Apparently, productivity in most organisations is measured by the revenue that is collected via the businesses of the organisation. Therefore, managers have to ensure the revenue of the organisation is on an improving scale (Kearns, 2006:13). However, there are several setbacks that make this a contemporary issue. First, some employees have low morale at the work place. Employees with low morale have a negative impact on the productivity of an organisation. Such employees have a tendency of not utilising their time in the organisation. These employees are a discouragement to other employees as they have haphazard performance criteria.
Since they do not give full dedication to their job, they end up giving dismal results. This affects the whole institution as the overall performance is brought down. Secondly, productivity is affected when the employees are not contented with the working shifts they are given. For instance, some employees have a tendency of refusing to work in some shifts. Though some employees are contented with working in certain shifts, they have a tendency of doing shoddy work. This is a problem that has been affecting the human resource management as they have little to do on such situations.
When employees are not contented with a certain shift in the organisation, they are likely to do a shoddy job. This will affect the productivity of the organisation to greater heights (Fletcher, 2004: 21). Most of the employees that are not contented with such shifts will come up with reasons as to why they are not contented with the shifts. For instance, some employees cite sickness while others will cite other personal issues. As such, there is a critical imbalance in the working shifts. Thirdly, some employees are utterly adamant to change.
Some employees are used to the old ways of performing tasks in an organisation (Sarros, 2011: 10). Such employees are on the helm of stalling the organisation as they do not embrace positive change. Human resource managers find it hard to instil change in such employees. Changing an inbuilt decision is a hard task as the people will not have the self drive in changing. For instance, some employees believe in paper work.
Introduction of computers means that they will shift from paper work to a modern method (Niles, 2012: 19). However, some employees are not inclined to such decisions and will refute such decisions. This creates a scenario where some of the positive suggestions are not appreciated in the organisation.
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