Morale Studies, Motivation
Theories
& Personnel Research
Team Work by
Ateet Chatuvedi - Roll No.10
Nikhil Jamnare- Roll No.19
Swati Kadam - Roll No.22
Ashvini Khandekar - Roll No.24
Nayana Premchand - Roll No.43
Moral Studies
What is Morale?
It is a state of mind & emotions affecting the attitude & willingness to work, which in turn,
affects individual & organization objective.
- Theo Haimann
Morale is feeling somewhat related esprit de corps, enthusiasm or Zeal.
- Flippo
Importance of Moral
What does it do??
It affects output, the quality of a product, costs, co-operation, enthusiasm,
discipline, initiative & other ingredients of success.
Where does it reside??
It resides in the minds & emotions of individuals & in the reactions of their group or
groups..
Importance of Moral
What does it affect??
It affects an employee’s or a group’s willingness to work & cooperate in the best
interest’s of the individuals, groups & the organisations for which they work.
Whom does it affect??
It affects the employees & executives in their interactions. Ultimately, it affects the
consumers & the community.
Measurement of Morale
Morale is an intangible & subjective concept it cannot be
directly measured or evaluated. A properly designed
programme has, therefore, to be utilized to test the morale of
individuals in an organization.
Measures of Morale :
• General Meetings
• Observation
• Questionnaires
• Company records & Reports.
• Speaking with departing personnel
• Outside Consultants
Indicators of Low Morale
• Work place conflicts.
• Absenteeism/ Lateness
• Stress & Frustration
• Trouble with the supervisor.
• Performance shortcomings.
• Lack of pride in work.
• Decrease in productivity
• High labour turnover.
Improving Morale
Research indicates that the number one cause of conflict & low morale at work is
the way the people communicate with each other.
Communicate! is a program of continuous morale boosting communication &
education for all employees.
“There’s only one way to know how good morale really is in your
company ask the people who work there.”
Ways of improving morale :
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Effective Communication
Review meetings.
Counseling.
Job satisfaction.
Active participation.
Friendly atmosphere.
Effective tools for Morale building
• Motivation
• Team building
• Make time for people
• Provide regular feedback
• Training & Development
• Provide Leadership
Motivation
Needs
IGNITE THE SPARK WITHIN
What is missing is the “SPARK”
A Spark Called “Motivation”
What is Motivation ?
Motivation is the process by which Inner Striving Condition which activates or moves
individual into action and continues him in the course of action enthusiastically.
“Motivation is the art of stimulating someone or oneself to take desired course of action”.
“Motivation means a process of stimulating people to action to accomplish desired goals”.
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 at work or at
home
Difference between Inspiration & Motivation
Inspiration
Inspiration is
“Change in thinking”
Motivation
Motivation is
“Change in Action”
Maslow’s Hierarchy of Needs
Level of hierarchy of Needs - from lowest to highest
Extrinsic Factors
Intrinsic Factors
Upper Level
5
4
3
2
Social Needs
1
Safety Needs
Physiological
Needs
Food, Shelter,
Clothing & Sex
Lower level
Protection against
Danger, Threats or
Harm, Job Security
Love &
Affections,
Friendship, Public
relations, Status
or Goodwill
Esteem
Needs
Prestige, Self
respect,
Confidence,
Courage,
Autonomy,
Achievement,
Appreciation,
Recognition
Growth
Self Growth by
carrier Plans,
Talent,
Knowledge,
Power, Job
Responsibility
Assumptions of Maslow’s Theory
Man
is a wanting animal
Satisfied needs looses its capacity
Man’s needs have a hierarchy
Fredrick Herzberg’s Two-Factor Theory
Two Factors Motivation Model
Goal oriented
Hygiene Factors
Motivational Factors
Dissatisfiers
Satisfiers
Company Policy,
Administration, Salary, Job
Security, Group relations
status, Working Conditions,
Communication.
Negative – X Theory
Achievements, Advancements,
Recognition, Growth
Opportunities, Power & Work
itself.
Employee
Positive – Y Theory
Motivational Factors
Job Enlargement:
Challenging by increasing expected output
Adding 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 handled previously
Specific and Specialised tasks to make experts
Douglas McGregor -Theory X and Theory Y
Traditional Theory or Theory ‘X’
Assumptions of ‘X’-Theory
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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 organizational needs.
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 the monopoly of a few
 Democratic nature
David McClelland’s Theory of Needs
- The need for Achievement
- The need for Application
- The need for Power
Characteristics
Dominant
Motivator
Achievement
Affiliation
Power
Characteristics of This Person
• Has a strong need to set and accomplish challenging goals.
• Takes calculated risks to accomplish their goals.
• Likes to receive regular feedback on their progress and
achievements.
• Often likes to work alone.
• Wants to belong to the group.
• Wants to be liked, and will often go along with whatever the
rest of the group wants to do.
• Favours collaboration over competition.
