Close relationships between supervisors and employees have the greatest impact on improving employee morale. Developing these relationships requires supervisors to frequently interact with employees face-to-face, remove barriers between management and workers, share strategies and plans, and be trained in building human relationships. While incentives are sometimes used to boost morale, research finds they do not create lasting commitment and can damage workplace relationships. Instead, supervisors building strong relationships through open communication and respect has been shown to most effectively increase employee engagement and morale.
This document summarizes a study on employee morale at Sify Technologies Limited in Chennai. The objectives of the study were to understand the factors influencing employee morale and satisfaction levels. A questionnaire was administered to 100 employees out of a sample of 250 due to time constraints. The findings showed high levels of satisfaction with the work environment, hours, supervisor support and health benefits. Suggestions to improve morale included reducing workload, introducing an incentive program and recognition of employee talents and efforts. The conclusion is that good employee morale is important for organizational success.
This document provides a project synopsis for a study on employee morale at Mack Valves India Pvt. Ltd. in Pune. The study aims to understand organizational efforts to boost morale, how morale benefits the organization, and the relationship between morale and employee performance. Primary data will be collected through questionnaires distributed to 120 employees. Secondary data sources include company brochures, reference books, and the company website. The analysis will focus on factors affecting employee morale at Mack Valves India Pvt. Ltd. Findings, suggestions, and conclusions will provide insights on employee morale.
"Employee Motivation: Term paper slide presentationMahamudul Alam
This document discusses employee motivation in a garment manufacturing company in Bangladesh called Parkscene Bangladesh Limited. It finds that factors like salary increments, financial incentives, performance appraisals, freedom in decision making are key motivators for employees. The survey found that money is an important motivator for employees as they work to earn a living. The document recommends that companies focus on creating a favorable work environment, leadership roles for employees, training, and reducing workload through stress management to improve employee motivation. Motivated employees are important for companies to achieve their goals and sustain a competitive advantage.
This document is a project report submitted for a Master's degree in business administration. It examines motivation techniques and their effects on employees at Pankajakasthuri Herbals India Pvt. Ltd. in Trivandrum. The report includes declarations, acknowledgements, an abstract, and outlines the various chapters which will cover the industry and company profiles, literature review, research methodology, data analysis and findings, suggestions and conclusions.
Dissertation report on A Study on employees motivation its effect on their wo...Anurag Singh
This dissertation analyzes the impact of employee motivation on work performance at ICICI Securities Ltd. Through surveys of 40 employees, it examines how various motivational approaches, both monetary and non-monetary, affect performance. The study finds that non-monetary incentives like praise, involvement in decision-making, and training have the strongest positive impact on performance. However, employees report only being partially satisfied with the overall motivational approaches. The dissertation concludes more can be done to enhance motivation, especially by improving compensation and implementing promotions, to boost both employee and company productivity. It recommends ICICI Securities focus more on monetary incentives and competitive salaries to increase motivation levels.
This document discusses factors that affect employee morale in an organization. It defines morale as the level of voluntary cooperation and desire to attain common goals among individuals or work groups. Key factors that can lower or improve morale are identified as job factors, personal factors, organizational efficiency, goals and objectives of the organization, unfair promotions and selections, lack of recognition, and rewards/incentives. Autonomy, flexibility, financial incentives, recognition, and an understanding attitude from management are discussed as important motivational factors. A survey identified appreciation/recognition, communication, management attitude, job security, good wages, interesting work, career opportunities, loyalty, and working conditions as top motivators for employees.
This document discusses employee motivation at an organization called Sbq. It introduces the topic and defines motivation as inspiring employees to engage in work. The research problem is to study the factors that motivate employees at Sbq. The objectives are to identify important motivational factors, study the impact of monetary/non-monetary benefits, promotions, and interpersonal relationships on performance. The scope, need, limitations and methodology of the study are also outlined. Various theories of motivation are reviewed, including Maslow's hierarchy of needs and Herzberg's two-factor theory.
This document discusses the importance of employee motivation. It defines motivation as the drive that impels individuals to work and notes that motivated employees want to work and perform effectively. The document outlines several benefits of motivation including: putting human resources to action by building willingness to work; improving employee efficiency and productivity; leading to achievement of organizational goals; building friendly relationships between employees and management; and leading to stability in the workforce. Overall, the key point is that employee motivation is important for organizations to maximize performance and achieve their goals.
This document summarizes a study on employee morale at Sify Technologies Limited in Chennai. The objectives of the study were to understand the factors influencing employee morale and satisfaction levels. A questionnaire was administered to 100 employees out of a sample of 250 due to time constraints. The findings showed high levels of satisfaction with the work environment, hours, supervisor support and health benefits. Suggestions to improve morale included reducing workload, introducing an incentive program and recognition of employee talents and efforts. The conclusion is that good employee morale is important for organizational success.
This document provides a project synopsis for a study on employee morale at Mack Valves India Pvt. Ltd. in Pune. The study aims to understand organizational efforts to boost morale, how morale benefits the organization, and the relationship between morale and employee performance. Primary data will be collected through questionnaires distributed to 120 employees. Secondary data sources include company brochures, reference books, and the company website. The analysis will focus on factors affecting employee morale at Mack Valves India Pvt. Ltd. Findings, suggestions, and conclusions will provide insights on employee morale.
"Employee Motivation: Term paper slide presentationMahamudul Alam
This document discusses employee motivation in a garment manufacturing company in Bangladesh called Parkscene Bangladesh Limited. It finds that factors like salary increments, financial incentives, performance appraisals, freedom in decision making are key motivators for employees. The survey found that money is an important motivator for employees as they work to earn a living. The document recommends that companies focus on creating a favorable work environment, leadership roles for employees, training, and reducing workload through stress management to improve employee motivation. Motivated employees are important for companies to achieve their goals and sustain a competitive advantage.
This document is a project report submitted for a Master's degree in business administration. It examines motivation techniques and their effects on employees at Pankajakasthuri Herbals India Pvt. Ltd. in Trivandrum. The report includes declarations, acknowledgements, an abstract, and outlines the various chapters which will cover the industry and company profiles, literature review, research methodology, data analysis and findings, suggestions and conclusions.
Dissertation report on A Study on employees motivation its effect on their wo...Anurag Singh
This dissertation analyzes the impact of employee motivation on work performance at ICICI Securities Ltd. Through surveys of 40 employees, it examines how various motivational approaches, both monetary and non-monetary, affect performance. The study finds that non-monetary incentives like praise, involvement in decision-making, and training have the strongest positive impact on performance. However, employees report only being partially satisfied with the overall motivational approaches. The dissertation concludes more can be done to enhance motivation, especially by improving compensation and implementing promotions, to boost both employee and company productivity. It recommends ICICI Securities focus more on monetary incentives and competitive salaries to increase motivation levels.
This document discusses factors that affect employee morale in an organization. It defines morale as the level of voluntary cooperation and desire to attain common goals among individuals or work groups. Key factors that can lower or improve morale are identified as job factors, personal factors, organizational efficiency, goals and objectives of the organization, unfair promotions and selections, lack of recognition, and rewards/incentives. Autonomy, flexibility, financial incentives, recognition, and an understanding attitude from management are discussed as important motivational factors. A survey identified appreciation/recognition, communication, management attitude, job security, good wages, interesting work, career opportunities, loyalty, and working conditions as top motivators for employees.
This document discusses employee motivation at an organization called Sbq. It introduces the topic and defines motivation as inspiring employees to engage in work. The research problem is to study the factors that motivate employees at Sbq. The objectives are to identify important motivational factors, study the impact of monetary/non-monetary benefits, promotions, and interpersonal relationships on performance. The scope, need, limitations and methodology of the study are also outlined. Various theories of motivation are reviewed, including Maslow's hierarchy of needs and Herzberg's two-factor theory.
