Employee productivity

From a broad perspective, a work environment can be defined as the location in which a task is performed. However, from an employment perspective, the work environment entails the physical geographical location of the job as well as its immediate surroundings (typically the tools and equipment required for the performance of the different tasks required for the job, work processes and procedures, quality of the air, noise level and any additional perks). As known, the work environment in an organization plays a crucial role in determining the productivity levels of its workforce and the organization’s ability to sustain these productivity levels and retain its workforce and may determine, how well the employees get along with the organization, the employees’ error rate/s and level of innovation and collaboration with other employees, levels of absenteeism, and ultimately, the duration of time the employee choose to stay with the organization. The purpose of this study was to determi...

Training and development enables to develop skills and competencies necessary to enhance bottom-line results for their organization. It is a key ingredient for organizational performance improvement. It ensures that randomness is reduced and learning or behavioural change takes place in structured format. Training and Development helps in increasing the job knowledge and skills of employees at each level and helps to expand the horizons of human intellect and an overall personality of the employees. This paper analyses the link between various Training and Development programs organized in Larsen &Toubro Group of Companies and their impacts on employee satisfaction and performance. Data for the paper have been collected through primary source that are from questionnaire, surveys. There were two variables: Training and Development (independent) and Employees satisfaction and performance (dependent). The goal was to see whether Training and development has an impact on employee’s satisfaction and performance

The rise of social media is rapidly changing how organizations operate and communicate. Organizations of all kinds are looking for ways to seize advantage in this emerging era marked by greater immediacy, interactivity and transparency. The new media is growing so fast that it makes it imperative for employees to embrace the medium in the workplace. The aim of this conceptual paper is to examine the relevance of collaborative technology such as social media to employee productivity and discuss the significance, challenges and constraints of social media in the workplace. Based on previous studies, it was found that the use of social media has a positive impact on employee productivity, two-way communication and effective collaboration. Nonetheless, several other studies found the opposite as it was somewhat difficult to make direct correlation between productivity and social media. Thus, organizations should establish appropriate policies at workplace and determine how much use will...

Some recent observers noticed that employee productivity nearly on all kind of organizations is diminishing on a day-today basis, particularly in the field of education. The researchers found a number of factors that affected the productivity of employees. One of the major factor contributing to the productivity of employees is workplace conflicts. Therefore, the main goal of this study was to examine the workplace conflicts and its effect on the employee productivity. This research also examined a mediating role of workplace politics between the workplace conflicts and employee productivity among the members of the faculty of general public universities of Rural Sindh. Stratified sampling technique was used to collect the data from concerned population by using structured questionnaire. To achieve the goals of study different statistical techniques were used by using SPSS. Reliability test was used to check the data reliability. Furthermore, regression analysis was used to investigate the relationship between workplace conflicts and employee productivity. The finding of this test showed that the relationship between workplace conflicts and employee productivity is negative. For regression analysis, macro process tool was used to investigate that whether workplace politics mediates the relationship between workplace conflicts and employee productivity. The finding of this test showed that workplace politics significantly mediates the relationship between workplace conflicts and employee productivity.

Social networking site is all about awareness and connection, and presently the social networking site (SNS) seems to be the mantra that affects the productivity of employee in the workplace. The new media is growing so fast that it makes it imperative for employees to embrace the medium. The purpose of the study is to investigate the relevance of collaborative technology such as social networking to employee productivity in the workplace. The conceptual paper examines positive and negative perceptions of social networking sites, provides the relationship between social networking and employee productivity and examines whether social networking are capable of increasing the levels of employee performance and satisfaction. It was discovered that the use of social networks at work helped employees improve their productivity, but numerous studies also found the opposite. Thus, organizations should comprehend about social networking before educating their employees and setting appropriate policies at workplace.

Title: The impact of strategic transformation on employee productivity Overview Digital technologies have and will continue to transform the ways in which firms manage their business and employees. The effects of digital disruptive have created a highly uncertain and transformative environment where existing and often successful HR management strategies and practices are scrutinized for their efficacy. This paper provides a strategic commentary on the interconnected areas of corporate strategy and human resource performance by illustrating how two organizations adapted and transformed their businesses to the demands of an increasingly digital operating environment. The findings reveal that both firm's corporate objectives and strategies were focused on ambitious levels of growth and the opportunities provided by an increasingly digital environment. However, both firms had transformed themselves in different ways with distinct employee productivity performance outcomes. Strategic transformation and employee productivity This paper illustrates how media firms, Sky Plc and Pearson Plc, adapted, reconfigured and transformed their businesses to meet the demands of an operating environment characterized by inexorable changes in digital technologies.

