GROUP:SWETHA

NUPURSHEETALDEEPTHI

Employee Morale refers to an attitude of satisfaction with a desire to continue and strive for attaining the objectives of a factory. Morale is purely emotional. It is an attitude of an employee towards his job, his superior and his organization. It is not static thing, but it changes depending on working conditions, superiors, fellow workers pay and so on.

Morale is the degree of enthusiasm and willingness with which the members of a group pull together to achieve group goal.

According to Robert M. Guion "Morale is defined as the extent to which the individual perceives that satisfaction stemming from total job satisfaction".

According to Davis "Morale can be defined as the attitudes of individual and groups towards their work environment and towards voluntary cooperation to the full extent of their ability in the best interest at the organization".

Morale is basically a psychological concept Morale is intangible therefore it is very difficult

to measure the degree of morale accurately Morale is contagious in the sense that people

learn from each other Morale in dynamic in nature. It cannot be

developed overnight. Managers have to make continuous efforts to build and maintain high morale. It is a long-term concept.

Morale is a group phenomenon consisting of a pattern of attitudes. It is the sum total of employees’ attitudes, feelings and sentiments.

Morale may be concerned with an individual. An individual’s morale is related with knowing one’s own expectations and living up to them. If one is clear of his own needs and how to satisfy them most of the time, his morale is high. An individual’s morale is a single person’s attitude towards life.

Group morale reflects the general esprit d corps of a collective group of personalities. Group morale is everyone’s concern and it must be practiced continually, for it is never ultimately achieved and is constantly changing.

Group morale and the morale of the individual are interrelated but not necessarily identical. They have an effect on each other. It is conceivable that an individual’s own personal perception of existing conditions as they relate to himself may be high, and the group’s perception of conditions may be low or vice versa, but more usually the two share common feelings.

Objectives of the organization: Employees are highly motivated and their Morale is highly if their individual goal and objectives are in tune with organizational goal and objectives.

Organizational design: Organization structure has an impact on the quality of labour relation, particularly on the level of Morale. Large organization tend to lengthen their channels of vertical communication and to increase the difficulty of upward communication.

Personal Factors: It is relating to age, training, education and intelligence of the employees, time spent by them on the job and interest in worth taken by them, affect the Morale of the employees. For examples if an employees is not imparted proper training he will have low Morale.

Rewards: Employees expect adequate compensation for their services rendered to the organization. Good system of wages, salaries, promotions and other incentives keep the Morale of the employees high.

Work Environment: The building and it appearance the condition of machines, tools, available at work place provision for safety, medical aid and repairs to machinery etc. all have an impact on their Morale.

Compatibility with fellow employees: Man being a social animal finds his words more satisfying if he feels that he has the acceptance and companionship of his fellow workers. If he has confidence in his fellow worker and faith in their loyalty his Morale will be high.

Job Satisfaction: If the job gives an employee an opportunity to prove his talents and grow personality, he will certify like it and he will have high morale.

Opportunity to share profit: one of the requirements of high morale is possibility and opportunity of progress in any concern. All worker should be given an opportunity of the progress and earn high wages without any discrimination.

Good Leadership and Supervision: The nature of supervision can tell the attitudes of employees because a supervisor is in direct contact with the employers and can have better influences on the activities of the employees.

High Morale:- It will lead to enthusiasm among the workers for better performance.

Low Morale:- Low Morale indicates the presence of mental unrest. The mental unrest not only hampers production but also leads to ill health of the employees. Low Morale exists when doubt in suspicion are common and when individuals are depressed and discouraged i.e., there is a lot of mental tension.

1. Willing cooperation towards objectives of the organization.2. Loyalty to the organization and its leadership3. Good Leadership4. Sound superior subordinate relations5. High degree of employee’s interest in their job and

organization6. Pride in the organization7. Reduction in absenteeism and labor turnover8. Reduction in grievance9. Reduction in industrial conflict10. Team building11. Employee empowerment

1. High rates of absenteeism and labor turnover

2. Decreased quality3. Decreased Productivity4. Excessive Complaints and Grievances5. Frustration among the workers6. Lack of discipline7. Increase errors, accidents or injuries

Communicate fully Listen to Employees Respond to suggestions and problems

promptly Offer Praise and Recognition

1. Observation Method:

2. Attitude Surveys:

3. Company Records and Reports:

4. Counseling

5. Job description index technique

6. Projective technique

Low morale can be destructive in a setting and can lead to dissatisfaction, poor productivity, absenteeism and even turnover. It vary among organization but the effects will generally be same. It cause a disconnect between employees, peers, jobs, managers and the company.

Boost company performance, high growth, profit.

Effectiveness and tardiness will achieve Employee turnover Grievances should be settled Employee unrest can be handled by a sound

manpower management Disciplined can be maintained Relief from fatigue and monotony Effective profit sharing scheme Highly effective human relation programme

High morale and high productivity go hand in hand.

Herzberg analyzed the results of nearly 2dozen studies on the effects of morale on productivity; in 35% morale and productivity were not related and in 11% high morale was related to low productivity.

Morale improves productivity under certain condition specifically creativity influences the product.

Low Morale indicates the presence of mental unrest. The mental unrest not only hampers production but also leads to ill health of the employees. Low Morale exists when doubt in suspicion are common and when individuals are depressed and discouraged i.e., there is a lot of mental tension. Such situation will have the following adverse consequences.

Work place conflicts.

Absenteeism/ Lateness

Stress.

Trouble with the supervisor.

Performance shortcomings.

Lack of pride in work.

Wastage & Spoilage.

High labour turnover

Research indicates that the number one cause of conflict & low morale at work is the way the people communicate with each other.

Communicate! is a program of continuous morale boosting communication & education for all employees.

“There’s only one way to know how good morale really is in your company ask the people who work there.”

1. Effective Communication.

2. Review meetings.

3. Counseling.

4. Job satisfaction.

5. Active participation.

6. Friendly atmosphere.

Job satisfaction describes how content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be

Job design aims to enhance job satisfaction and performance, methods include job rotation, job enlargement and job enrichment. 

Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work position .

Job satisfaction is a very important attribute which is frequently measured by organizations. 

 Job satisfaction has been defined as a

1.pleasurable emotional state resulting from the appraisal of one’s job;

2.an affective reaction to one’s job;3.and an attitude towards one’s job.

Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviours.

This definition suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors.

The Job Descriptive Index (JDI), created by Smith, Kendall, & Hulin (1969), is a specific questionnaire of job satisfaction that has been widely used. It measures one’s satisfaction in five facets: pay, promotions and promotion opportunities, co-workers, supervision, and the work itself. The scale is simple, participants answer either yes, no, or can’t decide (indicated by ‘?’) in response to whether given statements accurately describe one’s job

The Job in General Index is an overall measurement of job satisfaction. It is an improvement to the Job Descriptive Index because the JDI focuses too much on individual facets and not enough on work satisfaction in general.

Other job satisfaction questionnaires include: the Minnesota Satisfaction Questionnaire (MSQ), the Job Satisfaction Survey (JSS), and the Faces Scale