unit iv hrm, morale
DESCRIPTION
this is related to the HRM student ,and the topiic of MORALE &job satisfaction.TRANSCRIPT
MORALE
Morale
A mental condition or attitudes of individuals and groups which determines their willingness to cooperate.
Importance of Morale
Factors influencing Morale
Nature of work Working Conditions Supervision Interpersonal relations Management policies Personal factors
Measurement of Morale
Observation Attitude or Morale surveys
Interview Method Questionnaire Method
Company Records and Reports
Measures for Building high Morale
Proper work environment Job security Sound compensation system Sound promotion Policy Creation of whole jobs Job enrichment Grievance procedure Suggestion schemes Employee counseling Worker’s participation in management
Impact of Morale on Productivity
High MoraleHigh productivity
Low MoraleHigh Productivity
High moraleLow Productivity
Low MoraleLow Productivity
Low Productivity
High Productivity
High Morale Low Morale
Job Satisfaction
Job Satisfaction
Job Satisfaction is the end feeling of a person after performing a task.
Determinants of job Satisfaction
Environmental Factors Job content Occupational level Pay and promotion Work group Supervision
Personal factors Age Gender Education level Marital Status Experience
Theories of Job satisfaction
Need fulfillment theory Equity theory Two factor theory Discrepancy theory Equity-discrepancy theory Social reference group theory
Measurement of job satisfaction
Job Satisfaction Index (Hoppock) S-D (Satisfaction - Dissatisfaction) by
Pestonjee Job Management Social Relations Personal Adjustment
Counseling
Counseling
Counseling is the mean by which one person helps another through purposeful conversation.
Counseling is a method of identifying practical solutions to life or work related problem.
Essential Elements
An empathic relationship The counselor and client relate well The counselor sticks closely to the client’s
problem The client feels free to say what they like An atmosphere of mutual trust and
confidence exist
Types of Counseling
Directive Non-directive Co-operative
Employee Health
Working conditions affecting health
Cleanliness Lighting Temperature and ventilation Freedom from noise Dust control Working space and seating arrangement
Occupational hazards
Chemical substance Biological hazards Environmental hazards Atmospheric conditions
Protection against health hazards
Preventive measures Curative measures
Statutory provisions concerning Health
Cleanliness Disposal of waste Ventilation and temperature Dust and fumes Artificial humidification Overcrowding(14.2 cubic meters) Lighting Drinking water
Employee Safety
Employee Safety
An Industrial Accident is “an occurrence in an industrial establishment causing bodily injury to a person which makes him unfit to resume his duties in the next 48 hours.”
- the factories act 1948
Records and measurement of accidents
Accidents frequency rate =
No of injuries x 10,00,000
Total no of men hours worked
Accidents Severity rate =
No of men day lost x 10,00,000
Total no of men hours worked
Causes of industrial accidents
Unsafe Conditions The job itself Work schedules Psychological conditions Machinery and equipments
Unsafe acts Miscellaneous causes
Measures to ensure Industrial safety
Safety policy Safety committee Safety engineering
Guarding of machines Material handling equipment Safety devices Plan maintenance
Safety education and training Role of government (Safety and Health Accidents
reduction Plans)
Safety provisions under the Factories Act
Fencing of machinery Work on or near machinery in motion Employment of young persons on dangerous Machines Striking gears and devices for cutting off power Self-acting machines Casing of new machinery Prohibition of employment of women and children near cotton
openers Hoists and lifts Lifting machines, chains, ropes and lifting Tackles Revolving machinery
Pressure plant Floors, Stairs and means of access Excessive weights Protection of eyes Precautions against dangerous fumes Precautions regarding the use of portable electric
lights Precautions against explosive or inflammable dust,
gas etc Precautions in case of fire Safety officers
Employee welfare
“The efforts to make life worth living for workmen.”
- Oxford Dictionary
“ Labor welfare means anything done for the comfort and improvement, intellectual or social, of the employees over and above the wages paid which is not a necessity of the industry.”
- Arthur James Todd
Importance of Employee Welfare
Agencies of Employee Welfare
Central Government (Acts like Factories Act, Mines Act etc) State Government Employers (Like TISCO, SAHARA etc) Trade Unions (Ahmedabad Textile Labor Association, Mazdoor
Sabha etc) Other agencies (Social Service League, Seva sadan Society, the
Depressed classes Mission Society)
Types of Welfare Services
Intramural Extra-mural
Hosing Education Transportation Recreation Consumer cooperative stores
Statutory provisions concerning employee welfare
The Factories Act,1948 (First Aid Box, rest room, Lunch room on 150 workers, Ambulance & Welfare Officer on 500 workers, canteen on 250 workers, Crèche on 30 women workers)
The Plantation Labor Act,1951 (canteen for 150 workers, Crèche for 50 women workers, educational Facilities for 25 children between 6 to 12, Housing Facilities,
sickness allowances, Welfare Officers for 300 workers)
The Mines Act,1952 ( crèche for 50 workers, rest room, Lunch room on 150
workers, canteen on 250 workers)
The Contract Labor (Regulation and Abolition) Act,1970
Quality Circles
A Quality Circle is a small group of employees from the same work area which meets the regularly to identify, analyze and solve Quality and other work related problems.
How to make Quality Circles effective
Top management support Education and training of managers &
workers Timely implementation of ideas generated by
Quality circles Sharing gain in productivity with workers Facilities for meetings & discussions Regular monitoring of working of Quality
circles.
Composition of Quality Circle
Members
Leader
Facilitator & Coordinator
Steering committee
Executive Committee
Quality Circle Operations
Problem collection Problem selection Problem analysis Problem solution Management Presentation Implementation and Review & follow-up