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Morale and Productivity

High morale usually reflects high productivity but this may not always be true as morale is one of the many factors that affect productivity (technology , work environment, meaningfulness of the work etc. are the other factors). Four possible outcomes or combinations of morale and productivity are described below:

1.    High morale-high productivity:

This is the ideal combination of morale and productivity and occurs when right motivational policies are adopted by the managers. Workers know their jobs, they are trained to handle various aspects to the job and feel committed towards the organizational goals.

2. High morale-low productivity:

In this situation, though workers are satisfied with the jobs, they are not committed to their work. This may be because of the nature of task, the nature of superiors the kind of technology used, work methods or inadequate training facilities that restrict workers’ efforts to perform their jobs well. Workers work for their individual/ group goals rather than organizational goals.

3. Low morale- low productivity:

It represents the other extreme of morale-productivity continuum.Lack of motivation, unclear jobs and lack of harmonious superior-subordinate relationships reflect low morale and, therefore, frustrations, tensions discontentment and grievance s develop against managers which resutl inflow productivity.

4. Low morale – high productivity

Low morale results in high productivity when negative motivation is used by managers. Punishments, threats and penalties for non-conformity to organizational plans and policies direct workers towards high productivity. Such situation does not last for long as negative motivation can increase production only for a short span of time.

Workers’ behavior will soon be reverted to low job performance and low output.

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