Essays on Utilizing Information Technology Can Always Enhance Employee and Organizational Productivity Coursework

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The paper "Utilizing Information Technology Can Always Enhance Employee and Organizational Productivity" is an outstanding example of management coursework.   The most important goal in an organization is to increase productivity. The common means which are known to increase productivity in the organization is successfully implementing a strategy. However, few human resources believe that enhancing the employees can increase the productivity of the organization as well. Employee productivity will be increased regarding speed, volume and quality per labor cost. Execution of a strategy in a company requires some steps to be followed. Application of technology is one of the steps of increasing productivity in an organization and also enhancing employee, and this will positively influence performance capability.

Managing a workforce means that return on investment is optimized. Most of the HR is mainly concerned with executing transactions instead of focusing on the productivity of the organization. This paper describes how enhancing employee affects organizational productivity. It is not a must that the employees are enhanced through the utilization of information technology, but there are other means that enhance them although technology contributes significantly (Snell et al. , 2015) Research on factors which improve productivity in organizations identified some key foundations of productivity.

One of the foundations is high performing and innovative employees. In an organization, the HR aims at employing and retaining employees with excellent capabilities and self-motivation. The role of the HR and the managers in an organization is, therefore, to identify employees with such skills. Once the right employees are hired, they should be supported by the management and the HR in the company because without the support they will not perform. Managers are important factors in productivity performance in an organization because they give direction, priorities and goals that will guide the workforce.

The success of the company largely depends on the motivation and support that the managers offer to their employees (Robbins et al. , 2013). Another way to improve the productive performance of the workers is by establishing a strategy which builds commitment. A clear and well-communicated strategy motivated the employees and also provides a strategic direction for the business and helps them to be focused. In the competitive business environment, strategic direction contributes to the success of the organization.

Measurable values that the employees contribute to the organization should be rewarded because this helps in building the commitment of the employees. In the organization, the role of each team member needs to be well defined. When the role of each member is well communicated, then the members will feel important, and they also feel that they are part of the organization. The unclear mission will make the employees lose focus and become less engaged in the production process. In addition to the well-defined mission, the management should also set goals which are measurable and communicated properly.

The purpose of goals in an organization is to inform the employees what is expected of them. This is important because each employee will understand the valuable activities and those who are not. The goals should be categorized according to priority. Setting priorities is not only applied to goals but also on tasks and customers. Setting priorities is important in management and resource allocation. Those priorities which are considered to be high should be allocated the resources proportionally since resources are usually scarce.

References

Sources

Certo, S., 2015. Supervision: Concepts and skill-building. McGraw-Hill Higher Education.

Pierce, L., Snow, D.C. and McAfee, A., 2015. Cleaning house: The impact of information technology monitoring on employee theft and productivity. Management Science, 61(10), pp.2299-2319.

Robbins, S., Judge, T.A., Millett, B. and Boyle, M., 2013. Organisational behaviour. Pearson Higher Education AU.

Snell, S., Morris, S. and Bohlander, G., 2015. Managing human resources. Nelson Education.

Ulrich, D., 2013. Human resource champions: The next agenda for adding value and delivering results. Harvard Business Press.

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