Report on Workplace Productivity

This report on workplace productivity highlights the strengths and weaknesses of an individual in the workplace. According to the questionnaire, the respondent states that they have strong beliefs of what is right, wrong, good, and bad. The respondent also states that they do not often act without considering the possible consequences and they like to solve problems using a step approach. This character can be very productive in the workplace on the basis that they respect the mission and vision of the organization and will not act contrary to the set standards through the organizational culture. The questions presented in the questionnaire are designed to determine how productive a person can be in the workplace. The purpose of this report is to highlight the strengths and weaknesses of employees productivity in the workplace (Tanabe et al., 2015). While most employees follow a strict code of productivity in the workplace, some characteristics and personal traits are more productive than others are as highlighted in the questionnaire.

Objectives of the Questionnaire

The questionnaire eighty questions all designed to determine the productivity of employees in the workplace. In this respect, the questionnaires primary objective is to ascertain the desired character traits of individuals who are hard workers and whose performance is impressive to the management and senior managers. While the questionnaire covers the basic questions, it is imperative to note that it delves deeper in personal characteristics and traits that manifest themselves even when the employee is not in the workplace. The questions are not gender specific indicating that they can be asked on a universal basis, indicating that it is applicable to people from different backgrounds. The questionnaire also highlights some of the covert feelings of individuals, which are critical in appraising their performance in the workplace.

The questionnaire had the objective of identifying what combination of character traits, personality, and beliefs influence positive performance in the workplace. This is the rationale behind the questionnaire includes different aspects of personality such as the need to understand why a worker would be interested in finding out what people think. These types of questions have the objective of understanding what motivates an employee to enhance their performance in the workplace (McTernan et al., 2013). The questions capture the essence of what role personal insights have on influencing workers to perform optimally and ensure that the firms objectives are realized. Negative attitudes towards duties and roles play a critical role in ensuring that people do not meet their set goals and this negatively affects the performance of an entire organization.

The other objective of the research is to inform managers and human resource managers of what aspects of motivation they should strategically employ within the workplace. Whereas good working conditions have been found to have positive impacts on employee performance, it is imperative to note that human resource managers and senior managers have a role of ensuring that the employees are offered all the necessary resources to optimize their performance in the workplace. For instance, employee reward system are crucial in motivating workers but the managers should also refrain from punishing workers who do not meet their set goals (Ramstad, 2014). Enhancing the creation of mutually beneficial relationships between employees at all levels is also effective in ascertaining employee satisfaction, which is also another aspect that motivates workers to perform within the workplace.

Strengths and Weaknesses

Strengths

One of the strengths of the questionnaire is that it addresses some important aspects that are critical in improving workplace performance within the workplace. Such aspects as improving communication within the organization are associated with creating meaningful relationships, which is an integral part of employee performance. When the workplace is characterized by teamwork, then the employees benefit from workplace collaboration and this improve the performance of the entire organization. It is also imperative to note that senior managers in the workplace should work together with other employees to enhance collaboration within the organization.

The other strength of the questionnaire is that it addresses issues that affect all levels of an organization. For instance, the issue of employee satisfaction has a heavy influence on workplace performance. Using the questionnaire to understand why employees have discontents on their job is integral in ensuring that the workers are offered the ideal resources and atmosphere to ensure optimal productivity. However, when employees are denied the right resources and working conditions, they tend to approach their jobs in a relaxed manner. This may also increase the employee turnover, which is very costly to an organization. High employee turnover leads and organization to invest a lot of capital on training and recruitment and at the same time ensure that the organization losses out on the experienced workers.

The questionnaire also lists the resources necessary to ensure that the workforce perform to the maximum capability. The inclusion of a list of resources is critical in ascertaining that the employees are offered the best working conditions and the means necessary to improve their productivity (Sabharwal, 2014). It also imperative to note that the resources available should be used to enhance the productivity of the entire organization. This is in line with the fact that employees are the most valued assets of a company.

Weaknesses

There are a number of weaknesses associated with the study. One of the weaknesses is associated with the questionnaire is that it has delved too much on the personal details of the employees. Employees need to be given the opportunity to have a personal life and a professional life. Focusing on the personal lives of the employees can mislead a human resource manager into thinking that an employee does not perform to the expectation although the reality is that they are performing to their level best.

The other weakness is associated with focusing on other factors that are not associated with the human resources. For instance, focusing on reducing costs should not be an issue that seeks to improve employee productivity in the workplace. There are other departments in a firm better suited to address issues associated with costs and other financial elements effectively. The research should focus entire on the workforce on improving the performance of the organization.

Conclusion

The questionnaire has aptly captured all the necessary aspects that are necessary for a workforce to improve its productivity in the workforce. The inclusion of such aspects as communication in the workplace and employee satisfaction is key elements in ensuring that the workforce is motivated and inspired to perform optimally. Although the research has included some elements that are remotely related to human resource management, it is imperative to note that it has included a conclusive research that can inform organizations on how to improve organizational productivity.

References

McTernan, W. P., Dollard, M. F., & LaMontagne, A. D. (2013). Depression in the workplace: An economic cost analysis of depression-related productivity loss attributable to job strain and bullying. Work & Stress, 27(4), 321-338.

Ramstad, E. (2014). Can high-involvement innovation practices improve productivity and the quality of working-life simultaneously? Management and employee views on comparison. Nordic journal of working life studies, 4(4), 25.

Sabharwal, M. (2014). Is diversity management sufficient? Organizational inclusion to further performance. Public Personnel Management, 43(2), 197-217.

Tanabe, S. I., Haneda, M., & Nishihara, N. (2015). Workplace productivity and individual thermal satisfaction. Building and Environment, 91, 42-50.