is the mental attitude that makes the employee perform his work willingly and enthusiastically.
Employee Morale
It is the state of mind that is intangible to measure and is manifested in his attitude toward work and his relationships with the work environment.
Employee Morale
4 FACTORS THAT INFLUENCE THE DEVELOPMENT OF MORALE
- Employee Factor
- Management Practices
- Environmental Communication
- Social and Environmental Factors
Employee’s attitudes and values result from his kind of education, social environment, and economic status.
Employee Factor
He must understand company policies, rules, and regulations.
Performance appraisal develops skills and attitudes necessary for effective work output.
Employee Factor
Development of high morale consists of programs and policies carried effectively in the daily relationships of supervisors and managers with employees.
Management Practices
Good employee and management relationship depends on open communication.
Environmental Communication
The family and community influence the employee’s attitude and values.
Social and Environmental Factors
derived from “motives,” meaning drives, impulses, or desires that move toward a goal.
Motivation
It directs the employee to satisfy a felt need and develops morale toward attainment of personal and organizational objectives.
Motivation
Employee performance results from skills, abilities, and the degree of motivation that comes from effective managerial leadership.
Motivation
5 THEORIES OF MOTIVATION THAT AFFECT MORALE AND PERFORMANCE
1 Maslow’s Hierarchy of Needs –
2. Herzberg’s Motivation-Hygiene Theory –
3. McClelland’s Achievement Motive Theory
4. Expectancy Theory
what are the 5 maslows hierarchy of needs
a. Physiological Needs
b. Safety and Security Needs
c. Social Needs
d. Esteem and Status Needs
e. Self-Actualization Needs
food, drink, clothing, shelter, rest, sleep, sex.
Physiological Needs
protection, job security.
Safety and Security Needs –
love, friendship, affection, acceptance.
Social Needs
self-respect, recognition, prestige.
Esteem and Status Needs
– self-development, creativity, fulfillment.
Self-Actualization Needs
Job factors such as policy, supervision, salary, job security (hygiene factors) lead to performance if present.
Herzberg’s Motivation-Hygiene Theory
Motivating factors like achievement, responsibility, recognition, and ego needs produce outstanding performance.
Herzberg’s Motivation-Hygiene Theory
Every motive is learned.
McClelland’s Achievement Motive Theory
Power, affiliation, and achievement develop motives that drive morale and performance.
McClelland’s Achievement Motive Theory
Need for achievement can be learned; management develops self-motivation by appealing to these drives.
McClelland’s Achievement Motive Theory
Employee motivation is the force driving them to achieve a level of performance.
Expectancy Theory
