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This is a synopsis and review of the latest research to investigate if a happy worker is indeed a productive worker.

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Introduction

Happy Worker, Productive Worker This is a synopsis and review of the latest research to investigate the if a happy worker is indeed a productive worker. Introduction: It is a common belief that happy workers are always productive. But is it always true? How do we define happiness? How do we define productivity? How are they co-related? These are some of the frequently asked questions in this context. Let us first answer these questions and analyze the results with in the frame work of supporting theories. Happiness: Happiness is an ambiguously defined term and here is the interpretation which we would be using. Happiness is derived from two major sources * Professional (Job related) : "A pleasurable emotional state resulting from the appraisal of one's job or job experiences" (Locke 1976, p. 1303) For our purpose, it is synonymous with Job Satisfaction in organizational context. * Personal: A general feeling of well-being resulting from personal causes like family, friends. ...read more.

Middle

It is advocated by several scholars, including Elton Mayo and Douglas McGregor. It was first conducted at Western Electric Hawthorne in Cicero, IL. The study found that production increased under all treatments i.e. Attention = Increased production Human relations theory says satisfaction will lead to productivity. It clearly indicated the influential role communication played in organizations. Upward communication/feedback in interviews is an important activity directly influencing job satisfaction. Social forces at work prove to be much more potent determinants of job performance than the physical factors. e.g. improvement in the light conditions at work place did not directly affect the performance of the workers upwards. The fact that the workers felt more recognized and important made them work harder to actually improve performance. Even degrading of light conditions was showing a positive increment in the productivity, which brings home the fact, that social factors are more important predictors of job performance than the physical factors. ...read more.

Conclusion

They need less supervision, which frees management for other tasks. Employees are more capable to take care of customers which build stronger customer loyalty. All this leads to better management-employee relationships. Conclusion - Involving everyone correlated to better work output Positive affectivity: Positive affectivity is the tendency to experience positive moods and feelings in a wide range of settings and under many different conditions. Research indicates people with positive affectivity were superior to those with negative affectivity in business decisions. Research also indicates that positive affectivity also influence people in a team and their performance can save the company precious time and money. Unhappy employees are not only less productive, but research also suggests they're a drag on the productive employees around the office, said Michael Mercer, author of the book "Spontaneous Optimism: Proven Strategies for Health, Prosperity and Happiness." This is a widely accepted hypothesis though research does not support the idea. But, many examples prove it to be flawed. The reason being sad employees devote more energy to work to distract themselves from their present state. Sad employees are more attentive. ...read more.

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