MORALE: THE CONCEPT AND ITS SIGNIFICANCE

MORALE:THE CONCEPT AND ITSSIGNIFICANCEP. G. Government College for Girls, Sector-11, Chandigarh

Morale: the Concept and its SignificanceSnap Shots Organisation & MoraleWhat is Morale?Morale and CultureMorale and MotivationTypes of MoraleIndicators of High and Low MoraleIndicators of Measuring MoraleInitiative for building High moraleSignificance of MoraleStatus of Morale in Indian Civil Service

Organisation and Morale Organisation has become an integral andimportant part of human life.It provides a means by which human effortsare properly directed more towards productiveand effective achievement of commonpurposeIt adds definiteness to the objectives to beaccomplished by allocating the duties andresponsibilities to the individual members.

Organisation and Morale In every organisation people are workingwithin a subtle environment of attitudes.Each employee has attitudes that range overthe entire spectrum of human behaviour.Understanding and managing employee’sbehavior in the work organisations becomechallenging jobs for managers because ofcomplexities involved in the process.The emerging problem of stimulating afeeling of togetherness, a sense ofidentification with the job has affected theEMPLOYEE’S MORALE

Morale“ It is a state of mind & emotions affectingthe attitude & willingness to work, which inturn, affects individual & organisationalobjectives”

Morale Morale is the mental attitude of individual or of a group,which enables the employee to realise that the maximumsatisfaction of his drives coincides with the fulfilment ofthe objective or the concernMorale is used to describe about overall “tone” or“climate” prevailing in members of group, society orassociationIn the context of civil service morale, the term is used todescribe the overall attitudes of a civil servantcollectively towards, all aspects of their work- the job,supervisor, fellow civil servants, working conditions, overallecology of administration etc.

MoraleMorale has been defined in terms of What it is?It is an attitude of mind & esprit de corps, a state of well being & an emotionalforce.” What does it do?It affects output, the quality of a product, costs, co-operation, enthusiasm,discipline, initiative & other ingredients of success. Where does it reside?It resides in the minds & emotions of individuals & in the reactions of their groupor groups.What does it affect?It affects an employee’s or a group’s willingness to work & cooperate in the bestinterest’s of the individuals, groups & the organisations for which they work.Whom does it affect? It affects the employees & executives in their interactions. Ultimately, it affectsthe consumers & the community.Morale regarded as Individual Phenomenon as well as Group Phenomenon

Morale and Culture Culture is the personality of an organisation, itis deeply rooted and taken for granted. Cultureguides emplyees on how to think,feel and act.Employee sense of morale is a key componentof organisational culture.If low morale or negativity grab hold, andbecomes the “Culture”, it can break theemployee causing great damage to theeffectiveness of the organistionAnd Culture always wins.

Morale and Motivation Two concepts are inter-related but differ from each other Morale is composite of attitude and feelings whereasmotivation is the process of inspiring peopleMoral is a group Phenomenon while motivation isbasically an Individual’s willingness to workMorale indicates predisposition towards all aspects ofwork but motivation towards the job itself.Morale is a function of group relationships, whilemotivation is of needs and incentivesMorale is concerned with the mobilisation ofsentiments while motivation is with energymobilisation

Types of Morale Morale is referred to:-High Morale-Low MoraleHigh Morale exists when employee attitudesare favourable to the total situation of a groupand to the attainment of its objectivesRepresented by terms such as team spirit,zeal, enthusiasm, loyality, dependability andresistance to frustration

Types of MoraleLow Morale exists when attitudes inhibit thewillingness and ability of an organisation toattain its objectivesDescribed by phrases such as apathy,bickering, jealousy, pessimism, disobedienceof the orders of the leader, lack of interest inone’s job and laziness

Indicators of High Morale Willing cooperation for the attainment oforganisational objectivesLoyalty to the organizationGood discipline and conformance with rules,regulation and ordersStrong organisational staminaHigh degree of interest in the jobDisplay of initiativePride in the organisation

Indicators of Low Morale Work place conflicts- interpersonal andinterdepartmental.Sense of negativity, lack of cooperationLack of sense of belongingness,Absenteeism/ turnoverStress.Trouble with the supervisor.Performance shortcomings.Lack of pride in work.Wastage & Spoilage.High labour turnover .Increase in insignificant complaints, He said/ shesaid syndrome

Indicators for Measuring Morale ,Morale is an intangible & subjective concept it cannotbe directly measured or evaluated.A properly designed programme has, therefore, to beutilised to test the morale of individuals in anorganization.Morale can be measured by the using followingindicators:Morale survey,Productivity, Absenteeism,Grievancec,Need for Discipline,Quality record,counselling,training reports,QuestionnairesSpeaking with departing personnelEmployee turnoverObservationFatigue and monotomy,Waste and scrap,reports of General Meetingsexit interviews,suggestion system, complaint box systemCompany records & Reports.Outside Consultants

Initiatives for Building High Morale Morale building is a dynamic and perpetual exercise.Both individual and collective efforts are required to developand maintain high moraleInitiatives required towards improving morale could be: Prompt settlement of Grievances,Collective Bargaining regarding service conditions,Joint consultation in the decision making process, RewardingAchievements,Sharing of information with employees,Employee Counselling,Team buildingRegular feedbackTraining & Development

Initiatives for Building High Morale Good leadership, Fair treatment,Proper working conditions,Attitude surveys,Flow of communication,Use of bulletin boards,Conflit handling,Review meetings.Job satisfaction.Active participation.Friendly atmosphereMotivation: effective tools for Moralebuilding

Motivation:effective tools for Morale building Motivation is the process by which InnerStriving Condition which activates or moves individualinto action and continues him in the course of actionenthusiastically. Motivation is the art of stimulating someone oroneself to take desired course of action. Motivation is not a simple concept; instead it pertainsto various drives, desires, needs, wishes and otherforces. Administrators motivate by providing an environmentthat induce organisation members to contribute. Theories of motivation studied and used towardsimproving morale are as follows:

Theories of Motivation Maslow’s Hierarchy of NeedsFredrick Herzberg’s Two-Factor theoryDouglas McGregor’s - X and Y theoryDavid McCellands’s achievement motivation theoryAlderfer’s ERG theoryVroom’s Expectancy theory (VIE)Porter-Lawler model of motivationAdam’s Equity theoryOuchi’s theory ZFear and Punishment theoryReward theoryCarrot and Stick theory

Significance of Morale Importace of morale can not be overemphasised as positive morale:-influances the productivity of a group-reduces the amount of supervision-reduces employee turnover, waste and strike-willing cooperation-loyalty to the organisation and leader-good discipline etc.

Status of Morale in Indian Civil Service The demoralising effect of the followingreasons have resulted in the destruction ofmorale of the bureaucracy. These are: Blind, unquestioning obedience Main criterion for placementPower-seeking behaviour of politicians and self-seekingbehaviour of civil servantsCorruptionPoliticisation resulting in political-cum-policy cobwebAdhocism in appoinmentsDiscrimination on the basis of caste, regionInter-cadre tensionsBye-passing seniority

Focus on the following is needed Sense of Belonging among employeesSense of Unity of PurposeSound Superior- subordinate relationshipVisionary at the topEmployee’s clarity about goals

Fredrick Herzberg’s Two-Factor theory Douglas McGregor’s - X and Y theory David McCellands’s achievement motivation theory Alderfer’s ERG theory Vroom’s Expectancy theory (VIE) Porter-Lawler model of motivation Adam’s Equity theory Ouchi’s theory Z Fear and Punishme