This document discusses the importance of employee motivation. It defines motivation as the drive that impels individuals to work and notes that motivated employees want to work and perform effectively. The document outlines several benefits of motivation including: putting human resources to action by building willingness to work; improving employee efficiency and productivity; leading to achievement of organizational goals; building friendly relationships between employees and management; and leading to stability in the workforce. Overall, the key point is that employee motivation is important for organizations to maximize performance and achieve their goals.
This document is a study on the effects of motivation on employee performance in the education sector, using Kaaf University College as a case study. It begins by introducing the topic and defining key terms like motivation, employee performance, and high performance work systems. The study aims to investigate motivation procedures and packages that positively influence performance. It will examine how motivation can be improved and how it affects employee performance. The significance of the study is that it can help identify issues with motivation systems and make recommendations to address them. It is limited to Kaaf University College and relies on honest respondent answers.
This document provides an introduction to a study on employee motivation. It includes definitions of motivation, the importance of motivation, what motivates employees, frameworks and types of motivation. Key points discussed include the need to align employee and organizational goals, understanding what motivates each individual employee, and that supporting motivation is an ongoing process not a single task. Intrinsic motivators like empowerment, growth and purpose are highlighted as particularly effective. The document lays out the background and context for a research study on employee motivation.
Summer Internship (HR) Project on An Analysis of job Motivation Tanvir Bhatti
This document provides an introduction and overview of a project report on employee motivation at Hewlett Packard Enterprise in Mohali, India. It includes preface, declaration, acknowledgements, and an index. The preface states that practical work experience supplements theoretical classroom knowledge and helps develop management skills. The declaration indicates the report is the student's original work. The acknowledgements thank the project guide and others for their support. The index previews the report's contents. The report aims to analyze motivation among HP employees through primary and secondary research.
A study on employee motivation at prabhuram millsSubodh G Krishna
This document discusses a study on employee motivation at Prabhuram Mills. It begins by introducing the importance of human resource management and motivation in ensuring organizational success. The objectives of the study are then outlined, which include evaluating motivation measures and factors, satisfaction levels, and making suggestions. The research methodology is also described, involving primary and secondary data collection methods like questionnaires, interviews and records. Statistical analysis tools like percentage calculations are mentioned for data analysis. The document provides context on motivation definitions, techniques, importance and reviews literature on the topic. It aims to assess motivation and improvement opportunities at Prabhuram Mills.
Employee Motivaton is the key factor to help up the
capacity of an association. In the globalization stage, each
organization needs to continue itself in a furiously focused
market. Representatives are the fundamental elements to show
the business objectives into the real world. Subsequently, in
the present world each association attempts to deal with its
human asset office to keep its representatives inspired. In that
specific circumstance, some of the administration speculations
have been rehearsing by them. Business work or their
presentation in the market can be assessed by surveying the
degree of inspiration of representatives. Inspiration can
assume a lead job to get the expert achievement in each
budgetary year in a less exertion way.
While trying to find what inspires representatives,
representative inspiration inquire about papers report that
what spurs laborers today is fundamentally connected to the
qualities and objectives of the person. Starting in the 1970's, it
appears that there was a sensational move in the qualities and
needs of the ordinary laborer. As individuals turned out to be
progressively taught and the economy saw a sharp decay of
the Protestant hard working attitudes, what representatives
needed from their managers changed also.
This document is a project report submitted by Sahil Relan to fulfill the requirements for a Bachelor's degree in Business Administration from 2011-2014. The report studies employee motivation in all sectors under the guidance of Charu Mohla. It includes a student undertaking, certificate, acknowledgements, table of contents, and executive summary. The report aims to find theoretical motivational factors and practical tactics that can help public sector managers motivate their employees.
AN ANALYSIS OF EMPLOYEE MORALE IN INDUSTRIES (Sanofi-Aventis)Atul Gurav
Employee morale refers to an employee's outlook, optimism and belief in themselves and their organization. It impacts productivity, with high morale leading to happier and more productive employees. Morale is determined by many factors, including wages and benefits, working conditions, training opportunities, communication, welfare facilities, treatment of employees, and organizational policies. Maintaining high employee morale requires employers to earn employees' enthusiasm, loyalty and commitment through positive experiences in these areas.
Impact of employee motivation and personality on performanceSYEDA KANWAL NOREEN
This document discusses the impact of employee motivation and personality on organizational performance at LMKR, an oil and gas technology company. It covers several key topics:
1. Motivational strategies used at LMKR including job design, enrichment, feedback, and rewarding employees. Job design methods like skill variety, task identity, autonomy, and significance are believed to positively impact motivation.
2. The link between individual personality traits like openness, conscientiousness, extraversion, and agreeableness and workplace performance. Certain traits are correlated with skills relevant to different job types.
3. How personality is important in recruitment and selection processes to identify candidates whose traits match job requirements and organizational culture.
The document discusses the importance of promoting employee morale. Unhappy employees cost organizations money through lost productivity, lower sales, and increased turnover. While competing with companies like Google may be difficult, maintaining morale does not need to be expensive. Small investments like thanking employees, ensuring a respectful workplace, addressing concerns, allowing input and flexible scheduling, and supporting community involvement can encourage workers and benefit the organization. Checking how top companies support morale may reveal inexpensive ideas.
- The document is a study on employee motivational practices conducted by Kanika Jain for her MBA.
- The objectives of the study are to study existing motivational practices, identify employee satisfaction levels, suggest ways to increase motivation, and identify the organization's motivational processes.
- A questionnaire was administered to 60 employees selected through random sampling to collect primary data, and secondary data was collected from sources like journals, magazines, newspapers and websites.
- The findings show that employees are moderately satisfied with existing incentives but promotion opportunities motivate most. Suggestions include improving policies, benefits, incentives, and involving employees in decision-making. The conclusion is that motivation leads to benefits like cost savings and productivity,
This document provides an introduction to employee motivation. It begins with definitions of motivation and discusses key aspects of motivating employees, including aligning organizational and employee goals. The importance of motivation is then outlined, noting that it puts resources to work, improves efficiency, leads to achieving goals, builds relationships, and provides workforce stability. Understanding what motivates individual employees is emphasized as critical to supporting their motivation.
This paper discusses workplace motivation and its effects on productivity, performance, and employees. It analyzes motivational strategies used by the U.S. Army, including the National Security Personnel System (NSPS) which linked pay to performance metrics. While intended to increase productivity, NSPS faced resistance from employees who were excluded from the adoption process. The paper also examines motivation's impact on management and employees, the role of intrinsic versus extrinsic motivation, and how applying different motivation theories could affect an organization. It concludes that motivational programs should provide learning opportunities to engage employees in developing skills that further organizational goals.
Motivation in the workplace can come from intrinsic or extrinsic factors. Intrinsically, employees seek autonomy, responsibility, and to have their higher order needs for esteem and self-actualization fulfilled through their work. Extrinsically, employees can be motivated by incentives and rewards, though natural theories of motivation argue humans are not solely driven by economic factors. Effective managers understand both intrinsic and extrinsic motivation and strive to create an environment where employees feel autonomous and can achieve their highest potential.
This document discusses motivation in the workplace. It defines motivation and outlines several theories of motivation, including instinct, incentive, arousal, drive, and humanistic theories. It discusses why motivating both employees and managers is important for productivity and performance. It provides techniques for motivating managers, such as praise, respect, education, feedback, and incentives. For motivating employees, it suggests treating them as partners, keeping them informed, providing training and resources, and building trust. The conclusion emphasizes that what motivates individuals varies and small gestures can be effective.
How to motivate your staff and improve employee moraleDexcomm
How to Motivate Your Staff and Improve Employee Morale
Upon hire employees form perceptions about their new workplace. Negative perceptions can lead to disengagement very quickly and prompt new hires to look for another job within the first year of employment. Some studies show that turnover can cost up to 250% of an employee’s salary. That’s expensive!!!
