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8/9/2019 7201879 Motivation and Morale
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Morale Studies,
Motivation Theories& Personnel
ResearchTeam Work by,
Annette Fernandes - Roll No.11 Deepali Mane- Roll No.14Ganesh Shinde - Roll No.25 Jesna Jose - Roll
No.43Mitali Chemburkar - Roll No.05 Nasreen Shaikh
-Roll No.48Saju John - Roll No.58
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Morale
It is a state of mind & emotions
affecting the attitude & willingness to
work, which in turn, affects individual
& organisation objective
- Theo Haimann
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What is Morale??
It is an attitude of mind & esprit de corps, astate of well being & an emotional force.
What does it do??
It affects output, the quality of a product, costs,
co-operation, enthusiasm, discipline, initiative& other ingredients of success.
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Where does it reside??
It resides in the minds & emotions of individuals &
in the reactions of their group or groups.
What does it affect??
It affects an employees or a groups willingness to
work & cooperate in the best interests of theindividuals, groups & the organisations for whichthey work.
Whom does it affect??
It affects the employees & executives in theirinteractions. Ultimately, it affects the consumers &the community.
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Measures of Morale :
Observation
General Meetings
Questionnaires Company records & Reports.
Speaking with departing personnel
Outside Consultants
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Indicators of Low Morale
Work place conflicts.
Absenteeism/ Lateness
Stress. Trouble with the supervisor.
Performance shortcomings.
Lack of pride in work.
Wastage & Spoilage.
High labour turnover.
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Improving Morale
Research indicates that the number one causeof conflict & low morale at work is the way thepeople communicate with each other.
Communicate! is a program of continuousmorale boosting communication & educationfor all employees.
Theres only one way to know howgood morale really is in your company
ask the people who work there.
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Ways of improving
morale :
1. Effective Communication.
2. Review meetings. 3. Counseling.4. Job satisfaction.5. Active participation.6. Friendly atmosphere.
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Effective tools for Morale
building Motivation
Team building
Make time for people
Provide regular feedback
Training & Development
Provide Leadership
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Motivation
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IGNITE THE SPARK WITHIN
What is missing is the SPARKA Spark Called Motivation
What is Motivation ?
Motivation is the process by which Inner StrivingCondition which activates or moves individual intoaction and continues himin the course of action enthusiastically.
Motivation is the art of stimulating someone oroneself to take desired course of action.Motivation means a process of stimulating people to
action to accomplish desired goals.
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Motivation is the driving force in our lives It Comes from a desire to succeed. Without success there
is little pride in life. No enjoyment or excitement atwork or at home
Difference between Inspiration & Motivation
Inspiration Motivation Inspiration is Motivation is
Change in thinking Change in Action
Motive As an inner-state that energizes activities anddirects the behaviour of individuals towards certain goals
M H
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Mas ows H erarc y oNeeds
Level of hierarchy of Needs - from
lowest to highestExtrinsicFactors
InstrinsicFactors
Food, Shelter,Air, Clothing
Protectionagainst
Danger, Threatsor Harm, Job
Security
Love &
Affections,Friendship,Publicrelations,Status or Goodwill
SocialNeeds Prestige,
Selfrespect,
Confidence, Courage,Autonomy,Achieveme
nt,Appreciatio
n,
Recognition
Self Growthby carrierPlans,Talent,
Knowledge,Power, JobResponsibility
Esteem
Needs
Growth
UpperLevel
Lower level
Physiological
Needs
SafetyNeeds
1
2
3
4
5
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Assumptions of Maslows
Theory
Man is a wanting animalSatisfied needs looses its capacity
Mans needs have a hierarchy
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Fredrick Herzbergs Two-FactorTheory
Two Factors Motivation Model
HygieneFactors
Motivational Factors
SatisfiersDissatisfiers
CompanyPolicy,Administration,Salary, Job
Security, Grouprelationsstatus,WorkingConditions,Communication.
Negative X
Achievements,Advancements,Recognition,
GrowthOpportunities,Power & Workitself.
Positive Y Theory
Employee
Goaloriented
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Job Enlargement:
Challenging by increasing expected outputAdding other tasks to the job
Rotating the assignments
Job Enrichment:Removing some controls with retaining accountability
Increasing Accountability
Granting additional authority
Introducing new and more difficult tasks not handledpreviously
Specific and Specialised tasks to make experts
Motivational Factors
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Traditional Theory or Theory XAssumptions of X-Theory
Workers are not interested to work Fear alone can force action Workers are passive as they prefer security Money alone can make people work Labour only a factor of production Authority synonymous with control
Lack of ambition, dislikes responsibility Self centered and indifferent to organisationalneeds.
Douglas McGregor -Theory X andTheory Y
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Modern Theory or Theory Y
Assumptions of Y Theory
Work is reward in itself Inherent sense of responsibility Recognition Financial Reward Decision making ability not themonopoly of a few Democratic nature
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Theory XTraditional
Boss-ship
No AmbitionPessimistic
Theory Y
Modern
Leadership
Optimistic
Ambition
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There are three major relevant motives or
needs in workplace situations.This theory isclosely assosciated with the achievement
motive. These motives are:
- The need for Achievement- The need for Application
- The need for Power
David McCellandss
Theory
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Attain personal responsibility for findingsolutions to problems.
Immediate feedback information
Moderately Challenging goals
Accomplishing a task intrinsically satisfying
Seek Situations
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Achievers closely align with qualitiesnecessary for successful entrepreneurship.
