love_gundu22
Praveen Gurwani
Morale is somewhat different from motivation. morale is
Composite of feelings, attitudes and sentiments that contribute towards general satisfaction at workplace.
A Function of freedom or restraint towards some goal.
It mobilizes sentiments.
Morale can be said to be a combination of satisfaction, happiness and enthusiasm.
Morale reflects Motivation.
for example
Letting the employee feel needed and appreciated is a key factor to maintaining maximum employee morale and motivation. If your employees feel that they play a key role in the company by the work they provide, then they are much more likely to say that they like their job and to strive to better themselves at that job. For many, feeling valued is just as important as high pay, and promotions.
Leaders can improve Morale and Motivation within their organizations by following this process:
• Provide a positive working environment
• Recognize everyone's efforts
• Involve everyone
• Develop skills and potential
• Evaluate and measure continuously
Step 1 - Provide a Positive Working Environment
Motivation begins by first providing a positive work environment. Fran Tarkenton says, to find what motivates people, "you have to find what turns people on." This is the most important factor in the process. A motivating working environment requires going over and beyond the call of duty and providing for the needs of the worker.
Walt Disney World Company provides an excellent work environment for their employees or "cast members." Employee assistance centers are spread strategically across the theme park. Some of the services included employee discount programs, childcare information, money orders, postage stamps, check cashing, and bus passes. The Walt Disney Company realizes that taking care of their employee's needs keep them motivated, on the job and loyal to the company.
Step 2 - Recognize Everyone’s Efforts
Mark Twain once said, "I can live for two months on a good compliment." Personal recognition is a powerful tool in building morale and motivation. A pat on the back, a personal note from a peer or a supervisor does wonders. Small, informal celebrations are many times more effective than a once a quarter or once a year formal event.
Recognition by one's peers is more motivating than by supervisors. United Services Automobile Association (USAA) provides "Thank You" note stationary for their workers. Employees are encouraged to say "Thank You" to each other for the help they receive at work. The most surprising thing happened on the first day USAA printed the notes . . . they ran out! The company couldn't keep up with the demand.
Step 3 - Involve Everyone
Having workers involved at all levels of the business is a key element improving morale and motivation. It also has a major impact on improving profit and productivity. The best way to involve workers is the use of teams and teamwork.
Businesses have found that teams improve productivity, increase morale and empower workers. Teams have decreased the need for excessive layers of middle managers and supervisors.
Johnsonville Foods located in Sheboygan Falls, Wisconsin, has been a flagship of productivity improvement. Almost 90% of the workforce belongs to some type of team. The team, not management, decides who is hired, who is fired, and who gets a pay raise. Ralph Stayer, Johnsonville's Chief Executive Officer, reports that his company's productivity has risen by at least 50% since 1986. Teamwork has made a tremendous impact on the morale of the company.
Step 4 - Develop Worker’s Skills and Potential
Training and education motivates people and makes them more productive and innovative. At Federal Express, all customer contact people are given six weeks of training before they ever answer the first phone call. Learning never stops and testing continues throughout their employment tenure. Every six months customer service people are tested using an on-line computer system. Pass/fail results are sent to each employee within 24 hours. They receive a personalized "prescription" on areas that need reviewing with a list of resources and lessons that will help. Federal Express' intensive training and development program has resulted in higher motivation and lower turnover.
There are many reasons training and development makes sense. Well-trained employees are more capable and willing to assume more control over their jobs. They need less supervision, which frees management for other tasks. Employees are more capable to answer the questions of customers which builds better customer loyalty. Employees who understand the business, complain less, are more satisfied, and are more motivated. All this leads to better management-employee relationships.
Step 5 - Evaluate and Measure Continuously
Continuous evaluation and never ending improvement is the final step of the PRIDE system. Evaluation is a nonstop activity that includes a specific cycle of steps. The primary purpose of evaluation is to measure progress and determine what needs improving. Continuous evaluation
includes, but is not limited to, the measurement of attitudes, morale, and motivation of the workforce. It includes the identification of problem areas needing improvement and the design and implementation of an improvement plan.
Businesses have searched far and wide for the competitive advantage, the best equipment, robotics, or the latest business technique. These devices provide only temporary solutions. The true competitive advantage is trained and motivated people proudly working together, contributing vitality and energy toward the goals of the enterprise.
