"Positive attitudes of the employees would increase organizational productivity & efficiency"

It is widely believed that positive attitude and the employee participation may affect employees job satisfaction, employeeproductivity, employee commitment and they all can increase productivity and efficiency for the organization. The main intention of this study was to find out relationship among positive attitude, employee participation, job satisfaction, and employee productivity and employee commitment. The findings of this study are that employee participation not only an important determinant of job satisfaction components. Positive attitude can increase employee participation that will have a positive effect on employees job satisfaction, employee commitment and employee productivity. Naturally increasing employee participation is a long -term process, which demands both attention from management side and initiative from the employee side.

Introduction
One of the leading challenges in management has been implementing effective human development strategies to enhance organizational performance and accountability. As a result of the emphasis on performance, researchers have stressed effective human resources strategies such as job satisfaction, team empowerment, participative management, and strategic planning. This study determines the impact of positive attitude and employee participation on job satisfaction, employee productivity and employee commitment. Since very insufficient work is done on this sector due to limited data availability. One could find many research studies on this subject but when we discuss about organizations, we are at the deep end of the research resources. The fact that employee of organizations perceived that practices like employee participation are intentionally or unintentionally ignored in organizations. So research is the last solution to find out the truth, cause and solution. Despite economic importance, different organizations suffer from a variety of structural and institutional weaknesses, which have constrained their ability to take full advantage from rapidly advancing process of globalization but professionally and nonprofessionally human resource management is inside in different organizations from different industries.

Significance of Study
This study is an attempt to explore the impact of positive attitude practice (Employee Participation) on job satisfaction, employee commitment and employee productivity. However, it is a new subject for research in organizations. Looking towards all research studies completed in organizations, it is observed that there is insignificant research work done in Pakistan and it has created a wide gap, which needs to be filled up by the present and the near future human resource management research scholars.

Research model and variable:

Employee Commitment

Organizational Productivity

Positive Attitude

Employee Participation

Job Satisfaction
Organizational Efficiency

Employee Productivity

Hypothetical research model:

Employee

+ +
Employee Participation +

Commitment

+ Organizational Productivity

Positive Attitude

Job Satisfaction

Organizational Efficiency

Employee Productivity

1.

Positive attitudes:

A positive attitude is a learned predisposition to behave in a consistently favorable ways with respect in a given object. To define a positive attitude of employee, employers find difficult to put into words what they mean. Instead, they use words like "happy" and "enjoyable to be around" when describing a person with a positive attitude. Attitude affects behavior, which in turn is demonstrated by performance and participation and in return increase commitment,employee productivity and high job satisfaction. As a result it leadsto increase organizational productivity & efficiency. Attitudes project beliefs and values, and what employee thinks of job, coworkers and boss. It is shown in the quality of work. The bosses are aware of individual attitudes at work and watch everyone. Some good Attitudes are smiles, good posture, pleasant tone of voice, complaining through proper channels, while offering ideas for improvement, respect and courtesy, managing conflict and anger, good job performance, interested in others in workplace.Good employee attitudes help get promoted, make friends, please customers and raise sales, increase value to company and organizational productivity & efficiency and lead to high employee participation.

2 . Employe Participation:
Employee participation is the process whereby employees are involved in decision making processes, rather than simply acting on orders. Employee participation is part of a process of empowerment in the workplace.. Employee participation is in part a response to the quality movement within organisations. Individual employees are encouraged to take responsibility for quality in terms of carrying out activities, which meet the requirements of their customers. The internal customer is someone within the organisation that receives the 'product of service' provided by their 'supplier' within the organisation. External customers are buyers and users outside of the organisation. Employee participation is also part of the move towards human resource development in modern organisations. Employees are trusted to make decisions for themselves and the organisation. This is a key motivational tool.

Employee participation is also referred to as employee involvement (EI) Examples of employee participation include: Project teams or quality circles in which employees work on projects or tasks with considerable responsibility being delegated to the team. Suggestion schemes - where employees are given channels whereby they can suggest new ideas to managers within the organisation. Often they will receive rewards for making appropriate suggestions.

Consultation exercises and meetings whereby employees are encouraged to share ideas. Delegation of responsibility within the organisation. In modern organisations ground level employees have to be given considerable responsibility because they are dealing with customers on a day-to-day basis often in novel situations. Such employees need to be trusted to make decisions for themselves.

Multi-channel decision making processes. In such situations decisions are not only made
in a downward direction, they also result from communications upwards, sideways, and in many other directions within the organisation.

Advantages
Improved Morale Involving employees in decisions and policy changes that directly affect their job, while empowering employees to be more autonomous, greatly improves morale at large. When employees are treated as an asset and their input is given consideration, confidence increases among every team member, and the company sees significant gains in different facets such as productivity and loyalty. Increased Productivity Employee participation and empowerment translates directly into increased productivity. Employees with an investment in the company & amp;rsquo;s best interest increase their role in the company, fostering a stronger work ethic. When

employees are given independence and expected to be more self-sufficient, they become more efficient over time. Team Cohesion Although employee empowerment is largely designed to give each employee autonomy, it likewise fosters better relationships between employees and with their managers, because employees that are given more independence tend to form better working relationships. Each sees the other as mutually benefiting from their working relationship. In addition, more self-governance in the workplace lessens dependence on managers and supervisors and redirects that reliance laterally to coworkers. Innovation Employee empowerment helps to cultivate innovation. Employees that have a stake in the company& amp;rsquo;s growth and sustainability will offer more ideas and problem-solving solutions when obstacles arise. Moreover, as the employee meets particular challenges or finds improvements in policies, procedures or products, it will foster growth and more critical and imaginative thinking. Employees may see a particular issue differently than a manager and be able to think of a creative solution, which may not be considered in a closed circle of managerial staff.