The accuracy of the Content should not be relied upon and should be independently verified with primary sources of information. Taylor and Francis shall not be liable for any losses, actions, claims, proceedings, demands, costs, expenses, damages, and other liabilities whatsoever or howsoever caused arising directly or indirectly in connection with, in relation to or arising out of the use of the Content. This article may be used for research, teaching, and private study purposes. Any substantial or systematic reproduction, redistribution, reselling, loan, sub-licensing, systematic supply, or distribution in any form to anyone is expressly forbidden.

This study entitled " A Quality of Work Life of employees' in Arumugam Spinning mills (p) ltd, Chatrapatti ". The extrinsic determinants of QWL such as pay, benefits. QWL play a major role for job satisfaction. It automatically improves organizational and operational productivity. It also can develop working conditions that are excellent for employees as well as for the economic health of the organization. Quality of Work Life has direct impact on human outcomes and it significantly needed to reduce absenteeism, minor accidents, and grievances and quits. This study is to analyse the various factor influencing the quality of work life such as Adequate and fair compensation, working environment, development of human capacities, flexible work schedule. In this study to analyse the relationship between Quality of work life and overall satisfaction among male & female employees' in Arumugam spinning mills (p) ltd, Chatrapatti.

Organizational success largely depends on employees who are considered as one of the most important assets of any organization because they are capable of creating value and enable organizations have a sustainable competitive advantage. Success of any organizations depends on the productivity of employees. Social media, which has become very popular, has infiltrated the workplace and most employees are utilizing social media in the workplace. The main purpose of this study was to examine the extent of social media participation by employees and its effect on their productivity. A sample was randomly selected from a population that has internet connectivity in the workplace. Analysis of variance (ANOVA) test and Pearson's correlation was undertaken to ascertain the degree of relationship between the variables. Primary data was collected by use of a questionnaire. The research found both negative and positive relationship between social media participation and employee productivity. The negative relationship was however found to be stronger as employees spend most of their time on social media enhancing personal networks. Positive relationship exists in employee use of social media for seeking and viewing general information. The study concluded that employees participate in social media in the workplace for both work and non-work related activity. Social media has the potential to allow employees to form collaborations and communities for knowledge creation and sharing, better channels of communication, which enhance employee productivity. However, it can draw employees in to an addiction that distracts performance as well as straining the organizational resource.

Performance Management System is a useful tool for managing an employee’s productivity and facilitating organization performance. However there is no consensus on whether performance management system can automatically enhance employee productivity. In addition, it has been observed that performance management system has had limited success due to a number of challenges that include lack of expertise, subjectivity  and  evaluation criteria given the absence of adequate performance baseline data resulting from non-existent job descriptions, terms of reference and certain schemes of service. The main objective of this study was to assess the role of performance management systems on employee productivity amongst employees of Sugar Research Institute in Kisumu. The specific objectives of the study were to: examine the effect of staff development and performance appraisals on employee productivity. The study was guided by Institutional, Contingency and Goal setting theories. Descriptive research design was adopted for the study. A census of the whole population of 140 was used owing to the small population. Data was collected using questionnaires and document analysis. Expert judgment was used to determine the validity of the instruments. Split half method was used to determine reliability of the research instruments. Qualitative and quantitative data was analyzed using both descriptive and inferential statistics. The study established that staff development and performance appraisals on employee productivity. The study concluded that staff development was generally recognized as a designed tool for an organization's long-term growth, productivity and ability to maintain valuable employees and it is a long-term initiative, but it also leads to short-term benefits like increased loyalty and improved employee productivity and engagement. The study recommends that KALRO Sugar Research Institute should carry out professional training to the employees, coaching and mentoring, cross departmental training and help their employees develop their personal skills through introduction of seminars, workshops etc related to organizational activities. KALRO Sugar Research Institute should write useful performance evaluations that provide employee with clear understanding of their goals, in what areas they have excelled in, and what areas need more focus.

Purpose – Construction labour productivity is of great interest to practitioners and researchers because it affects project cost and time overrun. This paper evaluates and ranks the importance, frequency and severity of project delay factors that affect the construction ...

