Factors Affecting Employee Productivity

Supply Chain Management: An International Journal, Volume 7, Number 5, 2002, pp. 271 – 282;

Human Relations is defined as “the skill or ability to work effectively through and with other people” by Lamberton, L. H., & Minor, L. (2014) . However, there are external and internal influencing forces regarding human behavior that impact how we interact with others or behave in the workplace. It is vital for all employees in a company (regardless if they work in the Human Relations Department or) to be aware of influencing factors so they can not only be successful with their performance, but be successful as a team and help bolster the company’s successes. Some of the most important influencing factors are organizational climate/culture, work/life balance, Supervisor/Management, conflict/resolution, job performance/responsibility, and personal characteristics.

According to Hyde (2008), “Culture is determined by how people behave, and the only way to change culture is to change behaviors” (p. 6). A key aspect of changing behavior is enabling (empowering) employees to make decisions and create change within their work scope. By giving employees the power to make changes not only improves their morale, but also benefits the company in which they work by increasing their productivity. According to Marshall, et. Al (2006), “Allowing employees to make decisions increases their job satisfaction and sense of responsibility and translates into improvements in the quality and timeliness with which duties are performed, freeing management for more significant matters” (p. 39). By giving decision making authority to followers, transformation leaders are using what Bass (1991) referred to as psychological empowerment. In other words, empowerment influences follower outcomes.

Inspired by my multi-cultural identity and my family’s global manufacturing and printing company, my desire to pursue a career in global supply chain management continues to shape my professional life. While completing degree, I worked full time at MazGraphic Digital Company, Unified Grocers and Aerojet Rocketdyne. My involvement with these companies led me to become increasingly detail-oriented, heightened my ability to multitask and learn about different supply chain strategy. After graduating college, I joined the Munchkin Inc. team as a supply chain

Supply chain management is a practice that involves the planning, supervision, and implementation of strategies and controls to direct the movement of goods and services provided to customers. The intent of this essay is to incorporate a synopsis of existing literature and to provide the reader with a general understanding of how supply chain management correlates with the organizational design and structure of modern firms. The essay comprehensively reviews the components of supply chain management and their integration with functional areas within an organization. The information presented in this essay

Organizational climate is the feeling of the overall organization. Glisson (2015) refers to leadership as meeting the need of its members play a huge role in the climate. The leadership behavior determines all staff and the culture of the organization. Also, the organizational climate plays a role in relationships among staff. If the leaders within the organization have discord than it will reflect in all staff (Hemmelgarn, 2006). Task oriented jobs play role in both retention and how one feel regarding the organization. If the climate of the organization is not designed to allow the DCW to be involved in the decision making process of patient care, it will decrease motivation, job satisfaction, and increase retention (Riggs & Rantz, 2001).

Supply chain is the process of getting a product from point A to point B. With how advanced technology has become, there are more ways than ever to transport the product. The goal of a supply chain managers is to get the product into their hands. The mangers negotiate with the suppliers to purchase the raw materials. Then, they ship those materials as efficiently as possible through trucks, ships, and trains. Then finally, they do everything they can to make the product gets to the store on time so the consumer can enjoy the product. Why is this so important? Well, without it, we as the consumer wouldn’t enjoy that fresh produce that Kroger provide or the convenient drive thru pharmacy. Everything we own is because of a company’s supply chain, and without these supply

Supply-Chain Management is the activities that procure materials and services, and transform them into intermediate goods and final products and deliver them, through a distribution system (Heizer & Render, 2011, p. 452). DELL is a computer technology corporation that develops sells, repairs and supports, computers and computer related products. DELL has realized that supply chain is becoming more and more important for the success of today’s business world and they work accordingly to keep a competitive advantage in the market. This study will examine to what extent Dell has used supply chain management to gain and retain a competitive advantage in the computer market.

The memorandum presented makes the argument that improvements in a firm's hardware and software will lead to higher employee efficiency and higher profits for the firm. However, as is discussed below, this argument has several flaws and logical oversights that render its claim unsubstantiated. While advances in technology do often improve productivity, such improvements would likely have minimal impact on firms with employees who do not rely heavily on advanced information technology. Take, for example, a small bakery with only a few employees. In this situation, the need for advanced technology is minimal beyond the basic needs of accounting for raw materials, operating costs, and sales margins. Improved hardware and software may increase

The article was about leadership and motivation in the organization. How to measure organizational climate and the effect it has on the company. Organizational climate is the way a employee relates to there manager or leader. The relationship that the two share whether its good or bad and how it effects the labor of the employee. The environment that the organization operates in and how the employees adapt to it. Good leaders should focus on motivating their employees. High performance climate is measured by a employee doing what ever it takes to achieve there goals in the organization. Low performance climate is measured when employees are not achieving there goals and not always completing their daily task. The better the leadership is in an organization will tell show in the labor that is produce from its employee. Good leadership in a organization makes the work environment a better place for every one in the organization and will help produce good labor.

Organizational commitment is one of the two individual outcomes derived from individual mechanisms like job satisfaction, stress, motivation, trust, justice, ethics, and learning and decision making. These mechanisms and outcomes can be found on the integrative model of organizational behavior (OB). Colquitt, LePine, and Wesson defined organizational commitment in their Organizational Behavior 5th Edition book as the desire of an employee to remain a member of the organization (p 64).

Different leadership organisations have different leadership styles that they have adopted in their operations. However it is up to an organization to make sure that the leadership style it uses contributes to the commitment of different stakeholders in an organization. Organizational commitment is one of the salient on going organizational issues faced by managers. Past literature has highlighted the importance of retaining committed employees as an aspect of survival for organization hence many forward thinking are striving to create a positive organizational climate in order to keep those good employees through various human resource initiative (Chew, J, &

“Considering present market conditions and the way in which industry demand fluctuates nowadays, firms willing to remain operationally efficient will become more reliant on supply-chain management, This is one of the main reasons for which Wal-Mart has been capable of growing at an annual rate of 15.4%.”（Aleksandrov）

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.

Today, competition between the businesses is extremely high thus companies need to find ways to be competitive. Organizations prepare the best market strategy to increase the company performance and the ways to keep their employee motivation on the highest level to perform well within the competition. At that time, several incentive pay programs play an important role for every organization to perform well within the competition.