7 important Suggestions to increase morale in organisations

1. Effective system of communication:

The relationship between the management and the workers exercises a profound influence on between the master and the workers. In most of the big business organisation, the distance between these two participants is large and naturally, therefore, a number of difficulties are to be confronted.

The worker does not get a chance to know the other for whom he is toiling; nor the management is in a position to know those who are striving for its goal.


2. Financial and non-financial incentives:

These incentives must be given to employees. According to Edwin B. Flippo, some of the motives for work which may also be described as the major morale factors are as follows: (i) pay; (ii) security; (iii) working condition; (iv) credit for work done; (v) fair and competent leadership; (vi) opportunity; (vii) congeniality of associates; (viii) employee benefits; (ix) social status; and (x) worthwhile activity.

Ordinarily motives for work may be classified into (a) financial and (b) non-financial motives. Financial motives are those which are related to monetary reward. Among non-financial incentives may be included motives to achieve status, to affiliate with other individuals or groups and to achieve some measure of self-esteem. The quantum and quality of work depends considerably on these incentives.

3. Concept of workers’ participation in management:


An important psychological point, which may help in increasing the workers’ morale is that irrespective of the religion, nationality and colour, the workers should be made to feel that they stand to share the ‘prosperity’ and not the profit as shown in the Balance Sheet; As a matter of fact, the industry with its team of workers and management forms a part of the community in which it works.

4. The management should try to scrutinize into the causes of -“workers dissatisfaction and efforts to satisfy them. To accomplish this such upward channels of communication may be established as; (i) a grievance procedure, (ii) a suggestion box, (iii) an open door policy and attitude, (iv) a personnel counselor, (v) exit-interviews, (vi) group meetings (vii) schedule interviews; and (viii) collective bargaining.

The basic method of resolving conflicts of interest is through conference and discussion. This is why the grievance procedure and other face-to-face methods are important. The objective is to minimise disagreement, thus promoting good organisation morale.

5. Conditions of work-place:


The conditions of work-place also exercise significant influence on workers’ morale. From the physical side, the building, its appearance, etc. has a great importance. Conversely, ugliness has an adverse effect on morale. In a leaky, dingy and dilapidated structure, a worker cannot think that his employer can give him any more opportunity to enjoy. The look of the factory has its own effect on the workers.

6. Art of management:

The development of good organisation morale calls for an art of management that can properly balance extremes and create proper environment for the promotion of employee morale.

7. Morale-attitude surveys:


Mr. S. A. Raube of NICB has mentioned the following major objectives of morale-attitude-surveys; (i) to find out what employees think; (ii) to improve morale and check on effectiveness of personnel programme; (iii) to determine training needs; (iv) to find out what education and information are needed by employees; and (v) to find out what employees like.

The attitude surveys may be made to determine employee reactions to such diverse subjects are employment Tests, Wage, Music in Industry and Employee Rating Programmes.