Strategies For Boosting Employee Morale In An Organisation

Project and Seminar Material for Human Resource Management (HRM)

Strategies For Boosting Employee Morale In An Organisation


Chapter One


Introduction

1.1 Background of the Study

Employee Morale refers to an attitude of satisfaction with a desire to continue and strive for attaining the objectives of a factory. Morale is purely emotional. It is an attitude of an employee towards his job, his superior and his organization. It is not static thing, but it changes depending on working conditions, superiors, fellow workers pay and so on. Morale may range from very high to very low. High Morale is evident from the positive feelings of employees such as enthusiasm; desire to obey orders, willingness to cooperate with co-workers. Poor or low Morale becomes obvious from the negative feelings of employees such as dissatisfaction, discouragement or dislike of the job.For the singular fact that much of the efforts that determine the successes or failures of any establishment depends less on the management and policies and more on the employees who execute and implement these policies, the importance of employees’ enthusiasm and work attitude cannot be overemphasized. The management of employees and the maintenance of their working spirit goes beyond the payment of salaries and the assignment of duties. The establishments rely on the employees for the attainment of whatever goal or target they have set for themselves which means that the maintaining of high performance and the spirit to meet the targets is also part of what is to be looked after by the employers; creating a conducive working environment and the incentive to go the extra mile beyond one’s job description. So that a great amount of managerial effort and resources go into the maintaining both the morale and attitude to work of employees in order to make sure that they go the extra mile more than their job description. Each establishment evinces different methods of achieving this aim depending on their aims and objectives. Every Organization be it people or private has the primary aim of achieving the organizational goals for which it was being set up. These goals can only be achieved by the judicious acquisition and effective utilization of its man power resources.

According to E.F.L. Brech (2016) Management in principle Pg. 10 Training and Development this is an aspect of management practice wherein a good deal of realistic and reliable knowledge is called for as well as the expertise to be able to interpret and translate the disclosed needs into the ways and means of improvement. Generally, guidance on this matter is not easy to offer and it could be unwise if allowed to become the substitute for expert assistance. This is also important that the programmes for development whether by training (learning) or by others means, should allow for and encourage the self-help efforts of gained from this factor improving competence. There is major benefit to be gained too, from wise counseling by older and senior managers. This is particularly true when the improvements called for lie the direction of personal attitude, of behaviour towards colleagues and subordinates or of judgment and decision. Such counseling should not occur only at the periodic appraisal reviews but, should rather be a feature of the everyday exercise of the managerial roles.

According to Lawrence L. Bethel, Franklin S. at water, George H.E. Smith, Harvey A. Stackman, Jr. and James L. Riggs, industrial Organization and Management Fifth Edition Pg. 427 says larger companies have been giving increasing attention to the training and development as one of the strategy in boosting employee morale above the foremen level: department heads, staff assistants and officers. The systematic inventory of executive potential which highlights the training need, the essence of this is a self-evaluation of training and experiences a soul-searching analysis present performance and a selection of specific items to be improved. If a man can recognized his own weaknesses and find means to strengthen them, this is one of the best forms of executive development.
Organizationalsuccessandanemployee’sabilitytothriveareinfluencedbya leader’s ability to ignite outstanding performance. When a leader creates resonance or a positive feeling that facilitates the best in people, then they generate natural motivation, morale and ongoing learning (Goleman et al. 2002). In the field of nursing, amongst many others, the concepts of developing emotional self-awareness in staff, self-control, adaptability and initiative in management, and organizational teamwork and collaboration in social networks have been poorly applied. Despite this, it has been suggested that nurse and physician collaboration is one of three strongest predictors of psychological empowerment of nurses (Larrabee et al. 2003). Relationships on the ward are integral to nurse satisfaction. Contentment in staff and the confidence to interact as an equal with other professionals are closely linked to self-esteem or one’sown morale. The issue of morale in nursing has not been extensively researched despite suggestions that effective clinical leaders are those who encourage the moral-boosting qualities of caring, support and balance in their staff to promote retention and feelings of renewal however, low morale on wards has been shown to adversely affect staff (Pearcey& Elliott 2004).


1.2 Statement of the Problem

Between creating an enabling environment for the employees and handing out incentives to them is the list of measures needed to boost the spirits of the employees. Without this extra nudge, the situation is usually one of apathy and the lack of the will to put extra effort past the agreed ones that are in their job description. However, often employers find that it is the extra efforts on the parts of the employees that make all the difference. So, employers device systems known as reward systems which “addresses these four areas: compensation, benefits, recognition and appreciation” (Entrepreneur Media). However, not only for appreciation and recognition, the ones who do not make it to this system are equally compensated in order to help boost their morale in the job. The research problem at the heart of this study is to identify and discuss the numerous strategies employed by organisations for the purpose of boosting their employee morale with Cadbury Nigerian PLC Lagos branch as a case study.


1.3 Objectives of the Study

The main objective of this study is to identify the different strategies employed by organisations in boosting their employees’ moral and attitude towards their work by looking at that of Cadbury Nigeria PLC Lagos. Specific objectives include;

  1. To identify the different strategies employed and how they are applied in the company with their target employee spirits in mind.
  2. To describes the processes of application of these strategies and how they are fitted for the best outcomes
  3. To make a reward system or employee management system to making the employees strengthen themselves.

1.4 Research Questions

  1. What are the usual strategies employed by organisations for boosting their employees’ moral and attitude to work?
  2. Which ones are peculiar to Cadbury Nigeria PLC especially Lagos branch.?
  3. How far have they gone into significantly boosting the morale of the Cadbury Nigeria PLC employees in Lagos?

