• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

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

Extracts from this document...

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.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Produce an Analytic Report on How a Large Business Manages Human Resources

    For example, the opening up of the former communist countries to trade from the West in the early 1990s would have meant changing plans for businesses aiming to break into these markets. It is likely that employees with knowledge of the business and language of these countries would have been in demand.

  2. Communications in Health & Social Care.

    Sat upright with hands crossed or together on laps and with feet and knees together is a very formal posture, usually used in a formal interview for e.g. a job. * Proximity - This is very important as it is all about a sense of personal space.

  1. The work of Elton Mayo in the "Hawthorne Studies"

    a large room, assembling forty different parts into mechanical relays that were needed for telephone switching in these days before solid state electronics. The repetitive assembly process consisted of putting together a coil, armature, contact springs and insulation in a fixture and securing the parts by means of four machine screws.

  2. Stakeholders - review of Richer Sounds.

    lower and competitive rather than most of the profits going to the external shareholders. How does Richer Sounds work with their suppliers? This is the key shareholder for the purchasing department because they supply all the goods needed by the stores.

  1. Self-Efficacy Theory Explanation for the Managementof Remote Workers in Virtual Organizations

    wide variety of individual behaviors, including: changes in coping behavior produced by different modes of influence, levels of physiological stress reactions, self-regulation, achievement strivings, growth of intrinsic interest, and choice of career pursuits. Self-efficacy has been shown to apply across a wide range of situations and is a good predictor

  2. Produce an Analytic Report on How a Large Business Manages Human Resource

    * Planning has to be constantly monitored. It is unwise for Boots to plan its human resource needs and not alter them in the light of changing events. Planning has to be checked, revised and updated as other factors change.

  1. Mc. Tavish Industries

    Once their basic needs are met, employees respond positively to jobs that are enriched (filled with more motivating factors). 2. Not all employees will respond positively to more enriched jobs. The growth need strength of employees is a critical factor in determining the success of a job enrichment programme.

  2. Power, Authority, Control, Obedience and Initiative in the context of IT

    The relationship between worker and manager can be characterised as one of control and obedience. The manager has control over the worker through the legitimated power that constitutes authority (Pfeffer, 1981). This authority allows the manager to subject workers to control and expect their obedience. As Pfeffer (referencing Mechanic, 1962)

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work