Employee morale and motivation are key components to creating a high performance work environment. Motivation plus ability equals performance. So motivation and morale are most importance to get success in an organization. So let’s go to our full discussion of “Morale and Motivation is important in an organization”.
Morale- is the mental and emotional condition like enthusiasm, confidence, or loyalty of an individual or group with regard to the function or tasks at hand.
On the other hand Motivation- Want to encourage and inspire motivation? Motivation is an employee’s intrinsic enthusiasm about and drive to accomplish activities at work. Every employee has activities, events, people, and goals in his or her life that he or she finds motivating. So, motivation about some aspect of life exists in each person. Employee Morale And Motivation
Where does motivation come from? Employee Morale And Motivation
Our values develop over time and come from our personal experiences, our parents, our teachers, our society, religion, politics, in fact anything or anyone who has been or is important in life. They form the foundation of how we make decisions, what actions we take and how we live life.
Our values can change over time, depending on where we are and what we are doing. So for example it maybe whilst we are young and single, earning money to spend on having a good time is most important, whilst when we are married with a family, they become more important.
Some of our values rarely change such as honesty and integrity.
Our beliefs are assumptions and conclusions, that we have taken as true at some level in order to form a framework to help us make sense out of our world. Beliefs are also at the core of how we build our futures and our expectations and we constantly find reinforcement that they are true.
Values and beliefs are core to the reason we choose to do what we are doing and whom we are doing it with. When life becomes intolerable, painful, boring, stuck etc the chances are that either or both these elements need to be looked at in detail, to find out whether what you are doing is appropriate for you. Whether it is against what you believe and is important to you, whether your values and beliefs have now changed or whether they are now outdated and need changing.
We are all driven by different things which stems from our own unique experiences, and why we want different things from life – the new job, the payrise, the holiday, the family, the perfect relationship etc.
THE NATURE OF MOTIVATION IN ORGANISATIONS.
Motivation is the set of forces that cause people to choose certain behaviors from among the many alternatives open to them.
Motivation And Performance In Organizations.
An employee's performance typically is influenced by motivation, ability, and the work environment. Some deficiencies can be addressed by providing training or altering the environment, motivation problems are not as easily addressed.
Motivation is important because of its significance as a determinant of performance and its intangible nature.
HISTORICAL VIEWS OF MOTIVATION.
Evolution can be traced from scientific management, through the human relations movement, to the human resource approach.
Scientific management:
The assumptions of scientific management were that work is inherently unpleasant for most people and the money they earn is more important to employees than is the nature of the job they are performing.
Human relations movement:
This school of thought emphasized the role of social processes in organizations and assumed that the need for belongingness and the need to feel useful are more important than money in motivating employees.
Human resource approach:
This view assumes that people want to contribute to organizational effectiveness and are able to make genuine contributions. The organization's responsibility is to create a work environment that makes full use of available human resources. Employee Morale And Motivation
Individual Impact of Morale in an organization
Maintaining good morale is important for any organization. An organization experiencing high morale also benefits from less work hours lost to unscheduled days off, and higher productivity from employees satisfied with their company. Low morale can cause additional expenses, such as employee turnover and a drop in production. It is important to understand the factors that affect morale in an organization.
Changes in Management
Employees can become accustomed to the practices and methods of a particular manager, and when there is a change in management that can have an effect on morale. It can also depend on the circumstances that caused the change. If a manager was perceived to be effective and appreciated by employees, then letting that manager go without explanation can have a negative effect on morale. Try to offer an explanation to employees on why a manager is no longer with the company, and then encourage the staff to move on with the manager's replacement. If there is no explanation, then rumors can make it difficult for the incoming replacement to implement his ideas and plans because speculation as to the fate of the outgoing manager has altered employee focus.
Employee Opportunity
Employee morale is impacted by the opportunities and recognition that the company offers, according to Human Nature At Work. If an employee can be recognized for their efforts through a promotion or raise, then the rest of the employee population sees that the company does reward hard work. Morale can be negatively impacted if employees feel that the company offers no career path with advancement, and if the company does not offer some kind of reward for employee loyalty and dedication.
Confidence in Management
If employees feel that company management is competent, then the morale of the company remains high as employee expectations of company success remain intact. When management proves to be incompetent, then the entire organization can suffer from a drop in morale that can be counter-productive. Psychology expert A. J. Schuler recommends offering employees ways to voice their anonymous opinions on management's performance, such as an employee suggestion box, and then utilizing the feedback to make changes that can retain employee confidence in management.
Communication
A company has many levels of communication--from management to employees, between departments, between management groups and between individual employees. To maintain morale, communication lines need to remain open and important information needs to be delivered in a timely fashion. For example, if a small number of layoffs are being planned, then it is important to communicate the magnitude of the layoffs to employees so that rumors do not get spread that could shatter morale. Laying off employees usually has a negative impact on morale, but allowing employees that are not scheduled to be laid off to believe that they could damage morale even further.
