PRODUCTIVITY

Productivity

Productivity

Introduction

Productivity is a salient topic, and the field of psychology has made many contributions to understanding and improving productivity in organizations. Productivity, especially improving productivity, has important benefits ranging from global effects to effects on individuals' quality of life (Fare, Grosskopf & Margaritis, 2006, 111). There are a number of different definitions of productivity, and it is important for communicating with others to be clear on what definition is being used. Psychologists focus on improving productivity by influencing people's behaviour, especially through techniques such as feedback, motivation, goal setting, incentives, and role clarity. Measuring productivity is complex, and this article describes both the purpose of the measurement and the criteria for appropriate measurement. Once measured, productivity is commonly used as feedback, so the article summarizes criteria for optimal feedback design. Finally, the article notes approaches to measuring and improving productivity (Epstein, 2003, 68).

Literature Review

The productivity of the organization is the primary objective of managers and responsibility. The funds are administered by the people who put all their efforts to produce goods and services efficiently (Langdon, 1999), improving this production more and more, so all intervention to improve productivity in the organization has its genesis in people. People are part of an organization when its activity in this contributes directly or indirectly, to achieve their personal goals, either whether material or immaterial. According to Vroom, “Three factors determine the person's motivation to produce "individual goals, the relationship perceived between high productivity and the achievement of individual goals, and perceptions of personal ability to influence one's level of productivity (Stephen, 1991, 176).

Also, people with their actions seek to achieve a certain objectives or purposes that are important to them; one of these goals is the activity economic, which is a very important part of all social life individual. Moreover, the organization must balance the needs and wishes of the people as individuals and the needs and desires of the groups, with the organizational needs and expectations (Barratt, 1990). This is achieved, coordinated groups and individuals, in order to obtain the cooperation and efficiency required. Also, people in an organization have individual behaviours and group, so individual results obtained as a group. Therefore, individual working people get a result or product individual; the sum will not necessarily be equal to that obtained by the group. For this reason, the human factor productivity is a key element achievement of the objectives of the organizations, their economic performance and for permanence in time (Langdon, 1999), so that the quality of its human resources, systems of work, organizational policies and culture are vital to their maintenance and improvement. Therefore the leaders of the organization should identify those factors that drive individuals to become more efficient and productive. In this regard, suggests that productivity is the result of harmony and coordination between technology, human resources, organization and systems, managed or operated by individuals or effectiveness, provided that achieves optimal or balanced combination of resources or efficiency. Productivity can be considered then as the overall measure of organizational ...