At Dexcomm, we believe that engagement practices are vital in efforts to engage our staff and improve employee morale. One of the many challenges in today’s workplace is retaining top talent and keeping them engaged. We work hard to capitalize on our human capital because they are our greatest assets. We’d like to share some of what we’ve learned about engaging our employees and improving employee morale. We hope our tips can help you strengthen your team and capitalize on your greatest assets.
This eBook will provide:
•Five easy ways to help make a great first impression on your new hires
•Fun ideas for engaging your staff
•Ways to enhance your organization’s culture and improve employee morale
•Creative non-monetary benefits to attract and retain top talent
This document presents a proposal on increasing employee motivation in hotels. It introduces motivation and its importance for employee and organizational success. The study will explore how to control motivation through specific appeals and understand its impact on employee performance and commitment. A survey of 30 hotel staff in Kathmandu will collect primary data on willingness, performance, and satisfaction. The research aims to identify how motivation can be increased among hotel employees. Limitations include a small sample size and potential bias in responses. The expected outcomes are increased willingness, performance, retention, and satisfaction.
Factors effecting motivation and productivity related to job satisfactionSaifullah Malik
The document discusses factors affecting motivation, job satisfaction and productivity related to an organizational research proposal. It outlines the objectives of determining the relationship between motivation, job satisfaction and productivity on organizational performance. Several hypotheses are proposed regarding the relationship between motivational factors and productivity, job satisfaction and employee performance. Key variables like motivation and job satisfaction are defined and operationalized. The literature review discusses theories of motivation and how motivational factors can influence job attitudes and productivity.
“Identifying Key Engagement Drivers and level of Employee Engagement at Techn...IOSR Journals
An employee is said to be engaged when that employee uses discretionary effort. This means the employee works that extra mile without being asked. The engaged employee leads to better customer service, which leads to better customer satisfaction, which leads to increase in Revenue. This shows that to win the customer, we need to win the employee first. The key challenge lies in linking employee morale and bottom line, which means organizations not only have to retain employees but also engage them.
The study attempts to identify the Engagement drivers in a Technology Outsourcing firm at Hyderabad. The objective of the research is to identify key factors that contribute to Employee Engagement and analyze the level of Employee Engagement.
The Secondary Research was carried out by studying several research papers. A Questionnaire was designed with 25 Questions based on a revised model. A pilot study was conducted and findings were analyzed. The trends of the responses have been plotted and five factors that contribute to employee engagement have been derived. The categories of disagreement among the employees have been noted and recommendations have been made.
This document contains a questionnaire to assess factors that motivate employees. It is divided into several sections that address different motivational factors like financial incentives, non-financial incentives, performance appraisal, leadership, empowerment, and trust. Employees are asked to rate statements about these factors on a 7-point scale from strongly disagree to strongly agree. The questionnaire collects some employee profile information and aims to analyze key motivation factors in the organization in a confidential manner for academic purposes.
- The paper examines the relationship between team payroll and success in Major League Baseball from 2011-2015. It builds on previous studies that found a weak positive relationship.
- The empirical model finds no statistically significant relationship between payroll and wins. However, it does find that earned run average and runs scored have strong relationships with wins, while stolen bases has a weak negative relationship.
- Playing in the American League is associated with more wins, likely due to the designated hitter position. Overall, the results do not support the hypothesis that increased payroll leads to more wins in MLB.
This document is a study on the effects of motivation on employee performance in the education sector, using Kaaf University College as a case study. It begins by introducing the topic and defining key terms like motivation, employee performance, and high performance work systems. The study aims to investigate motivation procedures and packages that positively influence performance. It will examine how motivation can be improved and how it affects employee performance. The significance of the study is that it can help identify issues with motivation systems and make recommendations to address them. It is limited to Kaaf University College and relies on honest respondent answers.
This document provides an introduction to a study on employee motivation. It includes definitions of motivation, the importance of motivation, what motivates employees, frameworks and types of motivation. Key points discussed include the need to align employee and organizational goals, understanding what motivates each individual employee, and that supporting motivation is an ongoing process not a single task. Intrinsic motivators like empowerment, growth and purpose are highlighted as particularly effective. The document lays out the background and context for a research study on employee motivation.
Summer Internship (HR) Project on An Analysis of job Motivation Tanvir Bhatti
This document provides an introduction and overview of a project report on employee motivation at Hewlett Packard Enterprise in Mohali, India. It includes preface, declaration, acknowledgements, and an index. The preface states that practical work experience supplements theoretical classroom knowledge and helps develop management skills. The declaration indicates the report is the student's original work. The acknowledgements thank the project guide and others for their support. The index previews the report's contents. The report aims to analyze motivation among HP employees through primary and secondary research.
A study on employee motivation at prabhuram millsSubodh G Krishna
This document discusses a study on employee motivation at Prabhuram Mills. It begins by introducing the importance of human resource management and motivation in ensuring organizational success. The objectives of the study are then outlined, which include evaluating motivation measures and factors, satisfaction levels, and making suggestions. The research methodology is also described, involving primary and secondary data collection methods like questionnaires, interviews and records. Statistical analysis tools like percentage calculations are mentioned for data analysis. The document provides context on motivation definitions, techniques, importance and reviews literature on the topic. It aims to assess motivation and improvement opportunities at Prabhuram Mills.
Employee Motivaton is the key factor to help up the
capacity of an association. In the globalization stage, each
organization needs to continue itself in a furiously focused
market. Representatives are the fundamental elements to show
the business objectives into the real world. Subsequently, in
the present world each association attempts to deal with its
human asset office to keep its representatives inspired. In that
specific circumstance, some of the administration speculations
have been rehearsing by them. Business work or their
presentation in the market can be assessed by surveying the
degree of inspiration of representatives. Inspiration can
assume a lead job to get the expert achievement in each
budgetary year in a less exertion way.
While trying to find what inspires representatives,
representative inspiration inquire about papers report that
what spurs laborers today is fundamentally connected to the
qualities and objectives of the person. Starting in the 1970's, it
appears that there was a sensational move in the qualities and
needs of the ordinary laborer. As individuals turned out to be
progressively taught and the economy saw a sharp decay of
the Protestant hard working attitudes, what representatives
needed from their managers changed also.
This document is a project report submitted by Sahil Relan to fulfill the requirements for a Bachelor's degree in Business Administration from 2011-2014. The report studies employee motivation in all sectors under the guidance of Charu Mohla. It includes a student undertaking, certificate, acknowledgements, table of contents, and executive summary. The report aims to find theoretical motivational factors and practical tactics that can help public sector managers motivate their employees.
AN ANALYSIS OF EMPLOYEE MORALE IN INDUSTRIES (Sanofi-Aventis)Atul Gurav
Employee morale refers to an employee's outlook, optimism and belief in themselves and their organization. It impacts productivity, with high morale leading to happier and more productive employees. Morale is determined by many factors, including wages and benefits, working conditions, training opportunities, communication, welfare facilities, treatment of employees, and organizational policies. Maintaining high employee morale requires employers to earn employees' enthusiasm, loyalty and commitment through positive experiences in these areas.
Impact of employee motivation and personality on performanceSYEDA KANWAL NOREEN
This document discusses the impact of employee motivation and personality on organizational performance at LMKR, an oil and gas technology company. It covers several key topics:
1. Motivational strategies used at LMKR including job design, enrichment, feedback, and rewarding employees. Job design methods like skill variety, task identity, autonomy, and significance are believed to positively impact motivation.
2. The link between individual personality traits like openness, conscientiousness, extraversion, and agreeableness and workplace performance. Certain traits are correlated with skills relevant to different job types.
3. How personality is important in recruitment and selection processes to identify candidates whose traits match job requirements and organizational culture.
