Workers Morale And Organizational Behavior Management Essay

2273 words (9 pages) Essay

1st Jan 1970 Management Reference this

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Workers morale is one of the main driving forces in operations of any organization (Dessler 2001, p. 17). This phenomenon has however for a long time bee ignored by many managerial teams in many organizations. The need to have a good working force cannot be overemphasized since workers are the center bolt of any business unit (Druckman & Bjork 1994. p.77).

Research overview

Efforts to find worker satisfaction have been undertaken for a very long time. Trials on the found strategies have been put to test and from these, some solutions have been found. This research explores on various tools and techniques of morale boosting in workers and how they can be applied.

Background information

Organizational behavior studies form a very important platform for understanding what it entails to have a well motivated workforce. Organizational behavior is the study of how individuals, people and groups behave in various organizations (Brown 1995, p. 13). It can also be stated as a set of formal and informal framework of policies and rules, within which an organization arranges its lines of authority, communications and allocates rights and duties. Organizational structure determines the manner and extent to which roles, power, and responsibilities are assigned, supervised, and coordinated, and how information flows between the various levels of management (Brown 1995, p. 14).

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Human behavior lack absolutes and therefore it is very difficulty to predict any exact behavior of an individual given different situation. Good understanding of human behavior is very important as it is a critical contributor to the productivity of any employee (Judge & Watanabe 1993, p. 34).

Various stakeholders among them researchers, psychologists, management officers, and social scientists must understand very well the uniqueness of various employees including their background, education status, social setup and other situational factors related to behavior (Brown 1995, p. 55). This will by far change the way they associate with them creating a more conducive environment for work.

Any management should be able to use its knowledge to explain, evaluate, predict, and eventually modify the behaviors of the employees under him. This is very necessary as it does eliminate the risk associated with employing people unknown to them and of sometimes-unacceptable characteristics. By application of suitable psychological tactics, ones behavioral trends changeable.

Sub-branches of organizational behavior that affect the way people work are employed almost fully by any organization for better results. They include human behavior, change, leadership, teams, salaries and other remuneration, and many others. There are four major models of organizational behavior operated within. They include;

Autocratic model- power with a managerial orientation of authority is the basis of this model. Workers are directed towards obedience and total dependence on the boss and the workers need that is met is subsistence while the performance is minimal hence its name, autocratic (Greengard 1999. p. 4).

Supportive model- it has its basis on leadership with managerial direction of support with employees made to focus on performance and participation. Status and recognition are the needs met thus performance drive is awakened (Greengard 1999. p. 7).

Custodial model- economic resources are the basis of this model with employees focus directed towards benefits and dependence on the organization resulting in passive cooperation (Greengard 1999. p. 8).

Collegial- partnership with a managerial orientation to team work forms the basis of this model. Performance results into moderate enthusiasm thus not the maximum can be attained (Greengard 1999. p. 6).

Although there exists a number of behavioral models, no organization operates exclusively in one. This is because of different trades that the companies engage in. service industry and manufacturing industries s for example use different models because the nature of their products is completely different.

Several theories have been put forward to explain organizational behavior. They include the theory of contribution by Robert Owen, carrot and stick approach by Jeremy Bentham, the need hierarchy theory, expectancy theory, porter and Lowler model theory, Clayton Alderfers ERG theory, the equity theory, goal setting theory, reinforcements theory and Macleod’s theory of needs (Brown 1995, p.37) . All the above theories try to explain the various parameters that affect the morale of employees and how they influence their commitment to work.

Research questions

The main query being investigated is brought about by the decreased morale of workers at their various organizations resulting in low worker input that gives poor performance of a company. The research tries to answer the questions;

a. How do managers influence staff morale in multinational organizations?

b. How can managers enhance staff morale in multinational organizations?

Overview

The most appropriate methodology for this kind of engagement is qualitative analysis (Loseke et al. p.16). This method looks at situations in a more natural point of view. This approach gives more of solution-focused outcomes that are not merely based on speculations (Loseke et al. p.34).

Importance of research

This research seeks to find the most appropriate worker motivation tools and techniques and how they should be applied to boost their input for the benefit of an organization. The way organizations are run need to be revolutionalized. Ways of doing business have changed so much and unless new business environments are appreciated, then the general field human resource management is deemed to stagnation.

Synopsis

Chapter one; this is the introductory part of the research. It introduces the research paper in form of giving the background information of the topic. It introduces the importance of worker motivation and how it influences the ability of an employee. The research question is also posed to enable the paper answer the problem question. It also contains an overview containing methodology and an explanation of the importance of the research.

Chapter two: this chapter discusses literature review of the research. In this segment, other outcomes of similar research undertakings have been compared with the extent to which the problem still affects workers. It explains a few factors that have been considered to be very present whenever organizational behavior is addressed. Issues such as the workplace environment, grouping of employees, individual, and collective leadership skills of management and many others are discussed.