A key concern regarding this Covid-19 pandemic is that it comes with a decline in productivity, and has profound impact on the workplace that is beyond dispute, as most employees slack off. The purpose of this study was to determine the factors affecting this productivity. A total of thirty (30) employees (13 males and 17 females) of AIM Brokerage Company were selected with the following criteria: must be practicing customs broker, messenger, declarant, or customs representative. Most of the respondents belong to 21-30 years old and most of the respondents are female. Among the factors which has been categorized into four groups, the level of importance towards to factors affecting employees' productivity indicated as strongly agree based on the statistical limit are the factors under Safety Related while the factors under Organization Factors, Performance Appraisal, and Employee Welfare resulted as agree. The result shows that all the factors are significant, yet the factors under Safety Related are the most essential. Customs representatives (36.6%) are the job position of most participants. Significant relations are observed regarding age, gender, job position, and the factors affecting employees' productivity. There is a significant relationship with the demographic profile and the factors affecting employees' productivity. The results show that the important variables that influence employee productivity are the factors under safety related, age, gender, and job position. This study will have a large attribute to enhance changes in the workplace and prioritize employee welfare.

Every organization is sustainable in the market based on the employee productivity; employee productivity can be visible, if they are satisfied. Employee satisfaction can be possible by providing interesting work, job security, appreciation, growth, proper working conditions and organizational support at need. If any one of the above is not satisfied leads to grievance of the employee, which human resource manager must recognize at an early stage and try to resolve it as quickly as possible so that it should not turn into obstacle for the productivity. This paper highlights the importance of the grievance handling procedure and its role in employee satisfaction, which again leads to enhance the productivity of the employee.

The objective of the study was to find out the effect of performance supervision on employees' productivity in the Ministry of Lands, Environment, and Natural Resources in Taita Taveta County. Goal-setting theory and equity theory form theoretical frameworks. A descriptive research design was adopted in this study. The target population was 262 employees. Stratified random sampling was implemented to produce a sample for the study. To ascertain its level of reliability, the research instrument was pilot tested before the actual data collection. Respondents were requested to correct the contents of the questionnaire and experts were consulted to enhance the instrument's validity. Questionnaires were issued to respondents and recollected thereafter for analysis. Sorting was conducted on the collected data. Descriptive statistics and inferential statistics were employed to analyze quantitative data. The study established that performance supervision had a positive connection with employee productivity. Therefore, the study recommended that institutions need to strive towards achieving effective supervision since it provides a safe environment for employees to reflect on their practice, as well as to develop skills and knowledge. The delivery of effective supervision is heavily dependent on the organizational context due to the dynamics surrounding the role of supervision. For the Ministry to realize high output, the outcome points in the direction of good supervision, which is believed to contribute to increased job satisfaction, increased job and organizational commitment among staff, and reduced employee turnover.

The demand for a productive employee is evident today. It is one of the contributing factors for the success of a company. With the surge of the demand for success and recognition in the world of business, it is relevant to study the working environment that enables employees to be productive in order for employers to have high returns. In this study, the significance of the working environment in relation to employees' performance was described. This study aims to recognize if the working environment takes a big part in the rise and fall of labor productivity and to what extent does the environment affect productivity. Furthermore, this study aims to know what Lucky Circle Corporation (LCC) Philippines can do to improve its productivity. The data was gathered by interviewing ten (10) and a survey to forty (40) employees assigned in the head office of LCC. Consequently, the data was used to determine the relation of two variables.

Abstract
Training has become the buzz word in the dynamic competitive market environment.Human capital differentiates a
great organization from a good one. Organizations investing in effective training and development for human resource
tend to achieve both short and long term benefits. This study presents a literature review on the significant of training and
development on employee productivity. Employees tends to become absolute, and therefore making the need to adapt to
the continuous learning and updating of the skill and knowledge invaluable, due to the organizational, technological and
social dynamics. Thus, in order for organizations to achieve optimum returns from their investment, there is imperative
need to effectively manage training and development programmes. However, the most vital asset of every organization
under stiff and dynamic competition is its human capital. Training and development is an instrument that aid human
capital in exploring their dexterity. Therefore training and development is vital to the productivity of organization’s
workforce.

Key words: Employee Training, Employee Development, employee Productivity.

This study focuses on the effect of extrinsic factor of motivation on employee productivity in public sector. The study was carried out in Kwara State University, Malete Kwara State. This thesis intends to study the effect of training, work environment and remuneration on employee productivity.
This study employs the use of questionnaire for data collection and statistical package for social science (SPSS) version 20.0 was used for data analysis. The data analysis proved that there is relationship between Training, Remuneration, Work Environment and Employee Productivity.  The study further established that Remuneration and Work Environment have significant effect on Employee Productivity while Training does not have a significant effect on Employee Productivity in KWASU.