The document discusses the importance of promoting employee morale. Unhappy employees cost organizations money through lost productivity, lower sales, and increased turnover. While competing with companies like Google may be difficult, maintaining morale does not need to be expensive. Small investments like thanking employees, ensuring a respectful workplace, addressing concerns, allowing input and flexible scheduling, and supporting community involvement can encourage workers and benefit the organization. Checking how top companies support morale may reveal inexpensive ideas.
- The document is a study on employee motivational practices conducted by Kanika Jain for her MBA.
- The objectives of the study are to study existing motivational practices, identify employee satisfaction levels, suggest ways to increase motivation, and identify the organization's motivational processes.
- A questionnaire was administered to 60 employees selected through random sampling to collect primary data, and secondary data was collected from sources like journals, magazines, newspapers and websites.
- The findings show that employees are moderately satisfied with existing incentives but promotion opportunities motivate most. Suggestions include improving policies, benefits, incentives, and involving employees in decision-making. The conclusion is that motivation leads to benefits like cost savings and productivity,
This document provides an introduction to employee motivation. It begins with definitions of motivation and discusses key aspects of motivating employees, including aligning organizational and employee goals. The importance of motivation is then outlined, noting that it puts resources to work, improves efficiency, leads to achieving goals, builds relationships, and provides workforce stability. Understanding what motivates individual employees is emphasized as critical to supporting their motivation.
This paper discusses workplace motivation and its effects on productivity, performance, and employees. It analyzes motivational strategies used by the U.S. Army, including the National Security Personnel System (NSPS) which linked pay to performance metrics. While intended to increase productivity, NSPS faced resistance from employees who were excluded from the adoption process. The paper also examines motivation's impact on management and employees, the role of intrinsic versus extrinsic motivation, and how applying different motivation theories could affect an organization. It concludes that motivational programs should provide learning opportunities to engage employees in developing skills that further organizational goals.
Motivation in the workplace can come from intrinsic or extrinsic factors. Intrinsically, employees seek autonomy, responsibility, and to have their higher order needs for esteem and self-actualization fulfilled through their work. Extrinsically, employees can be motivated by incentives and rewards, though natural theories of motivation argue humans are not solely driven by economic factors. Effective managers understand both intrinsic and extrinsic motivation and strive to create an environment where employees feel autonomous and can achieve their highest potential.
This document discusses motivation in the workplace. It defines motivation and outlines several theories of motivation, including instinct, incentive, arousal, drive, and humanistic theories. It discusses why motivating both employees and managers is important for productivity and performance. It provides techniques for motivating managers, such as praise, respect, education, feedback, and incentives. For motivating employees, it suggests treating them as partners, keeping them informed, providing training and resources, and building trust. The conclusion emphasizes that what motivates individuals varies and small gestures can be effective.
How to motivate your staff and improve employee moraleDexcomm
How to Motivate Your Staff and Improve Employee Morale
Upon hire employees form perceptions about their new workplace. Negative perceptions can lead to disengagement very quickly and prompt new hires to look for another job within the first year of employment. Some studies show that turnover can cost up to 250% of an employee’s salary. That’s expensive!!!
At Dexcomm, we believe that engagement practices are vital in efforts to engage our staff and improve employee morale. One of the many challenges in today’s workplace is retaining top talent and keeping them engaged. We work hard to capitalize on our human capital because they are our greatest assets. We’d like to share some of what we’ve learned about engaging our employees and improving employee morale. We hope our tips can help you strengthen your team and capitalize on your greatest assets.
This eBook will provide:
•Five easy ways to help make a great first impression on your new hires
•Fun ideas for engaging your staff
•Ways to enhance your organization’s culture and improve employee morale
•Creative non-monetary benefits to attract and retain top talent
This document presents a proposal on increasing employee motivation in hotels. It introduces motivation and its importance for employee and organizational success. The study will explore how to control motivation through specific appeals and understand its impact on employee performance and commitment. A survey of 30 hotel staff in Kathmandu will collect primary data on willingness, performance, and satisfaction. The research aims to identify how motivation can be increased among hotel employees. Limitations include a small sample size and potential bias in responses. The expected outcomes are increased willingness, performance, retention, and satisfaction.
Factors effecting motivation and productivity related to job satisfactionSaifullah Malik
The document discusses factors affecting motivation, job satisfaction and productivity related to an organizational research proposal. It outlines the objectives of determining the relationship between motivation, job satisfaction and productivity on organizational performance. Several hypotheses are proposed regarding the relationship between motivational factors and productivity, job satisfaction and employee performance. Key variables like motivation and job satisfaction are defined and operationalized. The literature review discusses theories of motivation and how motivational factors can influence job attitudes and productivity.
“Identifying Key Engagement Drivers and level of Employee Engagement at Techn...IOSR Journals
An employee is said to be engaged when that employee uses discretionary effort. This means the employee works that extra mile without being asked. The engaged employee leads to better customer service, which leads to better customer satisfaction, which leads to increase in Revenue. This shows that to win the customer, we need to win the employee first. The key challenge lies in linking employee morale and bottom line, which means organizations not only have to retain employees but also engage them.
The study attempts to identify the Engagement drivers in a Technology Outsourcing firm at Hyderabad. The objective of the research is to identify key factors that contribute to Employee Engagement and analyze the level of Employee Engagement.
The Secondary Research was carried out by studying several research papers. A Questionnaire was designed with 25 Questions based on a revised model. A pilot study was conducted and findings were analyzed. The trends of the responses have been plotted and five factors that contribute to employee engagement have been derived. The categories of disagreement among the employees have been noted and recommendations have been made.
This document contains a questionnaire to assess factors that motivate employees. It is divided into several sections that address different motivational factors like financial incentives, non-financial incentives, performance appraisal, leadership, empowerment, and trust. Employees are asked to rate statements about these factors on a 7-point scale from strongly disagree to strongly agree. The questionnaire collects some employee profile information and aims to analyze key motivation factors in the organization in a confidential manner for academic purposes.
- The paper examines the relationship between team payroll and success in Major League Baseball from 2011-2015. It builds on previous studies that found a weak positive relationship.
- The empirical model finds no statistically significant relationship between payroll and wins. However, it does find that earned run average and runs scored have strong relationships with wins, while stolen bases has a weak negative relationship.
- Playing in the American League is associated with more wins, likely due to the designated hitter position. Overall, the results do not support the hypothesis that increased payroll leads to more wins in MLB.
The presentation summarizes a study on the industrial relations scenario in Bangladesh's garment sector. It finds that while the sector has grown exponentially and employs many women, workers face numerous problems like low wages, lack of benefits, and unsafe conditions. The study utilized surveys and questionnaires to collect data from 32 garment workers and analyze workplace challenges. Key findings indicate issues with labor laws not adequately protecting workers' rights and health and safety measures not being properly implemented in factories. Recommendations include improving safety, increasing wages, giving workers more say, and avoiding economic downturns.
This document discusses the development of key sectors in Bangladesh's economy such as agriculture, infrastructure, shrimp farming, garments, and energy from the 1970s to present. It notes that production of crops like rice increased significantly due to high-yielding varieties. It also describes the growth of the shrimp farming, garments, and energy industries and Bangladesh's entry into global export markets. The document references challenges such as natural disasters, accidents in the garments sector, and deforestation that have impacted development.
1. The document outlines a student's final recycling project for their research and development class.
2. The project focused on designing a sea life-themed outfit using recycled materials.
3. Materials used included net, rope, plastic bottles, and shells to create a baby doll-styled mini dress and accessories in blue, green, and pink colors.
This document provides information about a research proposal on the ready-made garment (RMG) sector in Bangladesh. Specifically, it aims to analyze the relationship between labor efficiencies, entrepreneurial strategies, and meeting consignment deadlines at Epyllion Textile Ltd. The document outlines the research background, problem, objectives, rationale, scope, literature review, methodology, and plans for data analysis and ensuring validity and reliability. It seeks to address a gap in understanding how labor efficiency and management strategies impact meeting deadlines in Bangladesh's important RMG industry.
This document provides an overview of the industrial development of Bangladesh over the past four decades. It discusses how sectors like agriculture, infrastructure, garments, shrimp farming, and energy have grown and contributed to the country's economic development. The document outlines the research questions and content, which focus on the performance and challenges of Bangladesh's industrial sector since liberation, as well as the relationships between industry and achieving Millennium Development Goals. It provides historical details on the improvements and growth in agricultural production, infrastructure like roads and telecommunications, exports of garments and shrimp, and the development of natural gas resources for energy.
The document discusses employee relation problems and collective bargaining in Bangladesh's garments sector, which is the largest exporting industry and faces issues like unskilled workers, poor working conditions, and low wages. Collective bargaining is defined as a process of negotiations between employers and employee representatives to set agreements on work conditions. The garments industry has experienced significant growth but collective bargaining is not effectively used to negotiate conflicts between labor and management.
This document contains responses from multiple students summarizing how interpersonal relationships work, how to overcome prejudices, how social psychology differs from sociology, and how attitudes are formed. The students provided short answers to each question based on their understanding of the relevant concepts from psychology.
This document discusses inclusion in the classroom and presents arguments both for and against the practice of inclusion. It begins by defining inclusion and providing background on its history and use. It then examines who may benefit from inclusion and provides statistics on its current use. The document outlines arguments in favor of inclusion, such as the experiences of students who have thrived in inclusive environments and the ethical reasons for supporting inclusion. However, it also acknowledges opposition to inclusion based on concerns about adequate funding, fairness to other students, and the appropriate role of schools. The document concludes by reflecting on both benefits and drawbacks of inclusion and its potential future development.
UW Microbiology Research Paper on Biofilm Formation in P. aeruginosaHuy Pham
This document summarizes research on the role of phenazines, specifically pyocyanin, as an electron transporter in Pseudomonas aeruginosa biofilms. Studies show that pyocyanin can cycle between oxidized and reduced states, transferring electrons from NADH and allowing Pseudomonas to survive in low-oxygen environments. Research also found that pyocyanin production increased and intracellular NADH levels decreased under low oxygen conditions. Additional experiments demonstrated that pyocyanin overexpression led to more robust biofilm colonies, while pyocyanin knockout mutants generated less developed colonies. This indicates phenazines play a key role in Pseudomonas biofilm growth and survival through extracellular electron transfer.
Research and writing skills success in 20 minutes a dayhlksd
This document provides an overview of a book that teaches research and writing skills that can be learned in 20-minute daily lessons. The book contains 20 lessons that guide the reader through the entire research paper writing process from choosing a topic to finalizing a draft. It includes pre- and post-tests to measure improvement. The lessons teach essential skills like finding and evaluating sources, outlining, writing a thesis, citation styles, and more. Completing the lessons and exercises in this book will allow one to learn how to write a successful research paper in a short period of time.
Riordan Manufacturing is an international plastic manufacturing company that is planning to relocate its China operations from Hang Zhou province to Shanghai within five years. Before making this move, there are some legal and compliance issues that must be addressed. First, the move must be allowable according to the original contract terms and local Chinese laws. Second, terminating local employees must be done through alternative dispute resolution rather than in court to avoid breach of contract claims. Setting up the new Shanghai operations will also require ensuring compliance with international laws, regulations on products and intellectual property, and properly addressing issues around contracts and liability with local vendors and suppliers.
The document discusses the physical, social, and educational benefits of horseback riding therapy for people with disabilities. It explains that hippotherapy focuses on using horse movement to improve physical functioning, while therapeutic riding aims to improve riding skills. Both can help build balance, muscle strength, and motor skills. Socially, horseback riding therapy allows people to form relationships and overcome fears. It also incorporates educational activities to help riders learn skills like sequencing and math in a fun way. The document argues that horseback riding provides benefits beyond traditional physical therapy for people with disabilities.
This document discusses an ecosystemic play therapy model for addressing the whole child. It explores how daily stressors from a child's family, school, community, and environment can influence their behaviors. These stressors include academic demands, family problems, financial issues, and exposure to violence. The ecosystemic play therapy model considers a child's problems and therapy within the context of their entire ecosystem. The role of the therapist is to help the child understand treatment, establish rapport, engage in problem-solving, and motivate behavior change by setting limits with the child and caregivers. The overall approach focuses on identifying the underlying causes of a child's behaviors and changing their thought processes to improve behaviors.
This is a research paper I wrote about alternative energy, what it is, why we need it and specific types we can use. I am going to upload this paper to my Wiki, and Weebly site.
1) The document discusses the controversy around early orthodontic treatment versus later treatment. While early treatment can prevent larger issues later on, it may also mean the child needs additional treatment in the future.
2) The impact of early treatment is that it is more effective at manipulating the jaw and skeletal structure while growth is still occurring. However, waiting risks longer treatment times or issues being noticed too late.
3) Resolutions to orthodontic issues include early phase treatments, making braces more appealing to encourage compliance, and interventions like palate expanders which can only be used early on. The outlook is brighter with early treatment as more can be adjusted during growth.
The document provides guidance on writing a response to literature essay, including outlining the typical structure and components. It discusses including an introductory paragraph with a thesis statement, three body paragraphs with topic sentences, concrete details from the text, and commentary/analysis. It also provides examples of hooks, tags, thesis statements, topic sentences, transitions, and concrete details that could be used when writing about the short story "Flowers for Algernon."
This document summarizes a study that examines the influence of transformational leadership behaviors on employee turnover in the banking and education sectors in Pakistan. The study analyzed the relationship between transformational leadership and perceived organizational support, leader-member exchange, trust, job alternatives, and turnover intentions. It found that transformational leadership was significantly related to perceived organizational support and leader-member exchange, which in turn mediated the relationship between transformational leadership and turnover intentions. Trust and job alternatives also moderated the relationship between transformational leadership and turnover intentions. The study concluded that transformational leadership behaviors can help reduce employee stress and turnover intentions, building organizational commitment and performance.
A STUDY ON ORGANIZATION COMMITMENT AND JOB SATISFACTION IN SELECTED BUSINESS ...IAEME Publication
The purpose of this study is to analyze the relationship between job satisfaction and organizational commitment. Employees’ productivity is largely related to their level of job satisfaction and in fact, the turnover rate can be reduced with a higher level of organizational commitment. Therefore, it is important for an organization to study the relationships between these two variables. The database was collected from the organization through a well-structured questionnaire. The questionnaire consists of personal data, Questions related to the dimension organization commitment and job satisfaction in Selected BPOs in Tiruchirappalli. Hence the sample size for the study is 110 respondents by adopting Purposive sampling technique.
This document discusses a study on the impact of reward and recognition on job satisfaction and motivation among employees in Pakistan. The study collected survey responses from 220 employees across different sectors. The results showed that different aspects of work motivation and satisfaction are significantly correlated with reward and recognition. Reward and recognition have a strong positive impact on employee motivation. The implications are that organizations should focus on effective reward and recognition programs to improve motivation and performance.
1) Intrinsic motivation within employees is important for an organization's success and is strengthened when employees' values are aligned with the company's values.
2) Organizations should focus on encouraging employees' positive intrinsic motivation through autonomy, goal-setting, counseling instead of discipline, and allowing employees to learn from mistakes.
3) Both intrinsic and extrinsic motivation are important, but too much focus on extrinsic motivators like rewards can undermine intrinsic motivation if not balanced properly. Organizations should aim to enhance employees' intrinsic drive.
This document discusses leadership styles, perceived organizational politics, and job satisfaction. It proposes that transformational leadership reduces perceptions of politics and increases job satisfaction, while transactional leadership increases perceptions of politics and decreases job satisfaction. The study aims to examine the mediating role of politics on the relationships between leadership styles and job satisfaction among employees in Pakistan. Understanding these links can help manage changing organizations and reduce the negative effects of politics.
