CHAPTER 11 MORALE AND MONOTONY

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1 SUMMARY CHAPTER 11 MORALE AND MONOTONY Morale is the term applied to armed forces during wartime, and to sports and athletic teams. Industrial morale is defined as the possession of a feeling on the part of an employee or a group of employees being accepted and belonging to the work group and the organization, through adherence to common goals and having confidence in the desirability of these goals. It is both a group and an individual phenomenon. The significant point in industrial morale is the will or the urge to do good work rather than upon content or satisfaction. Morale and motivation are not synonymous terms. Morale and job satisfaction are not interchangeable. Industrial morale is the composite expression of the attitudes of the various individuals employed by the organization which is ultimately reflected through the generalized feeling of the individual employed both as an individual as well as the member of his work group. Monotony, indicates the psychologically undesirable effect of repetitive work found in the factories and offices of industrial and business organizations of today. Comment [JC1]: Refers to tream spirit and togetherness of people Comment [JC2]: It s psychological in origin Motivation, morale and job satisfaction of employees can thus be thought to be in a circular relationship continuously- affecting each other and in turn affecting, also in a circular relationship, the attitudes and competence of employees at work. The way of dealing and relating within people is what is socially desirable but the process of performing the job is not technically sound, the condition may prove to be superficially satisfying and will result into a superficially high morale in the short run. Long term productivity is a product of both the soundness of technical operations of the job and the purposeful way of dealing and relating with employees. The Survey Research Centre of the Institute for Social Research, Michigan, has considered, for instance, that Group morale is not a single unified entity, but rather breaks down into a number of different types of motivation. Industrial morale breaks down into i) intrinsic job satisfaction ii) Pride in work group iii) Satisfaction and identification with the company, and iv) satisfaction with wages and chances for promotion.

2 Worker s Involvement A worker s involvement, in its dictionary meaning would mean the worker s feeling of being bound up with the organization in which he works. Dayal says involvement would mean that the worker s decision about himself would include his considerations for the well-being of the organization. Industrial Purpose of Worker s Involvement Employees involvement can result from participation in decision-making and from a sense of satisfaction with their job. These conditions exist in an organization employees will voluntarily feel as part of the work system and their involvement would be reflected by their performance with organizational tasks. This is called the industrial purpose of worker s involvement. Social purpose of Worker s Involvement It is based on considerations beyond the organizational boundary. The purpose of a government directive, for instituting participative practices in industry may be aimed at persuading the development of an egalitarian society for formalizing the apparatus for bringing together various section of the society for decision-making. The industrial and social purposes of workers are complimentary to each other. In most factories there exists substantial scope for increasing production. Worker s Commitment to Work It is defined as his mental state based on a combination of favorable attitudes towards work. The significance of commitment of work lies in the consideration that the development of a committed work force in the industrial sector of economy is of great importance to the management of industrial; enterprises, the trade unions, the planners and many others. Within an industrial organization, individual workers differ from one another in third commitment to work. There are then a number of factors which impinge upon the process of commitment like India where socialism has been accepted as the ultimate goal. It is the very basic foundation of a sound and stable industrial relations policy. Commitment to the

3 task is dependant upon the sense of involvement the employees have towards the task. Measurement of Morale The attitude questionnaire is the most usual method of measuring the morale of the employees. The analysis results for interdepartmental and interplant comparison also are possible. Ganguli s survey questionnaire to measure commitment to work was based on 2 indices i.e. a) a person s preference for and commitment to the industrial sector of employment and b) favorableness to the present employer. Basu and Ghosh have further enlarged the scope of the study of morale by developing a simple scale on organizational perception in which morale is measured along with the measures of the perception of organizational structure an process. Some Factors Affecting morale It has been noted that there are undeniable indications that a number of cultural and social factors exercise some measure of influence upon the individual s attitude, capacity for adjustment or adaptability and job performance. Environmental conditions and several contingent factors may bring about change in behavior pattern, but resistance to change is also remarkable in many quarters. There is a tendency to think as the publication notes, that the most powerful incentive is personal gain, whereas in fact, to the vast majority of people, social approvals is a stronger incentive than personal gain, and social disapproval is a strong deterrent than financial loss. It is less tangible incentives that act on morale, such as belief on the purpose of the business; confidence in its leadership, the individual s dignity found in job satisfaction, and the social approval of the working group. Morale of Supervisions The Supervisor obtain results, as required y the management, through coordination of the activities of various people and processes under their supervision. This being the situation, it in only natural that the morale of the supervisor affects

