This document discusses staff morale and motivation. It defines morale as internal feelings inspired by the work environment, while motivation involves stimulating desired actions. High morale yields higher productivity as employees feel interested, appreciated and valued. Motivation theories like Maslow's hierarchy of needs and equity theory are described. A 4-step process for improving motivation involves identifying motivators, barriers, developing a program, and adding motivation to training. Strategies like reinforcement, empowerment and flexible schedules can enhance job satisfaction and morale, providing benefits like improved productivity and retention.

1. “Making their spirits soar”
Staff Morale and Motivation
Kishwar Sayeed 29tn November 2012
“Making their spirits soar”

2. “Making their spirits soar”
Staff Morale and Motivation
What is Morale?
Morale is internal feeling and it is
inspired by the environment.
It depends upon the relations
between expectations and reality.
What is Motivation?
Motivation is an act of
stimulating someone to get a
desired course of action

3. “Making their spirits soar”
Difference between Morale and Motivation
What is Morale?
Morale is a composite of feelings,
attitudes and sentiments
Morale is a group phenomenon
What is Motivation?
Motivation is a function of needs
and desires.
Motivation is largely an
individuals willingness to work.

4. “Making their spirits soar”
Why is Morale Important?
Make sure that employees are
interested in and appreciated for
their work.
High morale yields higher
productivity in an organization
Employees’ spirits can easily fall
if their day-to-day responsibilities
are monotonous or if they don’t
feel valued by their supervisors.
Over time, this can translate into
an unmotivated and
unproductive staff.

5. “Making their spirits soar”
Measuring Employee Morale
• Surveys
• Periodic Interviews
• Productivity
• Turnover Rate
• Absence Rate

6. “Making their spirits soar”
Morale in the workplace
Good Morale
• Evidenced by:
– Employee enthusiasm
– Voluntary conformance with
regulations and orders
– Willingness to co-operate
Poor Morale
• Evidenced by:
– Surliness
– Insubordination
– Feeling of discouragement
– Dislike of the job, company
and associates.

7. “Making their spirits soar”
Esteem
Belongingness
Security
Physiological
Motivational Theories
• Maslow’s Hierarchy of Needs
Job title
Friends at work
Pension plan
Organizational Examples
Challenging job
Salary
Self
Actualization

8. “Making their spirits soar”
Equity Theory
Employees evaluate their treatment relative to the
treatment of others
Employee contributions to their jobs
What employees receive in return
The perceived ratio of contribution to return
determines perceived equity

9. “Making their spirits soar”
4 Steps Towards Motivation
• Step 1 . Identify What Motivates Employees
What Most Employees want!
1. Good leadership
2. Clear goals and
expectations
3. Accurate and timely
feedback
4. Interesting work
5. Challenges
6. Responsibility
7. Recognition
8. Respect
9. Fair treatment

10. “Making their spirits soar”
4 Steps Towards Motivation
• Step 2—Identify and Address Barriers to Employee
Motivation
The Negative Outlook
You may often get negative responses
if asked what motivates a worker, you
make get some negative responses
like:
“If you want to motivate me, give me a
raise.”
“Don't ask my opinion if you don't want to
hear it.”
“Promotion means more headaches. Who
needs it?”
There are positive ways to counter these
negative responses.
Lack of Knowledge, and Fear
For example, fear stifles motivation
when a new worker refuses to ask
questions lest he or she seem incapable
of doing the job. Supervisors can
remind new workers again and again
that their questions are valued and
important and encourage them to ask

11. “Making their spirits soar”
4 Steps Towards Motivation
• Step 3—Develop an Employee Motivation Program
Motivation Program Composition
•Explain what the employee needs to do to meet
expectations
•Correction works best when it is perceived as a
partnership.
•Monitor the employee's progress with care
•Meet frequently to review the plan and the
employee's conduct.
•Provide encouragement, praise, and recognition
•Disciplinary measures (must be justified and
removed upon improvement in performance)

12. “Making their spirits soar”
4 Steps Towards Motivation
• Step 4—Add Motivation to Employee Training
1. Get trainees involved right away
2. Keep their attention focused
3. Give real life examples

13. “Making their spirits soar”
Motivating an Aging Workforce
Middle-aged and older workers need training and
motivation to keep performing at their best just as
much as the younger ones.
Do not ignore or sideline them. You could be
wasting some of your best workers.
• Are generally experienced and knowledgeable.
• Tend to have a strong work ethic and take pride in their work.
• Often have superior judgment.
• Tend to make fewer mistakes than their younger co-workers.
• Are among the most loyal to the organization.
• Are usually committed to quality and productivity standards.
• Often are more reliable and have better attendance records
• Tend to have better workplace safety records.

14. “Making their spirits soar”
Strategies for Enhancing Job Satisfaction
and Morale
Reinforcement/behavior modification
Management by objectives
Participative management and empowerment
Job enrichment and job redesign
Modified work schedules

15. “Making their spirits soar”
The Benefits of Employee Work
Motivation
Improved
Productivity
Higher Quality of
Service or Product
Monetary Savings
Better Employee
Retention Rates
Pleasant Work
Environment

16. “Making their spirits soar”
THANK YOU