FINAL REPORT.E [PERFECTO]

CAUSES OF LOW EMPLOYEE MORALE 1

CAUSES OF LOW EMPLOYEE MORALE 12

Causes of Low Employee Morale

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TABLE OF CONTENTS

Page

Abstract III

Introduction IV

Data analysis V

Wastage of potential V

Poor employee treatment as a result of poor management V

Closed communication VI

Unreasonable workload and poor employee scheduling procedure VI

Poorly-defined employee development plans VII

High turnover rates VII

Proposed solutions VIII

Open communication VIII Personal and skills development/empowerment (training) IX Career development (promotions) IX

Merit-based reward system (commensurate pay for work done) IX

Conclusion X

Summary and interpretation of findings X

Recommendations X

Works cited XI

Figures and tables

Table 1Data from questionnaires on morale concern VII

ABSTRACT

An organisation should capitalize on performance appraisal interventions, conflict management, leading, morale, dialoguing, staffing, rewarding performance, career development. Organizations incorporate various frameworks of rewarding employees for their performance. Project bonuses, performance bonus and spot recognition bonus defining organizational communication policy, be it top-down and bottom-up communication approach. Morale is an emotional issue to employee’s job satisfaction. The need to feel managements care is ideal for good morale. There is need to introduce employee forums for employee interaction as well as publishing and instilling values and beliefs among its employees. Personal contributions to work may make it hard to decide on the appropriate motivation efforts to be employed. The paper discusses concerns towards low employee morale.

Keywords: motivation, employee retention, turnover, organisation, management

Introduction

Improving or raising the morale of the workers encourages them to produce quality products or be productive in their area of specialization. The manner in which leaders and managers deal with their subordinates (workers) dictates the level of motivation they have, and hence good leadership and managerial skills are essential in the workplace. For any manager to achieve organizational goals, he or she has to liaise with the employees and encourage them to set individual goals related to the mission, vision, and objective of the company (Dutta et al., 2015). The report addresses concerns towards employee morale and possible solutions.

Motivation at workplaces provides a drive for employees to accomplish a given task. Various factors influence Individual's motivation. As such motivation, if not easily defined will lead to dissatisfaction. Employee morale is most important and challenging things for an organization to handle. The vital reason towards attaining high levels of morale is to improve retention (Samuel & Chipunza, 2009). Moreover, concerns towards businesses and unhappy staff are that it leads to low productivity thus poor customer servicing and retention issues. Popular reasons for low employee morale include wastage of potential attributed to different skills possessed by the employees, poor employee treatment as a result of poor management, closed communication making employees feel kept away from opportunities, unreasonable workload, poor employee scheduling procedure, poorly-defined employee development plans high turnover rates. Being unhappy contributes to employees starting new ventures or even seeking new employers.

Data Analysis

Wastage of potential

Employees possess skills that are vital for the organization. However, if an employee feels they are overqualified or whatever skill set they own isn't what the work their job description requires of them would lead to frustrations and boredom. Optimizing a suitable talent process requires talent review. This helps companies note the individuals that are interested in the company as well as the least productive. However, it is the responsibility of the HR to coordinate all the processes crucial in gathering information and heading the business unit responsible for preparing talent review and participation. There’s need to ensure that the organization does not rob employees of their true ability and help them reach their potential. The HR should provide appropriate position relevant to employees' knowledge, skill and ability.

Poor employee treatment as a result of poor management

Poor management and moral issues are some of the growing concerns towards employee satisfaction. Any functional labor needs the input of top executives. They will be able to identify competencies across all the staff by formulating strategies that define employee roles and skills in meeting the business strategy. Organization culture provides a big deal towards employee satisfaction. Ethical standards developed by institutions streamline operations at workplace thus influencing productivity. It is the role of top management leaders to heighten the sense of the environmental context of organizations and institute regulatory frameworks that keep the organization going (Kotler & Lee, 2008). A company’s corporate culture influences employees’ decisions.

