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CHAPTER 16
2. Learn methods of improving morale and appraisal techniques.
4. Recognize substance abuse and other behaviors that reduce workplace productivity.
6. Explore the concept of success and the attainment of goals.
7. Focus strategies to increase and to maintain your personal success.
Key Terms
Compulsive gambling: The inability to control one’s betting habits.
Employee appraisal: Feedback to an employee from supervisors on how he or she has
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Finding your niche: Finding the place where you thrive and are most content; includes
finding the type of job or career where you will be most satisfied.
Imposter phenomenon: A feeling that successful people experience when they are afraid
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Task maturity: having the skill set necessary to complete a job, as well as the ability to
set and meet realistic goals and the ability to accept responsibility.
Time management: Making effective use of one’s available time.
To–do lists: A list of what you need to do, when, and where.
Underutilizing time: Making poor use of available time.
Lecture Outline
I. A Productive Workplace
Productivity can be defined as the ratio of inputs (that is, an organization’s resources) to
its outputs (that is, the organization’s goods and services produced). It can be increased
by focusing on input and output separately. There are many ways to improve efficiency
in productivity. The organization can simplify its products, or improve the production
process. Another way to improve productivity is to increase the efficiency of employees
at the individual level.
A. Increasing Morale to Boost Productivity
The following steps can improve the morale at the workplace:
• Understand the morale of the environment.
• Let everyone in the company know “what’s in it for them?”
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B. Productivity and Task Maturity
Another way to encourage productivity is to consider an employee’s task maturity.
Meeting goals and taking responsibility are skills that can be developed over time.
Procrastination is not only a form of self-sabotage; it is also a major source of stress.
Stress is damaging both physically and mentally. The obvious benefit of
procrastination is that we can put off an unpleasant task until some later time. Hidden
benefits of procrastination exist as well. These may only benefit the procrastinator
(and cause others to suffer), but include:
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II. Time Management
Time management refers to making effective use of available time. This sound simple,
but it takes planning. People often overload their time by planning too many activities
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A. Substance Abuse: Alcohol and Other Drugs
Substance abuse is one of the most common—and expensive—employee problems
that companies face. Abuse of alcohol and other drugs together cost the American
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D. The Effects of Substance Abuse in the Workplace
Substance abuse is a very expensive employee problem for the employee with the
problem, but also for everyone else. There is no way to quantify the loss to employee
separation or divorce, difficulties with child care or elder care, or other family-related
issues. These can reduce workplace productivity when employees miss work, have
accidents at work, make poor decisions, pay poor attention to detail, have conflicts
with co-workers, or relate poorly to customers.
Managers can spot employees who are troubled by family conflict by looking for
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Family violence, which can be defined as physical, emotional, verbal, or sexual
violence against a family member, is another problem that spills over into the
workplace. Substance abuse may be linked to family violence and abuse problems. If
Some employee financial problems may transition into compulsive gambling.
Compulsive gamblers are unable to control their betting. They may also become
depressed and have relationship problems in their personal lives or at work. They may
borrow huge amounts of money from friends and family or co-workers, or themselves
(borrowing against credit cards, life insurance policies, etc.).
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In order for EAPs to work, supervisors must be able and willing to observe employees
and watch for problems. They must be willing to approach employees who appear to
be having problems, refer these employees to the EAP, and follow through. EAPs can
informing the employee that a problem exists and providing a chance for
rehabilitation. Rehabilitation improves employee attendance and safety practices,
while reducing health care costs for the company.
B. Workplace Substance Abuse Policies
Before taking action regarding employee substance abuse, employers must develop a
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For larger companies, substance abuse policies that include health plans, education,
and drug testing may be cost-effective within a short time. Within a small business,
substance abuse can cause a financial drain that means the difference between
economic survival and collapse. Because of this issue, the Department of Labor, the
Small Business Administration, and the Office of National Drug Control Policy can
provide resources to help small businesses deal with substance abuse policy problems.
Another resource for small and mid-sized companies is the “Drugs Don’t Work”
program. At the national level, the program provides free booklets and step-by-step
guidance on substance abuse policy writing. At the statewide level, states recruit
corporate sponsors to help with funding and leadership to develop drug-free workplace
partnerships for writing policy, training management, screening, and developing
EAPs. In addition, local chambers of commerce, assisted by the U.S. Chamber of
Commerce, can provide information and services to local businesses.
C. What Else Can Be Done for Employees?
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A. Your Definition of Success
Until recent years, success in the business world was often defined as the bottom line,
or the profit margin. Employees themselves often defined their individual success
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Issues of cultural diversity, along with age-related family obligations, arise when
talking about work and family balance. White non-Hispanic-Americans have the
lowest rates of sandwich generation responsibilities, but there are more of them in
Over the past 15 years or so, companies have been getting creative in providing care
for employees’ dependents. Some companies offer day care for dependents regardless
of age (from infants to the elderly), and some offer a cafeteria-style benefits package
in which employees can choose only the benefits they want. Other companies offer
intergenerational care where children and elders are cared for in the same facility.