Participation of workers in decision-making process has resulted in successful value creation in many organizations.

Method Of Participation:
Participation at the Board Level: Representation of employees at the board level is known as industrial democracy. This can play an important role in protecting the interests of employees. The representative can put all the problems and issues of the employees in front of management and guide the board members to invest in employee benefit schemes. Participation through Ownership: The other way of ensuring workers participation in organizational decision making is making them shareholders of the company.

 Participation through Collective Bargaining: This refers to the participation of workers through collective agreements and by deciding and following certain rules and regulations. Participation through Suggestion Schemes: Encouraging your employees to come up with unique ideas can work wonders especially on matters such as cost cutting, waste management, safety measures, reward system, etc. Developing a full-fledged procedure can add value to the organizational functions and create a healthy environment and work culture Participation through Complete Control: This is called the system of self management where workers union acts as management. Through elected boards, they acquire full control of the management. In this style, workers directly deal with all aspects of management or industrial issues through their representatives. Participation through Job Enrichment: Expanding the job content and adding additional motivators and rewards to the existing job profile is a fine way to keep workers involved in managerial decision-making. Job enrichment offers freedom to employees to exploit their wisdom and use their judgment while handling day-to-day business problems. Participation through Quality Circles: A quality circle is a group of five to ten people who are experts in a particular work area. They meet regularly to identify, analyze and solve the problems arising in their area of operation.

2. Employee Commitment
Employee Participation has positive effect on Employee commitment. Employee commitment is the individual's psychological attachment to the organization means how workers feel about their jobs so that these workers would become more committed to their organizations. Employee commitment is the congruence between goals of the individuals and the organizationwhereby the individual identifies and extends effort on behalf of the general goals of the organization.

Advantages:
The performance benefits accrued from increased employee commitment have been widely demonstrated in the literature. To list but a few, these include: 1. increased job satisfaction 2. increased job performance 3. increased total return to shareholders 4. increased sales 5. decreased employee turnover 6. decreased intention to leave 7. decreased intention to search for alternative employers 8. decreased absenteeism

Components:
Commitment can be divided into five components, each of which are created by different factors. These are defined as follows: Affiliative: The compatibility of the employees and the organisations interests and values. Associative: The employees perception of belonging to the organisation. Moral: The sense of mutual obligation between the employee and the organisation. Affective: The feeling of job satisfaction experienced by the employee. Structural: The belief that the employee is engaged in a fair economic exchange.

4.Job Satisfaction
EmployeeParticipation also has direct positive effect on Job satisfaction.Job satisfaction describes how content an individual is with his or her job. The happier people are within their job, the more satisfied they are said lobe. Job satisfaction is not the same as motivation, although it is clearly linked. Lob design aims to enhance job satisfaction and performance. Methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture withemployee involvement, empowerment and autonomous work groups. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the

use of rating scales where employees report their reactions to thaw jobs. Questions relate to rate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers

Advantage:
Quality of work improves and productivity increases because employees are in an environment where they feel comfortable and experience job satisfaction. Office space overhead and costs are reduced because companies do not have to maintain an office to support all of their employees. Employee absentee average and sick leave is lower because they can work from home with monthly, weekly, or daily deadlines. Employee turnover is decreased reducing recruiting and training costs. Management staff does not have to worry about scheduling fluctuations they can focus on work and specific projects. Management is released from all concern from personal emergencies of employees.

5. Employee Productivity
Productivity is a measurement or calculation between inputs and outputs. Inputs are the amount of time and effort spent working, while outputs are the results. If the outputs are equivalent to the inputs, the worker is considered productive. Economists define employee productivity as the output per worker or output per hour. With the increase in part-time employment and temporary and contract workers, many businesses use hours worked rather than output per worker to measure productivity Method of increasing productivity: 1) More Pay = Higher Productivity.

Pay alone doesnt encourage long-term productivity. If employees dont respect their supervisors, cant work well with their co-workers, or find the work environment unacceptable, no amount of pay will sustain a high level of quality work. 2) Higher Goals are More Motivating.

Goals can certainly challenge and motivate employees, if the goals are realistic. Theres a limit, however, beyond which goals can actually demotivate employees. 3) Job Satisfaction = Quality Work.

An employee can be very happy with the workplace and coworkers. From a social standpoint, a job may meet an employees needs. If the employee doesnt have the right skills and abilities to get the job done, however, there wont be a quality result. 4) A Work Group Must Be Supervised To Be Productive.

Peer pressure from others in the group who are willing and able to provide a quality product or service is much more effective than any supervisory pressure. 5) There is One Best Way to Motivate Employees.

Theres no magic bullet that encourages and motivates each and every employee. Some employees like constant feedback from the boss; some dont. Some employees are primarily interested in salary and benefits; some arent. Employees can be motivated by one factor early in their career and other factors as they move through their career.

6. Organizational Productivity:

7.Organizational Efficiency: