebeke et al. 2013). The next component is emotional stability, which determines the situational impact on individuals to make any important decision (Van Quaquebeke et al. 2013). The individual can adjust their emotional stability as per the situation that would create the effects on their performance. Extraversion is another component that correlates with the positive performance traits in the field of sales. Finally, another component is agreeableness, which indicates the supportive traits of the individuals towards the decisions made by the organization. Apart from such personality traits, it is also essential to develop the sense of motivation among the employees that would create the productive impact on the performance level. Herzbergs Two-factor motivational theory justifies with the conceptual idea that motivates the employees to improve their work method and ensure better results. There are two major factors of the motivation in this theory, such as motivators, and hygiene factor (Ng, Feldman and Butts 2014). The hygiene factors are needed to be maintained for generating the sense of satisfaction. For example, the employees seek the basic benefits from the organization, like adequate salary and pay structure, interpersonal relationships, job security, company policies, supervisions, and appropriate working conditions (Shahin, Shabani Naftchali and Khazaei Pool 2014). Maintaining these aspects is quite necessary to develop a suitable atmosphere for the employees. Another factor is ensuring the motivation factors, which consists of responsibility, recognition, job satisfaction, achievements, and personal developments. The presence of this factor acts as the extra benefits that lead the employees towards performing in a better way. The managerial intervention on this context is essential for motivating the employees and develops the ethically maintained work culture the managers play the most important role in ensuring the productive performance of the employees. They provide the clear vision of the organisational goals and accordingly create the job environment with the necessary functionalities; they are responsible enough to allocate the suitable jobs to the employees that would not hamper their motivation level (Lamm, Tosti-Kharas and King 2015). Moreover, they encourage the people to develop the better outcome. The managers are also responsible to create a cultural, social and ethical scenario for the employees. The current developments in the technological and business scenario have given rise to the competitive scenario. The advanced and innovative competency level of the performance parameter is essential for each of the employees. In order to develop the productive performance level of the employees, t he managers need to provide the suitable training session to the employees to make them more competitive (Van Quaquebeke et al. 2013). The training session received from the managers is helpful enough for the employees to improve both their personal and professional attributes. Hence, the managerial intervention is quite beneficial for encouraging the employees to improve their productive performance level. Conclusion The study develops the ideas of the impact of suitable organizational behaviour for encouraging the productive performance of the employees. The information obtained from the theoretical background indicates that it is essential for the employees to receive the suitable working culture, enough motivational factors, and the supportive attitudes within the workplace to ensure the better performance quality. The managers play the most significant role in such context. They need to recognize the basic demands of the employees, such as motivation, rewards and recognition, financial and non-financial benefits, and maintenance of the work-life balance. The current developments in the technological and business scenario have given rise to the competitive scenario. The advanced and innovative competency level of the performance parameter is essential for each of the employees. The training session received from the managers is helpful enough for the employees to improve both their personal an d professional attributes. References Dalal, R.S., Meyer, R.D., Bradshaw, R.P., Green, J.P., Kelly, E.D. and Zhu, M., 2015. Personality Strength and Situational Influences on Behavior: A Conceptual Review and Research Agenda.Journal of Management,41(1), pp.261-287. Dusterhoff, C., Cunningham, J.B. and MacGregor, J.N., 2014. The Effects of Performance Rating, LeaderMember Exchange, Perceived Utility, and Organizational Justice on Performance Appraisal Satisfaction: Applying a Moral Judgment Perspective.J Bus Ethics,119, pp.265-273. Fu, W. and Deshpande, S.P., 2014. 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