TABLE OF CONTENTS

 ABSTRACT
 INTRODUCTION
 LITERATURE REVIEW
 RESEARCH PROBLEM
 RESEARCH OBJECTIVE
 RESEARCH METHODOLOGY
 RESEARCH HYPOTHESIS
 MAIN TEXT
o IMPORTANCE OF EMPLOYEES IN ANY ORGANIZATION
o EXPLORING THE FACTORS THAT DRIVE EMPLOYEES’
PRODUCTIVITY
 WORK ENVIRONMENT
 EMPLOYEE WELLNESS
 LEADERSHIP
 COMPANY CULTURE
 TECHNOLOGY
 TRAINING AND DEVELOPMENT
 EMPLOYEE ENGAGEMENT

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  COMMUNICATION
 MOTIVATION
 CONFLICT RESOLUTION
 DECISION MAKING
 DIVERSITY
 TIME MANAGEMENT
 CONCLUSION AND SUGGESTION
 REFERENCES

ABSTRACT

This research paper gives an overview about the relation of organizational behaviour with
employee’s productivity and also about the factors which play a key role in gearing up the
productivity of employees at any workplace.

Organizational behaviour is defined as behaviours when an employee actively participates in

an organizational process but is not supported directly by the organization's reward structure.
The goal of organizational behaviour research is to identify practices regarding the behaviour
of employees while working for a company. It also reveals how and to what extent the
organization is impacted by these behaviours, the type of impact it has on overall enterprise
productivity, and the actions that can be undertaken to expand employee behaviours in order
to improve productivity.

Productivity and efficiency are both directly related to the behaviour and behaviour of people
working in a company. In their research, Kim et al., (2020) examined organizational
behaviours from an environmental perspective. Specifically, they looked at the environmental
attitudes/behaviours of employees within an organization that were analysed for the purposes
of the study. It has been studied in the context of workplace. Green corporate citizenship
behaviours are influenced by the organization’s environmental policies, employees’
environmental views/behaviours, transformational leadership, and environmental education.

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Keywords: organisational behaviour, leadership, culture, productivity, corporate citizenship

INTRODUCTION

What is employee productivity? Employee productivity is a measure of economic

performance that looks at the difference between the number of products and services
produced and the amount of labour used to produce those products and services. Employee
productivity is determined by a number of factors, but here are some of the most important
factors that affect employee productivity and ultimately business performance.

The organizational behaviour itself plays a vital role in setting up any sector’s management, it
plays a crucial role in improving the productivity of employees. Therefore, by studying the
organizational behaviour it will help any company to grow itself in a swift and continuous
manner.

By tracking organizational behaviour of employees, companies can improve productivity by

enhancing communication, motivation, teamwork, decision-making, conflict resolution, and
efficiency. By identifying and addressing the drivers of employee behaviour, organizations
can create more productive and successful organizations. According to a recent Association
for Talent Development (ATD) survey, 92% of organizations consider employee development
to be essential for business success. Employee development is closely linked to
organizational behaviour because it involves identifying and addressing drivers of employee
learning and development within the organization.

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While there are many factors that affect employee productivity, such as job satisfaction,
engagement, physical health and well-being, morale and motivation are two of the most
important. Here in this research paper, we are going to cover the maximum factors that
increases employee’s productivity.

LITERATURE REVIEW

[1] According to Dr. Aram Hanna Massoudi, Employee’s attitude at the workplace is affected
by factors like interpersonal relations, emotional factors, job assignment, overtime duty and
extended work. The emotional factor is one of the leading factor that affect the employees’
attitude with a mean of 4,76. Interpersonal relations is regarded second with mean of 4,32.
Since interpersonal relations at workplace does not serve a critical role in development and
maintenance of trust and positive feelings among employees in the organization. Furniture
and furnishing are one of the leading physical aspects – comfort level - that influence the
employee’s performance at the workplace with mean value of 3,42. Majority of employees
ensures in bank that good condition and proper furnishing should be maintained in order to
make them feel sophisticated while they work.

