Career Planning- Meaning, Definition, Objectives, Process, Benefits and Stages. Employee Morale & Job Satisfaction : Employee Morale- Meaning, Definition, causes of low Morale Job Satisfaction- Meaning, Definition, Factors contributing to Job Satisfaction, Measures to increase Job Satisfaction, Advantages of Job Satisfaction

1. Career Planning , Employee
Morale & Job Satisfaction
Dr. Anita Rathod
Dr. Anita Rathod

2. Content -
• Career Planning- Meaning, Definition, Objectives, Process,
Benefits and Stages.
• Employee Morale & Job Satisfaction :
• Employee Morale- Meaning, Definition, causes of low
Morale
• Job Satisfaction- Meaning, Definition, Factors contributing
to Job Satisfaction, Measures to increase Job Satisfaction,
Advantages of Job Satisfaction
Dr. Anita Rathod

3. Career
Planning-
A career may be defined as ‘ a
sequence of jobs that constitute what
a person does for a living’.
According to Schermerborn, Hunt, and
Osborn, ‘Career planning is a process
of systematically matching career
goals and individual capabilities with
opportunities for their fulfillment’.
Dr. Anita Rathod

4. Features of
Career
Planning and
Career
Development:
• It is an ongoing process.
• It helps individuals develop skills
required to fulfill different career roles.
• It strengthens work-related activities in
the organization.
• It defines life, career, abilities, and
interests of the employees.
• It can also give professional directions,
as they relate to career goals.
Dr. Anita Rathod

5. Objectives
of Career
Planning:
To identify positive
characteristics of the
employees.
To develop awareness
about each employee’s
uniqueness.
To respect feelings of
other employees.
To attract talented
employees to the
organization.
To train employees
towards team-building
skills.
To create healthy ways
of dealing with conflicts,
emotions, and stress.
Dr. Anita Rathod

6. Benefits of Career Planning:
• Career planning ensures a constant supply of promotable employees.
• It helps in improving the loyalty of employees.
• Career planning encourages an employee’s growth and development.
• It discourages the negative attitude of superiors who are interested in suppressing
the growth of the subordinates.
• It ensures that senior management knows about the calibre and capacity of the
employees who can move upwards.
• It can always create a team of employees prepared enough to meet any contingency.
• Career planning reduces labour turnover.
• Every organization prepares succession planning towards which career planning is
the first step.
Dr. Anita Rathod

7. Process of Career Planning -
Dr. Anita Rathod

8. Explanation of process -
1. Self-Assessment - The first step in the process is self-assessment to be done by the individual to understand his or her skills, areas of interest,
aspirations etc. Aspirations and goals are very important here as that would define how person would create future plan.
2. Research on Careers and Opportunities - The second step in the process is to understand the career options, companies available, growth options
in career etc. which are aligned with the self-assessment done already.
Right opportunities need to identified and proper research is required for that. An individual needs to be aware of the market trends and growth areas.
3. Set Career Objectives - The next step in the career planning is to set short-term as well as long-term career goals for oneself, and to have a clear
career path. These can be defined as the immediate goals and how one looks at the career further down the line. A plan has to be according to clear
objectives.
4. Learn & Improve Skills - The fourth step in the process is to keep acquiring new skills and knowledge to be in line with career objectives and with
industry requirements. Many a times there can be clear gaps in the objectives, aspirations and skills. To fill those gaps, proper planning is required to
acquire and learn those skills so that career plan can be properly executed.
5. Preparation of CV/Resume - The next step in the planning process is to be fully prepared in terms of CV, cover letter, recommendations etc. The
resume should clearly highlight the skills, qualifications, objectives which is aligned with the career planning of an individual
6. Job/Work Search - The sixth step is to short-list the companies where an individual is seeking a job & start applying. It can be also working a
entrepreneurship project as well.
7. Revise Career Goals - The last step in the career planning process is to continuously evaluate the career goals and again do a self-assessment to
build a strong career path.
Dr. Anita Rathod

9. Career Planning
Example
Let us take an example of an engineer AJ, who
has recently graduated and is interested in robotics. To start
the planning, AJ has to first assess what kind of robotics he
is interested in and what is his skill level. After that, he
needs to set the objectives with time box approach on how
he wants to grow in his robotics career. If there are gaps, he
needs to take trainings and courses to reduce the gaps and
search for jobs may be in manufacturing and automotive
sector where robotics are natural fit.
If successful in securing suitable job, career
planning can be more precise based on the hands on
experience in the field and then the goals and objective can
be defined for new career trajectory.
Dr. Anita Rathod

10. Employee Morale -
• Mayo, ‘the maintenance of cooperative living.’
• Robert M. Guion, “Morale is a group phenomenon consisting of pattern of attitudes of members of the
group.”
• Theo Haimann, “Morale is the state of mind and emotions affecting the attitude and willingness to work,
which, in turn affect individual and organisational objectives.”
• Mooney states, “Morale is the sum total of several psychic qualities which include courage, fortitude,
resolution and above all, confidence.”
• Davis states, “Organisational morale is basically a mental condition of groups and individuals which
determines their attitude.”
• Dr Leighton defined morale as “Capacity of a group of people to pull together persistently and consistently
in pursuit of a common purpose.”
Dr. Anita Rathod

