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Employee Productivity

Employee Productivity. Motivation & Incentives. Rachel Waldo Brett Corday Abby Martin. Productivity Measures How Technology Measures Employee Productivity Role of Motivation and Incentives on Productivity Potential Issues of Motivation and Incentives Case Studies. Our Goal:.

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Employee Productivity

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  1. Employee Productivity Motivation & Incentives Rachel Waldo Brett Corday Abby Martin

  2. Productivity Measures How Technology Measures Employee Productivity Role of Motivation and Incentives on Productivity Potential Issues of Motivation and Incentives Case Studies Our Goal:

  3. Cube, Incorporated Help Wanted! We are hiring 3 Block handlers • No experience necessary • Great Incentives and rewards • To apply, raise your hand!

  4. Work Hard! Be Safe!

  5. Incentive for Cube, Inc Employees

  6. Performance Evaluation! • Which shift was most successful? • What was the best motivator?

  7. Productivity Measures The types of Measures and how Technology helps

  8. Single Factor Productivity • This is the easiest and most simple type of productivity measure. • A Ratio That Equals 1=1 • One Input = One Output

  9. Labor Productivity Measure • A ratio that is single factor, but only involving inputs and outputs associated with labor • For Example: Input = Output Hours Worked = Products Produced 6 Hrs Worked = 6 Products Produced, A ratio of 1=1

  10. Multi-Factor Productivity • Output equals the approximation of different inputs • For example: 3 hrs worked + ≈3 machine hours = 6 products produced M.H. approximated to test productivity

  11. A Word of Caution • Because some inputs are ≈, final decisions are sometimes inaccurate. • Inputs like prices, are sensitive and should be accounted for • Productivity measures are served best when in comparison of a hypothetical scenario, (or company.) This tests efficiency

  12. Technology and Production Measures • How time and activities are allocated is important to improve employee or manufacturing productivity, • Need to measure the information accurately • A time study for process improvement can help streamline production

  13. Time and Activity Allocation • How are time and activities allocated? • Traditional methods of gathering time are awkward • The question is: How can we monitor production times accurately?

  14. The Answer: The Time Corder

  15. Advantages of Time Corder • Gets employees involved in the productivity study • It is easy to use • Easy to analyze data collected • Helps with overall process improvement • Improves time management

  16. The Results of Motivation and Incentives The effect Motivation and Incentives has on Productivity

  17. Why study and apply motivation? • Human capital is your most important capital • Treat colleagues as human beings • Well motivated employees are more productive and creative.

  18. Effects on Productivity • The goal of a manager is to get their employees to produce effectively and efficiently • Motivation is the key to performance improvement • This can be done through incentives • Motivation is intangible, it drives all human action, and it is the energy source for employees.

  19. Why it works!

  20. Issues of Motivation and Incentives The Potential issues of Motivation and Incentive

  21. Potential Issues with Incentives Alfie Kohn • Dehumanizing • Competition not Cooperation • Best for “Mindless” tasks • Short-term benefits Pay-for-Performance • Automotive Industry Alignment with Goals • U.S. Healthcare • Fictional Fires

  22. Potential Issues with Performance Measures • Culture of Distrust • “Gut Reactions” to Normal Variations • Unclear Communications • Unsupportive of Organizational Objectives

  23. Innovation: The Role of Motivation &Incentives Theory of Motivation • Hygiene Factor • Motivation Factor The Innovation Factor • Sense of Control • Autonomy • Credit for the Outcome

  24. Case Study Innovation and “The soul of Google is rapid innovation”- David A. Vise, The Google Story

  25. Google's Europeanheadquarters in Dublin Google’s Culture Pajama Day,2005

  26. Google Founder’s Award

  27. Google’s Finances

  28. Google’s Stock Value

  29. Similarities: Control Data & Google Culture • Lack of Bureaucracy • Strong Customer Focus Knowledge Workers Needs • Acute Knowledge • Supportive Infrastructure • Risks/Failures

  30. Case Study Motivating People to Volunteer at the Baltimore National Aquarium

  31. What makes you Volunteer? • To Learn • Satisfaction • 98% of adults believe that a great deal of satisfaction is gained by volunteering • Be an example for family and friends • Time is one of their most valued commodities. • Relationships are highly valued • Interact with others • Volunteers prefer to be creative as they solve problems.

  32. Does it match up? • Learn • Satisfaction • Be an example • Relationship • solve problems. Trained and tested for each specific job Weekly distributions showing the difference being done Live the mission of the Aquarium Eat together, have dinner and celebrate as groups Input is important, treated as staff

  33. How good are they? • Designed in 1977 • 600 active volunteers • Model that many other organizations copy • Clear mission and goals • Making a difference on the environment “Running a world-class volunteer program demands the same standards of excellence as any well-run corporate business,” says Audrey Suhr, director of volunteer services and staff development at the National Aquarium in Baltimore.

  34. Questions?

  35. Thank you for your participation and for listening.

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