Optimizing Human Productivity Model
Optimizing Human Productivity (OHP) is a challenging process for the organizations, and this process involves getting best performance from employees within the organizational constraints. Optimizing Human Performance is used in all business functions to improve individual and group output, reliability, and productivity. More importantly, OP can become a visceral mindset and life style on a personal level as people apply the improvement methods off the job. Employee growth and development toward higher levels of competency, creativity and fulfilment are encouraged and supported because people are the central resource in any organization and society. The most successful optimizing human productivity models have five key elements [1]. When implemented …show more content…
(iii) External environment which substantially impacts organizational behaviour. (iv) Scientific method using suitable technology —plays a critical role in optimizing human performance research, many researcher have tried to optimize productivity using different strategies [2-4] including motivation of employees [5], privatization of organizations [6], optimizing risks and optimizing rewards [7] etc. and its measurement …show more content…
People are not inherently lazy. They have become that way as a result of experience. People will exercise self direction and self control in the service of the objectives to which they are committed. People have potential. Under proper condition they learn to accept and seek responsibility. They have imagination, ingenuity and creativity that can be applied to work. With these assumptions the managerial role is to develop the potential in employees and help them release that potential toward common objectives.
2. Theory A for Optimizing Human Productivity :
According to Theory A or Theory of Accountability, a proper strategy should be planned in the organization depending on its objectives and set target. Accountability should be fixed to both individuals and teams in order to ensure success in given task. The functional elements of Accountability Theory (Theory A) are [4] :
(1) Planning – Institutional assessment, problem identification and joint policy formulation.
(2) Target setting – Communication, shared understanding, and action plan.
(3) Motivation – Adoption of idea and increased performance.
(4) Work Strategies – Empowerment, support and team work.
(5) Responsibility – Commitment, consistency, and target fulfilment.
(6) Role model – Following example, and willingness to improve.
(7) Monitoring & Guiding – Joint review, self-appraisal, and confirmation of accomplishment.
(8) Accountability – Contribution
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