The research was addressing the issue of managing fatigue and its associated risks in the aviation industry.  The study was aimed at getting a deeper understanding of fatigue, its dangers and how Fatigue Risk Management Systems are contributing towards fatigue risk management.  The study also attempted to gain a deeper understanding of how sleep contributes towards fatigue and how it is also an antidote for fatigue. The document discusses in detail literature which is related to fatigue, its associated risks and the management of fatigue in the airline industry. The study used pilots drawn from the South African aviation industry who operated from Johannesburg’s OR Tambo International Airport. A close-ended structured questionnaire was utilised for the purposes of data collection. The results were analysed using Microsoft Excel as well as with the help of a statistical software called Statistical Package for the Social Sciences. The results were presented in charts, tables and graphs.
The results revealed that 59.4% of pilots indicated that they got adequate rest when flying long range flights. A significant 40.6% stated that they were unsure pertaining to the adequacy of the rest. The results also revealed that 20% of pilots who flew both long haul and domestic reported that they neither agreed or disagreed that they obtained adequate rest. Some key findings included the fact that  40.6% of the crew agreed that they drank lots of coffee during flights in order to increase alertness. The results also revealed that 78.2% of the respondents agreed that their airlines were doing something to combat fatigue among airline crew.There was therefore clear indications that airline companies were making an effort in the implementation of Fatigue Risk Management Systems in order to argument safety measures.  The study recommended that airlines should ensure that crew members are increased so that they can be able to get adequate rest and sleep in between duty periods.  It is also recommended that crew members should get adequate rest during the flight and they should adhere to flight and duty periods (FDP).

The recently developed theory called Theory of Accountability (Theory A) for organizations of 21st century identifies the various factors which affect the organizational human resources performance. The essential components identified to improve the productivity of any organization based on the postulates of Theory A are (1) Planning, (2) Target setting, (3) Motivation, (4) Work Strategies, (5) Responsibility, (6) Role model, (7) Monitoring & Guiding, and (8) Accountability. The objective of this paper is to apply the components of Theory A to Indian Banking system and to study how to improve the productivity of the banking system for economic progress in India. Accordingly we analysed the business model and the organizational strategy of Indian Banks in terms of their business objectives, service planning, target setting for the employees, employee motivational factors, working strategies to improve productivity, selfand mutual responsibilities among individual employees and in the...

The COVID-19 pandemic that has occurred since the beginning of 2020 has had a considerable impact on community life in the world, especially in Indonesia. Efforts to prevent the corona virus by implementing rules for work, study, at home. The company's performance will increase if its employees have comparable productivity. During this pandemic,enterpreneur who carry out their activities by asking their employees to remain productive by completing their work from home or what is commonly called work from home (WFH). Employee work productivity is very important in encouraging company performance so that the company can survive and compete in this Covid-19 pandemic, where employee work productivity is very effective by a new work culture called WFH. Based on the results of statistical tests which show the results that partially WFH work culture has a positive and significant effect on employee work productivity at PT. Asiana Anugerah Lestari. Furthermore, the results of the unpaired t-test show that there is no significant difference between the productivity of employees who have or have not had children. This result is in line with the descriptive statistics which show that 40% of respondents said nothing at all during WFH and 60% experienced technical problems. This study aims to see the effectiveness of work in the retail industry during a pandemic and the extent to which work from home has an effect on work productivity in the food and beverage retail industry.

The present study has been designed to examine the use of people-productivity-linked indices to measure firm performance. Revenue per employee (RPE) and profit per employee (PPE) were two selected indices used in this study to measure the organizational productivity across two industries. The results of the rank correlation of RPE and PPE with traditional financial indicators for eight years (2004–2005 to 2011–2012) showed significant associations. Implications of the results of this study in the present context highlighted the need for widespread application and acceptance of employee-linked productivity indices.

This study examined the effects of organisational change on employee productivity in the banking sector in Nigeria. Following a comprehensive literature review, the study identified technological, cultural, employee attitude to change, leadership, and change in customers' taste as the change strategies that can facilitate competitive advantage and attainment of set organisational goals. The primary data collection method was adopted employing questionnaire strategy. 102 respondents were selected as sample size. The study used the multiple regression statistical analysis through SPSS statistical package version 25 for analysis. The overall results revealed that organisational change has a positively significant impact on employee productivity. To this effect, technological, leadership, attitudinal and cultural changes in that order highly impact employee productivity in Union Bank even though they were rarely used to implement change. As a result, Union bank is advised to embrace...

The main purpose of this paper is to outline manufacturing industry’s skewed, technology-oriented perspective and highlight the importance of employee productivity in Industry 4.0. The phenomenon of Industry 4.0 is bringing various complex and dynamic changes for organizations. Despite organizations’ focus on technological aspects to tackle change and implement Industry 4.0 in practice, the interests in how this phenomenon impacts employees have been rising recently. Due to the apparent paradigm shift in manufacturing, work processes, work-life balance along with employees’ skills, knowledge and competencies will have to change. Here the role and importance of employee productivity will have to be addressed. Knowledge management practices can be a useful tool to help deal with perceived complexities. This paper offers practical implications for business practice and outlines the possibility to support employee productivity management in Industry 4.0 with the utilization of strategic knowledge management and knowledge management tools.

