Hetherington stated that major studied areas include supervision, remuneration, the job itself, company and relationships with other colleagues.
In his study of structure and job satisfaction in a multihospital system he uses a modified Price definition of morale: "the degree to which the members of a social system have a positive affective and cognitive orientation toward membership in the system". Employee morale, in human resource management is described as the job satisfaction, attitude, and feelings of happiness of a worker in work environment.
Proven to have a direct effect on productivity, it is one of the corner stones of business. Only few organizations pay attention to morale among workers in their organization. This is a mistake from their side. Forret and Love explained morale in two different states of directions as either being high or low. Depending on what direction morale was in an organization often times determined the overall attitude one felt towards their work environment. High morale in the organization may not directly affect productivity but it has been revealed high morale among workers enhances work satisfaction and increases the productivity of organization.
Morale can be considered as team spirit or outlook. In competitive business environment and goal oriented situation, companies are generally goal driven and managed as a result, employees are focused on increased efficiency, better procedures and keeping up with competitors.
This behaviour has its price in worker morale which needs to be balanced. Conversely, Dimitriades and Papalexandris explored employee morale and commitment in the Greek banking sector and explained morale as "employee perceptions of team-based efforts directed towards organizational goal accomplishment" p.
Research mainly focused of employee perceptions of present team spirit, positive energy, enthusiasm and pride in the organization and did not include personal analysis of the respondent. In theoretical studies, not all research on employee morale concentrated on the general health of the employees. Investigators have tried to connect employee morale with work-place performance, relying on the postulation that morale is highly dependent on the employee perceptions of management.
To fully comprehend the major factors that impact morale can assist the managerial team to develop numerous strategies to maintain high morale. It can be recognized as external and internal factors. External factors are influences outside the organization that are not under the control of management such as employees' family relationships, problems with friends, etc Hilgert et al, The factors may considerably affect employees' morale and therefore, effective managers should alert to their existence and take appropriate actions to manage the situation like counselling with empathetic listening and to decrease the impact.
Internal factors involve supervision and management aspects, which are more complex as they are related with morale to the degree of which individuals recognize with the objectives of company Costley and Todd, When worker has high morale, the levels of general job satisfaction and overall happiness are also high.
This indicates that workers give high performance together and function as a unified team. It is a fact that when management keep high morale of team, then it is easy to complete a project on time and under budget. When employees are comfortable and have good feeling about their job, they put their efforts to accomplish more as a team. They also tend to put in more emotionally in their job. They have good self-esteem and they do not want to work anywhere else and take steps for the success of company.
Assuming your business was noticeably more productive before, and productivity is lower now, you're wise to consider that morale may be the culprit. The other two signs of low morale in the workplace are negative attitudes and an overactive grapevine.
These three factors can feed one another and affect employee morale. Poor performance can be both a result of negative attitudes and a cause of them.
Negative attitudes tend to spread from a few employees to become a pervasive problem throughout your team. One person tells another about his negative thoughts and fears for the company's future, and before you know it, the grapevine is rampant with rumors about impending layoffs or closings because productivity is low. On the other hand, you can tell right away when a business has high morale because employees are happy, creative and enjoy working together as a team, according to an article in the TLNT Talent Management and HR newsletter.
Absenteeism is low, and staff retention is high. Employees have good relationships with one another and with their managers; they don't hesitate to ask for clarification or help. The bottom line is that companies with high morale are more productive. Low morale can be caused by actions the company is or is not taking, according to the HR Daily Advisor website. A lack of good communication is the root cause of many workplace issues, such as not being clear about expectations and priorities, not listening to employee concerns, and not being open about important company decisions.
Having unrealistic goals and unmanageable workloads creates pervasive stress that turns into low morale overall. Lack of feedback — both good and bad — leaves employees wondering how they're doing and thinking the worst.
Understanding the link between employee morale and productivity is only the first step toward improving employee and team performance.
The next step is determining how to measure employee morale so that you can understand the current state of your team and track changes in morale over time. One of the best ways to measure morale is through employee surveys. For the best results, make the surveys anonymous, have them completed routinely, and ask very specific questions that employees can answer by choosing a ranking from 1—5 or 1— Shein, E.
Organizational Culture and Leadership 2nd ed. Workforce Performance Solutions. The High Cost of Low Morale. Available from www. Topics: Leading Edge , Business , Leadership. Rochester, NY Find me on: Facebook LinkedIn Twitter.
How to Address Low Morale in the Workplace through Servant Leadership Today more than ever, the healthcare sector faces growing pressures that will further tax its capabilities and inhibit its ability to meet growing consumer demands. Morale The behavior of individuals employed by an organization is driven by employee morale which may be defined as the spirits of a person or group as exhibited by confidence, cheerfulness, discipline, and willingness to perform assigned tasks "Definition of Morale," The High Cost of Low Morale Morale can be the fuel that drives an organization forward or the fuel that feeds the fires of employee discontent, poor performance, and absenteeism Ewton, The Consequences of Not Addressing Morale Issues in the Workplace Leaders who fail to address morale issues in the workplace face the following: decreased productivity, increased rates of absenteeism and associated costs, increased conflicts in the work environment, increased patient complaints and dissatisfied consumers of care, and increased employee turnover rates and costs associated with hiring and training replacement staff.
Signs of Low Morale Healthcare employee morale or the lack of it is dependent upon a meaningful, productive, fulfilling relationship between staff and management. Addressing Low Morale through Servant Leadership According to Schuler , most people who experience low morale in the work environment blame the leadership or their immediate supervisor.
Conclusion In the busy and stressful environment of healthcare institutions, leaders must remain focused on ensuring that patients receive the best care possible and employees remain motivated and enriched by their work.
Exceptional Leadership. The Management Bible. New Holland Publishers Ltd. Original work published Kovner, R. Original work published Workforce Performance Solutions. Subscribe to Email Updates.
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