4 and determines morale of his workers. Management s handling of the supervisors has an important bring on the productivity of his section. It is the most desirable thing for any factory if the high producing employees are also found to be more satisfied. Organization The inter-relationship between three elements namely organization structure, process and attitudes of employees were repeatedly found to fall into distinct patterns which can be described as follows: 1. The organization structure which provides for fairly flexible areas of operations and decentralized authority to employees. 2. The organization structure which is rigid in operational requirements and is highly centralized in authority. 3. if the organization structure is viewed by employees as rigid and authority is viewed as centralized, while the management expects the organization process to be result oriented. Combination of organization structure and organization process either produce high or low morale in employees. Basu, Ghosh and Sen have also shown that while the organization structure and process in their characteristic combinations affect the attitudes of the employees in certain ways, the attitudes of employees are also forceful enough to influence and change the structure and the process to adjust to their attitudes. The process which was highly fast, result-oriented and based on direct oral contacts between employees have been made to be formal, rigid, centralized, procedure-oriented. The morale has already come down from high in the past to fairly low now and tends to further reduce in future in the perception of the employees. Equipment The condition of the equipment, the tools and machine4s is another factor which has been found to affect morale, considerably. The poor condition of equipment was found to be an important cause of grievances, irritability, absenteeism and turnover. It is indeed true that to the operator the condition of equipment is the concrete indication of the care and interest of management in him and his work.

5 The continuous poor condition lowers the morale. Studies show it is revealed that the workers tend to remain absent when the machines become very dirty. External Correlates to Morale No single external measure or a combination of external measures is entirely satisfactory as indicators of high or low morale. There is no objective measure to conclusively indicate the existence of high or low morale. It is worthwhile too examine the implications of such measures as evidence from relevant Indian studies. Turnover High turnover may sometimes be traced to low morale but low turnover does not necessarily imply high morale. Ganguli, Kasbekar and Divekar conducted a study. Besides some obvious reasons for high turnover, the study revealed a number of other issues on which the feelings of employees were much more involved that had been thought of. The feeling of employees that adequate recognition was not given by management appeared to be highest in division. Absenteeism Absenteeism is a morale problem appears to be related to turnover in both causes and manifestations. Both absenteeism and turnover are the likely symptoms of low morale, or little involvement at work, as demonstrated by the employees staying away from work. Both psychological and non-psychological factors contribute to absenteeism. Vaid in his study of work behavior and work attitude of absentee workers in Indian industries found that chronic absenteeism was related to the extent of workers identification with the company ii) integration with work group, iii) satisfaction with supervisors, and iv) belief in the justice of the company. It is obvious that the problem of absenteeism in Indian business and industry is a complex one and there is no easy solution to it. The solution, no doubt, rests in appropriate and sustained actions taking care of both psychological and nonpsychological causes.

6 Production The assumption that high job satisfaction leads to high productivity has been proved to be an incorrect assumption by various researches all over the world. It should also be recognized that a low morale can be, and does get associated with high productivity in any organization in short run. The Indian studies in this area, just like the trends of findings in other countries show high to low degree of relationship between productivity and morale. Attempts to improve Morale Industrial Psychologists noted that the measure of stimulating morale facilitate the employees in their identification with the objectives of management. The effect of such measures on morale is not known as there is no objective evaluation AVAILABLE. Profit sharing schemes and cooperative systems provide other methods to improve morale. Profit Sharing and Co-operative Ventures India has committed itself to industrialization in order to attain its social and economic objectives of quality and well-being of people. In order to achieve its social objectives though industrial developments the main measures which have been advocated and are socially and psychologically meaningful are diffusion of concentration of economic gains in productive enterprises. Co-operative System: Meaning and objectives Cooperative system implies that the members of it are the owners of the concern. In boosting motivation for economic achievements at the grass-root level, the cooperative system seems to period a tremendous potential. It rests on the feelings of cooperation, interdependence, mutual trust, having a common tangible goal with commitment and involvement, and dire ting efforts towards achieving such goals for mutual benefits.