Dalam keberhasilan pencapaian tujuan sebuah perusahaan diperlukan sebuah manajemen yang efektif, efisien, serta memiliki daya saing dalam mengelola sumber daya manusia yang dimiliki. Melalui sistem manajemen kinerja yang baik, perusahaan dapat mengelola kinerja sumber daya manusia yang dimiliki sehingga dapat bekerja secara optimal dan dapat tercapainya tujuan perusahaan. Upaya dalam rangka menciptakan manajemen kinerja yang efektif dan efisien, yang berdaya saing dan dapat menunjang produktivitasnya adalah dengan menerapkan sistem manajemen kinerja berbasis kompetensi.

Improved physical office environment is a widely acceptable and the best means of providing an enabling environment that best facilitates employees' performance and general productivity. Six dimensions of the physical office environment were used in this study like furniture, noise, temperature, lighting, colour and spatial arrangements. The major purpose of this study is to examine the relationship between the physical office environment and employees' productivity. The study is a qualitative survey in nature. Data was collected from the employees of some selected banks in the Takoradi Metropolis. The study was based on a sample of 60 staff randomly drawn from various departments of the banks. Data for the study obtained mainly from the administration of questionnaires was analyzed quantitatively and qualitatively. The research identified considerable physical office environment deficiencies which have

Employee engagement is one of the important drivers for successful organizations. The purpose of this paper is to demonstrate the factors affecting employee engagement at macro level, i.e., organizational-related factors, personal-related factors, teamrelated factors & job-related factors. By reviewing various literature studies, the researcher found that theses all factors influencing the employees for higher level of engagement in organizations. Thus, leads to better employee performance & productivity and reducing the turnover intention. This paper suggesting that organizations must frequently check the employee performance management so as that they would able to find; in which factor that influencing the employees for low engagement. By doing so, the organizations can able to thriving in their performance & productivity

The study pertains to relating the five factors of personality and individual level job performance of employees working in both the managerial and executive cadre in Indian organisations. A critical and pervasive variable like job performance has often been taken as a unitary construct which was predominantly related to Task Performance and contextual performance This study has made an earnest attempt to identify and evaluate the other components of job performance like Adaptability, Employee productivity/efficiency, job stress and stability and its relationship with personality factors.The current study (Sample size N = 316) analyzed the predictive validity the Five factors of personality in both the manufacturing and service industries .It was found that the factors associated with the five factor model of personality Conscientiousness, extraversion and emotional stability were valid predictors of job performance and had variable impact upon the various components of job performance viz., task performance, adaptability, employee productivity / efficiency. Neuroticism had a significant relationship with job stress. In most of the occasions, the variables did not have any impact on the job stress and stability components of job performance.

The recently developed theory called Theory of Accountability (Theory A) for organizations of 21st century identifies the various factors which affect the organizational human resources performance. The essential components identified to improve the productivity of any organization based on the postulates of Theory A are (1) Planning, (2) Target setting, (3) Motivation, (4) Work Strategies, (5) Responsibility, (6) Role model, (7) Monitoring & Guiding, and (8) Accountability. The objective of this paper is to apply the components of Theory A to Indian Banking system and to study how to improve the productivity of the banking system for economic progress in India. Accordingly we analysed the business model and the organizational strategy of Indian Banks in terms of their business objectives, service planning, target setting for the employees, employee motivational factors, working strategies to improve productivity, selfand mutual responsibilities among individual employees and in their teams, concept of role model in banking service innovation, continuous monitoring and guiding strategies, and finally accountability of each and every employee at different organizational levels. The applicability of Theory A on both private and public sector banks are discussed in general and suitable suggestions are proposed to the banking sector to improve productivity based on the postulates of
Theory A.

Abstract: Social networking site is all about awareness and connection, and presently the social networking site (SNS) seems to be the mantra that affects the productivity of employee in the workplace. The new media is growing so fast that it makes it imperative for ...

Training has become the buzz word in the dynamic competitive market environment.Human capital differentiates a great organization from a good one. Organizations investing in effective training and development for human resource tend to achieve both short and long term benefits. This study presents a literature review on the significant of training and development on employee productivity. Employees tends to become absolute, and therefore making the need to adapt to the continuous learning and updating of the skill and knowledge invaluable, due to the organizational, technological and social dynamics. Thus, in order for organizations to achieve optimum returns from their investment, there is imperative need to effectively manage training and development programmes. However, the most vital asset of every organization under stiff and dynamic competition is its human capital. Training and development is an instrument that aid human capital in exploring their dexterity. Therefore training and development is vital to the productivity of organization's workforce.

