Staff Morale

Chapter 6
Contents:
• Meaning, definition and characteristics of staff morale
• Morale Productivity Matrix
• Factors influencing morale
• Morale depressants and stimulants: an understanding of how the
same factor may lower or boost morale
• Methods of raising morale
• Indicators of low and high morale
• Advantages of high morale
• Disadvantages of low morale
Meaning & Definition of Staff Morale

Morale refers to the mental condition or

attitude of individuals and groups in an
organisation.
Good morale is indicated by
employee enthusiasm, loyalty
& willingness to cooperate.
Poor morale is reflected in
subordination, dislike for the
job and the organisation, etc.
 Characteristics of Staff Morale
1. It is a psychological concept.
2. It is a relative concept.
3. Morale is a group phenomenon consisting of a pattern of
attitudes.
4. It is an indicator of attitudes of employees towards, their jobs,
superiors, work environment & the environment.
5. It is a by-product of group relationships.
6. It is dynamic in nature.
7. It is multidimensional.
8. It is contagious.
9. It is intangible & difficult to measure.
 Possible effects of High Morale
1. High productivity
2. High quality of work
3. Low rates of labour turnover & absenteeism
4. Good discipline
5. Low rate of accidents
6. Low degree of employee grievances
Morale Productivity Matrix
Morale Productivity Matrix

1. High Morale – High Productivity:

This is the ideal combination of morale and productivity and occurs when
right motivational policies are adopted by managers. Workers know their
jobs, they are trained to manage various aspects of the job and feel
committed towards the organisational goals. This may be because of higher
financial and/or nonfinancial incentives, better resources, complete
identification with organisation goals, etc.
2. High Morale – Low Productivity:
In this situation, though workers are satisfied with the jobs, they are not
committed to the work. This may be because of the nature of task, the nature
of superiors, kind of technology used, work methods or inadequate training
facilities that restrict efforts to perform their jobs well. People work for their
individual/group goals rather than organisational goals.
Morale Productivity Matrix
3. Low Morale – High Productivity:
Low morale results in high productivity when negative motivation is used by
managers. Punishments, threats and penalties for non-conformity to organisational
plans and policies directs workers towards high productivity. It may occur for a
temporary period due to fear of loss of job, exceptionally good supervision &
machine paced work in which only a part of workers’ capabilities are used. Such a
situation does not last for long as negative motivation can increase production only
for a short span of time.
4. Low Morale – Low Productivity:
It represents the other extreme of morale- productivity continuum. Lack of
motivation, unclear jobs and lack of harmonious superior – subordinate
relationships reflect low morale and, therefore, frustrations, tensions,
discontentment and grievances develop against managers which results in low
productivity.
 Factors influencing Morale
1. Nature of work
2. Working conditions
3. Supervision
4. Interpersonal relations
5. Management policies
6. Personal factors
 Principles of Morale Building
1. Worthwhile goals
2. Sound organisational structure
3. Sound personnel administration
4. Effective communication
5. Participation
6. Trusted supervision
7. Human relations approach
 Indicators / consequences of low morale
1. Mental unrest among employees.
2. Hampers production & productivity.
3. It leads to ill health of workers.
4. High rates of absenteeism & labour turnover.
5. Excessive complaints & grievances.
6. Frustration & friction among employees.
7. Lack of discipline
8. Antagonism towards the organisation.
9. Low quantity & quality of output.
10. Resistance to change.
11. High rate of accidents.
Thank You