7 Resistance to co-operative System and Overcoming of Such Resistance The way to achievement of success through cooperatives, as the Indian experience shows, has been beset with hurdles, and success has not always been achieved. Wherever in India cooperative system has proved to be successful, it has proved to be economically, socially and psychologically rewarding to people. The potential of this system has only began to be realized, and it looks likely to take a long way to go before it is fully realized. Profit Sharing Experience abroad have shown that successful profit sharing plans have increased employee morale and involvement in the company in addition to increasing production and profit. The most apparent of the psychological aspect is the importance of the mutually cooperative gesture by management in giving the employees an opportunity to participate in the sharing of profits. Definition: Profit Sharing is the scheme in which advance arrangement is made by the company to distribute a definite percentage of profits among the members. Objectives: Greater output and efficiency, elimination of industrial unrest, development of cooperation, greater economic security for the employees, reduction if labor turnover, prevention of the growth has been and social justice. Pros and Cons: Reasons for failure: Too small profit or no profit, change in ownership and control, its failure as group incentive, and workers preference for wage increase. The scheme appears to be more successful in small and medium sized concern without unionized labor. Other Methods: Conventionally, various other methods such as grievances procedure, suggestion schemes, sports and recreational programmes, etc have been used to improve morale of workers. No specific technique can take the place of a thorough personnel program endorsed by lien management, which aims at building a task-oriented interpersonal relationship at all levels and functions. Monotony

8 Monotony by work is mentioned frequently as the basis for low industrial moreale. Indeed with the increasing mechanism of industry, jobs are becoming more and more repetitive and routinised making the matter of monotony as onw of the increasing importance. In India, any large-scale automation is resisted and therby the problem of monotony remains. Clerical Work: The problem of monotony is greater in the office workers than among manual workers. There are different factors for liking and disliking the job. Factors mentioned by the satisfied workers: For office workers, 2 nd and 3 rd most frequently mentioned factors were social status and good supervision. For manual workers the most frequently mentioned factor was the boss and the 3 rd most frequent was good fellow workers and work according to health. The rest of 24 factors mentioned were: advancement, leave, work equipment, no hurt to ego, competition, surroundings, work appreciated by other, not much fatigued, visible result, important work, security of service, salary, self-expression and free form danger. Factors mentioned by dissatisfied workers: For office workers, inadequate salary, not enough leave and no visible results. For manual workers, inadequate salary, lack of security, and no advancement. The r4est factors are corresponding to the factors of the satisfied workers. Manufacturing and Machine Technology Mechanized, routine work lead to the feelings of dissatisfaction. In Indian Industrial centers, workers have shown a range from fairly high degree of resistance to fairly high degree of acceptance of the machine culture. Innovative managerial leadership in Indian Organization can indeed facilitate the process of required change. Personal Traits Affecting Monotony: The higher the intelligence, the greater the susceptibility to monotony. Intellectual dullness favors freedom from monotony. Methods of Reducing Monotony at Work Jon enlargement is an effective method for reducing the monotony of overspecialized mass production jobs. This brings more pride in work and less specific strain and fatigue, as well as monotony. It gives a higher meseaure of discretion to workers in performing jobs. Jobs usually have two asp[ects,

9 prescribed and discretionary. The socio technical approach have resulted ultimately into improved morale, better motivation and higher productivity, through developing appropriate interpersonal work relationships. Music: Music has believed to conquest the monotony of factory work. Other methods: Rest Pauses are found to be effective in countering the effects of monotony and boredom. The method involves piling up the quantity of the product, small subsidiaries of door handles. The method of job rotation, job enlargement, and socio-technical system of work organization are considered to be three main suggestion for increasing the variety of job in a mass production industry and make it more interesting.

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