• Doesn't like high risk or uncertainty.
• Wants to control and influence others.
• Likes to win arguments.
• Enjoys competition and winning.
• Enjoys status and recognition.
Conclusion
• Human beings are difficult to research and it is difficult to say which
theory of motivation stands completely valid and acceptable.
• Motivating employees is an important role for managers.
• Motivation and job satisfaction are interrelated.
Personnel Research
Research & it’s Characteristics
Research is the careful, diligent and exhaustive investigation of a subject matter
which has as its aim the advancement of mankind’s knowledge.
It is purposive
It is objective
It is systematic
It is conducted to verify or disapprove
Its supplements existing knowledge
Meaning of Personnel Research
According to Michael J. Jucius, “Personnel research is the task of searching for and
analyzing facts to understand how personnel problems may be solved or principles
governing their solutions derived.”
Personnel research is an effective mean by which we can be able to know all about the
personnel. Through the personnel research, we know some very much important
information which is essentially needed in providing data for making organizational
decision so that the organization can achieve its goals.
Why personnel research?
Personnel Managers have started to use research findings to solve human
problems and to improve management practices. Most managers now rely on
research findings for such problems as absenteeism, motivation, wages and
attitudes of employees towards their jobs and organizations :
 To build upon existing knowledge
 Appraisal of proposed programmes and activities
 Evaluation of current and new policies and practices
 Anticipation of personnel problems
Types of Personnel Research
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Descriptive research
To satisfy need of management for information about the personnel situation in its
company and in competing companies
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Behavioural research
Addresses the deeper questions about employees’ behaviour
Functions of Personnel Research
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Providing information
Providing security
Belonging needs
Esteem and recognition needs
Self-actualization needs
Research has the following advantages:
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To measure and evaluate present conditions
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To predict future conditions, events and behavioral patterns
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To evaluate the effects and results of current policies, programmed and practices
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To provide an objective basis for revision of current policies, programmed and
practices
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To appraise proposed policies, programmed and activities
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To keep management abreast of its competitors by replacing old products by new
products, old techniques by new techniques & old organizational practices by new
organizational practices.
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To discover ways and means of strengthening the abilities
and attitudes of employees at a good or a high level and
on a continuing basis.
Methods & Tools of Personnel Research
Research is a selection of facts on a specific problem and a search for trends and
patterns that will help in solving this problem. We will briefly explain five
approaches to Personnel Research :
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Case Studies
Historical studies
Survey Research
Exploratory studies
Experimental studies
Case Studies : Case studies investigate a specific problem of an organization
or of an individual in an organization. Case studies identify and establish
problems, objectives and alternative courses of action. Having evaluated the
alternatives they choose the most feasible action plan to solve the problem.
e.g. - Dayal and Sharma’s Strike of Supervisory staff in SBI (June 1969)
Historical Studies: Historical Studies are used to tracethe development of
problems in order to understand them and isolate possible causative factor.
The essence of historical studies is their systematic investigation on a time
span or longitudinal dimensions.
Survey Research : It is used for problems requiring a systematic
collection of data from a population or a representative sample of
population through person contact. In addition this method requires
a considerable investment of manpower and time.
Exploratory Studies : It emphasizes the discovery of ideas and
insights in achieving new or greater insights in order to formulate
the precise problem or develop hypothesis. They are very useful in
formulating hypothesis for subsequent tests. They provide sufficient
flexibility in information collection and are less demanding in terms
of time and cost.
Experimental Studies :It consists of investigating the effect of one
condition on behavior, attitudes, opinions, etc., while controlling
others to establish a casual relationship between any two variables,
conditions, or situations. It helps in isolating a single variable that
influences a phenomenon thus making its occurrence more
predictable and controllable. It is extremely useful in understanding
industrial behavior.
Process of Personnel Research
1.
Statement of Purpose :The researcher must point out what he proposes to do
and why and how the research could be useful. The statement of purpose
should also point out that given the problem or alternatively that the purpose
could not have been achieved without carrying on this research.
2.
Statement of Problem :The most important step in personnel research is to
state the problem concretely and explicitly. Once the problem is clearly
identified the next step is to develop the hypothesis of the suggested answers.
3.
Statement of Method and procedure :Method and procedure will differ
depending upon the nature of research problems and hypothesis. An
important part in this section is the identification and selection of a sample
group. The researcher also has to mention what is dependent and
independent variables are.
4.
Statement of Results : Results based on information collected refer to the
relationship of dependent- independent variable. A clear statement
concerning the acceptance or rejection of the hypothesis is the key function of
results. Application of statistics quantifies the data, facilitates analysis and
summarizes the data to permit generalization.
5.
Statement of Analysis and Implications: The personnel researcher must
visualize the implications of the result and utilize them for policy formulation
and decision-making. The result should not be narrowly viewed to find only
the answer to the problem faced. It should also be seen in a larger perspective
which may support a theory or a conceptual framework.
THANK YOU 