As companies strive to turn profits in today's tight economy, managers are faced with tasks such as setting goals, performance evaluations, and rewards with regard to employee productivity and performance. These tasks require managers to use skills to increase productivity over and above rewards such as monetary or benefits, or any other type of materialistic reward for performance. The purpose of this paper is to identify realistic factors for use to increase productivity currently used in the workplace, and compare to those factors that many may list as effective but are possibly the opposite effect.
Purchasing managers in manufacturing companies are required to use jobs skills, which are obtained, by both experience and education, and many use a combination of both factors in a creative method to complete the tasks required of the position. The main responsibilities of this type of position is to obtain direct and indirect materials, track, inventory, and maintain the items as well as keep costs to a minimum or even reduce material costs.
Several of the goals associated with this job are to obtain direct materials as needed, or formally known as just in time manufacturing. The goals for this factor are typically set by the cost of manufacturing a product, the cost of the material and labor, and the desired output of productivity into profit. The performance evaluation of this goal would be the on time receipt of the material versus keeping an inventory and paying inventory costs, the landed cost of the material to the company, and the quality of the material as received from the vendor.
[...] If every link in a chain is working, the chain steadily turns, however should one link in the chain break or become rusty, it affects the rest of the chain's performance. Jobs regardless of position will offer varying levels of self- management as well as choices to be made in the daily functions of employment. Companies hire employees who competent to make decisions for the best interest of the company as well as the rest of the employees within. The title of manager within a company assumes many roles, which is the competent operation of the product, service, or department for which the manager has been placed in charge. [...]
[...] The rewards presently are not effective in motivating any type of behavior for any position. Management needs to set forth more successful performance goals and concrete guidelines to work on the motivation of the employees. This is not always easy, as everyone is not motivated by the same thing, however, continuing toward a long-term idea by making manageable modifications should bring substantial results. Management communication to help employees understand their purpose, and the value they add to the company. Employees need to be given opportunities to grow with the company and perhaps give the employee the intrinsic eagerness and the drive to achieve his or her work. [...]
[...] Job redesign and motivation workplace assessment Job Redesign and Motivation Workplace Assessment As companies strive to turn profits in today's tight economy, managers are faced with tasks such as setting goals, performance evaluations, and rewards with regard to employee productivity and performance. These tasks require managers to use skills to increase productivity over and above rewards such as monetary or benefits, or any other type of materialistic reward for performance. The purpose of this paper is to identify realistic factors for use to increase productivity currently used in the workplace, and compare to those factors that many may list as effective but are possibly the opposite effect. [...]
[...] Sometimes being upfront with the employees will build trust and may prevent the individual from looking for work elsewhere. If the employee believes that he or she are not being upfront you will crush his motivation and may very well turn into something completely. I have seen many people leave this company because of difficulties in understanding what the company is doing. This makes all the employees believe that the company is unreliable and their safety of their job is at jeopardy. [...]
[...] Retrieved from http://thinkingleader.hubpages.com/hub/How-Google- Motivates-their-Employees-with-Rewards-and-Perks Reeve, J. (2009). Understanding Motivation and Emotion (5th ed.). : John Wiley & Sons Inc. [...]
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