The complex nature of human beings makes it inevitable to manage and direct them. The insatiability of human needs unavoidably remains in existence such that man must work to meet his needs. Human Resource Management has always seen the need to direct man’s effort towards this goal. This is one of the reasons motivation stands out as a poising factor that drives mankind towards achieving this aim. Motivation is a general term which has permeated every field of life.

In this study, my concern was based on extrinsic motivation which included those external factors that drove employees towards working well to achieve the goal of their needs and become satisfied. This study did not exclude the fact that the issue at stake was a problem indeed. Thus, the underlying problem in this study was to ascertain the effects of extrinsic motivation on employees as could be drawn from the viewpoint of the service crew of Korean Grill Cuisine. It was a problem that required utmost attention because, from my experience, I had encountered many employers and employees who complained about lack of satisfactory benefits they should receive from both parties. Thus, there was a need for this piece of work.

This study applied a phenomenological approach in order to disclose in details, my experience and feelings about extrinsic motivation juxtaposed with lived experiences of the participants of this study at their place of work. These

vii


participants expressed unreservedly, their feelings and concerns with regard to the extrinsic motivation they received in the Korean Grill Cuisine.

The results of the data from the in-depth interview and focus group discussion which I gathered from the participants which formed the basis of this study showed that most of the participants felt satisfied with the extrinsic motivation they received in the Korean Grill Cuisine. Only few amongst them expressed feelings of dissatisfaction.

Through this study, the awareness of extrinsic motivation was reawakened in most institutions that neglected the necessity. This study is a motivator.

Purpose -Construction labour productivity is of great interest to practitioners and researchers because it affects project cost and time overrun. This paper evaluates and ranks the importance, frequency and severity of project delay factors that affect the construction labour productivity for Malaysian residential projects. Design/methodology/approach -A total of 100 respondents consisting of 70 contractors, 11 developers and 19 consultants participated in this study. The respondents were asked to indicate how important each item of a list of 50 project related factors was to construction labour productivity. The data were then subjected to the calculation of importat indices which enabled the factors to be ranked. Findings -The five most important factors identified by them were: material shortage at site; non-payment to suppliers causing the stoppage of material delivery to site; change order by consultants; late issuance of construction drawing by consultants; and incapability of contractors' site management to organise site activities. On the other hand, the five most frequent factors were: material shortage at project site; non-payment to suppliers causing the stoppage of material delivery to site; late issuance of progress payment by the client to main contractor; lack of foreign and local workers in the market; and coordination problem between the main contractor and subcontractor. Originality/value -The inferences drawn from this study could be used by the project managers to take account of these factors at an early stage, hence minimising the time and cost overrun.

Training and development enables to develop skills and competencies necessary to enhance bottom-line results for their organization. It is a key ingredient for organizational performance improvement. It ensures that randomness is reduced and learning or behavioural change takes place in structured format. Training and Development helps in increasing the job knowledge and skills of employees at each level and helps to expand the horizons of human intellect and an overall personality of the employees. This paper analyses the link between various Training and Development programs organized in Larsen &Toubro Group of Companies and their impacts on employee satisfaction and performance. Data for the paper have been collected through primary source that are from questionnaire, surveys. There were two variables: Training and Development (independent) and Employees satisfaction and performance (dependent). The goal was to see whether Training and development has an impact on employee’s satisfaction and performance.

PurposeTo establish the differences between the perceptions of white‐collar managers and blue‐collar workers with respect to the factors that affect construction labour productivity, and to show that integrating the differences could lead to productivity improvements.Design/methodology/approachA questionnaire survey administered to a purposive sample of 400 project managers and a convenience sample of 152 construction workers, eliciting current trends of their perceptions towards 59 factors that were extracted from an extensive literature review and exploratory study. This was followed by the identification of good practice examples from site observations across two project sites.FindingsThe study found distinct differences between the two groups, with white‐collar managers being more concerned with resource planning issues and the blue‐collar workers placing more value on the utilisation of resources. Furthermore, the site observations demonstrated that integrating these difference...

