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Question: Discuss About The Productivity Of Workers And An Application? Answer: Introducation The fundamental strength of the thesis statement is that it offers a clear and specific perspective (claim) of the topic. Keeping in mind that the role of the thesis is to give the reader a clear picture of the article, this thesis meets such threshold. Specifically, the thesis talks about the role of managerial techniques in increasing employee efficiency. Strength of the thesis is that it is debatable. Whereas the thesis represents the authors stance, a good statement should also be open to debate. It should allow for a contrary opinion. The statement above is open to scrutiny and even opposition. For example, one can argue that managers can only increase employees efficiency in enterprise life only and not social life altogether. The thesis is also strong in that it is defendable by reason or facts. The thesis statement is not a mere statement but rather a solid part of the essay that can be supported by more facts or logic. In this case, it can be argued that since managers have the overall responsibility to exploit the potential of their workers, they can motivate them to increase their efficiency. Lastly, the thesis is strong since it sets the pattern which the rest of the paper will follow. The thesis statement in this case gives a quick preview of what the paper will talk about; managers motivation techniques, how they can be exercised, impact on employees and how efficiency is increased at social and enterprise levels. Weaknesses The above thesis statement is strong and void of any notable weaknesses. Going through the entire article, it becomes evident that the statement has played its role impressively based on the pertinent issues that the author sought to address. However, it is worth noting that the thesis becomes stronger when enjoined with the next sentence which affirms why the claim has been made in the first place. After the thesis statement, the next sentence suggests that motivational techniques are used by managers to make employees happy, satisfied and successful. They will then translate this into a culture that will enhance achievement of goals. (Guclu Guney, 2017). Whereas this sentence offers more solidity to the thesis statement, it does not imply that the thesis is weak even if it were to stand alone. Personal Viewpoint Personally, I view the thesis statement as the most critical part of any paper. If the entire essay has to be good, the thesis has to be good in the first place. It should guide the reader on what to expect and engage him/her throughout. In this case, the thesis statement is objective, based on the core strengths identified above. The fact that no notable weakness was cited makes the thesis more authentic and resonating with the rest of the paper. I entirely agree with thesis statement of the article. I believe that managers play a critical role in unlocking employees potential by applying several techniques, motivation being one of them. As leaders, managers are in charge of all organizational processes and as such, how they handle their employees and the space and incentives they give them will determine how well they will work. My viewpoint is drawn from Manzoor (2012), who argues that the way managers empower their employees and recognize them are central to organizational effectiveness (Manzoor, 2012, 1). Managers have the ability to put in place structures that enable employees to work efficiently and help the organization achieve their goals and objectives. I also agree with the thesis statement since managers are policy makers within the organization. These policies are the foundation for organizational practices that support motivation. One of the policies that have been known to enhance motivation over the years is performance appraisal (Selvarajan Cloning, 2012, 3070). Performance appraisal is an organizational tool used by managers to assess the performance of each employee and applying rewards accordingly. Some of the common rewards include promotions and salary increment. When such policy is in place, it will motivate employees to improve their efficiency so that their effort can be seen and rewarded. Therefore, in exercising such responsibility, managers are demonstrating their abilities in terms of motivating their employees to perform efficiently. According to the thesis statement, managers are organizational role models whose behavior and relationship with their junior employees should be equally motivating. I agree with the author on this ground. I believe that managerial skills should not only be passed to the employees through enforcement but also be demonstrated by the manager (Certo, 2015, n.p). Managerial leadership styles determine how employees perceive them and their readiness to take instructions and be motivated to perform efficiently and help the organization achieve their goals and objectives. Managers who are participative are more likely to motivate their employees than those who are authoritative (Goetsch Davis, 2014). Such managers listen to their