[2] According to Mwenda P Itumbiri, It is recommended that application of performance

management process which ensures that performance expectations are agreed and reviewed
regularly should be adopted; Formulating HR policies governing the major areas of
employment, development, reward and employee relations. Ensuring that the reward system
is developed and managed to achieve equity, fairness and consistency in all aspects of pay
and benefits. Some very difficult decisions may need to be taken for example about: - pay
comparability, use of incentivized reward systems an, role of non-financial recognition and so
forth According to Stephen R. Covey (2004), in his 7 habits of highly effective people, trust

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is the highest form of motivation. The organizations therefore should adopt a general policy
of transparency, ensuring that employees know what is happening, why it is happening and
the impact it will make on their employment, development and prospects. Only in this way
can the climate of trust be fostered: any (perceived) attempt at concealing change will only
destroy trust. More generally, practicing employment relations in a way which encourages
mutual trust between employer and employee is critical to employees’ motivation in RIDA

[3] According to Department of Sociology, Nigeria Police Academy, Wudil, Kano, Nigeria,
the organization should make provision for training and developing training their staff on line
with today’s management commitment concept, in order to improve employee on work skill.
The communication network of the organization must be adequate in order to ensure that vital
information get to all employee at the right time so as to improve the company productivity
and performance. Nigeria manufacturing companies should lay more emphases on the
provision of social responsibility to its workers, owners, society and other stakeholders.
Finally, success or failure of any organization depends on its workforce. The employees who
strive hard to make the organization achieve its pre-selected goals and objectives should be
rewarded effectively. Adequate motivation and remuneration boost the employee moral to
work harder towards achieving or accomplishing challenging task

[4] According to Ardita Prendi, employees feel satisfied and motivated when they receive
extra bonuses, when they are promoted in their role and responsibilities, and when they feel
appreciated by others and especially by their supervisors. These findings are in line with the
work conducted by David et al (2004), who agreed that assigning new roles and
responsibilities to people lead them to be motivated to work harder. The finding that pays
raise constitutes an important factor of motivation for the Albanian employees is also
supported by the literature showing that salary is an indicator of employees’ satisfaction and
performance and hence, business productivity

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[5] According to Babatunde Joseph, Unsatisfied employees produce unsatisfactory results,
therefore, it is very vital for top management to take care of their employees to ensure that
they are satisfied in their jobs; when they are satisfied; they strive for the company's goals
and aim (Latham, 1994; Egan, 1998). The success of any organization depends on the ability
of managers to provide a motivating environment for its employees. The challenge for
managers today is to keep the staff motivated and performing well in the workplace. The
manager has to know the behaviour of each employee and what might motivate each one
individually. By understanding employees' needs, managers can understand what rewards to
use to motivate them. The goal of most companies is to benefit from positive employee
behaviour in the workplace by promoting a win–win situation for both the company and
workers.

[6] According to Vinay Chaitanya Ganta, the link between employee motivation and
performance seems to be quite obvious. That’s because every time when we deem a task to be
important and valuable to us, we act with a high level of dedication and enthusiasm to its
completion. However, the relationship between these two things is in fact a lot more complex.
With that in mind, managers need to find creative ways in which to consistently keep their
employees motivated as much as possible. Motivation is very important for every company to
improve the employee performance and productivity of the organization.

[7] According to Sonny Hersona, the leadership function has the most dominant influence on
employees’ performance. Leadership function has a positive impact and greatly affects the
employees’ performance in the Department of Manpower and Transmigration. Motivation has
a positive effect on the employees’ performance in the Department of Manpower and
Transmigration. Great work motivation gives an important role in employees ‘performance.
It is seen from the aspect of achievement motivation and affiliation. The employees will feel
satisfied if the facilities and infrastructure that support the work can be fulfilled. In addition, a
positive social environment will also affect the achievement in work. Furthermore, work
discipline has the weakest effect on the employees’ performance in the Department of
Manpower and Transmigration

[8] According to M. Kotteeswari, the employer can control certain stress factors which affect
the employees in performing their job. The employees also can try to overcome their stress
through some exercises, yoga and meditation. The employers can extend their support to the
employees to get rid of the job stress.

