13. Comment on the importance of a 'trade-off between 'efficiency of the work system' and 'motivation of employees' to improve overall performance of the organisation'.

13.       The trade off between ‘efficiency’ and ‘motivation’ is like the management grid theory of orientation to ‘people’ or ‘work’. Ultimately an optimal relationship between the two is desirable for the sake of organisational performances. Efficiency of work system and Motivation of employees involve job rotation, enlargement, enrichment among, others like 1) Employment security. (2) Selective hiring of new personnel. (3) Self-managed teams and decentralization of decision making (4) Comparatively high compensation contingent on organizational performance. (5) Extensive training. (6) Reduced status distinctions and barriers, including dress, language, office arrangements, and wage differences across levels. (7) Extensive sharing of financial and performance information throughout the organization. Specific motivational practices such as training, alternative pay systems, and employee involvement often are correlated with higher productivity. Companies that use employee involvement practices overwhelmingly believe that they receive significant benefits from them. The use of a wide variety of specific power-sharing, reward, information-sharing, and training practices is also linked to specific positive impacts. Modern organisations also use the new lingo, involving, e-mpowering, e-nergizing, e-ngaging, e-nabling!