7201879 motivation and morale

8/9/2019 7201879 Motivation and Morale

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Morale Studies,

Motivation Theories& Personnel

ResearchTeam Work by,

Annette Fernandes - Roll No.11 Deepali Mane- Roll No.14Ganesh Shinde - Roll No.25 Jesna Jose - Roll

No.43Mitali Chemburkar - Roll No.05 Nasreen Shaikh

-Roll No.48Saju John - Roll No.58


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Morale

It is a state of mind & emotions

affecting the attitude & willingness to

work, which in turn, affects individual

& organisation objective

- Theo Haimann


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What is Morale??

It is an attitude of mind & esprit de corps, astate of well being & an emotional force.

What does it do??

It affects output, the quality of a product, costs,

co-operation, enthusiasm, discipline, initiative& other ingredients of success.


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Where does it reside??

It resides in the minds & emotions of individuals &

in the reactions of their group or groups.

What does it affect??

It affects an employees or a groups willingness to

work & cooperate in the best interests of theindividuals, groups & the organisations for whichthey work.

Whom does it affect??

It affects the employees & executives in theirinteractions. Ultimately, it affects the consumers &the community.


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Measures of Morale :

Observation

General Meetings

Questionnaires Company records & Reports.

Speaking with departing personnel

Outside Consultants


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Indicators of Low Morale

Work place conflicts.

Absenteeism/ Lateness

Stress. Trouble with the supervisor.

Performance shortcomings.

Lack of pride in work.

Wastage & Spoilage.

High labour turnover.


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Improving Morale

Research indicates that the number one causeof conflict & low morale at work is the way thepeople communicate with each other.

Communicate! is a program of continuousmorale boosting communication & educationfor all employees.

Theres only one way to know howgood morale really is in your company

ask the people who work there.


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Ways of improving

morale :

1. Effective Communication.

2. Review meetings. 3. Counseling.4. Job satisfaction.5. Active participation.6. Friendly atmosphere.


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Effective tools for Morale

building Motivation

Team building

Make time for people

Provide regular feedback

Training & Development

Provide Leadership


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Motivation


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IGNITE THE SPARK WITHIN

What is missing is the SPARKA Spark Called Motivation

What is Motivation ?

Motivation is the process by which Inner StrivingCondition which activates or moves individual intoaction and continues himin the course of action enthusiastically.

Motivation is the art of stimulating someone oroneself to take desired course of action.Motivation means a process of stimulating people to

action to accomplish desired goals.


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Motivation is the driving force in our lives It Comes from a desire to succeed. Without success there

is little pride in life. No enjoyment or excitement atwork or at home

Difference between Inspiration & Motivation

Inspiration Motivation Inspiration is Motivation is

Change in thinking Change in Action

Motive As an inner-state that energizes activities anddirects the behaviour of individuals towards certain goals

M H


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Mas ows H erarc y oNeeds

Level of hierarchy of Needs - from

lowest to highestExtrinsicFactors

InstrinsicFactors

Food, Shelter,Air, Clothing

Protectionagainst

Danger, Threatsor Harm, Job

Security

Love &

Affections,Friendship,Publicrelations,Status or Goodwill

SocialNeeds Prestige,

Selfrespect,

Confidence, Courage,Autonomy,Achieveme

nt,Appreciatio

n,

Recognition

Self Growthby carrierPlans,Talent,

Knowledge,Power, JobResponsibility

Esteem

Needs

Growth

UpperLevel

Lower level

Physiological

Needs

SafetyNeeds

1

2

3

4

5


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Assumptions of Maslows

Theory

Man is a wanting animalSatisfied needs looses its capacity

Mans needs have a hierarchy


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Fredrick Herzbergs Two-FactorTheory

Two Factors Motivation Model

HygieneFactors

Motivational Factors

SatisfiersDissatisfiers

CompanyPolicy,Administration,Salary, Job

Security, Grouprelationsstatus,WorkingConditions,Communication.

Negative X

Achievements,Advancements,Recognition,

GrowthOpportunities,Power & Workitself.

Positive Y Theory

Employee

Goaloriented


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Job Enlargement:

Challenging by increasing expected outputAdding other tasks to the job

Rotating the assignments

Job Enrichment:Removing some controls with retaining accountability

Increasing Accountability

Granting additional authority

Introducing new and more difficult tasks not handledpreviously

Specific and Specialised tasks to make experts

Motivational Factors


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Traditional Theory or Theory XAssumptions of X-Theory

Workers are not interested to work Fear alone can force action Workers are passive as they prefer security Money alone can make people work Labour only a factor of production Authority synonymous with control

Lack of ambition, dislikes responsibility Self centered and indifferent to organisationalneeds.

Douglas McGregor -Theory X andTheory Y


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Modern Theory or Theory Y

Assumptions of Y Theory

Work is reward in itself Inherent sense of responsibility Recognition Financial Reward Decision making ability not themonopoly of a few Democratic nature


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Theory XTraditional

Boss-ship

No AmbitionPessimistic

Theory Y

Modern

Leadership

Optimistic

Ambition


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There are three major relevant motives or

needs in workplace situations.This theory isclosely assosciated with the achievement

motive. These motives are:

- The need for Achievement- The need for Application

- The need for Power

David McCellandss

Theory


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Attain personal responsibility for findingsolutions to problems.

Immediate feedback information

Moderately Challenging goals

Accomplishing a task intrinsically satisfying

Seek Situations


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Achievers closely align with qualitiesnecessary for successful entrepreneurship.

