The Root Causes Of Low Morale In The Workplace

The management team is the liaison between the overall strategic vision and the employees who perform the work. Companies depend on their managers to lead the business in a positive direction, while tending to the employees needs and concerns. A strong bond between these two groups allows the day-to-day tasks to be achieved, without the “noise” associated with workplace negativity. Management that is unable to lead their employees in a productive and positive way put at risk the stability of the organization.

We present this analytical report, finished at your request, by correcting the formatting of the existing report and writing the unfinished parts. We include reasons and consequences for lack of motivation along with the techniques or strategies to motivate employees. Also included are benefits of motivating employees.

in the workplace can often be the result of the personal ethics of the individual employee. An

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.

The values and culture have reflective impact on ethical climate in organizations which inhabits on the ethical measurements changing in the structure of an organization. All these concepts facilitate the motivation of both employers and employees that would lead positive effects for organizations. Motivation is a psychological trait that would lead an individual or related party to a desired action on a definite goal. Motivation in an organization is considerable to sustain an employee with occupational pleasure, individual satisfaction, and positive contribution to the work place and its environment.

Most Employees report to work as required, undertake their tasks based on their job descriptions and they get satisfied for the good work they do. Employers should play their role of increasing the morale of the employees by remunerating them on timely basis and incorporating them into the daily business operations. This is a principle of good morale (Sornum, 2010). However, various reasons in the organization may result to low morale. The following are causes of low morale within the organization.

The issues as described in this case study stem from a lack of communication between the staff nurse and her nurse manager. Apparently until the nurse's performance appraisal she was under the belief that her performance was satisfactory, however the nurse manager used the evaluation as an opportunity to surface past performance deficits and failed to acknowledge any areas of excellence. This had the effect of leaving the staff nurse feeling underappreciated and devalued. The fact that the staff nurse felt the nurse manager's comments seemed "out of the blue" attests to this lack of communication. As a result the level of stress and anxiety of the staff nurse has been heightened due to a lack of trust, and communication between the two, which did not appear to be first-rate in the first place, has gotten worse. Moreover, the manner in which the nurse manager leveled her criticisms at the staff nurse demonstrates a lack of appropriate leadership skills and is indicative of a culture that seems bereft of a "team" concept.

A company under economic duress will often be forced to make difficult decisions, many of which can impact the experiences and lives of personnel. This is especially true when dramatic cost-cutting changes are demanded and even more so when these changes center on employee payroll. For personnel, financial compensation simultaneously represents a demonstration of the companies valuation of one's services and a critical means for individual survival. Thus, when payroll cuts must occur, there will inherently be negative consequences in the areas of motivation and morale. The research here will investigate these negative consequences with an emphasis on how best to keep morale at an acceptable level and to keep employees engaged in their work.

Ethical behavior and business performance are related in many ways. Several companies lose a good amount of customers within a short period due to lack of solid ethical procedures in the organization. Bad behaviors damage corporate performance in an organization, employees should be allowed to develop their career and organization should be actively involved in supporting such objectives. Stress and pressure on employees can lower workers performance, turnover

Second, would be Lack of feedback. Feedback means a lot in communication, and feedback should be present throughout the company. Feedback can bring positive or negative effects to the workplace, but can make the workplace grow together. An example would be if a company departments send out

• Staff turnover. If high staff turnover within organization is apparent, this indicates serious problems. Eliminating of previous four sicknesses will help to solve this one. Management should assume the proper arrangement to make employee feel as an important part of one consolidated team.

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

Employees are lacking of “ambition”, disliking of “responsibility” and prefer “to be led” (McGregor, 2000, p.2).

When the staff changes frequently, the employees who stay have a difficult time building a positive team spirit. A group of employees learns to work well together, only to have one or more members leave. High turnover can hurt

Regardless of someone’s education, skill, or experience and whether a prospective job classifies as public, private, nonprofit organization, or government institution, feeling comfortable about its viability as a continuing enterprise always merits concern. And for this reason, arming oneself with a fundamental understanding of an entity’s contemporary financial health and the industry or market segment it operates become especially significant. Similarly, few argue the value of avoiding professional environments subject to intimidation by management or anything approaching an atmosphere affected by poor workplace morale. The responsibility to assess a potential employer falls into the lap of each prospect to which a mosaic of information