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[9] According to Akanbi, Paul Ayobam, the importance of reward in the day-to-day
performance of workers‟ duties cannot be over emphasized, especially when it comes to
being rewarded for a job done. It is a well-known fact that human performance of any sort is
improved by increase in motivation. Going by the findings of this study, it can be easily
inferred that workers reward package matters a lot and should be a concern of both the
employers and employees.

Having stressed the importance of a good remuneration policy on the performance of 13

workers and the different kinds of reward that can influence workers to perform better on a
job, this study can therefore be seen as a call for employers‟ sense of commitment to put in
place appropriate incentive plan that will encourage workers to be more purposeful and
improve their performance.

[10] According to Dr. Cross Ogohi Daniel, Researchers and academicians can utilize these
study findings to test their hypothesis or to enhance further research, particularly on finding
out cost effectiveness of different incentives and rewards used by organizations to increase
employee productivity. The researcher should consider the current economic crisis with an
aim to reduce costs and to balance between short term and long-term productivity outcomes.
The researcher should come up with recommendations to be used by the management to
reassess the combination of financial and nonfinancial incentives that can serve their
organizations best through economic crisis It is very important to extent this research and
discover new facts because motivational incentives are very basic element of any job (the
desire to receive something beneficial in exchange of one’s effort). This research should be
extended to other manufacturing organizations. Incentives are there, although working hours
are also long. So, under the Factories Act, 1934 no adult employee, defined as a worker who
has completed his or her 18th year of age, can be required or permitted to work in any
establishment in excess of nine hours a day and 48 hours a week. Therefore, bank
employee’s’ working hours should be according to this act.

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RESEARCH PROBLEM:

1) What is the importance of organizational behaviour at any workplace?

2) What are the factors that drive employee’s productivity?

RESEARCH OBJECTIVE:

1) In order to gain a better understanding of importance of organizational behaviour at

any workplace.
2) In order to explore the maximum factors that drive employee’s productivity at any
organization.

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RESEARCH METHODOLOGY:

The data used in this research is derived from secondary sources such as internet content, web
pages, literature, journals, case studies, etc. Hence the secondary method of research is used
in making this research paper.

RESEARCH HYPOTHESIS:

Organizational studies is the study of human behaviour and in this research paper I assume
that it will reflect the importance of organizational behaviour on the work place as well as the
factors that are responsible to improve the productivity of employees on the workplace and
incline the profit graphs of any organization.

MAIN TEXT

IMPORTANCE OF EMPLOYEES IN ANY ORGANIZATION

Employees are the lifeblood of the organization, so it is essential that they remain productive.
However, simply requesting them to work more hours or engaging in managerial
micromanaging will have a detrimental effect on their well-being. Putting productivity first
will lead to a toxic work atmosphere where employees become exhausted, overwhelmed and
discouraged. Furthermore, if employees are not satisfied, customers will not be either.

And if the employees will be happy from the organization the company can see a positive
uplift in the graphs, therefore employee’s satisfaction, behaviour, needs etc are directly
proportional to the company’s smooth and speedy growth.

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EXPLORING THE FACTORS THAT DRIVE EMPLOYEE’S
PRODUCTIVITY

1. WORK ENVIRONMENT

It is clear that no one appreciates working in an environment that is unfriendly or toxic.

Establishing a workplace culture that is rooted in your company's core values should be a
priority, providing employees with a sense of support, recognition, and safety. Honesty and
collaboration should be prioritized, and it is important to recognize and reward employees
when they have done their best. Provide employees with the opportunity to work in an
environment that encourages collaboration, competition, and mutual respect. This helps to
foster healthy work practices, which in turn leads to a more productive workforce.