This study examined the effects of organisational change on employee productivity in the banking sector in Nigeria. Following a comprehensive literature review, the study identified technological, cultural, employee attitude to change, leadership, and change in customers' taste as the change strategies that can facilitate competitive advantage and attainment of set organisational goals. The primary data collection method was adopted employing questionnaire strategy. 102 respondents were selected as sample size. The study used the multiple regression statistical analysis through SPSS statistical package version 25 for analysis. The overall results revealed that organisational change has a positively significant impact on employee productivity. To this effect, technological, leadership, attitudinal and cultural changes in that order highly impact employee productivity in Union Bank even though they were rarely used to implement change. As a result, Union bank is advised to embrace convergent change management so as to be better equipped to maintain excellence in productivity and overcome external challenges such as competition. On the contrary, changes especially in customer taste do not influence the productivity of employees, perhaps due to the nature of their business operations (service). The study recommends among others that while implementing firm's improvement strategies, Union Bank managers should look at the organisation's technological change models, cultural change, employees' attitude to change, and leadership change against their primary competitors.

"Commercial banks play an important role in the any country's economy by financing the requirements of trade, industry and agriculture with a greater degree of responsibility. Banks mop up deposits by drawing the community savings into the organized sector, which are then priorities laid down by the RBI in consonance with the fiscal policies of the GOI. Commercial banks can be described as a type of financial intermediary. Commercial banks provide a number of import financial and trading documents such as letters of credit, performance bonds, standby letters of credit, security underwriting commitments and various other types of balance sheet guarantees. They also take responsibility for safeguarding such documents and other valuables by safe deposit boxes .For the past three decades India's banking system has several outstanding achievements system to its credit. The most striking is its extensive reach. It is no longer confined to only metropolitans or cosmopolitans in India. In fact, Indian banking system has reached even to the remote corners of the country. Thus, Growing Indian economy is the result of effective Indian banking system amongst many other responsible internal and external factors, in which the role played by public commercial banks in the country is also a crucial one. Prof. Dr. N. M. Kanani""An Employee Productivity of Selected Banks of India"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-1 | Issue-3 , April 2017, URL: http://www.ijtsrd.com/papers/ijtsrd73.pdf
Article URL: http://www.ijtsrd.com/management/hrm-and-retail-business/73/an-employee-productivity-of-selected-banks-of-india/prof-dr-n-m-kanani"

What are the similarities and differences between crowdsourcing and sharing economy? What factors influence their use in developing countries? In light of recent developments in the use of IT-mediated technologies, such as crowdsourcing and the sharing economy, this manuscript examines their similarities and differences, and the challenges regarding their effective use in developing countries. We first examine each individually and highlight different forms of each IT-mediated technology. Given that crowdsourcing and sharing economy share aspects such as the use of IT, a reliance on crowds, monetary exchange, and the use of reputation systems, we systematically compare the similarities and differences of different types of crowdsourcing with the sharing economy, thus addressing a gap in the current literature. Using this knowledge, we examine the different challenges faced by developing countries when using crowdsourcing and the sharing economy, and highlight the differences in the applicability of these IT-mediated technologies when faced with specific development issues.

This study examined the effects of organisational change on employee productivity in the banking sector in Nigeria. Following a comprehensive literature review, the study identified technological, cultural, employee attitude to change, leadership, and change in customers’ taste as the change strategies that can facilitate competitive advantage and attainment of set organisational goals. The primary data collection method was adopted employing questionnaire strategy. 102 respondents were selected as sample size. The study used the multiple regression statistical analysis through SPSS statistical package version 25 for analysis. The overall results revealed that organisational change has a positively significant impact on employee productivity. To this effect, technological, leadership, attitudinal and cultural changes in that order highly impact employee productivity in Union Bank even though they were rarely used to implement change. As a result, Union bank is advised to embrace con...