The Pride System
Supervisors have the responsibility for creating a motivating working environment for improving employee morale. Dr. Edwards Deming said, "The aim of leadership should be to improve the performance of man and machine, to improve quality, to increase output, and simultaneously to bring pride of workmanship to people." A motivating environment is one that gives workers a sense of pride in what they do. To show supervisors and managers how to build a more productive work environment, I've created a five-step process called the PRIDE system.
:tea:
Composite of feelings, attitudes and sentiments that contribute towards general satisfaction at workplace.
A Function of freedom or restraint towards some goal.
It mobilizes sentiments.
Morale can be said to be a combination of satisfaction, happiness and enthusiasm.
Morale reflects Motivation.
for example
Letting the employee feel needed and appreciated is a key factor to maintaining maximum employee morale and motivation. If your employees feel that they play a key role in the company by the work they provide, then they are much more likely to say that they like their job and to strive to better themselves at that job. For many, feeling valued is just as important as high pay, and promotions.
Leaders can improve Morale and Motivation within their organizations by following this process:
• Provide a positive working environment
• Recognize everyone's efforts
• Involve everyone
• Develop skills and potential
• Evaluate and measure continuously
Step 1 - Provide a Positive Working Environment
Motivation begins by first providing a positive work environment. Fran Tarkenton says, to find what motivates people, "you have to find what turns people on." This is the most important factor in the process. A motivating working environment requires going over and beyond the call of duty and providing for the needs of the worker.
Walt Disney World Company provides an excellent work environment for their employees or "cast members." Employee assistance centers are spread strategically across the theme park. Some of the services included employee discount programs, childcare information, money orders, postage stamps, check cashing, and bus passes. The Walt Disney Company realizes that taking care of their employee's needs keep them motivated, on the job and loyal to the company.
Step 2 - Recognize Everyone’s Efforts
Mark Twain once said, "I can live for two months on a good compliment." Personal recognition is a powerful tool in building morale and motivation. A pat on the back, a personal note from a peer or a supervisor does wonders. Small, informal celebrations are many times more effective than a once a quarter or once a year formal event.
Recognition by one's peers is more motivating than by supervisors. United Services Automobile Association (USAA) provides "Thank You" note stationary for their workers. Employees are encouraged to say "Thank You" to each other for the help they receive at work. The most surprising thing happened on the first day USAA printed the notes . . . they ran out! The company couldn't keep up with the demand.
Step 3 - Involve Everyone
Having workers involved at all levels of the business is a key element improving morale and motivation. It also has a major impact on improving profit and productivity. The best way to involve workers is the use of teams and teamwork.
Businesses have found that teams improve productivity, increase morale and empower workers. Teams have decreased the need for excessive layers of middle managers and supervisors.
Johnsonville Foods located in Sheboygan Falls, Wisconsin, has been a flagship of productivity improvement. Almost 90% of the workforce belongs to some type of team. The team, not management, decides who is hired, who is fired, and who gets a pay raise. Ralph Stayer, Johnsonville's Chief Executive Officer, reports that his company's productivity has risen by at least 50% since 1986. Teamwork has made a tremendous impact on the morale of the company.
Step 4 - Develop Worker’s Skills and Potential
Training and education motivates people and makes them more productive and innovative. At Federal Express, all customer contact people are given six weeks of training before they ever answer the first phone call. Learning never stops and testing continues throughout their employment tenure. Every six months customer service people are tested using an on-line computer system. Pass/fail results are sent to each employee within 24 hours. They receive a personalized "prescription" on areas that need reviewing with a list of resources and lessons that will help. Federal Express' intensive training and development program has resulted in higher motivation and lower turnover.
There are many reasons training and development makes sense. Well-trained employees are more capable and willing to assume more control over their jobs. They need less supervision, which frees management for other tasks. Employees are more capable to answer the questions of customers which builds better customer loyalty. Employees who understand the business, complain less, are more satisfied, and are more motivated. All this leads to better management-employee relationships.
Step 5 - Evaluate and Measure Continuously
Continuous evaluation and never ending improvement is the final step of the PRIDE system. Evaluation is a nonstop activity that includes a specific cycle of steps. The primary purpose of evaluation is to measure progress and determine what needs improving. Continuous evaluation
includes, but is not limited to, the measurement of attitudes, morale, and motivation of the workforce. It includes the identification of problem areas needing improvement and the design and implementation of an improvement plan.
Businesses have searched far and wide for the competitive advantage, the best equipment, robotics, or the latest business technique. These devices provide only temporary solutions. The true competitive advantage is trained and motivated people proudly working together, contributing vitality and energy toward the goals of the enterprise.
