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The approach to productivity is changing. It is not about labor and material productivity anymore, but rather about the use of technology. Innovation is considered a key driver to boosting productivity.
Big organizations have a corporate affairs or an executive management committee that deals with major decisions. On many occasions, the leadership committee becomes a hindrance to productivity. If you need to check your initiatives, ideas and approvals with your committee every time, you end up with delays, variations and ego decisions. Unfortunately, innovation suffers because of internal processes that do not directly contribute to growth.
Shareholders must realize this fact, and the role of corporate must be restricted to knowledge sharing. They must restructure the decision-making process and delegate authority to promote an effective performance culture. Innovation must emanate from every single task which involves out-of-the-box thinking. For innovation, employees must have strong knowhow, be highly creative and flexible to change. Here, you cannot stretch what is 'tight' because of the overuse of manuals, procedures, job descriptions and work instructions.
The match is the competition. People do what everyone else does. When they see a boom in business, they are attracted to act. But they do not realize the risk of the market boom due to game play. They must recognize future risks and the need for sustainability, and make sure they do not have a 'fatty,' lazy structure. People must be aggressive and work hard. The market drivers are branding, price, quality and reliability – they ensure business continuity and sustainable organizational growth.
In the end, how do we measure productivity? Is it the outcome of performance? Is it produced or delivered at the right time with the right value? Is it the cost of employees in relation to contributions? These issues have to be tackled with an organizational perspective.
• Innovation is considered a key driver to boosting productivity
• Get rid of delays by eliminating processes hindering innovation
• Firms must learn to delegate for effective performance culture
Source: Dr. Pon Mohaideen Pitchai, Special to Jobs & Careers
The writer is a Dubai-based HR and Management Consultant