Optimizing Human Productivity Analysis

Theory A for Optimizing Human Productivity

Dr. P. S. Aithal and Dr. Suresh Kumar P. M.

Srinivas Institute of Management Studies, Pandeshwar, Mangalore – 575 001, INDIA

E-mail : [e-mail]

Abstract

Optimizing human productivity is a challenging process for the organizations and this process involves getting the best performance from employees within the organizational constraints. Even though the performance of human resources in organizations mainly depend on technology and external environment, ways of thinking individually and by teams, and humanistic orientation are important. Various models are used in developing a strategy to improve the people’s performance in organizations. Such for example, are theory X, theory Y and theory

Optimizing Human Performance is used in all business functions to improve individual and group output, reliability, and productivity. Employee growth and development towards higher levels of competency, creativity and fulfilment are encouraged and supported because people are the central resource in any organization. The most successful optimizing human productivity models have five key elements [1]. When implemented properly these elements enable organizations to thrive through the engagement of their employees. The important elements for OHP include (1) Leadership Commitment, (2) Human Capital Planning, (3) Attracting, Developing, and Retaining Employees, (4) Communications Strategy, and (5) Impact Metrics. Optimization involves designing a system or process to perform as well as possible. Even though the performance of human resources in organizations mainly depends on the technology and External environment which substantially impacts organizational behaviour, the way of thinking individually and by teams, and humanistic orientation, which assumes that individual feelings, attitudes, perceptions, goals, etc., are important to the organization. Many researchers have tried to optimize productivity using different strategies [2-4] including motivation of employees [5], privatization

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 [10-11] :

(1) Planning – Institutional assessment, problem identification, and joint policy formulation.

(2) Target setting – Communication, shared understanding, and action planning.

(3) Motivation – Adoption of the idea and increased performance.

(4) Work Strategies – Empowerment, support and team-work.

(5) Responsibility – Commitment, consistency, and target fulfillment.

(6) Role model – Following example and willingness to improve.

(7) Monitoring & Guiding – Joint review, self-appraisal, and confirmation of accomplishment.

(8) Accountability – Contribution through commitment and creativity.

Based on Focus group method and its effective usage in different research model proposals, [12- 26], a set of postulates have been developed to model theory A [10]. These postulates of theory A connect the following factors of organizational performance.

(i) Identify and prioritize relevant