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The show will help you to know about the Morale Management
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MORALE MANAGMENTPREPARED BY : G.M.SHAHZAD
AGENDA
By completion of this presentation, participants will understand how we can earn profit by capitalizing morale.
MANAGER CHALLENGES
Change Reorganization Loss of job security Technology Do more with less Globalization
LIFE BLOOD
Morale is life blood for our organization and gives us meaningful purpose.”
SUCCESS
The level of morale in our organization tells us how successful we really are.”
PEOPLE
Our company’s morale tells the world who we are and what we are all about…people.”
MORALE
How an individual feels about his/her work & organization?
WHAT PEOPLE WANT ?
The two things that people want more than lust or power are Recognition and Praise”
WHAT ARE YOU DOING
Are mangers rewarding?
Are really empowering people?
Expressing differences without fear?
5 STEPS TO CREATE HIGH SPIRITED MORALE BOOSTERS
Authentic Manager
Humans Not Workers
Contagious Enthusiasm
Spirit of Gratitude
Tune Into emotional
Needs
BECOME A GENIUNE AND AUNTHETIC MANAGER
Having respect
Stands on issues
Honest in dealing
TUNE INTO THE EMOTIONAL NEEDS OF YOUR EMPLOYEES
Praise and recognition
Achievement and advancement
Sense of belonging
Pride and confidence
Challenge and excitement
Love and support
GENERATE A SPIRIT OF GRATITUDE
Pat on the back
A short thank you note
An e-mail of appreciation
A jubilant voice mail
Creating pride
LIVE THE PASSISONS AND SUCCESS FOLLOWS
To treat employees right
Employees as owners
Feeling of family
Seminars
Ethics workshops
assistance
SPREAD ENTHUSIASM WHERE EVER YOU GO
Be careful to practice what you preach
Importance of their jobs
What a valuable employee?
WHEN YOU KNOW BETTER YOU DO BETTER
TREAT EMPLOYEES AS HUMANS NOT JUST WORKERS
Whole person database
Go beyond job description
WHAT YOU CAN DO TO GET ALL?
Promote culture, value and mission
Right place right job
Coach and mentor people
Integrate new openings
CAN YOU FEEL IT
Positive attitude Cheerfulness Confidence Generosity Hope High self-esteem Determination Meaningful purpose Mutual support loyalty
GLOBIZATION?????
Globalization has become ingrained in our assumptions about how we do business, how we behave as managers, and how we treat our employees, both near and far.
GLOBIZATION???
If your business can function using a computer and telephone line, then you are globally capable
MIND SET????
Managers must learn to think globally and act locally
HIGH MORALE IS HIGH WHERE EVER YOU GO
IN THE WORLD
TECHNOLOGY???
Virtual teams are on the rise, as technology brings us more possibilities. The challenge is to manage them effectively
WHAT TO DO???
If you treat people like 10,000 miles away, they will feel 10,000 miles away.
EVEN VIRTUALITY CANNOT REPLACE THE GLUE THAT BONDS BETTER THAN ANYTHING ELSE---HUMAN CONTACT
A NEW TREND???
Managers are experiencing the Americanization of the world economy
RETENTION??
Keeping the people who keep your business in business
RETENTION???
Free agent workers won’t easily commit their lives to one company. If they do, it’s because their values and personal needs are being respected and met.
RETNETION???
Employee retention experts agree that holding onto star performers for as long as possible keeps workplace morale healthy and in balance.
HELP EMPLOYEES FIND NEW JOBS
INTERNALLY
WHAT TO DO???
Treat people the way THEY want to be treated, not the way YOU would want to be treated.
DON’T EXPECT EVERY EMPLOYEE TO BE A CHEERLEADER
RESIGNATION
COSTS OF EMPLOYEES TURNOVER
Recruiting expenses + Travel and relocation costs + Training and administrative cost + loss of productivity = High cost of employee turnover
RECOMMENDATON FOR RETENTION
Treat like partners. Communicate objectives
and expectations clearly. Focus on performance not
controlling people. Empower your employees-
trust their judgment and common sense.
Recognize the human needs.
Invest in your employees for development
RECOMMENDATON FOR RETENTION
Place a premium on employee involvement, new ideas, and innovative techniques.
Celebrate mistakes by tolerating intelligent errors and experimentation.
Keep it fun. Have a reward system
in place.