[Link] WELLNESS

Employee wellness is a term that has become increasingly popular in recent years. It refers to
the health and well-being of your employees. You want to make sure that your employees
have everything they need when they are not feeling their best. This shows that you care
about them and also helps to prevent minor issues from turning into major ones. By creating a
wellness program for your employees, providing healthy food options in the office cafeteria
and encouraging your employees to prioritize their well-being, you can create a healthier and
happier employee. This could have a huge impact on employee productivity levels. You can
also encourage your employees to lead a healthy lifestyle by providing them with access to
physical activity that encourages them to get up and move around. For example, suggesting a
“walk to work” day or providing more storage space for office equipment.

[Link]

Managing your employees can have a significant impact on their productivity. From the
manner in which management interacts with the team, to the manner in which performance is
evaluated, feedback is given, expectations are expressed, objectives are set, tasks are
prioritized, and so on, it all begins at the top. Employees have a high expectation of
management, from the manager to the Director-General, to set a high standard of care for the
people they work with. Developing training programs for managerial personnel can help
them to comprehend the effect their actions have on their team, as well as provide them with
the opportunity to review their management practices to make sure they are in line with your
company's culture.

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[Link] CULTURE

A recent Small Business Pulse survey revealed that 85% of entrepreneurs agree that company
culture contributes to improved productivity. Company culture refers to how employees
experience a connection between their work and the organization they are employed by.
While it is important for employees to have a strong sense of the mission and values of the
company, it is also important for them to be able to see these values being implemented in
their work environment. A strong and healthy company culture that is in line with the
company's core values will stimulate motivation and foster employee loyalty. Employees will
be more likely to bring their best self to every task they undertake if they can observe the
values they support being implemented in their workplace.

[Link]

It has always been said that technology increases productivity, however, in the current remote
work environment, this is even more the case. Without the right technology, employees will
be confined to mundane, manual tasks, leaving them with little time to engage in more
complex work. If productivity in your organization is declining, consider re-evaluating your
workforce's technological needs and implementing solutions that are tailored to your
employees' needs. For instance, do you currently use fifteen applications that do not
communicate with one another? Do you still rely on the same software system from ten years
ago? If the answer is yes, it is time to make some changes. Today's cloud-based business
applications can be tailored to the specific job role and data transmission between them is
seamless and secure. Many of these applications also enable employees to work remotely,
provided they have access to the internet and an internet capable device.

6. TRAINING AND DEVELOPMENT

It would be a fallacy to assume that training is only for managers. Providing training and
development opportunities for employees is also beneficial for productivity. When employees
are not adequately trained, they will spend more time attempting to determine how to carry
out a task rather than doing it. This can lead to frustration and self-doubt. Generally,
employees want to be successful in their jobs. If they are not, it is important to first assess if
there is something more you can do as an employer to assist them. A well-structured training
and development program is a great place to begin. This will enable employees to develop

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their confidence, achieve greater success, and ultimately improve customer satisfaction.
Additionally, many employees value career advancement opportunities within an
organization, so training that is focused on this can also enhance engagement and
productivity.

7. EMPLOYEE ENGAGEMENT

If you want your employees to be more productive, you need to make sure they're engaged.
When employees feel valued and appreciated, they're more likely to be confident in their
work and more interested in growing within the company. When employees have a good
relationship with you, they'll have a better understanding of what you're trying to achieve and
how to make their work more effective. Employee engagement is the key to building that
relationship. To keep employees engaged, you need to give them the space to try new things,
give them recognition for their hard work, give them feedback to help them grow, and give
them the right tools and training to help them succeed. See our infographic for all the info
you need!

8. COMMUNICATION:

Why is communication important in the workplace? Improving communication in the

workplace has a number of benefits. First, it increases employee morale and engagement.
Second, it improves productivity and employee satisfaction. Third, it improves team
collaboration and collaboration. Finally, effective workplace communication drives better
result for people, teams and organizations. To put it another way, as a manager, having good
communication skills has both short-term and long-term advantages for your organization. As
a leader, an effective communicator motivates your team to do more with better results and
less misunderstanding. And who doesn't want less misunderstanding? All of these things
contribute to the company's success and your success as a leader.

