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.
Tags : Human Resources Management - Employees’ Morale And Motivation
Last 30 days 1956 views