Boosting Worker Morale Based on Sociological Concepts - Essay Example

?BOOSTING WORKER MORALE BASED ON SOCIOLOGICAL CONCEPTS In the modern organizational management, employees areregarded the core actors in organization operations and very valuable assets in an organization. The employee good interaction with other organizational aspects leads to employees’ morale advancement. According to Kleiner (2003, p. 53), the employees morale has a significant impact to their (employees) job performance. The employees’ mental status in relation to their organization is what is referred to as employee morale. The employees’ morale is therefore the core determinant of the organization identity and health (Smith 1996, p.143). Smith (1996, p.143) further observed that, high morale among workers is very important in the performance of an organization as it serves as compensation for the organization’s weak areas. Therefore, high morale is equated to innovation and invention, job respect, workers commitment to the organization, job satisfaction, the desire of the employee to meet the organizations objective and goals as well as hiking the organizations profit and performance (Kleiner 2003, p. 53). On the other hand, low employee performance leads to increase in operational cost, frequent absenteeism among employees, poor service delivery, strikes and complains minimal work motivation, and reduction creativity and innovation (Cappelli 1997, p. 210). In general, morale has to do with individual characteristics and define the level of personal satisfaction which increases or reduces the need to produce best results in any activity (Guion 1958, p. 60). Glimmer (1961, p 313) stated that, morale serves as an attitude and relationship respondent of the people to the job status which has an impact on the behavior of the employee within the organization. Additionally, good morale in an organization is responsible of group interaction and workable team work. Measure necessary in boosting the morale the organization staff and volunteer The employees’ spirit to work is prone to fall most specifically when they (employee) feel their effort in the organization is devalued by the management. Reduction of the working spirit results to less motivated and unproductive staff (Kleiner 2003, p. 58). It’s therefore the responsibility of the management to appreciate the employee effort to maintain the working morale. The following measures are very beneficial in improving the employees’ morale To start with, the employees and volunteers require respectful treatment. Irrespective of their position in the organization, respectful treatment is very important in improving and maintaining the working morale. According to Guion (1958, p. 61) employees appreciate the respect and recognition of their contribution in an organization. In case of disagreement between the management and the employees’, honorable method of solving problem should be upheld to avoid employee demoralization. To ensure respect to employees, the management should not swear under any situation as swearing diminishes the employee hope for job continuity which is tantamount to the reduction of the employee working morale (Guion 1958, p. 61). Additionally, to increases the employees work morale the management should not ignore any staff or volunteer contribution in presence of other employees. Appreciation in public improves the staff self actualization which results to improved morale. Furthermore, to improve the staffs and volunteer morale, the management should also use courtesy words to their employees such as thank you, welcome among other. Such words portray respect to the employees hence advancing their morale (Kleiner 2003, p. 60). Secondly, the employees’ recognition programs are very helpful in improving the staff and volunteer morale. According to Smith (1996, p. 145), the main causes of the employees morale reduction, is lack of appreciation to their effort. The best employees in an organization are greatly humiliated by lack of management appreciation. The program core purpose is to recognize the outstanding performer in the organization, appreciate their effort and distinct them from others. The performance rating should be categorized in terms of departments. Each department should produce their best performing worker to enhance harmonious distribution of rewards (Smith 1996, p. 145). The selection methodology and criteria should be well understood by all employees to avoid complains and mistrust after the nomination. The best performer should also be rewarded with a tangible and valuable reward accompanied by an appreciation certificate. Employee recognition program increases performance competition within the organization workers which is tantamount to improvement of the employee morale. It also serves as an incentive to other staff to up their games for the reward. Furthermore, those employees who perform beyond their regular duties should be appreciated with valuable rewards. In this case, overtime work should be enumerated according to the employee desire. There are some employees who would like to be rewarded with extra money while other would wish to have extended vocational holiday to spend time with their families (Smith 1996, p. 146) According to Jerome and Kliner (1995, p. 180), frequent meeting between the employee and the management to discuss the disturbing issues in the organization is another important morale booster. The meetings should be help either between the management and the entire staff members or between the management and the staff representative. The management should affirm to the employees that they are always available and committed to solve the problem affecting the employee in their daily activities in the organization (Jerome and Kliner, 