Strategies for increasing productivity in the workplace

¶ … Productivity

The Minnesota Innovation Research Project found that innovation managers' careers were in most cases punished unfairly when innovations turned out poorly. This is an issue of great importance to senior majors not because the innovations forwarded by these innovation mangers turned out poorly but because they are unfairly punished for that. The innovation managers have to be encouraged so that they can get motivated and continue with innovation works. With innovation some times there can be good results and at times the results turn out to be poor. Therefore this should not be used as a basis for penalizing them but one to encourage them for better results next time. But when they are punished they will lose motivation to try and at the end of the day there will not be any innovations coming forth their way. Therefore it is a very great concern to senior managers if the innovation managers are penalized unfairly since this can stop innovative ideas from them (Ameel, 2009).This means that senior managers should make sure that they come up with ways of mitigating this so that they do not loose these brilliant minds since at the end of the day they still need their contribution in the industry.

The senior managers have the task of mitigating unfair punishment as they nurture productivity and this can be achieved through various ways. First they can try as much as possible to encourage the innovative managers on every task they embark on in order to get them fully engrossed into what they are doing. Secondly they should come up with a policy of rewarding them for every innovation that turns out successful. This will come a long way in encouraging them so that they can remain focused in their work knowing well that if they come up with a successful innovation they have a reward that is waiting for them. With this they will be motivated and work diligently and give the work their all. The managers should also talk to those who are in charge of assessing the innovations and complain of their trend of unfairly penalizing their innovation managers. They request for fair punishment or no punishment at all and instead of punishment they can come up with other measures for encouraging them and not punishing them. With this in place the innovation manager's careers will go far since they will have support from both their senior managers and those in charge of assessing their performance (Ameel, 2009).