Closed communication

Understanding the barriers and taking informed steps helps ensure managers effectively communicate with their employees. However, there are specific barriers involved such as biases, time limitation, distractions or even skills. The workplace environment should provide open lines of communications. Employees need to be given a chance to present opportunities that give insight on office procedures (Majamumder, 2016). Employees who don't feel welcomed when approaching their managers offer a risk of having unheard concerns. The problems could lead to missed out creative concepts. The organization should provide a guideline which allows the staff to discuss the issues with others or privately with the heads.

Unreasonable workload and poor employee scheduling procedure

While some employees may not complain about their workload, an organization should be keen towards unreasonable workload. The result is burning out of the staff and resentment. In modern days we see how organizations downsize in the effort of cutting down on costs. However, it is wrong to expect limited staff to take on more work without you recognizing their effort. Organizations should come up with proper work schedules that are flexible and address the day’s activities. Flexibility ensures that employees do not burn out from overload. Thus reduces tardiness and absenteeism. Flexible schedules ensure that employees enjoy their time without inconveniences thus minimize turn-over rates for the valued staff.

Poorly-defined employee development plans

When hiring, employers should create long-term visions for both their staff and the organizations. The business environment is dynamic. In ensuring that all people in the organization are on the same page employee development plans need to be constituted. This is vital especially when they need to take up new responsibilities in future. Failure to do this will result in dissatisfaction and inability to perform the designed tasks. Companies should find new opportunities to introduce their employees. However, they should provide a clear guideline on how the staff will develop their careers to meet both personal and organization goals (Burton, 2012).

High turnover rates

A high turnover rate is a sign of inefficiencies in the organization. This puts undue stress on the company's system. The remaining employees are forced to up with the slackness. The loss in job security leads to loss of commitment towards an organization (Pepe, 2010). An organization reputation towards the old employees brings out influenced the recruits. Turnover issues as much as benefits offered have a way of retaining employees in a given institution. High turnover can affect the bottom line on the business of all sizes.

The stated cause of low employee morale	Wastage of potential	Poor employee treatment as a result of poor management	Closed communication	Unreasonable workload and poor employee scheduling procedure	Poorly-defined employee development plans	High turnover rates
Number of employees	10	9	10	9	8	7

Table 1: Data from questionnaires on morale concerns

Proposed solutions:

There is need of taking the interest of the workers into account during motivation. For instance, if an employee loves something so much and the manager is aware of it, he or she can use it as a reward when the worker's performance increase. Organizations use the various theories of motivation used by organizations. Empowerment is very crucial in motivation because the workers are given the latitude and autonomy to accomplish their professional goals, and hence the quality of work done is always high (Rahman & ul Alam, 2016). This is because the employee would not want to spoil the freedom given because it would mean reconsideration of autonomy and latitude by the manager. On the other hand, goal setting theory is very crucial in that the workers are given the opportunity to set their targets to increase their performance at work (Ramlall, 2004). Thus, since each employee set own objectives, they cannot afford to fail the manager because with resources for work provided, the workers cannot have explanations to offer in defence and thus this would eventually result to some punishment

Open communication

Organizational communication policy, be it top-down and bottom-up communication approach introducing employee forums for employee interaction as well as publishing and instilling values and beliefs among its employees. One goal for a healthy organisation is to develop open communication, mutual trust and confidence across levels. The organisation needs to manage their affairs against goals. There needs to be control of interim measurements on the basis of managerial strategy. The basic building blocks of an organisation are groups. Therefore basic units of change are in groups, not individuals. Feedback interventions of interaction and communication conflict and education through either new knowledge or skill practice.

• Personal and skills development/empowerment (training)

Proper performance evaluations enable summative assessmentThesese assessments to determine the trainee's competencies. The necessary team competencies are useful in for the completion of the training. Evaluations include skill mastery in attaining the training objectives creating a target for efficiencies.

• Career development (promotions)

Managers would want their employees to be as self-sufficient as possible. Employee recognition through reward programs at workplace this could be through promotion as a token of appreciation.

