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Employee Morale and Motivation

This document discusses employee morale and motivation. It defines morale as an employee's mental attitude towards their work, which can be positive or negative. Factors that influence morale include management practices, communication, and non-work factors. Motivation is defined as willingness to work towards organizational goals to satisfy individual needs. Theories on motivation include Maslow's hierarchy of needs and content vs process approaches. Suggestions are provided to motivate employees such as recognizing differences, matching jobs to people, using goals, and linking rewards to performance.

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Dianne Maru Flor
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2K views10 pages

Employee Morale and Motivation

This document discusses employee morale and motivation. It defines morale as an employee's mental attitude towards their work, which can be positive or negative. Factors that influence morale include management practices, communication, and non-work factors. Motivation is defined as willingness to work towards organizational goals to satisfy individual needs. Theories on motivation include Maslow's hierarchy of needs and content vs process approaches. Suggestions are provided to motivate employees such as recognizing differences, matching jobs to people, using goals, and linking rewards to performance.

Uploaded by

Dianne Maru Flor
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
  • Employee Morale and Motivation: Introduces the overall theme of employee morale and motivation as a key focus area in the workplace.
  • Morale and Job Satisfaction: Explores the connection between morale and job satisfaction in maintaining a productive workforce.
  • Basic Factors Influencing Employee Morale: Identifies and explains key factors that affect employee morale, including network-related aspects and management practices.
  • Motivation for Performance: Discusses the concept of motivation with an emphasis on performance-based rewards and management’s role in encouraging employees.
  • Factors Influencing Motivation: Details the elements that have an impact on motivation, such as individual differences and job characteristics.
  • Suggestion to Motivate Employees: Provides actionable suggestions for enhancing employee motivation through various strategies and reward systems.
  • Two Major Approaches to Work Motivation: Analyzes two primary theoretical approaches to employee motivation: content and process approaches.
  • Abraham Maslow’s Hierarchy of Needs Theory: Explains Maslow's theory on needs as a motivational framework used to understand employee behavior.

Employee Morale and

Motivation
Morale and Job Satisfaction
Monitoring job satisfaction is important both to the supervisor and the HRD. The
effects of many human resource strategies are examined with respect to their
impact on job satisfaction.
Morale is the mental attitude which makes the individual perform his/her work
either willingly and enthusiastically or poorly and reluctantly.
Employee morale is an attitude, a state of mind. It cannot be seen but is
manifested by the employee’s manner and reactions to his job, his work
conditions, the company policies and programs, his colleagues, immediate boss,
pay, and the like.
Every person has different reasons for working. The reasons for working are as
individual as the person. But, we all work because we obtain something we need
that impacts morale, employee motivation, and the quality of life. To create
positive employee motivation, treat employees as if they matter – because
employees matter.
Low morale contributes to labor problems, attempts to organize labor unions,
excessive employee turnover, labor grievances, and organizational climate.
Grievances, absenteeism, and turnover are frequently used as indirect measures
of employee morale.
Basic Factors Influencing
Employee Morale
1. Nonwork-related factors such as age, sex, and work values – which influence
the attitude of an employee about things around him/her.
2. Management practices or the qualitative aspects of the job – good pay
policies generally create positive attitude toward the job. Supervisors who are
fair, considerate and competent generally create positive feelings of satisfaction
with supervision.
3. Outside factors – just as work influences a person’s satisfaction with life in
general, so does the quality of life away from work influence satisfaction with
work.
4. State of communication in the firm – effective communication between
employees and management builds employee morale.
Motivation for Performance
Motivation is defined as the willingness to exert high levels of effort to reach
organizational goals, conditioned by the effort’s ability to satisfy some individual
needs. It is the feeling that prompts people to do what they need to do.
Needs differ among individuals and reward is in the form of the individual’s
desire or needs – his/her objectives.
The task of the management is to arouse the employees and maintain the
interests of its employees to work willingly and enthusiastically to achieve the
company’s goals.
PERFOMANCE-BASED REWARDS
Factors Influencing Motivation
1. Individual Differences – personal needs, values, attitudes, interests, and
abilities that people bring to their jobs.
2. Job Characteristics – the aspects of the position that determines its
limitations and challenges. These include; variety of skills required to do the job,
degree to which the employee can do the entire task from start to finish,
significance attributed to the job, autonomy, the type and extent of
performance feedback that an employee receives.
3. Organizational Practices – the rules, human resource policies, managerial
practices, and reward systems of an organization.
Suggestion to Motivate
Employees
1. Recognize individual differences.
2. Match people to jobs.
3. Use goals.
4. Ensure that goals are perceived as attainable.
5. Individualize rewards.
6. Link rewards to performance.
7. Check the system for equity.
8. Don’t ignore money.
Two Major Approaches to
Work Motivation
Content Approach – This approach includes model of motivation that address
the question: what motivates behavior? The answers are based on the
assumption that employees are motivated by their desire to fulfill inner needs.
This approach emphasize the “what” of employee motivation.
Process Approach – This approach includes models of motivation that
emphasize on how and why people choose certain behaviors in order to meet
their personal goals. The approach explains how people become motivated or
why people behave in so many different ways as they seek to fulfill their needs
and achieve their goals.
Abraham Maslow’s
Hierarchy of Needs Theory
Maslow hypothesized that people have a complex set of five categories of needs which
he arranged in order of priority. He suggested that, as a person satisfies each level of
needs, motivation shifts to satisfying the next higher level of needs.
Physiological Needs – food, clothing, shelter, and other physical requirements.
Security or Safety Needs – protection from physical and emotional harm.
Affiliation or Social Needs – the desire for affection, belongingness, acceptance, love,
and friendship.
Esteem Needs – the desire for self-respect, a sense of personal achievement, status,
recognition and attention from others.
Self-actualization Needs – the desire for personal growth to achieve one’s potential and
self-fulfillment.
The theory can be applied in an organizations by taking note of the fact that
unless an organization helps employees satisfy the two lower level needs,
addressing the three higher level of needs would not influence on-the-job
behavior. Therefore managers must continually reevaluate what motivates their
subordinates and how to motivate them.

Employee Morale and Motivation
Morale and Job Satisfaction Monitoring job satisfaction is important both to the supervisor and the HRD. The effects of many
Every person has different reasons for working. The reasons for working are as individual as the person. But, we all work be
Basic Factors Influencing Employee Morale 1. Nonwork-related factors such as age, sex, and work values – which influence th
Motivation for Performance Motivation is defined as the willingness to exert high levels of effort to reach organizational
Factors Influencing Motivation 1. Individual Differences – personal needs, values, attitudes, interests, and abilities that
Suggestion to Motivate Employees 1. Recognize individual differences. 2. Match people to jobs. 3. Use goals. 4. Ensure that
Two Major Approaches to Work Motivation Content Approach – This approach includes model of motivation that address the ques
Abraham Maslow’s Hierarchy of Needs Theory Maslow hypothesized that people have a complex set of five categories of needs whi
The theory can be applied in an organizations by taking note of the fact that unless an organization helps employees satisfy

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