Mergenthaler mgm335 1202 a-06 ph 1ip
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Mergenthaler mgm335 1202 a-06 ph 1ip
- 1. Implementing Morale-Effective Strategy MGM335-1202A-06 Phase 1 Individual Project Sabrina Mergenthaler Colorado Technical University Professor J. Robert Heinzman April 16, 2012
- 2. •Designing successful companies •Maintaining positive employee morale •Meeting the needs of employees -Maslow’s Hierarchy of Needs •Defining the necessity of employee satisfaction •Building company culture •Empowering employees Introducing Employee Morale: Strategies of Development
- 3. What Impacts Employee Morale •What is the hierarchy of needs? -Physiological -Safety -Social -Esteem -Self-actualization •How perception relates to satisfaction -example •What situations in the workplace affect employee morale?
- 4. Perception Further •Self-efficacy -Influences on self-efficacy •Cultural Norms and Policies •Company culture •Communication
- 5. Strategies to Overcome Motivational Barriers •Types of leaders •Influencing positive motivation •Empowering employees •Building morale •Improving decision-making
- 6. Improving Strategies •Group improvements •Mentoring programs •Training programs •Individualized improvements •Confidence building •Common goals •Support system
- 7. Robbins, S. and Judge, T. (2012). Essentials of Organizational Behavior Eleventh Edition. Prentice Hall: Upper Saddle River, NJ. Leadership theories. (2009). Changing Minds. Retrieved from http://changingminds.org/disciplines/leadership/theories/leadership_theories.htm Bandura, A. (1991). Self-regulatory Mechanisms Governing The Impact of Social Comparison on Complex Decision Making. Journal of Personality and Social Psychology, 60, 941–51. References Heinzman, J.R. (2012). Live Chat 2. Organizational Behavior Principles. Colorado Technical University. M.U.S.E. (2012). Organizational Behavior Principles. Colorado Technical University. Retrieved from https://campus.ctuonline.edu/courses/MGM335/p1/hub2/hub.html
Editor's Notes
- Abstract Motivating employees is a crucial factor in the development of successful businesses. Lending itself to a healthy work environment that promotes employee satisfaction is a system of strategies that leaders and management contend with on a regular basis. Meeting the needs of employees in unison with accomplishing the goals of the company requires satisfying a hierarchy of needs and creating a positive company culture. The following presentation examines some of the components that affect employee morale, as well as the strategies organizations implement to achieve the creation of a positive company culture. In order to obtain a full understanding of what influences a motivated employee, the presentation will briefly cover Maslow’s Hierarchy of Needs. Further, we will see how leaders develop programs and strategies to satiate the needs and desires of their employees. During the assessment of these strategies, viewers will witness the direct impact on motivation and the ability of the methods to contribute to empowering the decision-making autonomy of employees. By the conclusion of the presentation, initiatives for creating a positive work environment will be identified for organizations to take advantage of implementing in their own strategic approaches.
- Introducing Employee Morale: Strategies of Development What comes to mind when you consider successful organizations? Companies like Disney, Coca-Cola, and Apple make up some of the most well-known stories of success in business. How is it, though, these companies came to be the achieving giants that they are today? There is one key component that can be attributed to the triumph of these corporations: employee satisfaction. Designing a successful company begins with maintaining highly motivated employees. The best way to achieve this goal is by meeting the satisfaction needs of the employees. Though it sounds simple, much research and study has been put into defining the factors that lead to motivated employees. In fact, researchers such as Abraham Maslow have identified a system of needs that all people have. In his hierarchy of needs, Maslow indicates that only when all the needs of the individual have been met can that person truly be motivated. With proper motivation, employees hold the tools and potential to operate at their best (Robbins & Judge, 2012). When employee satisfaction is low, individuals will tend to be distracted, unimaginative, destructive, tardy, and basically at their worst. Much like a plague, this attitude can spread throughout a company and bring the organization to a disastrous end. Alternatively, employees who find happiness in their work will contribute innovative ideas, come to work on time, work in the most productive manner, and will assist in developing a company culture of positive progression. In boosting the positivity of employees, there is an empowerment in their ability to make constructive decisions that affect the company in great ways (Leadership Theories, 2009). Throughout this presentation, we will highlight some of the methods that have contributed to the success of companies like Disney, Coca-Cola, and Apple. In learning what they have done to maintain the positive morale of employees, we will see how all companies can achieve success in similar ways.
- What Impacts Employee Morale As previously mentioned, much research has been conducted regarding the motivations of individuals. While many researchers have created theories, one of the best-known theories is Maslow’s hierarchy of needs, which identifies five principle needs in individuals that must be met in order to achieve happiness. Much like a pyramid, the progressing levels of needs require that lower levels (physiological and safety) be met before achieving upper levels (social, esteem, and self-actualization). While it is unfortunate that no studies found evidence supporting Maslow’s theory of needs, it is among the most recognized theories of practicing managers. These leaders believe that once all levels of the pyramid have been achieved, an individual can work happily. Thus, companies strive to provide employees with solutions that address their needs (Robbins & Judge, 2012). It is important to note, however, that much emphasis for satisfaction and motivation are reliant upon individual perceptions. Generally speaking in terms of work, employees perceive what they receive from a situation—salary, perks, and benefits—in relation to what they put out—experience, education, effort, and competence. When employees perceive this ratio to be comparative to co-workers they consider the situation to be fair and just. However, if employees consider the relation to be unbalanced, or lacking adequate reward for labor, anger and resentment may be instigated. The result of which leads to hostility in various shows. For instance, when a student achieves high marks in a top-notch college, they expect to land a career in a rewarding job. If this employee learns that their rewards are not parrallel to that of another employee’s with similar stature, they become unhappy and may begin searching for a new job, or hold a less friendly disposition to their co-workers and clients (Robbins & Judge, 2012).