Factors affecting Employees’ Motivation
No one works for free, nor should they. Employees want to earn reasonable salary and payment, and employees desire their workers to feel that is what they are getting (Houran. J). Money is the fundamental inducement, no other incentive or motivational technique comes even close to it with respect to its influential value (Sara et al,2004). It has the supremacy to magnetize, maintain and motivate individuals towards higher performance. Employee Morale And Motivation
Frederick Taylor and his scientific management associate described money as the most fundamental factor inmotivating the industrial workers to attain greater productivity (Adeyinka et al, 2007).Research has suggested that reward now cause satisfaction of the employee which directly influences performance of the employee (Kalimullah et al, 2010). Rewards are management tools that hopefully contribute to firm’s effectiveness by influencing individual or group behavior. All businesses use pay, promotion, bonuses or other types of rewards to motivate and encourage high level performances of employees (Reena et al, 2009).
To use salaries as a motivator effectively, managers must consider salary structures which should include importance organization attach to each job, payment according to performance, personal or special allowances, fringe benefits, pensions and so on (Adeyinka et al, 2007).
Leadership is about getting things done the right way, to do that you need people to follow you, you need to have them trust you. And if you want them to trust you and do things for you and the organization, they need to be motivated (Baldoni.J, 2005). Theories imply that leader and followers raise one another to higher levels of morality and motivation (Rukhmani.K, 2010).Motivation is purely and simply a leadership behavior. It stems from wanting to do what is right for people as well as for the organization. Leadership and motivation are active processes (Baldoni.J, 2005)
Empowerment provides benefits to organizations and makes sense of belonging and pride in the workforce. In fact, it builds a Win - Win connection among organizations and employees; which is considered an ideal environment in numerous organizations and their employees. Empowering can flourish virtual human capacities. Empowered employees focus their job and work-life with additional importance and this leads to constant progress in coordination and work procedures. Employees execute their finest novelties and thoughts with the sense of belonging, enthusiasm, and delight, in empowered organizations. Adding up, they work with a sense of responsibility and prefer benefits of the organization to theirs (Yazdani,B.O. et al, 2011). Employee Employee Morale And Motivation
Trust is defined as the perception of one about others, decision to act based on speech, behavior and their decision (Hassan et al, 2010). If an organization wants to improve and be successful, trust plays a significant role so it should always be preserved to ensure an organizations existence and to enhance employees’ motivation (Annamalai.T, 2010). It can make intrapersonal and interpersonal effects and influence on the relations inside and out the organization (Hassan et al, 2010). European Journal of Business and Management www.iiste.org ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online) Vol 3, No.3 39
No matter how automated an organization may be, high productivity depends on the level of motivation and the effectiveness of the workforce so staff training is an indispensible strategy for motivating workers. One way managers can instigate motivation is to give appropriate information on the sentences of their actions on others (Adeyinka et al, 2007).
Here we discuses five steps for great motivation:
1. Employee Motivation By Building Satisfaction
In their book "The Service Profit Chain," James Heskett, W. Earl Sasser, and Leonard Schlesinger make a compelling case that regardless your business, the only way to generate sustained profits is to build a work environment that attracts, focuses, and keeps talented employees. In other words, they have to be motivated to show up, get committed and perform at a level of excellence.
2. Employee Motivation Through Genuine Appreciation
At times, managers unknowingly sabotage employee motivation by failing to recognize the positive behaviors and achievements of their employees. As a result, employees don't know whether or not they are doing a good job.
3. Employee Motivation Through Recognition
Many people will do for recognition what they will not do for money. And, this is the manager's secret weapon for employee motivation. Some people are motivated by the opportunity to get their name on the wall, receive a trophy at an annual banquet, or see their name in the company newsletter. It gives them an "emotional payoff" for their actions.
4. Employee Motivation Through Compensation
Some employees are motivated by money. In fact, most are motivated by money; at least for their basic needs. Employee motivation through compensation can come in the form of raises, performance bonuses, commissions, profit sharing, or any number of "extra benefits" like, automobiles, vacations, or other tangible items purchased and used as rewards.
Whatever the chosen method, it is important to have a system in place that builds employee motivation. Not every person is motivated by the same factor, or combination of factors. Offering all five - satisfaction, appreciation, recognition, inspiration and compensation insures that the organization has something to contribute to the motivation of each employee.Employee Morale And Motivation
Conclusion: Employee Morale And Motivation
Success comes through people. For the new manager who knows how to energize people and maintain their enthusiasm, the art of motivating is one of his or her success secrets. If you understand what motivates people, you have at your command the most powerful tool for dealing with them to get them achieve extraordinary results. "Motivation and power are so closely linked together that one can say there is power in a motivated person
Reference:
1. European Journal of Business and Management www.iiste.org ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online) Vol 3, No.3 39
2. (Yazdani,B.O. et al, 2011)
3. http://smallbusiness.chron.com/impacts-morale-organization-6.html
4 http://humanresources.about.com/od/motivationrewardretention/Employee_Motivation_Recognition_Rewards_Retention.htm
5. http://smallbusiness.chron.com/employee-motivation-impact-organization-performance-11863.html
6. http://courses.washington.edu/inde495/lece.htm
7. http://www.jpmaroney.com/Free-Articles/employee-motivation.htm. Employee Morale And Motivation
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