Causes Of Low Morale In The Workplace

The Roanoke branch of Phoenix Advertising has been one of the company’s most successful branches in previous years, handling the company’s largest accounts and maintaining a strong human resource pool. However, recent observable difficulties have brought the branches’ current human resource practices into question, as reports of key personnel leaving or threatening to leave their jobs, sharp declines in productivity, and loss of employee morale reach the company’s headquarters. Under my capacity as Vice President of Human Resources Management for Phoenix Adverting, I have conducted an investigation into the causes of difficulties in the Roanoke branch and have identified one critical problem as employees’ loss of morale

Low morale negatively affects the entire organization on many levels. Ineffective communication leads to poor performance, dissatisfied employees and unhappy patients. If managers are not fully engaged in supporting

An employee’s morale is tied to their work, the more stressed and dissatisfied the employees are the more their work will suffer. A happy employee means more work will be done, working in a happy and safe and secure work environment will make the workers more willing to work harder.

Employees may leave for a number of different reasons and these reasons may differ according to generations, gender, and education background and so on making the act of identifying why a particular employee packs up and leave the more complicated. Though studies have found some of the major reasons that an employee would leave would include reasons or factors such as that of; monetary, stress, work-life balance and career opportunities (Deery, 2008; De Vos&Meganck, 2009).

Morale: With employees, more engaged in their work and more pleased with the corporate culture, their morale will naturally be higher. This leads to less time and productivity lost to illness, tardiness, or extended breaks and lunches.

I am a shift leader for Walgreens Inc. I work at one of the financially worst stores in the district. The possibility of the store being close is even greater because the store cannot meet sale goals. Naturally, the heaviest burden is places on the team members. For example, team members losing hours, causing team members to lose sales, more responsibility placed on team members, and less chances for team members to recharge and relax. Eventually, these changes in the workplace dynamic could cause severe reductions in team members’ morale, in an otherwise normally positive and happy staff. Therefore, in this paper, I will provide ground breaking research that explains the issues of low staff morale and propose ideas for coping

Unhappy employees can be toxic to any organization. The lack of interest, blatant disregard for company policies and procedures, tardiness and a host of other negative behavior can quickly spread to other employees, especially new recruits. The key is to diagnosis the situation and deal with it sooner than later. Providing immediate attention to an escalating issue displays not only efficient leadership but also builds trust with other currently loyal workers.

As the world changes, many organization may create changes to their company structure in order to remain successful and look good amongst shareholders. These organizational changes may be beneficial for the company overall. However, it may affect the remaining employee’s morale. Some organizations changes such as layoffs, reduce work hours, a stagnate in benefits increases and rewards may result in management trying to figure out a way to motivate and gain employees trust and loyalty.

The recession has cost many businesses more than just profits. With unemployment at an all time high and the threat of layoffs looming daily, employee morale is declining at an alarming rate. Threats to increase performance or be fired and the clichéd phrase of, “You should be happy you have a job,” do little more than undermine intrinsic employee motivation. But, is there an alternative organizations

In order to understand the behavior change experienced at Engstrom, it is important to get to the root cause of the problem. Seven years ago, the business at Engstrom was doing okay with the company recording high sales. However, things started to take a downturn in the year 2005 when the company started experience low sale. Prior to this, when the company was doing well, the company had devised to use a plan by the name of the Scanlon plan to help boost the employee’s morale. This was after the company CEO discovered that the average worker morale had drop to the level of 40 % (Babcock et al., 2008).

For instance, maintaining a moderate growth in wages with time to ensure the employees are not overworked. The risk of failing to provide a fair workplace environment for all the staff in an organization involves a decrease in the level of employee morale. Reducing the level of employee morale means that the degree of work output of the employee in question will be affected. Additionally, employee autonomy will also be jeopardized since the employees will create a barrier between themselves categorizing themselves based on the provided treatment at the

Schaefer, J. (n.d.). The Root Causes of Low Employee Morale. Retrieved from American Management Association:

The authors of this article give the misconceptions of employee turnover by systematically breaking down myths that organizations tend to believe cause employees to leave the workplace. The misconceptions are replaced with evidence based strategies that show the underlying factors beyond pay compensation that drive turnover in addition the employee morale. One of the meta-analytical relationships that

Many companies look to salaries and benefits as the first places to cut back when looking to make changes that involve cost-saving. When this happens, it is inevitable that some employees will leave the company to seek employment elsewhere. The employees that remain, whether they stay voluntarily or because they could not find employment elsewhere, are often resentful. Motivation decreases, taking job performance along with it. Employees lose their company loyalty and may even become angry enough to purposefully sabotage the company.

Frankly, the problem is that Keepum’s leadership style is having a negative impact on employee morale. Keepum underestimates the role of the work environment and blames employees for their own lack of motivation without truly assessing what has resulted in loss of morale. There may