1.5 Research Hypotheses

Hypothesis I
  • H0: There is no significant impact on the need for the boosting of employee morale for the benefit of the establishment.
  • Hi: There is a significant impact on the need for the boosting of employee morale for the benefit of the establishment.
Hypothesis II
  • H0:There is no significant impact on the processes of application of these strategies and how they are fitted for the best outcomes
  • Hi: There is a significant impact on the processes of application of these strategies and how they are fitted for the best outcomes

1.6 Significance of the Study

The significance of this work goes beyond its immediate objective of studying and enumerating the different strategies employed by organisations like Cadbury Nigeria PLC in boosting their employee’s morale. It sheds light on the human resources myths that have grown moribund and proffers feasible and viable methods of incentives. This work is also important in terms of understanding the minds of the average corporate and public employees and show the factors that affect them the most.


1.7 Scope of the Study

The focus of this research work is on the strategies employed by Cadbury Nigeria PLC Lagos in order to boost the morale and work attitude of its employees. The strategies involved and discussed in this work border on the ones that aim at recognizing and awarding employee excellence and sustain their interest in the work namely annual leave, car loans, medical insurance, etc.


1.8 Limitations of the Study

The demanding schedule of respondents at work made it very difficult getting the respondents to participate in the survey. As a result, retrieving copies of questionnaire in timely fashion was very challenging. Also, the researcher is a student and therefore has limited time as well as resources in covering extensive literature available in conducting this research. Information provided by the researcher may not hold true for all businesses or organizations but is restricted to the selected organization used as a study in this research especially in the locality where this study is being conducted.

Financial Constraint:

Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).

Time Constraint:

The researcher will simultaneously engage in this study with other academic work. This consequently will cut down on the time devoted for the research work.

Finally, the researcher is restricted only to the evidence provided by the participants in the research and therefore cannot determine the reliability and accuracy of the information provided.


1.9 Definition of Terms

Strategy:

Strategy is an action that managers take to attain one or more of the organization’s goals. Strategy can also be defined as “A general direction set for the company and its various components to achieve a desired state in the future. Strategy results from the detailed strategic planning process”.

Boosting:

To lift or raise by pushing from behind or below. to advance or aid by speaking well of; promote: She always boosts her hometown. to increase; raise: to boost prices; to boost the horsepower of the car by 20 percent.

Employee’s Morale:

Employee morale is defined as the attitude, satisfaction and overall outlook of employees during their association with an organization or a business. An employee that is satisfied and motivated at workplace usually tend to have a higher morale than their counterparts.


Chapter Five


Summary, Conclusion and Recommendations

5.1 Summary of Findings

The purpose of this study was to assess the strategies for boosting employee morale in an organization. The hypotheses were meant to know if there is a significant impact on the need for the boosting of employee morale for the benefit of the establishment. Also, the research study tends to know if there is a significant impact on the processes of application of these strategies and how they are fitted for the best outcomes. The analyses of collected data revealed on assess the the strategies for boosting employee morale in an organization, the objectives of the study were to;

  1. To identify the different strategies employed and how they are applied in the company with their target employee spirits in mind.
  2. To describes the processes of application of these strategies and how they are fitted for the best outcomes
  3. To make a reward system or employee management system to making the employees strengthen themselves.

Findings from the study revealed the null hypotheses and the alternative hypotheses, that majority of the respondents were of the opinion that

  1. There is a significant impact on the need for the boosting of employee morale for the benefit of the establishment, thereby the null hypothesis Ho is rejected.
  2. There is a significant impact on the processes of application of these strategies and how they are fitted for the best outcomes, thereby the null hypothesis Ho is rejected.

5.2 Conclusion

Economic employee benefit program in Cadbury Nigeria PLC Lagos has a negative effect on employee morale but not significant. Facilitative employee benefit program in Cadbury Nigeria PLC Lagos has a positive effect on employee morale and significant. Services employee benefit program in Cadbury Nigeria PLC Lagos has a positive effect on employee morale and significant Employee morale in Cadbury Nigeria PLC Lagos has a positive effect on employee performance and significant.


5.3 Recommendation

The following are the recommendation of the study.

Facilitative and Services employee benefits program Cadbury Nigeria PLC Lagos factory has a positive effect on employee morale and significant, so they were very important factors in creating employee morale and influence on employee performance.

So it is recommendation for Cadbury Nigeria PLC Lagos are to be kept and to be improved these factors. Economic employee benefit program has negative effect but not significant. It is recommendation for Cadbury Nigeria PLC Lagos to be kept and if possible it can be improved, because according to respondents this program still had a benefit especially about hospital and medical benefits Facilitative employee benefits program in Cadbury Nigeria PLC Lagos factory has a positive effect on employee morale and significant. The two indicators of this program are Existence of mosque and leave facility. That meant the existence of mosque is very importance thing in Cadbury Nigeria PLC Lagos according to employee that in line with Cadbury so it is very importance to be kept as a factor of keeping high morale employee.

It has correlation with over 50% respondents that age over 40 years old. To keep fitness of body in case of ready for working, these services are very helpful. According to sample profile, employees that have length of working service over 20 years are about 43% and combining with 50% of employees age over 40 years, It is recommended to Cadbury Nigeria PLC Lagos to make new benefits programs that support employees who will enter to their pension period such as enterpreunership training, business loan, etc.


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