this ppt is all about methods of increasing industrial morale

2. SUBMITTED TO: PRESENTED BY

3. EMPLOYEE MORALE
 Morale is an over all attitude of an individual or
group towards all aspects of their work.
 It is a concept that describes the level of favourable
or unfavourable attitudes of the employees
collectively to all aspects of their work.
Morale
Is a mental state which indicates willingness or
unwillingness to work.
Is a barometer of individuals attitudes towards their
superiors, peers, subordinates, job, organization and work
environment etc.

4. DEFINITION OF MORALE
According to M.L.JUCIUS morale has described as below:
(I) What is it? : It is an attitude of mind, an esprit de corps, a state of well being,
and an emotional force.
(II) Where does it reside? : it reside in the minds and emotions of individuals
and in the reactions of their group or groups.
(III) What does it do? : it affects output, the quality of product, costs, co-
operation, enthusiasm, discipline, initiative, and other ingredients of success.
(IV) Whom does it affect? : it affects the employees and executives in their
interactions. Ultimately it affects consumers and the community.
(V) What does it affect? : it affects an employees/ groups will to work and
cooperate in the best interests of the individuals or groups and the
organizations for which they work.
Source- personnel management,1975.

5. According to Mooney, “ morale is the sum total of
several psychic which include courage, fortitude,
resolution and above all, confidence.”
Source- The principles of Organization, 1947
 In a very general way, morale be defined as a
readiness to co-operate warmly in the tasks and
purposes of a given organization.
 It is a manifestation of a workers strength,
dependability, pride, and confidence in, and
devotion to, his work.

6. Sings Of High Morale
 An ability of the group to adapt itself to changing
circumstances and to handle internal conflicts.
 A feeling of belongingness and togetherness among the
members of the group.
 A commonness of goals among the members of the group.
 A passive attitude of the members with respect to the
objectives of the group and to its leaders.
 A desire on the part of the members to retain the group and
the regard for its positive value

7. Warning Signs Of Low Morale
 High rate of absenteeism
 Tardiness
 Strikes and Sabotage
 Lack of pride in work and
 Wastage and spoilage

8. METHODS
TWO WAY COMMUNICATION JOB ENRICHMENT
PROPER INCENTIVE SYSTEM JOB SECURITY
HUMAN RELATION APPROACH SOUND LEADERSHIP
WELFARE SCHEMES ORGANISATION STRUCTURE
PARTICIPATION IN MANAGEMENT GRIEVANCE REDRESSAL
IMPROVE WORKERS TRAINING EMPLOYEE COUNSELLORS

9. NO.1 TWO WAY COMMUNICATION
 All policies and programs should be explained
to the employees through downward
communication.
 The feelings, reactions of the employees
should regularly reach management in an
upward communication.

10. NO.2 PROPER INCENTIVE SYSTEM
• The employees showing better performance
should automatically be given incentives.
• There should be proper promotional awareness
for employees who can undertake higher responsibilities.

11. NO.3 HUMAN RELATION APPROACH
• Employee feelings and emotions should be
given due weight age.
• There should not be discrimination among
employees and groups.
• Contribution of every employee should be
recognized.

12. NO.4 WELFARE SCHEMES
• Proper welfare schemes for the employees and their families.
• There should be housing facilities, medical facilities, school for children,
recreation facilities, social security.

13. NO.5 PARTICIPATION IN MANAGEMENT
• By involving them in decision making bodies.
• Encourage the industrial democracy in the organization.
• Will enhance the prestige of workers.

14. NO.6 IMPROVE WORKERS TRAINING
• Give satisfaction and pleasure for working on their job.
• Reduce frustration and tension of workers.
• Helps in improving morale of employees.

15. NO.7 JOB ENRICHMENT
• Reduce job discontentment.
• Opens opportunities for greater recognition.
• Growth advancement and responsibilities

16. NO.8 JOB SECURITY
• Employee must be sure of his job and its continuity.
• Bring career and financial stability.
• Looks better on your resume.
• Ensures you and the employer that you are the asset of the company.

18. NO.9 ORGANIZATION STRUCTURE
• Flat structure permit the employee to move closer to the manager
• Employee discuss the implementation of commands on face to face basis.
• Healthy interchange of ideas can take place.
• Increasing positive work climate.

19. NO.10 GRIEVANCE REDRESSAL
• An opportunity to the worker to express their feelings, fears, doubts and
dissatisfaction.
• Help to develop good group culture.
• Managers give more care to human aspects of their job.

20. NO.11 EMPLOYEE COUNSELLORS
• Counselors use behavioral scientist services to tackle important outcomes
of poor employee morale.
• Basic function is to assist employees with their problems and complaints
and put them on the right track promptly.

21. NO.12 SOUND LEADERSHIP
• Top management should undertake take sound human resource practice for
building good employee relations.
• They must listen to the problems of employees
• The attempt must be to improve the mental health of employees.

22. OTHERS
MODYFING THE WORK ENVIRONMENT
ROTATION OF JOBS
SOCIAL ACTIVITIES
INCENTIVE SYSTEM

23. CONCLUSION
Morale is psychological concept. Morale is not a cause but rather the effect or
result of many going awry. Morale differs from person to person, industry to
industry, level of education age, nature of work etc.
Morale may be range from very high to very low.
By this study it is clear that various factors which influences morale and
productivity of the employees each as Social Security measures, welfare
facilities, salary status, Bonus, heath condition, shift system and recognition
of work are getting much importance.
To conclude employee morale plays very important role in every organization.
Good employee morale helps to success of the organization. Unless an
employee has poor morale if always a possibility of employee disharmony
and also affect smooth running of the organization.

24. REFRENCES
• Human resource management- V.S.Rao
• Human resource management- Sashi K.Gupta and Joshi
• http://www.indiastudychannel.com/projects/1795-Project-Report-
Employee-Morale.aspx
• https://www.google.co.in/search?q=images&biw=1366&bih=608&tb
m=isch&tbo=u&source=univ&sa=X&ei=j74XVe3iJc2eugSXvYLADg
&ved=0CDgQsAQ