The term applies particularly to military personnel and to members of sports teams, but is also applicable in business and in any other organizational context, particularly in times of stress or controversy. CONCEPT AND NATURE OF MORALE: Meaning of Morale? The term ‘morale’ has been defined in many ways. However, all the definitions revolve around the attitude towards work for the accomplishment of organization goals. William Spriegel has defined morale as the cooperative attitude or mental health of number of people who are related to each other on some basis.
APPROACHES TO MORALE Morale is generally referred to as “willingness to work”. Job satisfaction and dissatisfaction create the problem of low morale among the employees. Good motivation leads to high morale. It being a intellectual concept, it is difficult to characterize it definitely. Distinctive experts have differently characterized assurance.
6,7) On the other hand, influences can hinder any attempt to boost morale and can prove detrimental to the overall goal of improving motivation among workers. One large factor attributing to interfering with building morale is lack of trust from employees towards the managers or the company. This is said to prove morale and motivation at the lowest point and not effective in production (Schaefer, n.d.). If the employees do not trust the leader that is attempting to boost the motivation, any communication from the attempt will go unnoticed and not improve production and
Meanwhile work culture is also playing a vital role in making people lead new ways of life that is less sophisticated and more meaningful. This change has flagged a palpable hint on employee motivation and employee management which would assist them in making critical decision of whether to stay in the organization. Such affective attitudes along with affective commitment towards the organization may open potential employment opportunities in the future. Study also revealed incentives in the form of appreciation mails, prizes, promotion, and visa initiation improved employees’ attitude towards work. Other organizational dependent elements such as policies, opportunities, work allocation and leadership were equally instrumental in guiding and promoting good employee attitude which in turn lead to job satisfaction.
Satisfaction can be defined as the level of fulfilling an individual’s needs, wants and desire, which depends upon what an individual, actually wants and gets from the world. Employee satisfaction is a compute of how happy employees are with their work and also with their working environment. There may be number of factors affecting the firm’s effectiveness, in which one of them is employee satisfaction. Successful companies should have a ethnicity that encourages and motivates the employee satisfaction (Sageer, Rafat, & Agrawal, 2012). Utilizing from the staff is vital for the efficiency of the firms.
Research shows that motivated employees tend to display more positive work attitudes than employees who are not motivated. Therefore it is important that organizations identify these factors that affect employee motivation. The first section analyses the summary of purpose, rationale and related literature of this study. The
Low morale When there is high turnover in the company the morale of the remaining employees is likely to be low which leads to other disadvantages such as poor performance. Culture and norms in the organization are shared between employees who work together in the work place, so when other employees leave that culture is tend to be broken and it’s hard for the remaining employees to create the same bond with the new employees in the work place and it is very hard to motivate employees to share the companies vision and mission when their co-workers are vanishing between them, Neil Kokemuller
It draws attention to job design and makes managers aware that problems of motivation may not necessarily be directly associated with the work. Problems can often be external to the job. 2.7 Employee Performance “Employee performance also known as job performance is in fact influenced by motivation because if employees are motivated, they will do their work with additional effort, perseverance and by which performance will ultimately improve” (Azar and Shafighi, 2013). Employee performance reflects to whether an employee executes his duties and responsibilities well. Organizations assess employee's performance on an annual or quarterly basis in order to define certain areas that need improvement.
It is how they feel about the future and how they react to the past. The organization creates an environment that employees can communicate with each other effectively to share, correct and encourage each other to overcome the difficulties and situations in life that each other come across, that can make an impact on the employee level. Incentive Motivation is the last motivational factor; it is where a person or a team reaps a reward from an activity. It is “You do this and you get that”, attitude. It is the types of awards and prizes that drive people to work a little harder.
Employees are the main power that is behind every successful organization. The quality of work life considers workers as an asset to the organization rather than as costs. It believes that people work better when they are allowed to participate in managing their task and make decisions. It can be said that a happy and healthy worker will give better turnover, make right decisions and contributes positively to the organizational aims. A quality staff in an higher educational institution would help to bring quality students, quality researcher and satisfactory environment in the organization.