All companies, in order to be competitive with other organizations, must maintain an acute level of productivity. Productivity is defined as the amount of output per hour of work, and is a key ingredient for the economy's long-term vitality. If worker productivity is so important, then how as managers can you motivate workers to maintain and increase their productivity? Do overall attitudes and personalities affect worker productivity, and if so to what degree? The answers to these questions can be found in a closer look at interrelationships between co-workers and their superiors. .
Most of the time people define productivity as an attitude of mind, where on believes that today must be better than yesterday and tomorrow will be better than today. (Chapman and O"niel, 2002, p.49) With this attitude we develop what is called productivity will. This is what makes us want our future to be brighter and better. Productivity will can be measured by general attitude. A worker's attitude depends upon how one perceives one's job. Managers must give workers the right kind of work, that is work that suits as well as uses their abilities, and which they like to do. Workers must be given work which is more intelligent so that they may make use of their minds and that, in turn, will make them feel that they are an indispensable asset to the company. By helping employees create a good concept about themselves, they will also develop a good attitude towards the company; therefore, driving them to naturally want to increase their productivity. On the other hand, employees that have a negative attitude will in essence infect the other workers with their bad attitude and eventually cause productivity to plummet. You can divide any working population into 3 catagories: people who are engaged, those who are not engaged, and those who are actively disengaged and spreading their discontent to others.
