In the modern human resource management, morale is a very important factor that employers or human resource managers must guard or give it the attention that it deserves. Morale lies at the center of the success of any organization. Employees who have high morale are very efficient in performance of their duties and thus spearhead efficient production which maximizes the profits of organizations. Morale and motivation go hand in hand. Employees and staff who have low morale are more difficult to manage. This thus in other terms reduces the efficiency in production. Low morale employees become more of liabilities than assets to any organization. Low morale has become a common phenomenon in the modern management due to an increase and diversity of problems facing human beings (Harding, 1987).
Causes of low morale
Low morale is potentially destructive to many organizations. This has prompted research work into unearthing what causes such a condition. For the management to have a clear mastering of the causative factors of low morale with the employees, they must understand the five major or basic needs of human beings. These needs include physical needs, need for security, attainment of a sense of belonging, ego needs and needs that concern achievement. The basic needs shape the behavior of an individual. Thus failure to meet these needs may in a great way affect the morale or rather cause the morale of staff to go down. Low morale can originate from a number of things among them salary and wage or remuneration, poor working schedules and arrangements and poor working conditions (Baldwin, Wilkinson & Barkley, 1999).
According to Davies and Hertig (2008), morale of employees goes down due to a number of reasons. These are poor environment at the workplace, poor working equipment that harms the workers while in use, poor or mal – communication at the place of work, hypocrisy and redundancy.
Morale may keep fluctuating. It may go down and sometimes rise depending on either the condition at the place of work or personal issues affecting an individual worker (Carlaw, 2002).
Solutions to the problem of low morale at the workplace
Since low morale at the place of work is caused by different factors which may either be work generated or which may come from an individual, solutions to the problem are very diverse and they base on the causative factor. Thus, this makes it quite difficult to end or alleviate employee morale issues. To provide the best solution to the problem, it is very important to handle it from the perspective of developing a solution to each individual problem (Terry, 2009).
The first solution here is related to the challenge of poor leadership and management. This is more challenging because employees who may be experiencing low morale mostly have low influence over actions and behavior of bosses who are the source of their condition. In such a case, it is important to use a peer to approach the management. In the instance that this does not change, it is advisable for an employee to quit the job and look for another job because staying on the job may have adverse effects (Terry, 2009).
If the morale originate from work overload, it is advisable for the organization to look for a temporary employee till the time when confidence is restored and smooth running is attained. Failing to take a step here may lead to the employees reaching elastic point (Terry, 2009).
Low morale could also come from the stress that is hatched at the workplace. Employers must work as hard as possible to understand workers by being appreciative to the efforts they put in their work. Here giving both short term and long term incentives to the employees make a very big difference. Incentives make employees to feel appreciated. Incentives make employees to have a feeling that their efforts are being valued and appreciated and thus greatly boost the morale. An indicator of this is increased efficiency and productivity (Terry, 2009).
Morale may also be lowered due to incompatibility of the employee with the tasks assigned to him or her by the organization. Organizations need to be more proactive when sourcing for a workforce. There is nee for organizations to hire people who fit with the culture and norms of the organization as well as the obligatory skills (Feiner 2006).
Another solution to the problem of low morale could be avoiding the problem. This could work to a certain level more so if the problem in question arises from the management. Most management closes themselves to criticism more so if this criticism comes from employees, for employees to keep off from the dangers of being eliminated, they have to remain silent about the cause of their low morale and hope that a solution will one day be reached
Conclusion
Low morale at the place of work has become a very big problem in organizations in the modern times. The management of many organizations does admit that this problem exists. Developing a finding solution to this problem is however difficult due to a diversity in the causes of the problem.
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