High achievers are attracted to

commissioned sales They like to involve themselves withchallenging risks

Need rapid feedback

Opportunities to influence the outcome

Habitually spend

Characteristics


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Rewards &

AchievementsGet more raises in Salary, perks and extrafringe benefits

Promoted faster.

Organisations with many such people growsfaster and earns more profit


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Human beings are difficult to research and it isdifficult to say which theory of motivation

stands completely valid and acceptable.

All things do not mean the same to all men.

Topic of motivation is an inter relationship

type of topic in that worker and the job arecontinually in interplay one with the other.

Conclusion


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Personnel Research


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Meaning

Personnel research as defined by Jucius, is the task ofsearching for and analyzing of facts to the end thatpersonnel problems may be solved or principles andlaws governing their solution derived.

In simple words it provides a way of taking anobjective look at problems and developing policies andprocedures based on facts obtained through scientificstudy rather than opinions resulting from personal

experiences.


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Why personnel


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Why personnelresearch?

Personnel Managers have started to use research

findings to solve human problems and to improvemanagement practices. Most managers now rely on

research findings for such problems as absenteeism,

motivation, wages and attitudes of employees towards

their jobs and organisations :

1. To build upon existing knowledge.

2. Appraisal of proposed programmes and activities.

3. Evaluation of current and new policies andpractices.

4. Anticipation of personnel problems.


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Methods & Tools ofPersonnel Research

Research is a selection of factson a specific problem and a

search for trends and patternsthat will help in solving this

problem. We will briefly explain

five approaches to PersonnelResearch :


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1. Case Studies :Case studies investigate a specificproblem of an organisation or of an individual in anorganisation. The case presents the relative facts andthe context of the problem. It presents the series of

action/decisions undertaken for the problem understudy.Case studies identify and establish problems,objectives and alternative courses of action. Havingevaluated the alternatives they choose the most

feasible action plan to solve the problem.


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2. Historical Studies:

Historical Studies are used to trace the developmentof problems in order to understand them and isolatepossible causative factor. They offer a perspective ofcurrent events in view of similar past experiences.The essence of historical studies is their systematicinvestigation on a time span or longitudinaldimensions.One major problem of historical studies is the time

gap between the occurrence of an event and itsanalysis. Historical Studies take a long time and forthat reason are costly.


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3. Survey Research :

Survey Research is used for problems requiring asystematic collection of data from a population or a

representative sample of population through personcontact.Limitations :a. Willingness of the sample to desired information.b. Time limitation.

c. Considerable investment of manpower and time.


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4. Exploratory Studies :

Exploratory Studies emphasises the discovery of ideasand insights in seeking familiarity with a phenomenonor in achieving new and or greater insights in order toformulate the precise problem or develop hypothesis.Exploratory Studies are not terminal and just astarting point of a large study, they are very usefulin formulating hypothesis for subsequent tests. Theyprovide sufficient flexibility in information

collection and are less demanding in terms of time andcost.


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5. Experimental Studies :

Experimental Studies consist of investigating theeffect of one condition on behaviour,attitudes,opinions, etc., while controlling others toestablish a casual relationship between any two

variables, conditions, or situations. It helps inisolating a single variable that influences aphenomenon thus making its occurrence morepredictable and controllable.

Experimental Studies is a rigorous method if aresearcher can demonstrate proximity between realand simulated situations. It is extremely useful inunderstanding industrial behaviour.


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Process of PersonnelResearch :

To carry out personnel research a soundknowledge of the process of research, thevarious steps followed in research i.e.- from

identification of the problem to the drawing of

conclusion - and the methods of data collectionare extremely important.


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1. Statement of Purpose :

The researcher must point out what he proposes to do and whyand how the research could be useful. The statement of purposeshould also point out that the given problem the presentresearch is the most parsimonious way of seeking answers oralternatively

that the purpose could not have been achieved withoutcarrying on this research.

2. Statement of Problem :

The most important step in personnel research is to state theproblem concretly and explicitly. Once the problem is clearlyidentified the next step is to develop the hypothesis of thesuggested answers. The final step is defining the concept.


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3. Statement of Method andprocedure :

Method and procedure refer to the arrangement of condition forcollecting data in a manner that ensures relevance and economy.

Method and procedure will differ depending upon the nature ofresearch problems and hypothesis. An important part in this section isthe identification and selection of a sample group.The researcher also has to mention what is dependant and independentvariables are. Dependant variables are the reactions, responses andbehaviour. An independent variable is one who effect on dependantvariable is to be seen. Next is to consider method of data collection,questionnaire, rating scale, interview or simple observation ofbehaviour.


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4. Statement of Results :

Results based on information collected refer to the relationship of

dependant- independent variable. They may support or reject thehypothesis. A clear statement concerning the acceptance orrejection of the hypothesis is the key function of results.Application of statistics quantifies the data, facilitates analysisand summarises the data to permit generalisation.


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5. Statement of Analysis and

Implications :

The personnel researcher must visualize the implications of theresult and utilize them for policy formulation and decision-

making. The result should not be narrowly viewed to find only theanswer to the problem faced. It should also be seen in a largerperspective which may support a theory or a conceptualframework. The personnel researcher ought to point out thelimitation of a study because this will open avenues for future

research. The ultimate aim of a personnel research is productionof organisational behaviour and this possible if a large number ofvariables are tested and their effect on behaviour is established.The findings from research studies are of little or no value unlessthey are translated into personnel policies and practices.


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Summary :

Personnel Research is an important activity of

personnel manager. It helps in reviewingexisting personnel policies and developingmore effective systems. It also helps in

anticipating personnel problems and building

up existing body of knowledge.


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THANK YOU

7201879 motivation and morale

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