Chapter three: discusses the methodology used to conduct this research. In this case, qualitative analysis is the method used to collect data given that it relies on the most fundamentals of this research (Denzin et al. 2005, p.21)

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Chapter four: this chapter has the results of the research. It gives the general outcome and findings of the research. It is from this chapter that the status of the problem assessed, possible recommendations to the same are made.

Chapter five: this segment contains the discussions of the findings in chapter four. Theoretical intervention is the basic tool being used here. Theories from books are closely compared to what the findings say and conclusions drawn from this.

Chapter six: this chapter concludes the findings of the research. It tries to relate the same to the general research question and analyses the two. It also takes into account other factors that might have influenced the results such as the mishaps encountered along the way. Recommendations are also made in reference to future similar undertaking in researching on the same problem. Finally Learning reflections and concluding remarks are made.

CHAPTER SIX: CONCLUSION

6.1 Introduction

Conclusions drawn from any research undertakings are very important since they try to solve or provide possible answers to the question in the research. Analysis of findings is done carefully in relation to literature on the topic and answers proposed to the question.

6.2 Results in relation to the general research question

From the findings of this paper, it is evident that much needs to be done on worker motivation. Many aspects of worker motivation techniques rely solely on how the human resource departments execute their mandate (Judge & Watanabe 1993, p. 73). It is also evident that the general outcomes of any organization rely on the efforts of the workers.

6.3 Summary of the conclusion

Vela Marines as a company employs workers from different parts of the world. This means that the company fasces numerous challenges in incorporating people from diverse cultural backgrounds. Many factors that affect workers morale have been detected and possible actions by managers in human resource departments recommended.

First, organizational factors play a very crucial role in ensuring worker motivation (Clark & Estes 2002, p. 112). Vela Marine has an evidently strong mutual understanding between the human resource department and the workers. Its leadership has made it possible for the workers to feel part of the running of the organization. This has greatly boosted the morale of the workers by great margins.

A shared vision between the company’s management and the workers has also worked well for the company. When a worker has the company’s’ visions as his own, there is a possibility that the worker will put in more efforts to make this come true (Clark & Estes 2002, p 56). The overall outcome is an improved productivity of the company, which positions it ion a better platform for competition.

Encouraging supportive and collaborative workforce has helped the enterprise boost the morale of its employees. This has proved to be a very strong tool for morale boosting especially among workers found at the same place of work (Brown 1995, p.117). Workers at Vela marines find it easier to work because they are allowed to support one another when working. This is therefore a tool appropriate for morale boosting.

It is also clear that the culture of team building is very important. When workers are allowed to work as a team, ideas are easily shared and a wide variety of approaches given. This improves performance as numerous opinions are offered. Morale of workers is improved as they find it easier and comfortable to work together as a team.

The manner in which management communicates with their juniors has been found as wanting in many organizations. Humble and polite language creates sense of respect to the employee and this greatly boosts their morale. This falls in the psychological point of view in organizational behavior as a study field. Other psychological aspects include allowing healthy relation ships to grow amongst employees. Integrated relationship relating to work are very instrumental in ensuring workers commitment in Vela marines as an enterprise.

6.4 shortcomings of the research

Findings from vela marines only are limiting. This is because the organization is not similar to any other kind of a business. Different businesses require different tools and techniques for morale boosting. This is because they differ in many things like the environment or even whether the business is in service or processing and manufacturing industry. Some respondents would not give the true information for their own personal reasons. Some may fear the risk of exposure of what they say especially when they are negative. This could also have been transmitted to filling in of any questionnaire.

Some respondents were not willing to take time off duty to answer the questions. This might have had a negative outcome of data source distribution meaning that only respondents found in a similar line of duty might have been conducted. Finances allocated to this research were not enough as commuting was a bit problematic due to limited finances.

6.5 Future research

Any future approach to this problem should focus more on personal concerns of workers. This is evidenced by respondent’s explanations on what seems to benefit or make them more comfortable. Much emphasis should also be directed at the human resource managers. Their constant interactions with employees makes them understand what their pleas are and hence can easily work on them.

6.6 Learning reflections

Academic material from class theory sometimes seems so impractical. However, this research study has shown that although not everything is observable on the ground, most of the class work is evident in the field. Scholars need to research on better methods of improving workmanship and thus stimulate the overall performance of a company.

6.7 Concluding remarks

Workers are the main driving force in any organization. Their concerns must therefore be taken care of to drive general operations of any organization. Organizational behavior is the main field of study explaining how workers need to be motivated to boost their morale. More research is necessary for any organization to draw conclusions on what tools of motivation should be applied. From the findings, it is evidently clear that people do work well expecting something positive in return.