Overview Digital technologies have and will continue to transform the ways in which firms manage their business and employees. The effects of digital disruptive have created a highly uncertain and transformative environment where existing and often successful HR management strategies and practices are scrutinized for their efficacy. This paper provides a strategic commentary on the interconnected areas of corporate strategy and human resource performance by illustrating how two organizations adapted and transformed their businesses to the demands of an increasingly digital operating environment. The findings reveal that both firm's corporate objectives and strategies were focused on ambitious levels of growth and the opportunities provided by an increasingly digital environment. However, both firms had transformed themselves in different ways with distinct employee productivity performance outcomes. Strategic transformation and employee productivity This paper illustrates how media firms, Sky Plc and Pearson Plc, adapted, reconfigured and transformed their businesses to meet the demands of an operating environment characterized by inexorable changes in digital technologies. Over the past 20 years, both firms have set ambitious corporate growth objectives and strategies that focussed taking advantage of the market opportunities provided by digitalisation and new media. However, they have executed these strategies in different ways, with different outcomes in terms of employee productivity. For example, Sky has undertaken three strategic transformations over this period that has moved it from being a 'UK based 'single product TV firm' into a 'European multi-platform, multi-product media firm'. The results have been impressive (see Diagram 1). In contrast, Pearson has engaged in five strategic transformations over the same period, which has repositioned the firm from being a 'holding company' for a disparate range of businesses into their current form as a 'global, single product learning company'. The result of this transformative process has been a consistent decline in corporate revenues and low levels of employee productivity. Benchmarking employee productivity This paper draws on previous work (Oliver, 2016) presented in this journal by benchmarking Sky's and Pearson's workforce productivity against the UKs Creative Industries in which they compete. When viewed over the long-term, we are able to assess the impact of the changes in corporate strategy, the resulting strategic transformations and employee productivity. The method used to assess productivity was a calculation of 'Operating Income (£)' divided by the 'Number of Employees' which resulted in 'Operating Income per Employee (£)' for each firm. These figures were then benchmarked against productivity data in the form of Gross Added Value (£) per employee for the UK Creative Industries. Gross Value Added (GVA) represents the amount that individual businesses, industries or sectors contribute to the Published as: Oliver, J.J. (2018). The impact of strategic transformation on employee productivity.

Introduction: Purpose of this study is to analyze the influence of stress management on employee and productivity performance among Malaysian women police officer living in Kuala Lumpur. Kuala Lumpur is chosen because of the more population compare to another city and the most urban city. Methodology: This study uses survey to collect data from primary sources which can answer the research questions. This is a cross-sectional study where data is collected once to answer the research questions. The analysis that were done by SPSS as the technical analysis to determine the demographic, descriptive, reliability and correlation between the independent variables and the dependent variable.

The government has stepped up effort to offer attractive terms and conditions of service to its employees. It has also provided training and development opportunities, career progression, and an enabling environment to its employees to enable them offer services. However, their level of performance has not increased as expected. The objective of the study was to determine how working environment influences employee productivity among public primary school teachers in Imenti north sub county. The study adopted descriptive survey research design. This study was carried out in the 21 public primary schools in Imenti North Sub County, targeting the population of teachers’ service commission. The questionnaire was used to collect the data from the sample. It was also found that the employees would like to work in an organization where the working environment is friendly; they argued that they can work better and more effectively in such a working environment. The study also revealed that majority of the respondents would be satisfied if only the working environment was conducive. Therefore, the teachers’ service commission has to look for other ways of motivating its teachers by ensuring good working environment.

The accuracy of the Content should not be relied upon and should be independently verified with primary sources of information. Taylor and Francis shall not be liable for any losses, actions, claims, proceedings, demands, costs, expenses, damages, and other liabilities whatsoever or howsoever caused arising directly or indirectly in connection with, in relation to or arising out of the use of the Content. This article may be used for research, teaching, and private study purposes. Any substantial or systematic reproduction, redistribution, reselling, loan, sub-licensing, systematic supply, or distribution in any form to anyone is expressly forbidden.

PurposeTo establish the differences between the perceptions of white‐collar managers and blue‐collar workers with respect to the factors that affect construction labour productivity, and to show that integrating the differences could lead to productivity improvements.Design/methodology/approachA questionnaire survey administered to a purposive sample of 400 project managers and a convenience sample of 152 construction workers, eliciting current trends of their perceptions towards 59 factors that were extracted from an extensive literature review and exploratory study. This was followed by the identification of good practice examples from site observations across two project sites.FindingsThe study found distinct differences between the two groups, with white‐collar managers being more concerned with resource planning issues and the blue‐collar workers placing more value on the utilisation of resources. Furthermore, the site observations demonstrated that integrating these difference...

The study looked at working conditions and employee productivity in some selected companies with the objective of investigating the effects of Working condition  particularly  Working  hours  and  Workload  on  employee’s  productivity  and whether  impact of training and reward on employee’s productivity in some selected company in Mogadishu. The study was conducted through case study design, using questionnaire as instrument to collect data from 65 respondents selected from the target population of 77 employees at some selected companies in Mogadishu. The data was analyzed using descriptive statistics through SPSS data analysis software and presented in tables with interpretation. Analysis found the consistent interaction between the dimensions of working condition; working hours the findings suggested that high working hour could bring employee in diminishing their ability to do the work and feel poor working condition which lead to ultimately to decrease employee productivity. Hence, the results showed that working hours acts as a driver of working condition; Reacting to study second independent variable is workload may allow firms to adapt successfully to working condition which may be characterized as being the dimension of working condition the finding suggested that, if workload is high then working condition is not good that is employee productivity is decreasing because of out of their scope.