The Effect Of Morale On Employee 's Job Attitudes And Emotions

Ashkanasy, N. M., and Daus, C. S. (2002). Feeling in the work environment: The new test for administrators. Foundation of Management Executive, 16(1), 76-86.

The work place is often described by many as a stressful environment, and is often penalized for failing to comply with state and federal regulations. The hospital is struggling not only to keep workers but to attract new ones. The hospital, however, has been making efforts to improve employee morale to encourage workers.

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.

Robbins and Judge define "attitudes" as “evaluative statements or judgments concerning objects, people, or events.” Jessica’s attitudes towards her job switched from favorable to unfavorable after a change in policy. Henceforth, she was less productive in her job and expressed signs of low job satisfaction. After leaving her Mental Health Technician position for a job in Counseling, she was able to return to her normal, happy and productive self. This case study illuminates the direct correlation between job performance, job satisfaction, and attitude.

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.

When an employee can come to work, with a lot going on in their personal life, make people around them happy, satisfied that is the real definition of high morale. Being more than content with one’s job and will be taken notice by the customers around you. For example, Vision Critical founder Andrew Reid says, “Customers are starting to recognize their nonmonetary value and in return they expect more than a receipt and a thank you”. The customers will actually respond to the morale in the work place. Customers will more than likely keep coming back if customer service is great.

While the morale of the unit might be the purview of the Commander, it is the HR NCO’s responsibility to monitor and advise him on such. And

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

Employee attitudes can be described as their viewpoints by workers regarding various aspects of their job responsibilities, careers, and organizations. Nonetheless, the most significant and widely recognized attitude of an employee in an organization is associated with

The evidence of this, is that flexibility in the work place creates morale. To create morale you must have a happy employee. To make a happy employee, you must make them feel valued, and to make an employee feel valued, you must appreciate that flexible arrangements may need to be made.

The Value Percept Theory argues that job satisfaction depends on whether a job supplies the things an individual value most. Overall satisfactions derive form combined levels of satisfaction from various elements of an individual’s job, whether it’s: pay, promotion, supervision, coworkers, or the work itself. Job satisfaction is based on cognitive and affective components, which is evaluated by what an individual thinks about the job, and how they feel. Cognition evaluation is based on experiences, weighing different aspects of a job; as affect is a reaction of the job, which can fluctuate based on moods and emotions. Level of dissatisfaction is measured by the difference between what one has and what one wants, and the level of importance of that facet to the individual. Statistics have proven, that supplying individuals with what they value, will increase the chance of better performance, which has a high correlation with an individual’s affective commitment with the organization.

A good mood in the workplace can set the tone for everyone to enjoy the day. We have all enjoyed when a coworker has come into work and the world is their oyster, it is like a ray of sunshine. On the reverse side, it just takes one person with a sour mood to put everyone on edge. Emotions can travel like an unseen force causing people to come to the dark side one by one. As people, our emotion are not isolated to ourselves. We all share our feelings and emotions with those we come in contact every day. Making managing mood an essential part of contemporary management.

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.

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.

Firstly, I think that the complex human thinking is one of the factors that make the organizations hard to manage the emotions. Every person has his or her own emotions. Although in a same situation, they may not act in the same way. Thus, the organizations face difficulties when they are dealing with their employees. This problem is even becoming worse when the organisation is very large and contains many employees from different background. Furthermore, the authority of an organisation sometimes finds out they themselves cannot control their own emotions as well.