High Morale And Low Morale

productivity in individuals and teams. Motivation describes the level of desire employees feel to perform, and is an

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.

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.

The system allows organizations to create results by rewarding the employees who are responsible of making them happen. By rewarding employees who are high performers and coaching low performers to improve their performance can help improve the overall productivity of the company; However, the improvement will not last long. Not every employee finds a long-term motivation by a pay increase. Some employees are motivated by being recognized by their peers, others by having the same beliefs as the company, or by simply feeling like they are making a positive difference among their community. According to Kohn (1993), “Just because too little money can irritate and demotivate does not mean that more and more money will bring about increased satisfaction, much less increased motivation” (para 15), which is why it is important to seek different strategies to motivate employees. A way companies could sustain its’ culture by having employees who have similar core values. Creating a culture where employees look forward to spending the day at their job and making a difference, instead of feeling like their job is an obligation is a goal. Placing values on employees decreases turn-over and increases employee’s satisfaction with the job. Another way that

Increasing organizational productivity is important to any organization. “Managers know that simply paying employees more will not result in increased

The Engstrom Automirror Plant case study highlights the problem of poor employee performance and low employee morale. The company’s managers have implemented a bonus system that is based on the assumption that the employees will be motivated solely by extrinsic rewards. According to Maslow’s Hierarchy of Needs Theory, the bonus system only appeals to lower-level physiological needs. Maslow’s theory identifies physiological needs as the need to sustain one’s basic life needs, such as housing, food, and clothing. (Schermerhorn, Hunt, & Osborn, 2008). It is reasonable to assume that the employees’ base salaries are enough to meet these physiological needs. There is clearly a missing link between the additional compensation and the expectation of higher performance levels in the minds of the employees.

Swartout, S., Boykin, S., Dixon, M., & Ivanov, S. (2015). LOW MORALE IN ORGANIZATIONS: A SYMPTOM OF DEADLY MANAGEMENT DISEASES?. International Journal Of Organizational Innovation, 8(1), 17-23.

not run as smoothly as it can and is not as productive as it should be. Efficiency and productivity

poor pay, and difficulty in finding work, isolation by the rest of the worker and harassment by

Know your employees, the reason this company is as successful as it is today is because of the connection between all employees. As a manager it is ever most important to reach out each one of your employees, learn from them, and get to know what motivates them. With this knowledge alone it clarifies any confusion as to why some people behave differently than others in given situations. As a rule of thumb Elton Mayo and the Hawthorne Studies (Hurd, A. Barcelona, R. Meldrum, J. pg. 24) do not use financial incentives in hopes of producing higher productivity, this will only

Nursing theories are defined as a systematic review of a phenomenon that consist of interconnected concepts. Theories can be classified in four categories: metatheory, grand theory, middle range theory, and situation-specific theory or by purpose. They are useful tools for reasoning, critical thinking, decision making, and problem solving in nursing practice. Theory provides the framework to a nurse’s professional practice, research, and education; furthermore, it guides nursing in defining its own professional limits or boundaries. Most nursing theories gravitate or focus on patient care and determine the best way to improve patient outcomes, quality of care, or nursing practice. Nursing theories address the many questions that challenge administrators, nursing managers or leaders on daily basis.

Recently, my company has experienced massive change. The company has had around a 50 percent turnover in the last year. Included in that turnover was everyone in the executive team, excluding the CEO. As our company struggles to handle new employees and a new vision, motivation and morale seems to be decreasing. In this paper I plan to explore why motivation and morale tend to decrease during times of change and investigate ways how a company can maintain high morale during massive change.

The productivity of any organization depends on the satisfaction of the employees, as happier employees also make more profit as they work faster and harder.

Regardless of whether the company manages to succeed in implementing the changes or not, staff should strive to maintain high morale. Senior management should put into practice work different motivational tools such as good working conditions, merit-based system of incentives and rewards, paid vacation, benefits and payment for medical services, the provision of loans to employees and others.

The fact is employee productivity can make or break a firm, and a firm staffed with underperforming employees will inevitably fail regardless of the amount invested into business development. Many firms that do recognize the importance of employee productivity often invest in improving the corporate culture, but overlook investing in the right tools that result in increased productivity. Sure, they have an Xbox and the latest coffee maker, but what they don’t have are the technology-based tools employees use daily to perform the functions of their jobs.