[Link]

Motivation is one of the most important factors in employee success. Employee satisfaction
leads to higher performance, which in turn leads to higher customer satisfaction. Employees
who are motivated are better able to adapt to change, collaborate better, are more willing to
do more for a project or customer or co-workers, and keep a positive work environment.
Additionally, having a team of motivated employees can help reduce turnover and employee

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absenteeism. Sometimes managers don’t realize how important motivation is in leading well
and ensuring the future success of the organization. Or they think extrinsic motivation, such
as compensation, is enough to drive team members to perform well on a regular basis.
Intrinsic motivation is more important than extrinsic motivation because employees who are
intrinsically motivated stay with the organization longer and are more productive. Employees
who are intrinsically motivated will stay because they love what they do and won’t leave
because of a pay check.

10. CONFLICT RESOLUTION

The Impact of Unresolved Conflicts on Productivity and Morality the Conflict Research
Consortium (CRC) found that organizations with well-functioning conflict resolution systems
experienced lower rates of absenteeism and turnover, as well as improved productivity and
improved morale. All in all, these statistics demonstrate the importance of organizational
conduct in the workplace, as well as the potential advantages of understanding and addressing
the factors that shape employee behaviour. Understanding and addressing these factors can
help organizations create more productive and successful workplaces.

[Link] MAKING

Decision-making in the workplace facilitates the optimization of processes. It allows for the
identification of issues, the assessment of alternatives, and the selection of the most effective
course of action to address the problem. This can result in a decrease in time, a decrease in
expenses, and an increase in efficiency, which can be advantageous to both the team and the
organization.

12. DIVERSITY

The importance of multi-culturalism has grown in recent years and has undoubtedly become
a key factor in employee engagement. Diversity in the workplace is a key factor in enhancing
employee productivity and contributing to the success of a company. By recruiting
representatives with unique characteristics, religions, cultures, and customs, employees can
feel more at home in their workplace.

Additionally, diversity provides employees with the opportunity to gain insight into the
perspectives of others, which is essential for fostering strong team dynamics. It is important
to ensure that all employees are given equal opportunities, regardless of their cultural,
religious, ethnic, gender, or sexual identity, as this will have a positive impact on their

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satisfaction and productivity. Furthermore, with such a diverse pool of talent within the
company, employees will have access to a broader range of skills, leading to a significant
increase in profits. Furthermore, having diverse team members can have a significant impact
on productivity in remote teams. Finally, providing employees with a chance to take a break
is essential in order to combat low productivity. A healthy and happy employee is likely to
have the physical and mental resources necessary to achieve desired outcomes.

13. TIME MANAGEMENT

Time management is the practice of scheduling and managing your time in a way that allows
you to work smarter, rather than harder. With good time management, you can plan your time
in between your most important tasks. What is effective time management? It’s the practice
of using your time to schedule your days in such a way that you can work with less effort and
make the most of your time. By controlling your time, you can achieve more and better
results in less time, without any stress. It improves performance and productivity. It increases
employee efficiency, helps you meet deadlines, and produces better quality work. Time
management helps companies to prioritize all work tasks and reach their goals faster. An
effective time management plan can open up new opportunities and help your company grow
sustainably.

CONCLUSION AND SUGGESTION

The productivity of your employees is a critical factor in the success of your business. Your
employees are the lifeblood of your organization, so it is logical to invest time and resources
in various elements that enhance the productivity of your employees. The above-mentioned
factors are the most important factors which are responsible for employee’s productivity in
any organizational sector.

The foregoing data demonstrates the significance of organizational conduct in the workplace
and the potential advantages of recognizing and addressing the elements that shape employee

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behaviour. By recognizing and addressing these elements, organizations can foster a more
productive and prosperous work environment.

REFERENCES

 Mehta Anil (2007) Organizational Behaviour, Professional publication

 [Link]

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 [Link]

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