Inducements like benefits, pay, and career opportunities are meant to motivate employees and improve productivity. When employees feel trusted and supported by management through fair inducements, sales and customer service increase as employees perform at a higher level. Research has found a correlation between supportive human resources practices that develop feelings of organizational support and greater employee commitment, satisfaction, and performance, which can improve an organization's productivity. Proper inducements may reduce employee turnover as high performers feel sufficiently rewarded to stay.
The Effects of Employee Training on Organizational Commitment in Millennials ...Joaquín Van Thienen
This academic research paper served as a final evaluation for the senior-level course "Research Methods in Psychology".
The objectives of this project were:
- to conduct an in-depth literature review on a topic of interest in psychology, and
- to design an experimental research study based on this review.
(Data were provided by the instructor and did not reflect measurements obtained in real life).
purpose of this article is to discuss workplace engagement. The word engagement has been used to refer to two different things in the HR literatures, personally and organizationally. Engagement from personal perspective is the Psychological state in which the person experiences the feeling of being engaged to something he loves, the feeling of being enthused, and the enjoyment. There are different models and definitions of workplace engagement, such as the definition by Bakkar et al. (2006).This paper highlights on the advantages and disadvantages of engagement.
This document discusses how developing emotional intelligence in the workplace can improve employee engagement and retention. It begins with an introduction explaining the importance of engagement and retention for organizations. It then defines emotional intelligence and discusses how skills like self-awareness, empathy, and relationship management can be developed through training. The document proposes a blended learning approach to teach emotional intelligence. Research findings showed that demonstrating emotional intelligence as a leader was linked to higher engagement and lower turnover. The conclusion recommends organizations assess gaps in emotional intelligence and develop a strategy to create an emotionally intelligent culture.
This document is a review report submitted by Abilash M for their project titled "A detailed study of Employees Promotion and its Reward Policy". It includes the student's name, roll number, contact details, specialization, and online project status. The report summarizes the need for the study, reviews literature on topics like motivation, performance management, and rewards. It outlines the objectives, methodology including data collection and analysis. It also lists some limitations, expected deliverables, and references.
This document summarizes research examining the relationships between job satisfaction, organizational commitment, and turnover intention. It reviews literature showing that job satisfaction is positively related to affective and normative commitment but negatively related to continuance commitment. Higher job satisfaction also leads to lower turnover intention. The document presents a conceptual model where job satisfaction influences the three dimensions of organizational commitment (affective, continuance, normative), which in turn impact turnover intention. A study was conducted to test this model among employees of a Turkish manufacturing company.
106 International Journal of Business and Public Administration, Volume 8, Number 1, Winter 2011
FREEDOM AT WORK: PSYCHOLOGICAL EMPOWERMENT
AND SELF-LEADERSHIP
John H. Wilson
Regent University
ABSTRACT
In spite of much conceptual work, there is a paucity of empirical research into the
relationship between the constructs of psychological empowerment and self-leadership. This study
examined whether employee psychological empowerment perceptions are related to employee
engagement in behavioral and natural rewards self-leadership strategies, and whether these
relationships are strengthened for employees with an internal locus of control. The findings
demonstrated a significant positive relationship between psychological empowerment and both
behavioral and natural rewards self-leadership strategies. Further, internal locus of control was
found to moderate this relationship in regards to behavioral self-leadership strategies, but not
natural rewards self-leadership.
Keywords: Psychological Empowerment, Self-Leadership, Locus of Control, Organizational Leadership
INTRODUCTION
In recent years, there has been much interest in the extant literature about psychological
empowerment, employee assessments about their autonomy in task performance rather than mere
choices about how to accomplish assigned tasks (Bordin, Bartram, & Casimir, 2007; Spreitzer,
1995; Thomas & Velthouse, 1990). Psychological empowerment differs from role empowerment,
also called environmental empowerment, which relates to the effort on the part of organizational
executives, to transfer some choices or decision making power from managers to operational-
level employees (Labianca, Gray, & Brass, 2000; Logan & Ganster 2007; Meyerson & Kline,
2008). Therefore, role empowerment deals more with granting decision making power and
access to resources, while psychological empowerment focuses on the degree that an individual
perceives they are empowered.
Prominent authors in the field of empowerment have asserted that self-leadership
behaviors are the critical element for effective results in autonomous work environs described in
empowerment models (Carson & King, 2005; Houghton & Yoho, 2005; Manz, 1992). For
instance, DiLiello and Houghton (2006) suggested that self-leadership has much potential for
aiding organizations in responding to new challenges in the 21st century. Likewise, Carson and
King (2005) suggested, “empowerment and self leadership are avenues to influence and or
improve direction and motivation within organizations by placing greater emphasis on employee
mindset and skill development for each individual in the workplace” (p. 1050). Individuals who
display self-leadership will seek ways to direct their own activities through behavioral strategies,
through natural reward drawn from their work, and through cognitive thought strategies. (Manz
& Sims, 1980; Sims & Manz, 1995). The inducement towards empowerment p.
A study on organisational citizenship behaviour and organisational commitmenIAEME Publication
This study examined the relationship between organizational citizenship behavior (OCB) and organizational commitment among employees. It found a moderate level of citizenship behavior but a low level of organizational commitment. There was a significant positive relationship between OCB and organizational commitment, such that higher levels of commitment were associated with increased citizenship behaviors by employees that benefit the organization. The study utilized surveys to assess OCB and commitment among 120 employees of an Indian energy company.
This study investigated the effectiveness of two types of employee motivation policies - pay-for-performance (PFP) and employee involvement in organizational leadership (EIOL) - on young workers aged 18-25. An experimental study was conducted to compare the impact of each policy type on motivation levels. The results showed that EIOL policies were favored over PFP policies, especially among female participants. The level of information provided about the PFP policies was also found to significantly affect motivation levels, with more information leading to higher motivation. The study recommends implementing EIOL policies and keeping employees well-informed about motivation policies to improve outcomes.
Running head: TEAM AND MOTIVATION 1
TEAM AND MOTIVATION 2
Team and Motivation
Quanise Richardson
Strayer University
Dr. White
BUS: 520
2/16/2015
Teamwork and Motivation
Introduction
Why should organizations encourage teamwork and motivate their employees? We should all ask this question ourselves. Teamwork is a way of letting the employees work together share ideas in realization of the organization’s goals. The organization should motivate its employees in showing their work is appreciated in helping it achieve its objectives (Broner, 2009).
Motivation is the strategy an organization sets in understanding the work and efforts of its employees. This includes incentives, motivational talks, poems, outdoor activities such as sports, dinners, arranging conferences for the workers and promoting the employees according to their efforts and creativity (Abraham, 2013).
There are two types of motivations; intrinsic motivation- this involves internal factors within a person, i.e. the drive one has to succeed in life or his/her workplace. Extrinsic motivation- the factors outside such as a healthy working environment and incentives offered by the organization (Broner, 2009).
Significant elements of an organization motivation plan.
A motivation plan can one way enhance motivation or diminish it, thus any manager should look at the needs and goals of the organization before enforcing a motivation scheme.
Elements of a motivation program;
Purpose – the manager must recognize the purpose of each employee, his/her responsibility in the organization in the implementation of the organization’s goals and objectives. In doing so, the employer or the leader of the specific unit in the organization must create self-confidence in each employee, so as to show the worth of them and thus creating job satisfaction (Dicker, 2010).