The Pride System
Supervisors have the responsibility for creating a motivating working environment for improving employee morale. Dr. Edwards Deming said, "The aim of leadership should be to improve the performance of man and machine, to improve quality, to increase output, and simultaneously to bring pride of workmanship to people." A motivating environment is one that gives workers a sense of pride in what they do. To show supervisors and managers how to build a more productive work environment, I've created a five-step process called the PRIDE system.
:tea:
love_gundu22
Praveen Gurwani
Compensation Strategies to Improve Employee Morale
Compensation Strategies to Improve Employee Morale
Today's workers no longer foresee job security; they expect to be rewarded in some manner for excellent work, especially if the remuneration helps enhance their marketability. The strategies outlined below can be applied to nearly any industry.
In a day and age where organisations are struggling to keep employee attrition down, innovative compensation strategies and a paradigm shift in the approach to compensation management has led to a more professional and mutually beneficial relationship. The old contract guaranteed employee loyalty and commitment in exchange for implicit promises of lifetime employment and tenure-based advancement. Given the business realities of the past decade, today's psychological contract requires that companies offer their workforces explicit time bound exchanges of rewards for performance, particularly rewards that enhance an individual's marketability.
The following are strategies for motivating employees and to improve employee morale under the new covenant:
Paying for Competencies
Analyze key organizational positions to determine what competencies- that is skills, knowledge, attributes- differentiate average from outstanding performance., Particularly those competencies most critical to achieving the organization's future focused objectives. Once determined, these competencies offer an empirically based standard against which to compensate employees.
In addition to expanding position, salary bands, competency-based compensation might involve merit-based pay, spot bonuses, year end bonuses., stock options, or other rewards predicated on outstanding performance- instead of hierarchical advancement.
Promoting for Development
The notion of building professional and behavioral competencies also forms a solid basis for planning development. Instead of moving people into "bigger" jobs, a competency-based approach might focus on providing targeted experiences in employees' current jobs- for example, special projects, task forces, or other temporary assignments- that promote important skills, knowledge, and behaviors.
The key to making this approach succeed is clearly communicating what competencies are needed and providing human resources systems that foster their development. One way to meet these objectives is to post development opportunities that build key competencies, just as organizations frequently post open positions. Employees who want or need to acquire a particular competency can then apply for these opportunities.
Posted opportunities may be temporary assignments in different parts of the company, opportunities to act as mentors or coaches for new hires, or part time assignments that enlarge someone's current responsibilities. In addition to enhancing employees' skills and abilities, competency posting helps align career expectations with business needs- and can change individuals' perceptions of their opportunities for growth within the organization.
Offering "Proxies" for Promotion
In today's delayered organizations, traditional symbols of advancement - bigger budgets, more subordinates, etc.- are becoming outmoded as indicators of success. In their place, streamlined organizations can identify benefits typically associated with senior positions, and then incorporate these benefits into lower-level positions. In other words, talented employees can be given a "proxy" for promotion. This proxy might be an opportunity for professional development or a chance to increase one's visibility, responsibility, or authority.
For instance, instead of being given traditional promotions, star performers might be asked to meet with important customers, participate in strategic planning sessions, make presentations to senior management, represent the company at professional gatherings, or work on high impact projects.
Putting Employees in Charge
Employees, for their part, must seize the initiative to get ahead. Progressive companies provide information, tools and resources to facilitate career and professional development. But employees are typically responsible for managing their own careers. This can include conveying their career goals, looking for ways to enrich and enlarge their jobs, building future focused professional skills, and using informal networks throughout the organization and beyond to gain recognition and become aware of growth opportunities.
Benefits of a Flattened Operating Structure
Despite initial drawbacks, downsizing and delayering should ultimately have a positive effect on career and professional development. Although streamlined organizations- compared to vast bureaucracies- do indeed offer fewer levels for traditional promotions, they are also less likely to hinder talented people. A flattened operating structure can mean new learning opportunities, greater levels of responsibility, increased access to senior management and added autonomy- all of which support growth and motivation. Perhaps the key challenge lies in eradicating the entrenched, hierarchy-based notions of success, which led to unnecessary layers of management in the first place.
It is established today that a good compensation plan within the context of a total reward system is one that provides a method for reinforcing the value-added contributions of each individual through the application of their talents, the growth of their capabilities, and the outcome of their actions consistent with the key success factors of the organization. While specific compensation plan designs will vary according to company and industry, and be based on culture, management style and overall objectives, the basic outcome should remain the same- increased retention of valuable employees, and increased satisfaction of all stakeholders.
