Unit 10 Morale

Book Code MB 0027(HRM)

Smita Choudhary Faculty HR & OB

Contents
Introduction Meaning of morale Importance of morale Morale and productivity Measurement of employee morale Indices of low morale Improving morale
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Introduction
Morale is defined as a feeling of enthusiasm, zeal, confidence in individuals or groups that they will be able to handle the tasks given to them. It is the ability of the group to work together to achieve a common objective. High morale produces high efficiency in the organization.

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Learning Objectives
Understand morale and its importance Measure employee morale Improve employee morale

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Meaning of Morale
Good organizational morale is a condition in which individuals and groups voluntarily make a reasonable subordination of their personal objectives of their organization. ---- Prof. Ralph C. Davis Morale is a state of mind and emotions affecting the attitude and willingness to work, which in turn, affect individual and organizational objectives ---- Haimann Morale is the sum total of several psychological qualities which include courage, fortitude, resolution, and above all confidence. ---- Joseph D. Mooney
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Importance of Morale
The contents of morale can be divided into three groups:
The first group is concerned with off the job satisfaction that a person expects from work like income, security and status. The second group is concerned with on the job satisfaction like job interest, opportunity for advancement and prestige in the organization. The third group is concerned with personal satisfaction received from job like growth, achievement powers, job expertise, etc.

Every group is important and if a person is dissatisfied with respect to any of the group, it will have negative impact on other groups.
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 Morale is closely related to expectations and reality. If an individual receives the rewards he expected, his morale is also higher. The factors on which the morale of an employee depends are classified as follows:
The employees background: It includes his education level and personality. These affect the way in which he tries to fulfill his needs for belonging, esteem and self-realization. The employees personal environment: It includes his relations with his family, friend and neighbors. Employees home and social life affect his thinking and attitude while on the job. Management practices influencing morale: It includes an organizations policies and procedures regarding wages, promotions, working conditions, handling grievances, disciplinary actions.
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Morale and Productivity

Morale directly affects productivity. A groups productivity depends on many factors and one of them is morale i.e. the general state of mind of the members of the group. High morale may not always be the cause of high productivity, but a group with high productivity has high morale. A morale building organization fully utilizes the skill, initiative, judgment and training of its members. This helps to improve the qualities and abilities of all people and the organization is able to succeed and grow.
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Measurement of Employee Morale

Morale can be measured by assessing attitudes and job satisfaction. Morale is not physical, so it cannot be directly measured. It can be measured with the help of general feeling appraisal or scientific efforts.

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Method of Measuring Morale

The most commonly used methods for measuring morale are: 1. The supervisor/executives impressions 2. The guided interview 3. The unguided interview 4. Combination of guided and unguided interview 5. Analysis of company records 6. The listening-in process 7. The questionnaire 8. A combination of any of the previous methods
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1.General Impression of the Supervisor

Some supervisors are very close to their employees and hence know their attitudes. They know how to get things done from them. Some executives are very inspirational and thus they can develop high morale. Executives should be encouraged to sense the morale situation and should be provided with more accurate tools to measure employee morale.

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 It is based on the belief that employees answers to some questions give an idea about their attitudes. The questions are selected in such a manner that they give a true picture of what employee feels. The interviewer conducts the interview in such a way that the employees answers give the desired information.

2.The Guided Interview

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3.The Unguided Interview

It is based on the belief that if employees are allowed to talk freely, they will disclose the true situation if the interviewer is able to relate what is said to the basic causes. It is assumed that if the employee is allowed to talk about a given problem or work situation without any questioning by the interviewer, he will become aware of the logic in the situation and take an appropriate action.Learning Centre, Alwar LC Code 03034 SMU

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4.A combination of Guided and Unguided Interview

To combine the two methods, the interviewer may start with the guided interview which should be short. The interviewer then discusses any subject that he may like to talk about. During guided interview some people bring insignificant material with them that has no relation to the information required. The interviewer should observe such cases and encourage the interviewee to follow up these leads during the unguided position of the interview.

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5.Company Records and Reports

These are prepared by the personnel department regularly with the help of supervisors and department heads. Normally grievances and complaints tell the state of morale of a group provided that they are not artificially created. Excessive absenteeism and slowness are an indication of morale conditions. Labor turnover indicates labor unrest or morale, specially during a period of labor turnover. This analysis is difficult and may not always be reliable as a measure of morale.
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6.Listening-in By Trained Observer

This technique is developed by Whiting Williams of Cleveland, Ohio. It can be called Whiting Williams Method. He has the ability to make his observations objective (Impartial) that is very unusual in men doing such work. But it is very difficult to find people who have the required scientific approach to do this work. Such observers may report what their employers want them to report, instead of the true situation. This method is thus not satisfactory.
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7.The Questionnaire Method

This method is used to collect employee opinions about the factors that affect their morale. Morale surveys are conducted to Find what the employees really think. Find the education and information they need. Improve morale and maintain effectiveness of personnel programmes. Find the training needs of employees. Find what employees like. The questions may be multiple choice, dichotomous (yes or no) and open ended questions.

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8.Conducting the Survey

Management may hire an outside consultant to conduct the survey. Here, the consultant is introduced to the employees and employees are assured that he will not disclose an individuals answers to others. In some cases, the employees may be given questionnaires in a stamped envelope. These envelopes are addressed to some management consultant or college professor for tabulating the results.
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 Low morale is not noticed unless it is too low or something goes wrong. When management realizes the presence of low morale, it is faced with crisis. Perceptive managers constantly look for clues that indicate any decrease in employee morale.

Measurement of Employee Morale

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Signals of Low Morale

Dale Yoder and others have given the following signs of low morale: 1.Employee unrest 2.High rate of absenteeism 3.Tardiness 4.High employee turnover 5.Grievances 6.Need for discipline 7.Fatigue and monotony
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Improving Morale
Many measures can be used to control the signals of low morale. The positive measures that can be used to bring job satisfaction to the employees and unite individual interests with organizational interests are
Creation of whole jobs Job enrichment Building responsibility into a job Modifying the work environment Flexing working hours Job-sharing Rotation of jobs Profit-sharing
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 1.Creation of whole jobs: Under this method, complete jobs are assigned to workers. The complexity of the job is increased so that it fulfills their higher needs. 2.Job enrichment: Under this method depth of the job is increased. Individual employees are given responsibility to set their own pace of work and decide on the best way to do the work. 3.Building responsibility into a job: Employees are encouraged to take decisions involving risk. 4.Modifying the work environment: Work environment can be modified by
Developing work groups Developing social contacts of employees Use of music Giving regular rest breaks
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 5.Flexing working hours: This allows employees to set their work hours according to their personal needs and life-styles. Such employees are responsible for coordinating their functions with other employees and hence have more responsibility and autonomy. 6.Job-sharing: Two workers divide a full time job between themselves. They divide working hours and salary. 7.Rotation of jobs: This is done to prevent employee from getting bored due to repetitive nature of his work. 8.Profit-sharing: Good profit-sharing practices improve employee morale. Profit sharing has economic as well as psychological aspects. Economic aspect means monetary gain. Psychological aspect is related to friendly step by the management in providing workers a share in the profits.
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Morale can also be improved by-----

Using measures like employee contests Giving special recognition to employees Providing long service awards to employees Organizing film shows for employees during lunch hour Giving free coffee during breaks Training the supervisors in how to handle people

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