1995, p. 181). While introducing a new policy in an organization, the management should seek for feedback or reactions from the employee (Jerome and Kliner 1995, p. 181). A prompt action toward solving an emerged problem is also very important in enhancing high morale. Therefore, to enhance good morale, seeking and addressing the employee’s problem is very important. Additionally, to confirm whether the employees are satisfied with the manner in which a problem have been solved, the management should conduct employee satisfaction survey. The survey helps in identifying the reason why the employees are not satisfied. The uncovered issues in the survey should be addressed immediately and thoroughly to avoid workers demoralization (Jerome and Kliner 1995, p. 181). Frequent employee training is also another very important contributor to morale advancement (John 2005, p. 127). In the modern technologically oriented world, frequent and up to date training is very important. Training improves the quality of the services offered by the employees and volunteers to the organization. In most cases, it the ultimate desire for any employee to offer quality services to the employer therefore, training is very fundamental in improving the workers morale toward quality service delivery. Lack of frequent training can be taken by the employees as disregard by the employer to their career development. On the other hand, frequent training shows that, the employer is committed towards the employee professional development. The employees’ trainings are mostly done in conferences, symposiums, and in lecture hall by competent and reputable trainers (John 2005, p. 127). James and Edward (2007, p. 182) observed that, personal attachment between the employees and the employer plays a very crucial role in advancing the employees’ morale. Free association between the employee and the employer leads to the enjoyment of the working environment by the employee. Social personal interaction can be facilitated by organizing team parties and outings designed for interaction purposes. Outings and tours create an interaction platform between the employee and the employer. Additionally, community service projects are very helpful in enhancing personal interaction between the management and the staff. Some of the very helpful project in the organizational setting includes joining the public in cleaning the environment, organizing civic education to the general public as well as organizing and funding sporting events. Staff members have been said to enjoy when giving back to the community. Frequent interaction platform also help the employees in gaining some team work skills which are relevant in their performance (James and Edward, 2007, p.182). The working morale is also boosted by good payment and fair promotions. Good payment improves the employees’ social living standard which is the main contributor to morale advancement (Johnrud 1996, p. 40). Payment should be equal to the input of the employees to the organization. On the other hand, promotion should be conducted fairly based on individual performance and academic merit. Unfair promotion reduces the employees’ morale and in consequence it increases employees’ involvement in awkward means of getting promotion (Johnrud 1996, p. 40). Giving of bonuses is another better ways of showing appreciation to the workers. Additionally, the employers should try their level best to avoid the layoffs and cutbacks. Employees are squarely demoralized when they are aware that their jobs are at risk. Layoffs should be the very last resort while all the other available alternatives have failed. In the situation where the jobs have to be cut, the employees must be thoroughly informed on the procedure to be followed in selection of the employees to be eliminated. Furthermore, employees should be informed early enough on the possibility of the layoffs to facilitate proper budgeting (Hickey 1984, p. 76). Conclusion In general, demoralized employee is unproductive employee. The organization management should therefore come up with policies and ideologies which will make the working places the most enjoyable place for workers. Good morale boosters should be enhanced in work setting to improve the employee spirit of work. Well motivated workers are very effective in the service delivery. Additionally, workers with good morale encourage and attract other more competent employees to the organization. Therefore, to attract more employees in the organization and to increase the organization productivity, employees need to be well motivated. References Cappelli, P. (1997). Change at work. New York, NY: Oxford university press. PRINT James, O and Edward, E. (2007). The new American workplace. New York, NY: Palgrave Macmillan. Print Jerome, L. and Kliner, B. (1995). Employee morale and its impact on service: What companies do to create a positive service experience, Managing services quality journals, 5, 21-25. John, S., 2005. Mexican social movement and the transition to democracy, New York, N Y: Mc farland. Print. Johnsrud, L. (1996). Maintaining morale: A guide to assessing the morale of middle administration and faculty, Washington DC: College and university personnel association. Glimmer, B. (1961). Industrial psychology, New York, NY: McGraw- Hill. Guion, R. (1958). Industrial morale: The problem of terminology, journals of personal psychology, 11, 1, 59-61. Hickey, J. (1984). Morale and motivation: How to measure morale and increase productivity, New York, NY: Franklin watts. Kleiner, B. (2003). The effect of downsizing on morale and attrition, management research news, 26, 2, 52-62 Smith, K. (1996). A proposed model for the investigation of teachers’ morale, journals of education administration, 4, 143-148 Read More