Organization behavior
For the company to have higher performing employees, it should focus on helping them to improve their knowledge and skills. For instance, the company could focus more on developing the newer and the lower performing employees by conducting training sessions. The training should be carried by highly qualified, competent and experienced educators. Training of employees is a motivation on its own. This is because it communicates to the employees the expectations of the company. In addition, it guides the employees on different ways of attaining the company’s goals and objectives. For example, the company would have trained the newer and low performing employees on how they can enhance their productivity in the company. When one lot of employees is productive and the other one is non-productive then it means that for the company to be successful, then the productive employees need to work very hard in order to cover the nonproductive lot of employees. This means that with time the productive lot would become exhausted by work hence build up stress from the work. Stress would reduce their productivity something that would further lower the performance of the entire company. However, with the training of the lower productive and newer employees would play a great role in improving their productivity. As a result, the trained employees would assist the productive employees thus reducing their stress hence improving the overall organizational performance. Training of employees’ acts as a motivation since it helps in developing skills and knowledge of employees’ thus promoting success in the company (Rahman and Zekeriya 570).
Solution 2: Reducing the amount overtime hours that a worker can work to reduce stress
It is important for the company to focus on ensuring that its employees have work-life balance. This is to mean that they should work for a given period then given enough time for rest. Limiting the working hours for the employees and providing them with enough time to rest is an important exercise of enhancing employee productivity in the company. Generally, reducing workforce amount of overtime hours in the company would play a vital role in reducing work stress. Besides, it is recommendable for the company to share job among many employees instead of off-loading one employee since it helps reduce burden on that employee hence promoting success. For example, when important tasks within the company are completed, it beats logic to the company to offer employees more hours to rest in order to overcome from the stress they underwent to produce results of the large task. Work-life balance is very important to the employees of the company as it allows them to be healthy hence able to work well.
Solution 3: Changing employees stress perception
Changing employees stress perception is one way that assists them to think more positively. Motivating employees plays great role in changing the employees’ perception about the stress they undergo when executing their task. Motivating employees especially after good work make them feel recognized and appreciated by the management of the company. In so doing, this would help to reduce stress and impel them to extra hard in future assignments of the organization in order to enhance success. For example, after accomplishing crucial or difficult task, the company may organize a party for the employees outside the company’s premises. This is a good motivation of ensuing that the employees relax in the best way. It is a good way of making the employees to important within the company. Workforce productivity depends on the motivation that the company provides them. Motivation does not come as a result of paying them overtime hours. However, motivation may be due to training and development of the employees, recognizing them for work well accomplished and providing them with enough time to rest in order to reduce stress associated with the work they perform.
Work Cited
Rahman, Wali, and Zekeriya Nas. "Employee Development and Turnover Intention: Theory Validation."European Journal of Training and Development (2013): 564-579. Print.
