• 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.

    a loss of support, self-esteem, purpose in life or feeling threatened. The way in which we communicate with others can change or damage their views, opinions or themselves. Effective communication is vital if staff are to foster people's equality, diversity and rights.

  1. I have decided to investigate a large hotel chain called intercontinental hotels group PLC. ...

    Most employees of big business receive perks; these are for e.g. cars, laptops, mobile phones. Managers receive perks more than employees do. All employees receive sick pay, in the holiday inn all employees get sick pay but they do not get paid in the first three days as a survey

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

    To facilitate subsequent exploration of this model, the discussion below is divided into three separate areas: (1) antecedents to self-efficacy, (2) self-efficacy judgments, and (3) outcomes of self-efficacy. The antecedents (shown on the left-hand side in Figure 2) represent the various sources of information which individuals can use to develop

  1. Mc. Tavish Industries

    (ISSUE OF INTEREST). 1. Before job enrichment programmes can succeed, employees must believe that their lower-order needs will be met. This entails that managers provide adequate and fair supervision, make it possible for employees to interact with each other, and to provide fair pay and adequate benefits of employment.

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

    Therefore, it was something to do with their belief about the light level and not about the real actual light level and what the experimenter expected to be good and not what was materially good. The major confusion was that production increased as expected but production of the control group increased approximately the same amount.

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

    As Pfeffer (referencing Mechanic, 1962) points out, "...what is interesting is not that subordinates accept the instructions of managers because of the greater power possessed by the managers. Rather, it is interesting that in spite of the considerable degree of power possessed by lower level employees, these employees seldom attempt to exercise their power or to resist the instruction of their managers...

  2. Human Relations and Organizational Behavior.

    Before making changes to any policies, Human Resource (HR) must do a discovery of liabilities that could influence the financial viability of the merger. Any discrepancies that might be addressable in the agreement to both parties' satisfaction should be addressed, in addition, discovery of variations in policy and practice.

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