• Merit-based reward system (commensurate pay for work done)

Working environments need to provide fulfilment to employee needs and expectations. Various levels of staff are rewarded differently (Werner & DeSimone, 2011). There are those that feel a promotion as the best reward yet there are those who prefer salary raise as their reward. It is important to know the right motivation. Project bonuses, performance bonus and spot recognition bonus, define a reward system.

Conclusion

Low morale can hurt productivity, increase working errors and decrease cooperation between teams and departments; Good leadership is mandatory in addressing employee concerns. Dissatisfaction could arise from a dysfunctional system. The working environment, in such instances, doesn’t prompt good performance due to poor pay as well as the annual pay rise. Organizations should take right steps to connect with its employees. They should recognise when they do good preferably in a public way. Employees work for a purpose and appreciation by the management shows recognition of great actions or teamwork exhibited. After that, the management should use progressive and discipline and follow up regularly in going over the progress. Turnover issues as much as benefits offered have a way of retaining employees in a given institution.

Recommendations:

· Make employee feel they are as important as their job by caring about their well-being for effective human resource management

· Taking time to appreciate accomplishment

· Encouraging communication founded on collaboration in the work environment training employees for both personal accomplishment and a chance to deepen their knowledge in their field of specialization

· Creating a positive attitude towards work environment by having an efficient organization culture

References

Burton, K., (2012). A study of motivation: How to get your employees moving. Management, 3(2), 232-234.

Dutta, S. O. N. A. M., & Kant, K. R. I. S. H. A. N. (2015). Employee motivation and organizational performance. Kaav International Journal of Economics, Commerce and Business Management,[Online], 2(2), 140-150.

Kotler, P., & Lee, N. (2008). Corporate social responsibility: Doing the most good for your company and your cause. John Wiley & Sons.

Majamumder, S., (2016).Employee Motivation: The Google Way! Retrieved from https://www.linkedin.com/pulse/employee-motivation-google-way-sampurna-majumder/

Pepe, M. (2010). The impact of extrinsic motivational dissatisfiers on employee level of job satisfaction and commitment resulting in the intent to turnover. Journal of Business & Economics Research, 8(9), 99.

Rahman, M. A., & ul Alam, M. M. (2016). Non Financial Factors Affecting Employee Motivation: A Survey among Managers of Private Organizations. Management, 30(1&2).

Ramlall, S. (2004). A review of employee motivation theories and their implications for employee retention within organizations. Journal of American Academy of Business, 5(1/2), 52-63.

Samuel, M. O., & Chipunza, C. (2009). Employee retention and turnover: Using motivational variables as a panacea. African journal of business management, 3(9), 410.

The Letter of Transmittal was not address; the abstract identity issue, but it does not offers key facts, statistics, or recommendations; for a formal report

each section should be in boldface; and the body does not have 6 single-space and it does not have charts or graphics to support your report. Overall, you did good .

Final Report Rubric

1. The Letter of Transmittal is address to the primary audience, follow letter format and targets and thanks specific reader and provides additional context. 10 pts.

Not Acceptable

2. The abstract identifies issue that led to report. Offers key facts, statistics and findings

and includes a condensed conclusion and recommendations or plan (See p. 179.)10 pts

Good. It needs to add key facts, statistics, or recommendations

3. The body is at least 6 single-space written pages and enhanced by well-placed facts

that capture the reader’s interest. 40 pts

Fair, it does not offer 6 single-space

4. The analytical report has a clear interpretation of findings and recommendations. 10

pts

Good

5. The report follows the correct format including headings. 5 pts

Fair (the format of headings were not correct and )

6. The report includes a title page and table of contents. 5 pts

Fair (You need to fix the table content. Also, the first page does not support number.)

7. The Works Cited page has a minimum of 6 sources. Sources are cited correctly using

APA style. All sources including graphics are cited in the text using in-text citations. 10

pts

Excellent

8. The audience's background and needs have been carefully considered. The report’s

language and tone are appropriate for the audience. 5 pts

Good

9. The writer demonstrates a firm, unerring grasp of the conventions of written English

(spelling, capitalization, punctuation, paragraphing). The writing is virtually error-free.5

Pts

Good