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Human Resources Management - Employees’ Morale And Motivation

Basic Assumptions about Motivation - Employees’ Morale And Motivation

   Posted On :  13.06.2018 10:39 pm

First assumption is that motivation is commonly assumed to be a desirable phenomenon.

Basic Assumptions about Motivation

1. First assumption is that motivation is commonly assumed to be a desirable phenomenon.
2. Second, motivation is just one of the several factors that goes into a person’s performance, the others being ability, authority, resources, and physical working conditions.
 
3. Third, managers and researchers alike assume that motivation is in short supply and in need of periodic replenishment.

4. Fourth, motivation is a tool with which managers can arrange job relationships in organizations.

Factors affecting employees’ morale usually include the leadership, the co-workers, the nature of work, the work environment, the management body of the organization and the nature of supervisors. Morale building could be effectively achieved by planning and implementation of proper remuneration, perception of job security, job enrichment, organization structure, grievance handling, counseling and greater participation by employees in the management of their organization.

Signs of good morale are described by three words namely “staying, speaking and sweating” by the employees. Staying refers to remaining in the organization despite getting lucrative offers from outside. The word ‘Speaking’ is used here to mean talking positively about the organization to its stakeholders. Slogging involves putting the extra effort for the progress of the organization or bearing additional burdens for the benefit of the organization. High morale facilitates cooperation and enhances a sense of unity or “espirit-de-corps” among people working together. It could attract and retain competent employees. It creates favorable image and an inclusive atmosphere among an organization’s stakeholders.

The interplay of mind and body of oneself and behavior of self and others would influence morale. Morale would suffer the most severe test of endurance in jobs in which the future remains unpredictable, or a job in which the co-workers are of unfriendly nature or when employees are holding grudges or feelings of resentment against each other. Morale could also be deteriorating if employees feel stifled or their voices suppressed and are unable to grow or when employees don’t feel that they are getting consistent, unconditional, impartial and adequate recognition from their employer and supervisors.
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