Productivity Improvement Articles
The more complete and accurate the conceptual models we hold, the better our chances of success in bringing about meaningful change in our workplaces. Change in an organization is really about improving productivity. There are many dynamics to consider, both internally and externally, before we make changes. We must then review these dynamics both during the change process, then evaluate them again when the changes have been accepted as standard practice.
You can develop some appropriate conceptual models for your organization and the specifics of your workplace by reviewing the first five articles below. Following on are further articles to consider in relation to your personal productivity approach.
Productivity Force field analysis
Force field analysis is a management technique developed by Kurt Lewin,
a pioneer in the field of social sciences, for diagnosing situations.
It will be useful when looking at the variables involved in planning
and implementing a change program and will undoubtedly be of use in projects such as team
building and productivity improvement, when attempting to overcome resistance to change. More about: Click for article on force field analysis
Productivity Goal congruence
The extent that individuals and groups perceive their own goals as being
satisfied by the accomplishment of organizational goals is the degree
of integration of goals. When organizational goals are shared by all,
the term goal congruence can be used. More about: Click more for article on achieving goal congruence
Productivity Organizational growth cycles
A theory developed by Larry E. Greiner is
helpful when examining the problems associated with organizational growth and the impact of change on employees. It can be argued that growing organizations move through five relatively
calm periods of evolution, each of which ends with a period of crisis
and revolution. More about: Click for article on Larry Greiner and his theory of organizational growth cycles and the impact of these cycles on management and leadership style.
Organisations and Systems Design and Analysis Open systems approach
This article sets out to describe the open systems approach. The uses to which this technique can be used are manifold. It will enable you to better plan and coordinate the activities of your team, department, organization. It will enable you to create an internal and external vision of the strategically important factors that impact on your team, department and or organization, or are impacted by the 'system' under review. Click for article explaining the open systems approach.
Management Planning & Control Systems Humanizing control systems
A control system is necessary in any organization in which the activities of different divisions, departments, sections, and so on need to be coordinated and controlled. Most control systems are past-action-oriented and consequently are inefficient or fail. For example, there is little an employee can do today to correct the results of actions completed two weeks ago. More about: Click for more on humanizing management planning and control systems.
Self-Evaluation / Self-Assessment Self assessement or stop thinking like your boss…
…and start thinking like his boss. Although supervisors
are first-level managers, they're no different from those who report
to them in that they want to know if they're doing their jobs well, if
they're performing to the satisfaction of those above them, and if their
efforts are likely to lead to increased pay and responsibilities. More about: Click for article on self-evaluation / self-assessment.
Personal Effectiveness and Productivity Time management
It's often difficult for a manager to recognize the impact that his
or her actions have on others. Managers usually function with positive
and constructive intent. But methodology and timing are crucial; if one
or the other is inappropriate, a manager's actions can be perceived as
and become real obstacles to achievement. More about: Click for article on the importance of good time management by managers and supervisors.
Measuring and Improving Clerical / Office Productivity Measuring office staff productivity
Office productivity is a major concern of managements. One factor is
a mistaken view that changes in office productivity cannot be measured
and that there is therefore no way of ensuring that action to improve
performance achieves tangible results. However, the productivity of office
work can be measured, and changes up and down can be detected allowing
managerial action to be taken to ensure that improvement takes place.More about: Click for more on measuring and improving the productivity of office staff productivity, with associated PDF.
