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Question: Discuss About The Research Journal Of Business And Management? Answer: Introduction The essay deals with the concept the organisation behaviour. In any organisation the productive performance is enhanced by taking the care needs such as design of jobs, working conditions, setting of goals, motivation and rewards. Productive performance is important in workplace. It translates into good customer service, accomplishment of investment goals, and increase workforce satisfaction. A productive workforce leads to successful company. Being productive ensures the company to utilise the human resource capacity to its fullest (Cording, et al., 2014). In this context the essay aims to explain how and why all these factors impact upon productive performance. Further, the essay evaluates how a manager may be able to impact upon the processes across the organisation. Motivation and Job design for productive performance Motivation is an important factor in any organisation. An employees performance is influenced by the job design, work environment, setting of goals, and ability. A well motivated workforce resembles productive workforce (Lazaroiu, 2015). Job design significantly impacts an employee motivation. Employees are motivated, if the tasks created are challenging and interesting. If the tasks are standardised then it becomes mundane. Job enlargement is the strategy used by mangers to introduce variation in task. Another strategy used is job enrichment, in which actual job is enhanced by motivating employees through several factors (Parker, 2014). The efficacy of job design method in fostering employee motivation is evident from both old and new literature on organisational behaviour. According to Tims, Derks and Bakker (2016), a job design with motivational features was found to lower the efforts of the employees, stress and increase their well-being. Job designs that scored high on the motiv ational scale, highlighted, employees satisfaction and motivation with low absenteeism. It can be concluded from the existing literature that redesigning the job improves the quality of the products and services and eventually the productivity. The organisational mangers can impact on productive performance by improving the job design process. Managers can increase motivational level of employees through open book management. It is possible by sharing the financial data with employees and any other vital information. It will help build trust and increase employee engagement in the organisation. Consequently, it increases the employee motivation and production. It implies for the managers to empower employees to participate in companys decision-making process. To increase employee motivation, management must treat them like partners and give them fair share of profits (Demerouti, et al., 2015). The managers must apply contingency theory, where they can make decisions based on present workplace condition. A manger can opt for autocratic or transformational leadership as per the situation (Otley, 2016). Job ability requirements There is a close relationship between job design features and job ability. As per the study of Duffield, et al., (2014) during job enlargement and job enrichment an organisation must consider the job ability requirements and compensation. During job enhancement the job ability requirements increases. For instance, if the new job design demands more tasks to be performed with increased complexity, then employee expects compensation. The compensation is to balance the effort given in the working beyond ones ability. The impact of the job ability and job design on motivation is well explained by the Vrooms expectancy theory. According to this theory, an employee expects the intrinsic or extrinsic rewards relative to the given efforts and level of performance achieved (Parijat and Bagga, 2014). If the compensation or rewards are not fair it decreases job satisfaction and motivation. It implies that the managers can apply the Vrooms theory, to determine the performance level required to meet the organisational goals. They must ensure that the desired performance and outcomes are linked. In order to make the total system equitable, the rewards need to be large enough. Using the system theory, the managers can have a better understanding of ways employees are influencing the organisation. Eventually, the managers can come up with plans to develop programs to meet the organisational goals (Hill, Jones and Schilling, 2014). Motivation and rewards The system of motivation and rewards both monetary and non-monetary develops the feeling of achievement among employees. It further, motivates them to work towards the organisational and personal goals. Rewards like promotions ensure employee satisfaction and promotes cooperative relationship. It brings stability in the organisation. Stability increases the feeling of participation in the management. It will increase the productivity and profit maximisation. Therefore, managers must derive strategies for employee motivation. According to Hawthorne effect, employees give more productivity, when they are watched and their input is valued. It also helps others change their behaviour in organisation. Rewards increases employees level of efficiency and puts human resources into action (Zikmund, et al., 2013). To increase the employee motivation, the management can implement a gain sharing plan that is beneficial for both employer and employees. The theory of X and Y can better