Workers' Welfare and Productivity Improvement: a Comparative Analysis
WORKERS WELFARE AND PRODUCTIVITY IMPROVEMENT: A COMPARATIVE ANALYSIS
BY
UZOIGWE NNAMDI C.
INTRODUCTION:
The aim of this is paper is to provide the relationship between productivity and employee welfare in any business organization. It is a known fact that human resource is one of the most important resource that have to be managed appropriately if productivity have to be achieved and improved upon. Infact, organizations do not need to search for opportunities for productivity improvement anywhere, they exist in every workplace situation all of the time. It's for managers, supervisors, trainers at any level who wish to develop their understanding of productivity and their ability to improve the efficiency and utilization of resources, human resources in particular, in their organizations and who see achieving targets and budgets as merely minimum starting standards.
The paper will take precedence with the definition of the concept of productivity. This concept will be expanded beyond the working environment of the worker to the social and ecological environment of the organization. The two most important patterns (paradigm) of productivity (doing things right and doing the right thing) will further be highlighted. The paper will then proceed to discus the human involvement in the productivity improvement and efficiency. Workers welfare and management ideologies will thereafter take the peak of the discursion, and conclusion would be drawn based on the issues raised in the paper.
THE CONCEPT OF PRODUCTIVITY
Current economic realities (liberalized and dynamic markets, constantly changing customer preferences, new structure of production and work, etc.) are leading to a rethinking of the notion/concept of productivity. Whereas traditionally, productivity is viewed mainly as an efficiency concept (amount of outputs in relation to efforts or resources used), productivity is now viewed increasingly as an efficiency and effectiveness concept, effectiveness being
BY
UZOIGWE NNAMDI C.
INTRODUCTION:
The aim of this is paper is to provide the relationship between productivity and employee welfare in any business organization. It is a known fact that human resource is one of the most important resource that have to be managed appropriately if productivity have to be achieved and improved upon. Infact, organizations do not need to search for opportunities for productivity improvement anywhere, they exist in every workplace situation all of the time. It's for managers, supervisors, trainers at any level who wish to develop their understanding of productivity and their ability to improve the efficiency and utilization of resources, human resources in particular, in their organizations and who see achieving targets and budgets as merely minimum starting standards.
The paper will take precedence with the definition of the concept of productivity. This concept will be expanded beyond the working environment of the worker to the social and ecological environment of the organization. The two most important patterns (paradigm) of productivity (doing things right and doing the right thing) will further be highlighted. The paper will then proceed to discus the human involvement in the productivity improvement and efficiency. Workers welfare and management ideologies will thereafter take the peak of the discursion, and conclusion would be drawn based on the issues raised in the paper.
THE CONCEPT OF PRODUCTIVITY
Current economic realities (liberalized and dynamic markets, constantly changing customer preferences, new structure of production and work, etc.) are leading to a rethinking of the notion/concept of productivity. Whereas traditionally, productivity is viewed mainly as an efficiency concept (amount of outputs in relation to efforts or resources used), productivity is now viewed increasingly as an efficiency and effectiveness concept, effectiveness being