Source : www.careerindia.com :tea:
Compensation Strategies to Improve Employee Morale
Today's workers no longer foresee job security; they expect to be rewarded in some manner for excellent work, especially if the remuneration helps enhance their marketability. The strategies outlined below can be applied to nearly any industry.
In a day and age where organisations are struggling to keep employee attrition down, innovative compensation strategies and a paradigm shift in the approach to compensation management has led to a more professional and mutually beneficial relationship. The old contract guaranteed employee loyalty and commitment in exchange for implicit promises of lifetime employment and tenure-based advancement. Given the business realities of the past decade, today's psychological contract requires that companies offer their workforces explicit time bound exchanges of rewards for performance, particularly rewards that enhance an individual's marketability.
The following are strategies for motivating employees and to improve employee morale under the new covenant:
Paying for Competencies
Analyze key organizational positions to determine what competencies- that is skills, knowledge, attributes- differentiate average from outstanding performance., Particularly those competencies most critical to achieving the organization's future focused objectives. Once determined, these competencies offer an empirically based standard against which to compensate employees.
In addition to expanding position, salary bands, competency-based compensation might involve merit-based pay, spot bonuses, year end bonuses., stock options, or other rewards predicated on outstanding performance- instead of hierarchical advancement.
Promoting for Development
The notion of building professional and behavioral competencies also forms a solid basis for planning development. Instead of moving people into "bigger" jobs, a competency-based approach might focus on providing targeted experiences in employees' current jobs- for example, special projects, task forces, or other temporary assignments- that promote important skills, knowledge, and behaviors.
The key to making this approach succeed is clearly communicating what competencies are needed and providing human resources systems that foster their development. One way to meet these objectives is to post development opportunities that build key competencies, just as organizations frequently post open positions. Employees who want or need to acquire a particular competency can then apply for these opportunities.
Posted opportunities may be temporary assignments in different parts of the company, opportunities to act as mentors or coaches for new hires, or part time assignments that enlarge someone's current responsibilities. In addition to enhancing employees' skills and abilities, competency posting helps align career expectations with business needs- and can change individuals' perceptions of their opportunities for growth within the organization.
Offering "Proxies" for Promotion
In today's delayered organizations, traditional symbols of advancement - bigger budgets, more subordinates, etc.- are becoming outmoded as indicators of success. In their place, streamlined organizations can identify benefits typically associated with senior positions, and then incorporate these benefits into lower-level positions. In other words, talented employees can be given a "proxy" for promotion. This proxy might be an opportunity for professional development or a chance to increase one's visibility, responsibility, or authority.
For instance, instead of being given traditional promotions, star performers might be asked to meet with important customers, participate in strategic planning sessions, make presentations to senior management, represent the company at professional gatherings, or work on high impact projects.
Putting Employees in Charge
Employees, for their part, must seize the initiative to get ahead. Progressive companies provide information, tools and resources to facilitate career and professional development. But employees are typically responsible for managing their own careers. This can include conveying their career goals, looking for ways to enrich and enlarge their jobs, building future focused professional skills, and using informal networks throughout the organization and beyond to gain recognition and become aware of growth opportunities.
Benefits of a Flattened Operating Structure
Despite initial drawbacks, downsizing and delayering should ultimately have a positive effect on career and professional development. Although streamlined organizations- compared to vast bureaucracies- do indeed offer fewer levels for traditional promotions, they are also less likely to hinder talented people. A flattened operating structure can mean new learning opportunities, greater levels of responsibility, increased access to senior management and added autonomy- all of which support growth and motivation. Perhaps the key challenge lies in eradicating the entrenched, hierarchy-based notions of success, which led to unnecessary layers of management in the first place.
It is established today that a good compensation plan within the context of a total reward system is one that provides a method for reinforcing the value-added contributions of each individual through the application of their talents, the growth of their capabilities, and the outcome of their actions consistent with the key success factors of the organization. While specific compensation plan designs will vary according to company and industry, and be based on culture, management style and overall objectives, the basic outcome should remain the same- increased retention of valuable employees, and increased satisfaction of all stakeholders.
Source : www.careerindia.com :tea:
pratik_mehta7
Pratik Mehta
jitendra05
Banned
Hey kashish, as i saw that you need help for your project on morale so i am providing you the information related to morale and it would be useful for you. So please download my presentation and check it.