| This article discusses the dilemma and some issues | | | | In that way a healthy balance can be underway to |
| facing the implementation of Productivity | | | | fully achieve equality in work loads. Truly, productivity |
| Measurements. | | | | measures help companies to maintain internal balance. |
| Conducting productivity measurements are important | | | | For all the good that is with Productivity |
| for companies because it gives them a detailed view | | | | measurements, it still has its downfalls and these |
| of how individuals or sectors in their company is | | | | downfalls range from catalyzed effects to ethical |
| fairing in relation to the revenue and profit reports. | | | | issues. One negative effect of conducting |
| However, there are several issues that face | | | | productivity measure is that of negative conditioning. |
| productivity measurement. These are issues that ring | | | | Negative conditioning occurs when an employee is |
| true throughout all sorts of Metric and Performance | | | | informed of how he/she fared in the productivity |
| scale systems of which Productivity Measurements | | | | measurement studies. If the employee who before |
| and Metrics are a part of. These issues are | | | | believed that she was doing a great job receives a |
| constantly being brought into the foreground by | | | | negative productivity report, the result could go both |
| different events that occur as a result of | | | | ways. It may catalyze positive conditioning where in |
| productivity measure or with the advocacy of | | | | the employee strive to do better than what the data |
| activist groups. | | | | presents, or it could go in the opposite direction and |
| The issues surrounding the conduct of productivity | | | | the employee could sarcastically choose to stand up |
| measurement truly puts companies in a dilemma. | | | | for and be the employee with the low productivity |
| They are in such a situation because, productivity | | | | levels as had been reported. We refer to this |
| measures are an integral part of company review | | | | phenomenon as negative mental conditioning and are |
| and give Company heads and idea about the overall | | | | what companies strive to avoid. |
| health and status of their institution. A total scan of a | | | | The ethical and perhaps most mentioned and |
| company's standing cannot be achieved without any | | | | common issue with any performance and productivity |
| form of productivity measurement. As mentioned in | | | | metric system is that: It is degrading to reduce the |
| the first paragraph, productivity measures are set up | | | | Performance of Human Employees into numbers that |
| against profit and revenue reports. The company | | | | have been achieved subjectively. Human rights |
| cannot be simply satisfied with impressive revenue | | | | activist believe that Productivity measurement |
| reports. They need to look in to the inner workings | | | | reports do not give employees enough chance to |
| of the organizations to see which sector has the | | | | defend themselves and their actions. The numbers |
| biggest contribution to the company profit and which | | | | are taken from one specific time frame without any |
| sector has the least input. | | | | penance to what external factors may have brought |
| This is an important factor because responsible | | | | on such results. Therefore, an employee is judge for |
| companies should not let one sector or department | | | | a random bit of activity and not his/her overall |
| carry a majority of the revenue weight while others | | | | attitude. |
| don't contribute or perform as much as they should. | | | | |