HIRE THE RIGHT PEOPLE BY HIRING FOR
ATTITUDES AND TRAINING FOR SKILLS
TO KEEP EMPLOYEE HAPPY, NOT TO CREATE
A BIG TOP CIRCUS
TO BOOST MORALE , ALTER THE
ENVIORNMENT
LOVE YOUR PEOPLE THEY WILL LOVE
WHERE THEY WORK
BEWARE OF POSH SORROUNDING
ALTERING THE ENVIORNMENT
Reduce noise levels.
A place for relaxation.
Portray your place.
TIPS FOR REDISGING THE JOB
Variety is the spice of life.
Detail purpose and pride association.
Give more responsibility, not more work.
ENRICHING THE ENVIORNMENT WITH CREATIVE BENEFITS
Late night work, providing transport.
Wheels on loan. Wedding gifts. A week of vacation. On-site dry
cleaning, shoe repair, and salon services.
ENRICHING THE ENVIORNMENT WITH CREATIVE BENEFITS
Maternity leave. Bonuses. Support for
employee’s kid. Job rotation. Free medical on-
site. Two weeks paid
vacations.
IF YOU WANT TO IMPROVE THE ENVIORNMENT—TRAIN
EVERYONE
THE HUMAN SIDE OF MANAGMENT
Head represents knowledge, unique expertise, patient, trade secrets, empowerment, motivation, character, and values.
Hands representative of specific skill sets and its implementation, customer service, and production.
THE HUMAN SIDE OF MANAGMENT
Heart signifies caring, emotional depth, ability to love and be loved, feelings, intuitions, pride, spirit, and hope for tomorrow.
Feet shows foundations of a building leadership, one-of-a-kind culture, history, traditions, company’s stability, and readiness to move forward.
AUDITING THE MORALE
Low morale shows low satisfaction and productivity.
Call the morale doctors.
MORALE AUDIT
Managers and supervisors consistently express enthusiasm and excitement about the organization and its people.
At work, everyone’s opinion's count. High employee morale is present
throughout the organization. It can be felt. Lot of in front of you!
NEGATIVE INVADERS
Fear.
Performance.
DEFINE WHAT PERFORMANCE MEAN
Stretch employee courage.
Clear the scope of responsibility.
Create a course of action.
Watch what people are doing and respond.
Be specific about goals.
Ask for what they feel after success.
THE HIGH PRICE OF LOW MORALE
PROBLEMS AND THEIR SOLUTIONS
RUMORS
People want to know, be clear.
Always open your eyes.
Take initiative to inform.
Don’t react until you know all the facts.
Campaign again the rumors.
SOLUTION
Correct it immediately and support your information with facts.
Use the rumor mill; you won’t be tolerated.
RESISTANCE TO CHANGE AND AUTHORITY
Deal with issues. Who is resisting
change? Understand the
employee’s viewpoint. Are you appreciate
their feelings. Never sell your
viewpoint. Clear points one by
one.
RESISTANCE TO CHANGE AND AUTHORITY
Be patient. Ensure that you
have understood every thing correctly.
Ask for support. Don’t take it easy. Always encourage
questions.
CHRONIC COMPLAINER
Listen them carefully. Treat them like adults, not
children. Examine context, not
content. Realize them you are
paying close attention. Determine it is impacting
long term or short term. Invite employees to offer
their solution.
PERSONAL PROBLEMS
Always show concern, not anger.
Give suggestion, not orders.
Be supportive not a psychiatrist.
Coach your employee to cope the problem.
Always protect the confidentiality and privacy of your employee.
DEFENSIVE ATTITUDE
Start evaluating your self, might be misinterpreting you.
Sharpen your skill, read books or take the class on the subject.
work on building a strong relationship.
Seek to find a common ground. realize them you want to grow and learn from them.
DEFENSIVE ATTITUDE
Being a manger, remain in control at all times. Never become defensive.
Use “I” statements such as ‘I m concerned about something.
Ask the employee to suggest ways to do.
Offer him to take self-confidence or esteem-building training.
FEWER RESOURCES AND MORE DEMAND
When situations are ambiguous, employee want information.
Try emphasizing the positive aspects of the any major changes.
How it is helpful for employees and company.
Spend time with them. Be realistic in setting
performance and productivity.
FEWER RESOURCES AND MORE DEMANDS
Set people for success, not failure.
Give more, you can take more.
Empower them. Encourage them. Realize them that “they
are energetic.” Treat all employees like
partners.
THANKS