11. The other features of morale are as
follows:
(i) It is composite of feelings,
attitudes and sentiments of
the employees.
(ii) It is the degree or
enthusiasm and willingness
with which the employees
contribute their efforts
towards the organisational
goals.
(iii) It is different from job
satisfaction because morale
refers to group concept
while job satisfaction is an
individual concept.
(iv) The degree of morale
can be estimated through
labour absenteeism and
turnover.
(v) It is both an individual
and a group phenomenon.
The high moral is reflected
in good team and team spirit
in case of group morale.
(vi) Morale is the primary
concern of the management
because high production
and productivity of workers
are the direct result of high
morale.
Dr. Anita Rathod

12. Characteristics of morale:
(i) Morale is a state of mental health which is closely associated with loyalty,
egoism and enthusiasm.
(ii) Morale is a densification of group interest, interest of organisation, fellow
workers and requirements of the job.
(iii) Morale is the subjective feeling of the employees.
(iv) Morale affects behaviour, performance and discipline.
(v) Morale can be assessing in the form of productivity, employee discipline,
absenteeism and turnover.
(vi) Morale is an index of good industrial relations.
Dr. Anita Rathod

13. The importance of morale -
(i) Higher productivity is the result of the positive attitude of the workers. High morale for this the
management should know the impact of its policies and practices on the attitude of the workers.
(ii) According to Dale Yoder, “if workers appear to full enthusiastic and optimized about the group
activities and mission and friendly to each other, they are described as having good or high morale. If
they are dissatisfied irritated, critical, restless and pessimistic, there reactions are described as
evidence of poor or low morale.”
(iii) The success or failure of the organization very much depends upon the morale of its employee. As
per opinion of Keith Davis, “Never underestimate the power of a woman and the same certainly must
be said about morale never underestimate the power of morale.”
(iv) management to solve many labour related problems such as – The high morale is important
because it assists labor turnover, absenteeism, indiscipline and grievance, etc.
(v) Government has introduced many labour welfare and social security measures to improve the
morale of industrial workers.
Dr. Anita Rathod

14. High Morale:
i. Team spirit.
ii. Enthusiasm.
iii. Zest.
iv. Loyalty.
v. Dependability.
vi. Decrease in frustration.
vii. Cooperation.
viii. Better discipline.
ix. Employee interest in job.
x. Initiative by employees.
xi Voluntary conformance with rules and regulations.
Dr. Anita Rathod

15. Low Morale:
i. Too many supervisors.
ii. Improper organisational structure.
iii. Repetitive nature of jobs.
iv. Improper selection of personnel.
v. Apathy.
vi. Pessimism.
vii. Jealousy.
viii. Disloyalty.
ix. Disobedience of order.
Dr. Anita Rathod

16. Causes of
Low Morale
-
(a) Lack of Loyalty to the organisation and Leadership
(b) Indiscipline
(c) Lack of Interest in Job
(d) Lack of Employees Initiative
(e) Lack of Team-spirit and Cooperation
(f) Confidence of Employees is missing.
Dr. Anita Rathod

17. Job
Satisfaction -
• Hoppock describes job satisfaction as, “any combination of
psychological, physiological and environmental
circumstances that cause and person truthfully to say I am
satisfied with my job.”
• Smith defined job satisfaction as, “the feeling an individual
has about his or her job.”
• Locke, “Job satisfaction was a positive or pleasurable
reaction resulting from the appraisal of one’s job, job
achievement, or job experiences.”
• Vroom, “Job satisfaction as workers’ emotional orientation
toward their current job roles.”
• Schultz, “Job satisfaction is essentially the psychological
disposition of people toward their work.”
• Lofquist and Davis, Job satisfaction as “an individual’s
positive affective reaction of the target environment as a
result of the individual’s appraisal of the extent to which his
or her needs are fulfilled by the environment”.
Dr. Anita Rathod

18. Factors
Affecting
Job
Satisfactio
n Level
Working Environment.
Fair Policies and Practice.
Caring Organization.
Appreciation.
Pay.
Age.
Promotion.
Feel of Belongings.
Initiation and Leadership.
Feel of Being Loved.
Dr. Anita Rathod

19. 11. Safety and Security.
12. Challenges.
13. Responsibilities.
14. Creativity in Job.
15. Personal Interest and Hobbies.
16. Respect from Co-Workers.
17. Relationship with Supervisors.
18. Feedback.
19. Flexibility.
20. Nature of Work.
Dr. Anita Rathod

20. Advantages
of Job
Satisfaction -
• Lower Turnover.
• Higher Productivity.
• Increased Customer Satisfaction.
• Reduce Employee Absenteeism.
• Helps to Earn Higher Revenues.
• Satisfied Employees Tend to Handle
Pressure.
• Reduces the level of unionization.
• Reduces the number of accidents.
• It helps to create a better working
environment.
• Improving customer satisfaction.
• Faster and sustainable Growth.
Dr. Anita Rathod

21. Causes of
Dissatisfaction
-
• Underpaid.
• Limited Career Growth.
• Lack of Interest.
• Poor Management.
• Unsupportive Boss.
• Lack of Meaningful Work.
• Opportunities for growth or incentives for
meaningful work.
• Work and Life Balance.
Dr. Anita Rathod

22. Measures
to increase
Job
Satisfaction
-
Work on the culture
Establish trust with your senior management
Expand job benefits
Offer competitive compensation
Foster job security
Strengthen employee relationship
Focus on employee engagement
Provide Opportunities for career advancement
Train on job skills
Provide professional development opportunities
Provide a clear career path
Strengthen relationships with immediate supervisors
Recognize employee job performance
Dr. Anita Rathod

23. THANK YOU
Dr. Anita Rathod