Self-confidence will help to improve the individual’s ability in undertaking and persevering in projects no matter the hardships. Expectations – the employer should outline his/her expectation on each employee and provide the resources so as to fulfill his/her expectations. Clear expectation will help in sustaining long goals of an organization. Creating motivation factors to increase job satisfaction- presence of motivation in the workplace will assist the employees work better and strive to achieve the goals of the group or organization. Growth and development- if there is further training and acquisition of new skills it will help in meeting the objectives and motivating the employees. Creating competence in the organization- the employer should create competency in the employees in achieving and motivating them. This can be through creating new opportunities and giving challenging work to the employees to show.
The impact of an equitable and attractive compensation packageRafid Hassan Oney
1) Compensation refers to monetary and non-monetary benefits received by employees. It includes salary, health insurance, retirement plans, and bonuses. An organization's compensation practices impact recruitment, retention, employee satisfaction, and competitive advantage.
2) Both compensation and job satisfaction impact employee morale. Factors like leadership style, skill level, decision-making authority, work environment, and work-life balance also affect job satisfaction and morale. Increased compensation alone does not always lead to higher job satisfaction.
3) While salary is important to meet basic needs, it is not the most important motivator on its own. Equitable compensation, more responsibility, meeting psychological and social needs, and involvement in decision-making
This document provides an introduction and literature review on employee motivation and productivity in the banking sector of Ghana. It begins by defining motivation and its importance for organizational success. Productivity is discussed as being influenced by motivation. The research aims to analyze motivation tools at Trust Bank Ghana and their impact on productivity. It will survey employees at four branches to understand their views on motivation. The literature review covers definitions of motivation and debates around what motivation is and is not. It discusses how motivation influences employee involvement, satisfaction, and performance.
To complete your repliesRead the threads of your classmates.docxamit657720
To complete your replies:
Read the threads of your classmates and the articles which are referenced (this is why it is imperative that the articles be accessible via working URL links). Expect to spend some time
each day
reviewing all threads and replies, even those in which you are not involved.
Write a reply of at least 200 words to at least 3 of your classmates’ threads. You should expect to answer questions posed within each discussion thread. Student interaction is key to success in this course.
3 days ago
Heather Atwell
DB post: Goal Setting
Collapse
Top of Form
Goal Setting
Definition
: “The process of motivating employees and clarifying their role perceptions by establishing performance objectives” (McShane & Von Glinow, 2015, pg.140)
Summary
: The article,
Making sure your employees succeed
(Gallo, 2011)
,
is directed at managers as an outline on how to help employees set and achieve goals. The outline begins with the suggestion that an employee’s goals should be tied to the company’s goals and that this connection needs to be apparent to the employee. Next, the author suggests that the goals should to be attainable but challenging and these goals must be a part of a written plan for success. The manager needs to monitor the employee and their work to verify if goals are being met. In addition, the supervisor should have plans in place that lists actions to take when goals are met and when they are not. The article ends with a list of do’s and don’ts:
List of “DO” items:
“Connect individuals’ goals to broader organization objectives
Show employees that you are a partner in achieving their goals
Learn about and incorporate employees’ personal interests into their professional goals” (Gallo, 2011)
List of “DON’T” items:
“Allow employees to set goals alone
Take a hands-off approach to high performers — they need input and feedback to meet their goals as well
Ignore failures — be sure people have the opportunity to learn when they don’t achieve go”
(Gallo, 2011)
Discussion:
Goal setting is a process used by many organizations to improve employee performance. When employee performance is improved, then the overall performance of the organization improves. For the process of goal setting to work, the employee must have ownership of the goals and be a part of the creation of the goals. Creating a plan of success for an employee is a joint effort between the employee and the supervisor. “The key is to be [a] hands-on [supervisor] while giving your people the room they need to succeed on their own” (Gallo, 2011) According to McShane & Von Glinow (2015, pg. 140), the “acronym—SMARTER—captures the characteristics of good goal setting fairly well.” S.M.A.R.T.E.R. stands for specific, measurable, achievable, relevant, time-framed, exciting and reviewed. (McShane & Von Glinow, 2015, pg. 140-141) An employee desires to understand the goals that are being set. For this reason, the goals need to be specific and easy to ...
Similar to HR Research paper Employee Morale final (20)
To complete your repliesRead the threads of your classmates.docx
HR Research paper Employee Morale final
1. Running Head: IMPROVING MORALE 1
:
Improving Employee Morale: The Importance of Relationships in the Workplace
Gwen Knight
Southern Utah University
Professor David McGuire
Human Resource Management
PADM 6500-701
2. 2
Running Head: IMPROVING MORALE
Abstract
The correlation between employee morale and productivity motivates organizations to
develop strategies and incentives to boost morale. The recession of 2008 has affected employee
engagement. It has been suggested that incentives and rewards be used to boost morale and
reengage employees; however, there are some indications that these strategies are not always
effective. A close relationship between a supervisor and employee is identified as having the
greatest impact on morale in the workplace. The responsibility for developing these relationships
rests upon the supervisor who must be trained and motivated to engage with employees. If these
relationships are successfully created, both morale and productivity will increase.
3. 3
Running Head: IMPROVING MORALE
A great deal of literature exists addressing employee morale. The general consensus of
this literature is that there is a strong correlation between morale and productivity. This
correlation motivates organizations to develop strategies and incentives to improve morale in an
effort to improve productivity. What strategies or incentives have the greatest impact on morale
in the workplace? The answer to this question may provide valuable insight to managers in
organizations as they work towards developing a productive and satisfying work environment.
Morale can be defined as the degree to which an employee feels good about work and
work environment (McKnight, Ahmad and Schroeder, 2001). In a study by Pestonjee and Singh
(1977), morale is defined more concisely as an attitude based upon workers’ faith in fairness as it
pertains to employers’ behavior and policies, the adequacy of direct leadership, a sense of
organizational participation and a general belief that the organization is worth working for. In
other words, employees with high morale feel engaged with their jobs and with the organizations
for whom they work.
Employees have been confronted by turbulence in the workplace since the beginning of
the Recession in 2008 (White, 2013). Upper management looked for ways to cut costs as well as
deal with rapid succession in advancement of technology and a quickly changing global
marketplace. Employees became stressed concerning the unpredictability in their workplaces
and the security of their jobs. This resulted in a decrease in employees’ sense of loyalty and
investment with their jobs. This disconnect was recognized by human resource professionals as
employee productivity and retention decreased. In addition, poor employee attitudes and
absenteeism increased (White, 2013). A Gallup survey conducted in 2013 confirmed that this
disconnect continues. The survey indicates that only 30 percent of workers in the United States
are actively engaged with their jobs (Gallup, 2013).
4. 4
Running Head: IMPROVING MORALE
Incentives or rewards and recognitions appear to be one solution for improving
engagement, thus improving morale. The need for incentives to improve morale seem to
increase in times of tight resources and cutback managements (Greiner, 1986). Greiner (1986)
examined these issues as they pertain to government and found that tough economic times
contribute to a reduction or delay of investments needed to maintain human capital. This results
in less training, deterioration of salary levels and other reward systems and few opportunities for
career growth. These factors also contribute to employee disengagement. Employees decide
that they will cut their losses by reducing their contributions to their work. Research in the
private sector as well as the public sector has shown that effectiveness of monetary incentives in
stimulating performance decreases with the size of the incentive group. The implementation of
individual incentives seems most effective, followed by group incentives. Organization wide
incentives appear to be the least effective (Greiner, 1986).
Most organizations believe in the power of incentives to increase morale. A reward
system is based on behaviorist theory or observable behavior that occurs in response to a
stimulus. Examples of employee incentives/rewards/recognition include bonuses, stock options,
gift cards, plaques, vacations, banquets, and special privileges. According to Kohn (1993),
research suggests that rewards are only successful at achieving temporary compliance: they do
not change attitudes and behaviors or evoke lasting commitment. When the rewards end, people
revert to their previous behaviors (Kohn, 1993).
Incentives may actually have a negative impact on morale. Kohn (1993) purports that
rewards can cause employees to feel manipulated. Managers manipulate employees by making a
highly desired reward contingent upon certain behaviors. If employees are expecting a reward,
and then do not receive it, they may feel that they are being punished (Kohn, 1993).
