MORAL OF EMPLOYEES IN A PROFIT DRIVEN ORGANIZATION
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MORAL OF EMPLOYEES IN A PROFIT DRIVEN ORGANIZATION
CHAPITRE ONE
INTRODUCTION
1.1 Background Of The Study
Human resources are without a doubt the most significant resource in every organisation. However, in order to get the most out of their services, it is critical to pay close attention to the link that should exist between the human being and the substance of the employment.
Employees in organisations frequently develop some kind of attitude towards their job, pay supervisor, promotions, co-workers, and so on. Although the average worker does not have the luxury of having his salary up graded on a regular basis, he finds himself daily designed by new financial responsibilities that he did not anticipate and can hardly accommodate.
This has a severe impact on his morale and psychological equilibrium, resulting in distributions that are lower in productivity, affecting long-term organisational goals.
Profit maximisation is known to be the major purpose for the existence of every commercial organisation because it ensures the organization’s continuing growth and survival. Furthermore, there is no value in claiming that labour is the most volatile of the production components.
The volatility of labour is not linked to the fact that humans are rational beings who respond to a variety of environmental influences. As a result, managers’ most prevalent difficulty has been determining how to best inspire and motivate other employees to increase production.
In today’s competitive corporate world, the efficient utilisation of human resources for profit maximisation can only be achieved through the appropriate and successful application of motivational technologies and methods.
To achieve its predetermined goal of profit maximisation, an organisation must be able to develop an organisational structure in which managers and supervisors can understand what motivates a worker to behave positively and the mechanics of causing a change from negative to positive behaviour. In a profit-driven organisation, employee morale is everything.
Employee morale is made up of cognition (knowledge, belief, expectation), emotion (likes and dislikes, feelings, sentiments), and behavioural tendencies. Warsh 2002 described morale as “having employees feel good about working for and respecting the company.” According to Warsh, an employee with high morale enjoys his work and is willing to collaborate in shifting from job to job.
Employee morale refers to the various attitudes that employees have, which are partly related to specific factors such as wages, supervision, working conditions, recognition of ability, fair evaluation of work, steadiness of employment, prompt settlement of grievances,
advancement opportunities, social relationships on the job, fair treatment by employers, and other factors such as labor/social activities temperament, level of aspiration, employee age, desire health, social status affluence, and social status affluence.
As a result, this study will investigate employee morale in a profit-oriented organisation.
1.2 STATEMENT OF THE PROBLEM
Employees at all levels may make or break a company or corporation, no matter how big or little it is. This is true not just for employees hired on a regular basis, but also for temporary and casual employees.
It is just as vital to investigate and analyse the requirements, desires, and expectations of the people whom the organisation hires or employs in order to respond to and please them as it is to respond to and satisfy customers.
In reality, given the importance of each person to a company’s performance, analysing and planning, as well as proper reaction to employee motivation, should be prioritised in the order of business.
Before proceeding, let us change our focus from the generic category of employee to particular human beings and refer to them as hired workers. This is what they are, and we must recognise them as human individuals with individual needs, drives, characteristics/personalities, and contributions to corporate success.
Though each person has unique wants, desires, personalities, goals, and capacities, people’s basic needs are the same at varied degrees of intensity, as indicated by Abraham Maslow’s Hierarchy of wants. Experience has proven that man always acts in a way that leads to the achievement of some goal.
It is not always possible to identify a clear purpose. This is why men reflect on their past behaviour and wonder why they ever did such things. Subconscious urges or impulses induce or motivate individual behavioural patterns.
After understanding the relationship that exists between individual employee morale and (productive) profit, what is vital to a manager is how he/she can foresee and/or influence a change in the behaviours of his subordinates.
Obviously, this cannot be accomplished unless the manager is aware of the motivators or needs that can influence his subordinates to execute specific activities at any particular time.
As a result, the focus of this study will be on the investigation of morale in profit-driven organisations.
This research will help management understand how to best deal with the human element at any point in time and under changing conditions.
1.3 OBJECTIVES OF RESEARCH.
The following is the goal of this study.
1. Determine whether a positive working connection between a subordinate and their superior leads to high employee morale.
2. The purpose of this study is to determine if workers will be more satisfied if their management allows them to engage in organisational decision making more freely than when they are not permitted to participate in decision making.
3. Whether workers’ morale would improve if their contribution(s) were recognised.
4. To understand the impact of high and poor staff morale on the organization’s profit level.
5. Recommendations will also be made on how to enhance or boost employee morale in a profit-oriented organisation.
1.4 SIGNIFICANCE OF THE STUDY
If the study is conducted, it will be extremely beneficial to organisational management, employees, students, and the general public. The survey will provide management with an indicator of the general level of morale among their personnel in the organisation.
It will also point out particular areas that can lead to high or low employee morale. It will also assist the organization’s management in establishing strong morale policies for its employees.
Employees will benefit from emotional release, as they will have the opportunity to get things off their chests (repressed sentiments), and it will also serve as a continuation of research in accordance with scientific principles. Serving as a reference work for future scholars who wish to pursue the subject matter.
Other groups that will benefit from this research include: i. International organisations
ii. The general public
Consultants, for example.
1.5 OBJECTIVES OF THE STUDY
In this project, the researcher chose to focus on a corporate entity, Union Bank of Nigeria Plc Abakaliki branch. As a result, this survey is limited to all branch employees.
The bank was picked due to its extensive knowledge of the Nigerian financial system. They are among Nigeria’s top three largest banks (source: Financial Standard vol. 28, January 27, 2004).
1.6 RESEARCH QUESTIONS
The following question will be investigated during the course of this research.
1. Does a positive working relationship between employees (subordinates) and superiors result in strong morale?
2. How much do workers participate in decision-making?
3 Are the efforts of the employees considered and valued?
4. What effect does employee morale (whether high or poor) have on organisational profit?
1.7 LIMITATIONS OF THE RESEARCH
Certain limits are usually encountered when conducting research, and this work is no exception.
The procedure of acquiring information from the bank was tough because bank sensitive personnel are usually busy, and releasing information involves a lot of paperwork.
The bank only allows me to access information that they believe will neither influence or harm them. Financial constraints were also met, as certain experiments that required large sums of money were not carried out.
Time- the study work was completed in a limited amount of time, yet these limits are insufficient to invalidate this work.
1.8 DEFINITION OF TERMS
1. Personality: This refers to the totality of an individual’s behaviour.
2. Motive: The drive, desires, needs, and other similar forces that direct human behaviour towards a goal.
3. Motivator: A force that induces an individual to act or perform. 4. Influencer: A force that impacts human behaviour.
4. Needs hierarchy: Psychologist Abraham Maslow’s notion that basic human needs are prioritised in rising order of significance.
5. Ethics: A set of universally recognised social conduct rules.
6. Objective: The goals or objectives for which operations are planned.
7. Profit: The difference between sales and expenses.
8. Feedback: An information input in a system that transmits system operation messages to indicate if the system is performing as designed.
9. Rationality: Analysis that requires a specific objective. a good awareness of the alternatives for achieving a goal
1.8 ORGANISATION OF THE STUDY
This research paper is divided into five chapters for easy comprehension.
The first chapter is concerned with the introduction, which includes the (overview of the study), historical background, problem statement, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms, and historical background of the study.
The second chapter emphasises the theoretical framework on which the study is based, as well as a survey of related literature. The third chapter discusses the study’s research strategy and methodology.
The fourth chapter focuses on data gathering, analysis, and presenting of findings. The study’s summary, conclusion, and suggestions are presented in Chapter 5.
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