motivation and morale

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Morale Studies, Motivation Theories & Personnel Research Team Work by, Annette Fernandes - Roll No.11 Deepali Mane - Roll No.14 Ganesh Shinde - Roll No.25 Jesna Jose - Roll No.43 Mitali Chemburkar - Roll No.05 Nasreen Shaikh -Roll No.48 Saju John - Roll No.58

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Page 1: Motivation and Morale

Morale Studies, Motivation Theories

& Personnel Research

Team Work by, Annette Fernandes - Roll No.11 Deepali Mane - Roll No.14 Ganesh Shinde - Roll No.25 Jesna Jose - Roll No.43 Mitali Chemburkar - Roll No.05 Nasreen Shaikh -Roll No.48 Saju John - Roll No.58

Page 2: Motivation and Morale

Morale

“It is a state of mind & emotions affecting the attitude & willingness

to work, which in turn, affects individual & organisation objective”

- Theo Haimann

Page 3: Motivation and Morale

What is Morale??

“It is an attitude of mind & esprit de corps, a state 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.

Page 4: Motivation and Morale

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 employee’s or a group’s willingness to work & cooperate in the best interest’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 affects the consumers & the community.

Page 5: Motivation and Morale

Measurement of Morale

Morale is an intangible & subjective concept it cannot be directly measured or evaluated. A properly designed programme has, therefore, to be utilised to test the morale of individuals in an organization.

Page 6: Motivation and Morale

Measures of Morale :

• Observation• General Meetings• Questionnaires• Company records & Reports.• Speaking with departing personnel•Outside Consultants

Page 7: Motivation and Morale

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.

Page 8: Motivation and Morale

Improving Morale

Research indicates that the number one cause of conflict & low morale at work is the way the people communicate with each other. Communicate! is a program of continuous morale boosting communication & education for all employees.

“There’s only one way to know how good morale really is in your

company ask the people who work there.”

Page 9: Motivation and Morale

Ways of improving morale :

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

Page 10: Motivation and Morale

Effective tools for Morale building

• Motivation• Team building• Make time for people• Provide regular feedback• Training & Development• Provide Leadership

Page 11: Motivation and Morale

Motivation

Page 12: Motivation and Morale

IGNITE THE SPARK WITHIN

What is missing is the “SPARK”A Spark Called “Motivation”

What is Motivation ?

Motivation is the process by which Inner Striving Condition which activates or moves individual into action and continues himin the course of action enthusiastically.

“Motivation is the art of stimulating someone or oneself to take desired course of action”.

“Motivation means a process of stimulating people to action to accomplish desired goals”.

Page 13: Motivation and Morale

Motivation is the driving force in our livesIt Comes from a desire to succeed. Without success there is little pride in life. No enjoyment or excitement at work 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 and directs the behaviour of individuals towards

certain goals

Page 14: Motivation and Morale

Maslow’s Hierarchy of Needs Level of hierarchy of Needs - from lowest to highestExtrinsic

FactorsInstrinsic Factors

Food, Shelter, Air, Clothing

Protection against Danger, Threats or Harm, Job Security

Love & Affections, Friendship,Public relations,Status or Goodwill

Social NeedsPrestige, Self

respect, Confidence,

Courage, Autonomy,

Achievement, Appreciation, Recognition

Self Growth by carrier Plans, Talent, Knowledge, Power, Job Responsibility

Esteem Needs

Growth

Upper Level

Lower level

Physiological Needs

SafetyNeeds

1

2

3

45

Page 15: Motivation and Morale

Assumptions of Maslow’s Theory

Man is a wanting animalSatisfied needs looses its capacityMan’s needs have a hierarchy

Page 16: Motivation and Morale

Fredrick Herzberg’s Two-Factor Theory

Two Factors Motivation Model

Hygiene Factors

Motivational Factors

SatisfiersDissatisfiers

Company Policy, Administration, Salary, Job Security, Group relations status,Working Conditions,Communication.

Negative – X Theory

Achievements, Advancements, Recognition, Growth Opportunities, Power & Work itself.

Positive –Y Theory Employee

Goal oriented

Page 17: Motivation and Morale

Job Enlargement: Challenging by increasing expected output

Adding other tasks to the jobRotating the assignments

Job Enrichment:Removing some controls with retaining

accountabilityIncreasing Accountability

Granting additional authorityIntroducing new and more difficult tasks not

handled previouslySpecific and Specialised tasks to make experts

Motivational Factors

Page 18: Motivation and Morale

Traditional Theory or Theory ‘X’

Assumptions 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 organisational needs.