Workers morale is one of the main driving forces in operations of any organization (Dessler 2001, p. 17). This phenomenon has however for a long time bee ignored by many managerial teams in many organizations. The need to have a good working force cannot be overemphasized since workers are the center bolt of any business unit (Druckman & Bjork 1994. p.77).

Research overview

Efforts to find worker satisfaction have been undertaken for a very long time. Trials on the found strategies have been put to test and from these, some solutions have been found. This research explores on various tools and techniques of morale boosting in workers and how they can be applied.

Background information

Organizational behavior studies form a very important platform for understanding what it entails to have a well motivated workforce. Organizational behavior is the study of how individuals, people and groups behave in various organizations (Brown 1995, p. 13). It can also be stated as a set of formal and informal framework of policies and rules, within which an organization arranges its lines of authority, communications and allocates rights and duties. Organizational structure determines the manner and extent to which roles, power, and responsibilities are assigned, supervised, and coordinated, and how information flows between the various levels of management (Brown 1995, p. 14).

Human behavior lack absolutes and therefore it is very difficulty to predict any exact behavior of an individual given different situation. Good understanding of human behavior is very important as it is a critical contributor to the productivity of any employee (Judge & Watanabe 1993, p. 34).

Various stakeholders among them researchers, psychologists, management officers, and social scientists must understand very well the uniqueness of various employees including their background, education status, social setup and other situational factors related to behavior (Brown 1995, p. 55). This will by far change the way they associate with them creating a more conducive environment for work.

Any management should be able to use its knowledge to explain, evaluate, predict, and eventually modify the behaviors of the employees under him. This is very necessary as it does eliminate the risk associated with employing people unknown to them and of sometimes-unacceptable characteristics. By application of suitable psychological tactics, ones behavioral trends changeable.

Sub-branches of organizational behavior that affect the way people work are employed almost fully by any organization for better results. They include human behavior, change, leadership, teams, salaries and other remuneration, and many others. There are four major models of organizational behavior operated within. They include;

Autocratic model- power with a managerial orientation of authority is the basis of this model. Workers are directed towards obedience and total dependence on the boss and the workers need that is met is subsistence while the performance is minimal hence its name, autocratic (Greengard 1999. p. 4).

Supportive model- it has its basis on leadership with managerial direction of support with employees made to focus on performance and participation. Status and recognition are the needs met thus performance drive is awakened (Greengard 1999. p. 7).

Custodial model- economic resources are the basis of this model with employees focus directed towards benefits and dependence on the organization resulting in passive cooperation (Greengard 1999. p. 8).

Collegial- partnership with a managerial orientation to team work forms the basis of this model. Performance results into moderate enthusiasm thus not the maximum can be attained (Greengard 1999. p. 6).

Although there exists a number of behavioral models, no organization operates exclusively in one. This is because of different trades that the companies engage in. service industry and manufacturing industries s for example use different models because the nature of their products is completely different.

Several theories have been put forward to explain organizational behavior. They include the theory of contribution by Robert Owen, carrot and stick approach by Jeremy Bentham, the need hierarchy theory, expectancy theory, porter and Lowler model theory, Clayton Alderfers ERG theory, the equity theory, goal setting theory, reinforcements theory and Macleod’s theory of needs (Brown 1995, p.37) . All the above theories try to explain the various parameters that affect the morale of employees and how they influence their commitment to work.

Research questions

The main query being investigated is brought about by the decreased morale of workers at their various organizations resulting in low worker input that gives poor performance of a company. The research tries to answer the questions;

a. How do managers influence staff morale in multinational organizations?

b. How can managers enhance staff morale in multinational organizations?

Overview

The most appropriate methodology for this kind of engagement is qualitative analysis (Loseke et al. p.16). This method looks at situations in a more natural point of view. This approach gives more of solution-focused outcomes that are not merely based on speculations (Loseke et al. p.34).

Importance of research

This research seeks to find the most appropriate worker motivation tools and techniques and how they should be applied to boost their input for the benefit of an organization. The way organizations are run need to be revolutionalized. Ways of doing business have changed so much and unless new business environments are appreciated, then the general field human resource management is deemed to stagnation.

Synopsis

Chapter one; this is the introductory part of the research. It introduces the research paper in form of giving the background information of the topic. It introduces the importance of worker motivation and how it influences the ability of an employee. The research question is also posed to enable the paper answer the problem question. It also contains an overview containing methodology and an explanation of the importance of the research.

Chapter two: this chapter discusses literature review of the research. In this segment, other outcomes of similar research undertakings have been compared with the extent to which the problem still affects workers. It explains a few factors that have been considered to be very present whenever organizational behavior is addressed. Issues such as the workplace environment, grouping of employees, individual, and collective leadership skills of management and many others are discussed.

