Sfhxbctjdsrggvdsscggbnjkk

1. Moral, Job Satisfaction, Motivation For
Performance And Suggestion To
Motivate Employees
Prepared by:
MARK ANGELO S. MAQUILLAO

2. WHAT IS MORAL?
• Moral is an overall attitude of an individual and group towards all aspects of their
work
• It is the mental attitude which makes the individual perform his work either
willingly and enthusiastically or poorly and reluctantly
• It is used to describe the level or quality of the attitude or reaction displayed by
an individual or by a group as being high or low, good or poor, positive or
negative.
• The qualities indicating high morale are known by such terms as enthusiasm,
personal satisfaction, team spirit, pride of achievements, and willingness to work.

3. PROFESSOR MICHAEL J. JUCIUS
• He defines moral “ as a state of mind and emotions, affecting willingness to work,
which turn affects individual and organizational objectives.
PROFESSOR DALE S. BEACH
• He defines moral “ as a total satisfaction a person derives from his job, his work group, his
boss, the organization, and his environment. It is also affected by his personality structure.
Morale pertains to the general feeling of well-being, satisfaction, and happiness of people.”
PROFESSOR FLIPPO
• He defines moral “mental condition or attitude of individuals and group which
determines their willingness to cooperate,”

4. FACTORS INFLUENCING MORAL
1. The Employees themselves
2.Management practices
3.Outside Factors
4.State of communication in the firm

5. INDICATIONS OF LOW EMPLOYEE MORAL
1. Customer complaints
2. Frequent absenteeism and tardiness
3. Frequent Sick Leave
4. Low production, spoilage of materials due to inattention
5. Unjustified overtime
6. Careless handling of machine causing breakdown
7. Spoilage and waste of supplies and materials
8. Grievance and complaints
9. High labor turnover
10. Rumors, quarrels or fights
11. Frequent violations of rules and regulations
12. Lost man-hours because of long breaks and frequent trips to comfort rooms
13. Unsatisfactory ratings in performance appraisal

6. METHODS USED IN DETERMINING MORALE
1. Counseling and exit interview
2. Grievance procedure
3. Spy system or “management informers”
4. Interview
5. Studying or reviewing the employees record
6. Observation
7. Attidtude or Morale survey

7. WHAT IS JOB SATISFACTION
• Is the feeling of pleasure and achievement which an
employee experience at their job, when the work is
worth doing, or the degree to which works gives them
satisfaction.
• Job satisfaction is the collection of feelings and beliefs
people have about their current jobs.
• Job satisfaction is the level of contentment a person
feels regarding his or her job. This feeling is mainly
based on an individual’s perception of satisfaction.

8. WHAT CAUSES SATISFACTION?
• Money does motivate people
 But what motivates people is not necessarily the same as what makes them happy.It
not just about job conditions.
 Personality also plays important roles
 Research shows that people who have positive core self evaluation( who believe in
their inner worth and basic competence) are more satisfied with their jobs than
those with negative core self-evaluation.

9. WHAT HAPPENS WHEN
EMPLOYEES LIKE THEIR JOBS?
• They are like feel at ease and
happy about their job. They
become contented and pursue
higher rank in their track
• A happy workers are productive
workers
• A satisfied employees talk
positively, help others and go
beyond the call of duty
• A satisfied employees increase
customer satisfaction and loyalty

10. WHEN THEY DISLIKE THEIR JOBS?
• One theoretical mode – exit –voice- loyalty – neglect framework is helpful in dissatisfaction.
• The four responses differ along two dimensions:
a) Constructive/destructive
b) Active/passive
1. Exit
• The exit responses directs behavior toward leaving the organization, including looking for a new position as well as resigning.
• Dissatisfaction expressed through behavior toward leaving the organization.
2. Voice
• The voice responses includes actively and constructively attemting to improve conditions, including suggesting improvements, discussing problems with
superior, and undertataking some forms of union activity.
• Dissatisfaction expressed through active and constructive attempts to improve conditions.
3. Loyalty
• Passively but optimistically waiting for conditions to improve
• Speaking up for the organization in the face of criticism
• Trusting the organization and its management to “do the right thing”
• Dissatisfaction expressed by passively waiting for condition's to improve
4. Neglect
• The neglect responses passively allows conditions to worsen and includes chronic absenteeism or lateness, reduced effort and increased error rate.
• Dissatisfaction expressed through allowing conditions to worsen.

11. MOTIVATION PERFORMANCE
• Six ways you can improve performance and motivation in your workplace.
1. Make Expectations Clear. Employees without goals will be naturally aimless.
2. Provide Continuous Feedback. ...
3. Correct Privately; Praise Publicly. ...
4. Believe in Your Employees. ...
5. Make Rewards Achievable. ...
6. Let People Know What They're Fighting For.

12. SUGGESTION TO MOTIVATE EMPLOYEES
1. Gamify, with incentives.
2. Let them know you trust them
3. Set smaller weekly Goals
4. Give your employees Purpose
5. Radiate Positivity
6. Be Transparent
7. Motivate individuals rather than
the team
1. Learn what makes each
employee Tick
2. Reward based on Feedback
3. Prioritize work-life Balance
4. Have an open door policy
5. Let them lead
6. Show them the bigger Picture
7. Create Recognition rituals

13. THANK YOU!