Douglas McGregor -Theory X and Theory Y

Page 19: Motivation and Morale

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 the monopoly of a few Democratic nature

Page 20: Motivation and Morale

Theory ‘X’

Traditional

Boss-ship

No Ambition

Pessimistic

Theory ‘Y’

Modern

Leadership

Optimistic

Ambition

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There are three major relevant motives or needs in workplace situations.This theory is closely assosciated with the achievement motive. These motives are:

- The need for Achievement- The need for Application- The need for Power

David McCellands’s Theory

Page 22: Motivation and Morale

Attain personal responsibility for finding solutions to problems. Immediate feedback information Moderately Challenging goals Accomplishing a task intrinsically satisfying

Seek Situations

Page 23: Motivation and Morale

Achievers closely align with qualities necessary for successful entrepreneurship. High achievers are attracted to commissioned sales They like to involve themselves with challenging risks Need rapid feedback Opportunities to influence the outcome Habitually spend

Characteristics

Page 24: Motivation and Morale

Rewards & Achievements

Get more raises in Salary, perks and extra fringe benefits Promoted faster. Organisations with many such people grows faster and earns more profit

Page 25: Motivation and Morale

Human beings are difficult to research and it is difficult 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 are continually in interplay one with the other.

Conclusion

Page 26: Motivation and Morale

Personnel Research

Page 27: Motivation and Morale

MeaningPersonnel research as defined by Jucius, “is the task of searching for and analyzing of facts to the end that personnel problems may be solved or principles and laws governing their solution derived.”

In simple words it provides a way of taking an objective look at problems and developing policies and procedures based on facts obtained through scientific study rather than opinions resulting from personal experiences.

Page 28: Motivation and Morale

Purpose of ResearchThe purpose of research is to seek answers to problems through the application of scientific methodology which guarantees that the information is reliable and unbiased.

Research has the following advantages:to measure and evaluate present conditions

to predict future conditions, events and behavioural patterns

to evaluate the effects and results of current policies, programmes and practices

to provide an objective basis for revision of current policies, programmes and practices

to appraise proposed policies, programmes and activities

to keep management abreast of its competitors by replacing old products by new products, old techniques by new techniques & old organisational practices by new old organisational practices and

to discover ways and means of strengthening the abilities and attitudes of employees at a good or a high level and on a continuing basis.

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Why personnel research?

Personnel Managers have started to use researchfindings to solve human problems and to improvemanagement practices. Most managers now rely onresearch findings for such problems as absenteeism,motivation, wages and attitudes of employees towardstheir 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 of Personnel Research

Research is a selection of facts on a specific problem and a search for trends and patterns that will help in solving this problem. We will briefly explain five approaches to Personnel Research :

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

Page 32: Motivation and Morale

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 timegap 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 arepresentative sample of population through person contact.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 ideas and 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 informationcollection and are less demanding in terms of time andcost.

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5. Experimental Studies :

Experimental Studies consist of investigating the effect of one condition on behaviour, attitudes,opinions, etc., while controlling others to establish a casual relationship between any two variables, conditions, or situations. It helps in isolating a single variable that influences a phenomenon thus making its occurrence more predictable and controllable.Experimental Studies is a rigorous method if a researcher can demonstrate proximity between real and simulated situations. It is extremely useful in understanding industrial behaviour.

Page 36: Motivation and Morale

Process of Personnel Research :

To carry out personnel research a sound knowledge of the process of research, the

various steps followed in research i.e.- from identification of the problem to the drawing of conclusion - and the methods

of data collection are extremely important.

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1. Statement of Purpose :

The researcher must point out what he proposes to do and why and how the research could be useful. The statement of purpose should also point out that the given problem the present research is the most parsimonious way of seeking answers or alternativelythat the purpose could not have been achieved without carrying on this research.

2. Statement of Problem :

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

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3. Statement of Method and procedure :

Method and procedure refer to the arrangement of condition for collecting data in a manner that ensures relevance and economy. Method and procedure will differ depending upon the nature of research 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 independent variables are. Dependant variables are the reactions, responses and behaviour. An independent variable is one who effect on dependant variable is to be seen. Next is to consider method of data collection, questionnaire, rating scale, interview or simple observation of behaviour.

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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 the hypothesis. A clear statement concerning the acceptance or rejection of the hypothesis is the key function of results. Application of statistics quantifies the data, facilitates analysis and summarises the data to permit generalisation.

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5. Statement of Analysis and Implications :

The personnel researcher must visualize the implications of the result and utilize them for policy formulation and decision-making. The result should not be narrowly viewed to find only the answer to the problem faced. It should also be seen in a larger perspective which may support a theory or a conceptual framework. The personnel researcher ought to point out the limitation of a study because this will open avenues for future research. The ultimate aim of a personnel research is production of organisational behaviour and this possible if a large number of variables are tested and their effect on behaviour is established. The findings from research studies are of little or no value unless they are translated into personnel policies and practices.

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Summary :

Personnel Research is an important activity of personnel manager. It helps in reviewing existing personnel policies and developing more effective systems. It also helps in anticipating personnel problems

and building up existing body of knowledge.

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THANK YOU