employees, understand them better and know what motivational tool works for them or not. Therefore, in this case, the leadership style is a motivation technique that managers can use to make employees perform efficiently. I also agree with the thesis statement in regards to the fact the author identifies that social and enterprise life can both be affected by managerial practices that seek to increase efficiency. One of the core areas of concern for modern managers is work-life balance that affects the performance of employees. As the management, one of the primary tasks is to motivate workers to give their best but without depriving them of their social life endeavors (Tod Binns, 2013, 223). In this context, managers are obligated to put in place systems in the workplace that enhance motivation to work and live. When employees feel such valued at the work and social lives, they are likely to reciprocate that into efficiency and better performance. Research-based Evidence According to Abbah (2014), motivation is a process of getting people to achieve certain organizational and individual goals. As such, employee performance depends on the presence of motivational factors, all of which trickle down from the management. According to his study, employee motivation is one of the primary mandates of managers (Abbah, 2014, 3). The research also identified several techniques that managers can use to motivate their employees such as mutual communication and inclusivity in organizational decision-making so that the employees feel part and parcel of the organization. Managers no longer have to rely on appraisals and rewards only to motivate their employees. Human Resource Management practices have been known to affect individual and organizational performance (Jiang et al., 2012, 73-85). According to their study, the harmony between HRM practices and the general flow of organizational work have an impact on the way employees fit in the system. It affects how they work and perceive their importance in the system. Some of the HRM activities that directly affect employee performance by motivating or demotivating them include performance management, incentive policies, motivation policies and job design policies (p. 76).All these functions lie within the management hierarchy and as such, it is inevitable that employees stand to benefit once the management comes out and demonstrates them. According to Burton (2012, 233), most managers today desire to have their employees motivated but are not aware of the core motivating factors. Whereas the benefits of motivated employees are evident, managers are grappling with misplaced techniques and urge for instant results. However, Burton argues that this rush will not yield anything better unless managers understand that unless employees have an invested interest in the company (Burton, 2012, 234). The fundamentals step towards that direction is by knowing the type of motivation that will work for employees. This calls for flexibility in terms of leadership and management styles to ge t to the bottom and know who needs what and when. This will help managers apply techniques that work. Conclusion This critique has examined the thesis statement from the perspectives of strengths and weaknesses. It has also build on the thesis statement to analyze the key issues raised in the article and how they resonate with contemporary management and motivational concerns. Conclusively, managerial approaches to motivation are the key determinant factors for employee and organizational efficiency. References Abbah, M.T., 2014. Employee Motivation: The Key to Effective Organizational Management in Nigeria. Burton, K., 2012. A study of motivation: How to get your employees moving.Management,3(2), pp.232-234. Certo, S., 2015.Supervision: Concepts and skill-building. McGraw-Hill Higher Education. Cho, Y.J. and Perry, J.L., 2012. Intrinsic motivation and employee attitudes: Role of managerial trustworthiness, goal directedness, and extrinsic reward expectancy.Review of Public Personnel Administration,32(4), pp.382-406. Dobre, O.I., 2013. Employee motivation and organizational performance.Review of Applied Socio-Economic Research,5(1), pp.53-60. Goetsch, D.L. and Davis, S.B., 2014.Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Guclu, H. and Guney, S., The Effect of the Motivation Techniques Used by Managers to Increase the Productivity of their Workers and an Application. Jiang, K., Lepak, D.P., Han, K., Hong, Y., Kim, A. and Winkler, A.L., 2012. Clarifying the construct of human resource systems: Relating human resource management to employee performance.Human Resource Management Review,22(2), pp.73-85. Manzoor, Q.A., 2012. Impact of employees motivation on organizational effectiveness.Business management and strategy,3(1), p.1. Selvarajan, T.T. and Cloninger, P.A., 2012. Can performance appraisals motivate employees to improve performance? A Mexican study.The International Journal of Human Resource Management,23(15), pp.3063-3084. Todd, P. and Binns, J., 2013. Worklife balance: is it now a problem for management?.Gender, Work Organization,20(3), pp.219-231.