Chapter three: discusses the methodology used to conduct this research. In this case, qualitative analysis is the method used to collect data given that it relies on the most fundamentals of this research (Denzin et al. 2005, p.21)

Chapter four: this chapter has the results of the research. It gives the general outcome and findings of the research. It is from this chapter that the status of the problem assessed, possible recommendations to the same are made.

Chapter five: this segment contains the discussions of the findings in chapter four. Theoretical intervention is the basic tool being used here. Theories from books are closely compared to what the findings say and conclusions drawn from this.

Chapter six: this chapter concludes the findings of the research. It tries to relate the same to the general research question and analyses the two. It also takes into account other factors that might have influenced the results such as the mishaps encountered along the way. Recommendations are also made in reference to future similar undertaking in researching on the same problem. Finally Learning reflections and concluding remarks are made.

CHAPTER SIX: CONCLUSION

6.1 Introduction

Conclusions drawn from any research undertakings are very important since they try to solve or provide possible answers to the question in the research. Analysis of findings is done carefully in relation to literature on the topic and answers proposed to the question.

6.2 Results in relation to the general research question

From the findings of this paper, it is evident that much needs to be done on worker motivation. Many aspects of worker motivation techniques rely solely on how the human resource departments execute their mandate (Judge & Watanabe 1993, p. 73). It is also evident that the general outcomes of any organization rely on the efforts of the workers.

6.3 Summary of the conclusion

Vela Marines as a company employs workers from different parts of the world. This means that the company fasces numerous challenges in incorporating people from diverse cultural backgrounds. Many factors that affect workers morale have been detected and possible actions by managers in human resource departments recommended.

First, organizational factors play a very crucial role in ensuring worker motivation (Clark & Estes 2002, p. 112). Vela Marine has an evidently strong mutual understanding between the human resource department and the workers. Its leadership has made it possible for the workers to feel part of the running of the organization. This has greatly boosted the morale of the workers by great margins.

A shared vision between the company’s management and the workers has also worked well for the company. When a worker has the company’s’ visions as his own, there is a possibility that the worker will put in more efforts to make this come true (Clark & Estes 2002, p 56). The overall outcome is an improved productivity of the company, which positions it ion a better platform for competition.

Encouraging supportive and collaborative workforce has helped the enterprise boost the morale of its employees. This has proved to be a very strong tool for morale boosting especially among workers found at the same place of work (Brown 1995, p.117). Workers at Vela marines find it easier to work because they are allowed to support one another when working. This is therefore a tool appropriate for morale boosting.

It is also clear that the culture of team building is very important. When workers are allowed to work as a team, ideas are easily shared and a wide variety of approaches given. This improves performance as numerous opinions are offered. Morale of workers is improved as they find it easier and comfortable to work together as a team.

The manner in which management communicates with their juniors has been found as wanting in many organizations. Humble and polite language creates sense of respect to the employee and this greatly boosts their morale. This falls in the psychological point of view in organizational behavior as a study field. Other psychological aspects include allowing healthy relation ships to grow amongst employees. Integrated relationship relating to work are very instrumental in ensuring workers commitment in Vela marines as an enterprise.

6.4 shortcomings of the research

Findings from vela marines only are limiting. This is because the organization is not similar to any other kind of a business. Different businesses require different tools and techniques for morale boosting. This is because they differ in many things like the environment or even whether the business is in service or processing and manufacturing industry. Some respondents would not give the true information for their own personal reasons. Some may fear the risk of exposure of what they say especially when they are negative. This could also have been transmitted to filling in of any questionnaire.

Some respondents were not willing to take time off duty to answer the questions. This might have had a negative outcome of data source distribution meaning that only respondents found in a similar line of duty might have been conducted. Finances allocated to this research were not enough as commuting was a bit problematic due to limited finances.

6.5 Future research

Any future approach to this problem should focus more on personal concerns of workers. This is evidenced by respondent’s explanations on what seems to benefit or make them more comfortable. Much emphasis should also be directed at the human resource managers. Their constant interactions with employees makes them understand what their pleas are and hence can easily work on them.

6.6 Learning reflections

Academic material from class theory sometimes seems so impractical. However, this research study has shown that although not everything is observable on the ground, most of the class work is evident in the field. Scholars need to research on better methods of improving workmanship and thus stimulate the overall performance of a company.

6.7 Concluding remarks

Workers are the main driving force in any organization. Their concerns must therefore be taken care of to drive general operations of any organization. Organizational behavior is the main field of study explaining how workers need to be motivated to boost their morale. More research is necessary for any organization to draw conclusions on what tools of motivation should be applied. From the findings, it is evidently clear that people do work well expecting something positive in return.

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