High achievers are attracted to
commissioned sales They like to involve themselves withchallenging risks
Need rapid feedback
Opportunities to influence the outcome
Habitually spend
Characteristics
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Rewards &
AchievementsGet more raises in Salary, perks and extrafringe benefits
Promoted faster.
Organisations with many such people growsfaster and earns more profit
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Human beings are difficult to research and it isdifficult to say which theory of motivation
stands completely valid and acceptable.
All things do not mean the same to all men.
Topic of motivation is an inter relationship
type of topic in that worker and the job arecontinually in interplay one with the other.
Conclusion
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Personnel Research
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Meaning
Personnel research as defined by Jucius, is the task ofsearching for and analyzing of facts to the end thatpersonnel problems may be solved or principles andlaws governing their solution derived.
In simple words it provides a way of taking anobjective look at problems and developing policies andprocedures based on facts obtained through scientificstudy rather than opinions resulting from personal
experiences.
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Why personnel
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Why personnelresearch?
Personnel Managers have started to use research
findings to solve human problems and to improvemanagement practices. Most managers now rely on
research findings for such problems as absenteeism,
motivation, wages and attitudes of employees towards
their jobs and organisations :
1. To build upon existing knowledge.
2. Appraisal of proposed programmes and activities.
3. Evaluation of current and new policies andpractices.
4. Anticipation of personnel problems.
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Methods & Tools ofPersonnel Research
Research is a selection of factson a specific problem and a
search for trends and patternsthat will help in solving this
problem. We will briefly explain
five approaches to PersonnelResearch :
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1. Case Studies :Case studies investigate a specificproblem of an organisation or of an individual in anorganisation. The case presents the relative facts andthe context of the problem. It presents the series of
action/decisions undertaken for the problem understudy.Case studies identify and establish problems,objectives and alternative courses of action. Havingevaluated the alternatives they choose the most
feasible action plan to solve the problem.
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2. Historical Studies:
Historical Studies are used to trace the developmentof problems in order to understand them and isolatepossible causative factor. They offer a perspective ofcurrent events in view of similar past experiences.The essence of historical studies is their systematicinvestigation on a time span or longitudinaldimensions.One major problem of historical studies is the time
gap between the occurrence of an event and itsanalysis. Historical Studies take a long time and forthat reason are costly.
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3. Survey Research :
Survey Research is used for problems requiring asystematic collection of data from a population or a
representative sample of population through personcontact.Limitations :a. Willingness of the sample to desired information.b. Time limitation.
c. Considerable investment of manpower and time.
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4. Exploratory Studies :
Exploratory Studies emphasises the discovery of ideasand insights in seeking familiarity with a phenomenonor in achieving new and or greater insights in order toformulate the precise problem or develop hypothesis.Exploratory Studies are not terminal and just astarting point of a large study, they are very usefulin formulating hypothesis for subsequent tests. Theyprovide sufficient flexibility in information
collection and are less demanding in terms of time andcost.
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5. Experimental Studies :
Experimental Studies consist of investigating theeffect of one condition on behaviour,attitudes,opinions, etc., while controlling others toestablish a casual relationship between any two
variables, conditions, or situations. It helps inisolating a single variable that influences aphenomenon thus making its occurrence morepredictable and controllable.
Experimental Studies is a rigorous method if aresearcher can demonstrate proximity between realand simulated situations. It is extremely useful inunderstanding industrial behaviour.
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Process of PersonnelResearch :
To carry out personnel research a soundknowledge of the process of research, thevarious steps followed in research i.e.- from
identification of the problem to the drawing of
conclusion - and the methods of data collectionare extremely important.
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1. Statement of Purpose :
The researcher must point out what he proposes to do and whyand how the research could be useful. The statement of purposeshould also point out that the given problem the presentresearch is the most parsimonious way of seeking answers oralternatively
that the purpose could not have been achieved withoutcarrying on this research.
2. Statement of Problem :
The most important step in personnel research is to state theproblem concretly and explicitly. Once the problem is clearlyidentified the next step is to develop the hypothesis of thesuggested answers. The final step is defining the concept.
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3. Statement of Method andprocedure :
Method and procedure refer to the arrangement of condition forcollecting data in a manner that ensures relevance and economy.
Method and procedure will differ depending upon the nature ofresearch problems and hypothesis. An important part in this section isthe identification and selection of a sample group.The researcher also has to mention what is dependant and independentvariables are. Dependant variables are the reactions, responses andbehaviour. An independent variable is one who effect on dependantvariable is to be seen. Next is to consider method of data collection,questionnaire, rating scale, interview or simple observation ofbehaviour.
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4. Statement of Results :
Results based on information collected refer to the relationship of
dependant- independent variable. They may support or reject thehypothesis. A clear statement concerning the acceptance orrejection of the hypothesis is the key function of results.Application of statistics quantifies the data, facilitates analysisand summarises the data to permit generalisation.
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5. Statement of Analysis and
Implications :
The personnel researcher must visualize the implications of theresult and utilize them for policy formulation and decision-
making. The result should not be narrowly viewed to find only theanswer to the problem faced. It should also be seen in a largerperspective which may support a theory or a conceptualframework. The personnel researcher ought to point out thelimitation of a study because this will open avenues for future
research. The ultimate aim of a personnel research is productionof organisational behaviour and this possible if a large number ofvariables are tested and their effect on behaviour is established.The findings from research studies are of little or no value unlessthey are translated into personnel policies and practices.
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Summary :
Personnel Research is an important activity of
personnel manager. It helps in reviewingexisting personnel policies and developingmore effective systems. It also helps in
anticipating personnel problems and building
up existing body of knowledge.
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THANK YOU