5. 5
Running Head: IMPROVING MORALE
Manipulation, control and punishment do not appear to be factors that would contribute to
building morale in employees; therefore, if incentives in the workplace are evoking these factors,
then they may not be successful in boosting morale.
Rewards and recognition can also damage relationships in the workplace by causing
employees to compete against each other (Kohn, 1993). This competition destroys cooperation.
For every one person that wins, there are many who loose. A limited number of incentives
causes employees to see each other as obstacles to their own success (Kohn, 1993).
Research suggests that employees value relationships in the workplace and that these
relationships may be the most important factor to increasing morale. In a study conducted by
McKnight et al (2001) computer operations professionals in a large corporation in the travel
industry were interviewed. When asked about what impacted morale, the operators frequently
discussed the relationship closeness that they felt to their manager. These employees valued a
close relationship between management and employees and felt motivated when efforts were
made by management to build relationships and treat employees as equals. The study also found
that based on the close relationship, managers were more successful in the areas of autonomy,
feedback, and incentive controls. Relationships with employees can be strengthened when
managers frequently interact with employees face to face, remove structural barriers that create
social distance between management and workers and share strategies and plans with employees
(McKnight, et al, 2001). Greiner (1986) added that the key to sustaining motivation programs is
visible commitment and support from management. Incentive programs are fragile management
initiatives. They must be nurtured and supported by managers in order to improve productivity
and renew human capital (Greiner, 1986).
6. 6
Running Head: IMPROVING MORALE
Several other studies support the importance of relationships to morale. Pestonjee and
Singh (1977) found that the behavior of supervisors exerted an influence on worker morale.
Workers managed by supervisors who were employee oriented were found to have higher
morale, while those working for production-oriented supervisors exhibited lower morale. A
human relations management style by an immediate supervisor resulted in enhanced job
satisfaction as well as better production. The result of this study suggested that supervisors
should be trained not only to perform technical duties, but also in the area of human relations
(Pestonjee and Singh, 1977).
Corey (1973) also espoused the importance of relationships as contributing to morale. He
identified the manager as the person responsible for developing good morale. He suggested that
managers, no matter what their management level need to understand human relationships. They
gain this understanding of people through training and practice. Supervisory competence is
demonstrated when managers not only understand factors that motivate individuals, but also
display confidence and respect for their employees (Corey, 1973). Again, communication was
seen as vital to developing relationships. Corey (1973) cautioned that managers must be aware
of views and attitudes of employees in order to establish full communication. This is sometimes
more difficult in large organizations where employees do not know top management. It then
becomes the responsibility of the immediate supervisor to communicate with upper management
in order for the employee’s voice to be heard. Another responsibility of management is that of
motivating employees by providing challenging jobs for which they are qualified, and jobs that
can be performed effectively and lead to increasing responsibility. Training engages employees
and causes them to feel that a personal interest is taken in their development and results in better
attitudes towards supervisors (Corey, 1973).
7. 7
Running Head: IMPROVING MORALE
Good relationships between co-workers are also important (Corey, 1973). A worker’s
status in his/her group may not be determined entirely by the employer. When management
witnesses prejudice or maltreatment, corrective action should be taken. Positive actions to
encourage workers to develop better understanding by becoming better acquainted helps reduce
resentment and increases morale (Corey, 1973).
Coworkers and immediate supervisors influence how employees relate to and feel about
their organizations (Colan, 2009). Individuals in their work lives have a need for intimacy by
being connected to those around them. Lack of a connection to others causes disengagement.
Employees who share common direction and sense of community achieve their goals more
quickly and easily. Colan (2009) suggested that one strategy for meeting employees’ needs for
intimacy and improving morale is to create rituals and celebrations. Managers that are true
leaders make it a priority to establish rituals. These rituals can be created around hiring,
recognitions, productivity, innovation, promotions, volunteering in the community, etc. Events
that foster intimacy, belonging and fun are suggested as ways to boost morale (Colan, 2009).
Retention of employees and boosting morale can be increased by showing appreciation
for employee effort, commitment and enthusiasm. It also helps employees feel connected and
valued and strengthens relationships. Cash bonuses and gift cards are often used to acknowledge
contributions, but are not powerful enough to engage employees because they are not visible or
personal and do not tend to build relationships. Face to face interaction is important in a high
tech world (Colan, 2009).
Based upon this research, close relationships between supervisors and employees do
seem to be the most important factor contributing to employee morale. The assumption is that
supervisors/managers have been properly trained and have developed the necessary skills to
8. 8
Running Head: IMPROVING MORALE
create and sustain these relationships. Even if they have the capacities, they may not have the
motivation to engage. Pater (2013) cites some reasons as to why managers, who are leaders in
their organizations disengage. He describes these as ADD: arrogance, distraction, and
disconnection (Pater, 2013). Arrogance involves thinking by the manager that he/she is infallible
and smarter than everyone else. This leads to underestimating others and overestimating that
managers have all the right answers. Distraction is a loss of focus. Disregarding feedback,
making unrealistic plans, and lack of concern for others’ work progress are all signs of
distraction. Disconnection can destroy trust because managers may talk as if they are experts
about topics that they really know nothing about. Disconnection also involves not being
“present”, not seeming to care, and not looking after employees’ best interests (Pater, 2013).
Overcoming arrogance, distraction, and disconnection requires self- monitoring and
control over one’s mindset, focus on the big picture, and increasing contact with employees
(Pater, 2013). Training managers how to engage, self-monitor, and self-correct is recommended
in order for them to successfully create and maintain close relationships with employees. Failure
to do so will directly impact the vital relationship with employees shown to be the most
important factor contributing to morale.
In conclusion, economic issues since 2008 have contributed to a lack of engagement by
employees and a reduction in morale. One strategy for counteracting this issue is for
organizations to provide incentives, rewards, and recognition. There is some debate as to the
effectiveness of this strategy because these incentives may be interpreted as manipulative,
controlling, and punishing and can even damage relationships between co-workers. Research
suggests that close employee relationships with managers and supervisors is vital to boosting
morale. Many suggestions for developing this relationship have been examined including
9. 9
Running Head: IMPROVING MORALE
communicating by interacting with employees face to face, providing them with training and
opportunities to advance, showing respect and confidence in them, sharing strategies and plans,
developing a sense of community, creating rituals, and expressing appreciation. Training
managers to be employee-oriented in order to build close relationships is vital to increasing
engagement and boosting morale and will result in higher productivity. Further research
resulting in the development of best practice regarding managerial training in human relations is
recommended.
10. 10
Running Head: IMPROVING MORALE
References
Colan, L. (2009). The Emotional Side: Engaging the Heart. In Engaging the Hearts and Minds of
All Your Employees (pp. 125-152). New York: McGraw Hill.
Corey, John B.W. (1973, January).Motivating Employees. Journal (American Water Works
Association), Vol 65, No. 1, pp. 39-41. Retrieved November 14, 2014 from
http://www.jstor.org.proxy.li.suu.edu:2048/stable/41267175.
Gallup. (2013). State of the U.S. Workplace: Employee Engagement insights for U.S. Business
Leaders. Washington D.C. Gallup, Inc.
Greiner, J. (1986). Motivations Programs and Productivity Improvement in Times of Limited
Resources. Public Productivity Review, Vol 10(No. 1), 88-101.
McKnight, D.H., Ahmad, S. & Schroeder, R.G. (2001, Winter) When Do Feedback, Incentive
Control, and Autonomy Improve Morale? The Importance of Employee-Management
Relationship Closeness. Journal of Managerial Issues, Vol 13, No. 4, pp. 466-482. Retrieved
November 13, 2014 from http://www.jstor.org.proxy.li.suu.edu:2048/stable/406043565.
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