explain this process. This theory is subjective to the beliefs about the employee attitude. A manager can use the theory of X if an employee is believed to naturally lack ambition ad may give productivity by gaining incentives. The mangers may adopt a controlling style of leadership for this purpose. If the employees are believed to take responsibility without external motivating factors, then the managers can lean towards theory Y. Using theory Y a mangers motivates and inspires employees for participation (Arslan and Staub, 2013). Influence of goal setting on productive performance Goal setting is essential factor in every organisation. It is the tool to measure the internal factors like staff expansion, growth and profitability. The benefits of goal setting include increase in employee focus, group cohesion, and employee worth. Goal-setting allows the managers to gauge work progress and impact of the efforts (Locke and Latham, 2013). The relationship between the goal-setting and employee motivation is explained in the study by Lazaroiu (2015). According to this study, goals give employees the source to strive in their daily life. Goals give specific standards that constitute success. If goals are tied to external rewards such as group recognition, it motivates the employees to strive for excellence. According to the goal setting theory, goals should be set by managers on a regular basis, and tie up the accomplishment with the rewards. The efficacy of the theory has been supported by various empirical studies. It is effective than any other single approach. It implies for the managers to use SMART principle. It stands for specific, measurable, attainable, relevant and timely, to evaluate the work productivity. In this process, the mangers can induce positive impact by making concerted efforts to build group cohesiveness and protect the employees rights in the organisation (Scobbie, et al., 2013). Working conditions and working ability In addition to the working ability the employee motivation is also influenced by the working condition. Working condition is positively related to the employee job satisfaction. Working conditions refers to shift timings, health and safety, esteem needs, relationship with co-workers, job safety and top management (Muogbo, 2013). According to Lamba and Choudhary (2013), poor working conditions limit the workforce to perform to their full potential. Productive performance was found to increase by developing conducive and friendly workforce in various sectors like banking and telecommunication. Good working conditions like flexible shift hours are effective in helping employees maintain work life balance. Employee working condition is found to be critical to the performance in duties and over all well-being. The review of past studies reveals that this factor has positive influence on employee performance. It implies for the managers to develop good working conditions in organisation as the matter of priority. Mangers can impact on the process of improving factors like working conditions and working ability for productive performance by providing adequate facilities and quality-of-work-life programs. It may include developing workplace and family support programs, exercise facilities, counselling sessions, convenience facilities and others. These strategies in some organisation led to employee motivation, cost reduction due to absenteeism, reduce health risks and sick days. They can have an impact in this process by providing and maintaing quality-of-work-life programs successfully to reduce turnover. Health and safety programs have been found to reduce the occupational injuries (Muogbo, 2013). Managers involved in this process can gain competitive edge for the organisation. Improvement in working conditions has led to increase job satisfaction and improved service levels and consequently productive performance. This process was also fund to improve the relationship between employees and e mployers. Implementing the long term relationship will foster the sense of job security among employees. This process is based on the Herzberg (1959) motivation hygiene theory (Ali, 2013). According to this theory, pay scale, working conditions and work-related relationships are major cause of employee dissatisfaction. Conclusion In conclusion, all the factors including working, ability, working conditions, job design and motivation significantly influence the employee performance. As per the analysis each factor when well implemented in the organisation has positive impact on employee motivation. The important resource of successful company is the motivated and happy workforce. Employees receiving correct operational environment can achieve maximum performance in their work. As per the literature review there are several organisational behaviour theories, and some of them are discussed in the essay. These theories are important for the purpose of the managerial activity. To influence the productive performance at workplace, the mangers may use these theories as per the situation. References Ali, N., 2013. Motivation-Hygiene Theory: Applicability on Teachers.Journal of Managerial Sciences,7(1). Arslan, A. and Staub, S., 2013. Theory X and theory Y type leadership behavior and its impact on organizational performance: Small business owners in the ?ishane Lighting and Chandelier District.Procedia-social and behavioral sciences,75, pp.102-111. Cording, M., Harrison, J.S., Hoskisson, R.E. and Jonsen, K., 2014. 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