- Perception of one’s self also creates an impact on their motivation (Heinzman, 2012). A person’s self-efficacy is their perceived ability to successfully complete a task based on their efforts and abilities. Self-efficacy may be influenced by several factors, including: Previous experience—performance of a similar task, whereby previous successes and failures greatly determine the actions of the individual in the current task. Vicarious experience—in which the individual may have witnessed another employee of similar abilities and knowledge perform the task. In such cases, the experience is used to determine the individual’s ability to mimic the same results. Verbal Persuasion—in which a trusted figure expresses an ability or inability to complete the task. Physical and emotional arousal—a particular interest in the task which either increases or decreases self-efficacy. Goal types—in which achieving a new learning is part of the employee’s intention. Personality variable—in which the personality of the individual is one that strives to achieve or maintains a confidence in failure (Bandura, 1991). In addition to self-efficacy, perception based on cultural and company norms and policies can greatly affect an individual’s morale. As people grow into adulthood, their personalities are shaped by their upbringing and cultural society. As most organizations lean toward diversity, oftentimes, these cultures may expose their differences in the way they work. In some cases, employees may have goals and ideas which are dissimilar to the company’s own goals and policies. In these cases, that perception can be damaging to the employee-employer relationship. Even communication barriers can affect morale. A misconstrued criticism is one of the best examples of morale afflicting influences. For example, if an employee perceives a task as well-done while a figure of authority suggests some constructive changes, this could lead to intense feelings of inadequacy or even distrust (M.U.S.E., n.d.).
- Strategically Impacting Morale Through Employee Empowerment With so many variable personality types and cultural influences, it is a constant battle for leaders and managers to maintain an environment in which employees are motivated and goals are being met. However, for as many personality types exist, just as many leader-types are present. Just as companies hire diverse employees, managers are hired equally diverse. Autocratic leaders define rules in which everyone is expected to follow. Essentially focused on a “do-as-I-say” approach, these leaders do not tend to encourage creative thinking in employees. In fact, this style of leadership is one which receives much criticism in today’s business world, as it detracts from the employee’s ability to make decisions in times of crisis. Other styles of leadership include: Motivational, or charismatic leaders in which followers are inspired to act and are encouraged to explore their full potential. Transactional leaders which rely on contracts to resolve issues or disagreements between managers and subordinates. Participative leaders which create a bond with a team of employees by encouraging collaboration and group planning. Transformational leaders which promote change within companies. Much like the charismatic leader, transformational leaders inspire action by creating a plan and encouraging the implementation of that plan (M.U.S.E., n.d.). Providing the right leadership is essential to creating an atmosphere that empowers employees and assists them with making decisions. In building an employee that can think on their own, and expand on company ideas, these organizations are embracing the idea of change. More often than not, this change may mean the survival of the company. Since helping to create that change can be such a powerful feeling for employees, leaders and managers have learned to encourage employees to express their creativity. Working collaboratively, this approach establishes higher levels of morale among the employees. Additionally, by implementing innovative ideas carried by employees, companies have improved the ability of employees to make decisions that will further inspire such changes. In all, these techniques are by far some of the most impacting on employee motivation (M.U.S.E., n.d).
- Developing New Strategies to Build Positive Morale in Employees As time progresses, companies and their employees must progress as well. More than ever, it is increasingly necessary for organizations to improve compensation and benefits packages just to obtain adequate employees. However, maintaining an environment of high morale means allowing employees to work at their full potential. More and more companies are relying on assessments that measure the strengths and weaknesses of employees. In doing so, these organizations are enabling employees to do work that they enjoy, as well as work that is challenging. Additionally, companies can improve the weaknesses of their employees by designing mentoring programs that group individuals with employees of opposite strengths and weaknesses. Employers should also recognize the need for individual improvement. By assigning tasks that are able to be completed quickly with relative challenge based on the employee’s abilities, employees generate a sense of accomplishment. This overwhelming feeling has a great ability to impact the morale of the employee in a most positive way. Further, increasing the difficulty of such tasks increases the confidence of the employee over the term of employment. It is equally important to recognize the goals of employees. When company goals and employee goals are similar, both stand a greater chance of successfully meeting those goals. More importantly, this shared goal allows the company to extend an interest in the employee’s development and create training models appropriate for meeting the goals. Employees feel more inclined and happy about doing work when they feel they are supported and encouraged by leaders.
- Conclusion Overall, the best method to approach success is through the employee. Companies such as Disney, Coca-Cola, and Apple have inspired the motivation of employees not only by providing wonderful perks and benefits, but through engaging in programs that fulfill the needs of their employees. While the process begins with creating an environment of the right employees and the right leaders, the success is dependent upon the company’s ability to change with the changing times. Doing so means generating innovative ideas from a variety of new and diverse employees. In satisfying the needs of those employees, the keys to motivation are set in place and real development can begin. However, it takes old and new methods to maintain a positive morale in the working environment. It is up to the leaders to encourage their employees to flourish based on understanding their strengths and weaknesses, and allowing the employees to work within their abilities and improve their weaknesses. By enabling employees, these companies nearly guarantee their succession into the future.