Question 1
Explain the factors used to determine employee production standards. Why are realistic performance standards essential for employee motivation, morale, and productivity?
Employees’ productivity can be determined by a thorough analysis of their punctuality and timeliness in carrying out any tasks assigned to them. Timeliness is shows the ability of the employee to work effectively with set deadlines. Punctuality in arriving at work, delivering on duties and giving response to senior management can help measure the production standards of an employee. The management should also use the accuracy of the employee in delivering goods and services. Some employees are fast in working, but they also have a lot of erroneous and inaccurate work. This leads to losses to the company, either in monetary terms or loss of clients’ goodwill and loyalty.
Furthermore, the management may use customers’ feedback to measure the performance of an employee. Such a system would require a methodology of obtaining client’s feedback. The sole aim of carrying out business is to ensure delivery of quality goods and services to clients. Therefore, the satisfaction of clients is a crucial factor in carrying out any performance appraisal. Employees who satisfy customers can be regarded as having performance standards. They should be awarded or at least commended for their effectiveness. Realistic employees’ performance standards are critical to ensure growth of the firm’s general performance. By ensuring every aspect of production is operating at an optimum level the firm will maximize on profits while reducing losses and inefficiencies.
Question 2
However, the electronic monitoring also has some disadvantages to employees and unions. The system may invade the privacy of employees, both online and offline. Employers may abuse such systems and use it follow the private lives of their employees. This is against the required work conditions and relationships that should exist between employers and employees. The systems also pose undue work pressure to employees leading to detrimental effects on employees’ health.
References
Holley, Jennings, & Wolters (2012). The Labor Relations Process. (10th ed.). Mason, Ohio:
Cengage Learning.
