Employee Morale Project
1.1 INTRODUCTION In every organization, people are working within a suitable environment of attitudes. Each employee has attitudes that range over the entire spectrum of human behavior. All managers have a constant concern for the morale of the group, which they lead. However, considerable confusion prevails over the use of the term morale because of variation in defining characteristics of the term.
In certain cases job satisfaction and morale is considered as individual concern; in other cases job satisfaction is considered as individual phenomenon and morale as group phenomenon. From one point of view, morale may be regarded essentially an individual matter. It’s described in terms of the feelings of an employee or manager towards his work; it is thus matter of work satisfaction.
Morale is the degree to which individual needs are satisfied and the degree to which the individual desires satisfaction from his total job situation. When morale is regarded as an individual phenomenon, many investigators organize these feelings what are assumed to be workers needs.
In contrast to this individual job satisfaction approach, most researches are impressed with social or group significance of morale. They emphasize social reactions and concentrate on attitudes towards group values rather than towards individual values. They place less emphasis on working conditions and more feelings of cohesiveness, group interest and identification with the mission of the group, and optimism about the success of the whole. Thus, the concepts of job satisfaction and motivation both pertain to the individual and morale to the group. Morale is basically a group phenomenon. It is a concept that describes the level of favourable or unfavourable attitudes of the employee collectively to all aspects of their work the job, the company, their tasks working conditions, fellow workers, and superiors and soon.
Attitudes express what the individuals think and feel about
In certain cases job satisfaction and morale is considered as individual concern; in other cases job satisfaction is considered as individual phenomenon and morale as group phenomenon. From one point of view, morale may be regarded essentially an individual matter. It’s described in terms of the feelings of an employee or manager towards his work; it is thus matter of work satisfaction.
Morale is the degree to which individual needs are satisfied and the degree to which the individual desires satisfaction from his total job situation. When morale is regarded as an individual phenomenon, many investigators organize these feelings what are assumed to be workers needs.
In contrast to this individual job satisfaction approach, most researches are impressed with social or group significance of morale. They emphasize social reactions and concentrate on attitudes towards group values rather than towards individual values. They place less emphasis on working conditions and more feelings of cohesiveness, group interest and identification with the mission of the group, and optimism about the success of the whole. Thus, the concepts of job satisfaction and motivation both pertain to the individual and morale to the group. Morale is basically a group phenomenon. It is a concept that describes the level of favourable or unfavourable attitudes of the employee collectively to all aspects of their work the job, the company, their tasks working conditions, fellow workers, and superiors and soon.
Attitudes express what the individuals think and feel about