The present research proposal will provide an overview about the employee’s satisfaction level and their morale towards their job. Employee’s morale and their job satisfaction level are mutually interrelated as well as interdependent. Employee’s morale describes their emotions, satisfaction, behavior and their outlook while at work within the business environment. It is recognized as the important factor that influence productivity as well as financial stability of the business. In fact, low morale might lead to decreased concentration, which can result to several mistakes and poor service to the customers (Abraham, 2012). Moreover, employee’s satisfaction is also important for the success of business since satisfied worker focuses to work even harder for meeting business targets. However, it is vital for the management of the entity to communicate with the workers for knowing their requirements in their job. Lack of communication with the workers can be the major contributor to dissatisfaction level as it becomes difficult for the workers to make progress in their job and efficiency. It has been observed from evidences that job satisfaction of employees is invariably associated with favorable as well as conducive attitude of the employees. Therefore, job involvement as well as job satisfaction will be higher when employee’s morale becomes greater. Azanza, Moriano and Molero (2013) opines that employees morale and their work satisfaction level is closely linked to motivation. This means that high morale of the employees leads to positive inspiration, which in turn leads to the job contentment level. This determines effectiveness and performance of the organizations. Therefore, success or failure of the companies can be attributed to the employee’s satisfaction level and morale towards their job.
The purpose of this study will identify the significance of the employee’s morale and their satisfaction level towards job for increasing business productivity, profitability and effectiveness. Providing employees with higher growth opportunity can be one of the important factors towards satisfaction level (Chen et al., 2012). Therefore, the companies should give their employees new project for helping them to become innovative and skilled in specific areas.
In the present competitive world, there are several challenges that the organization faces regarding retention of the employees and profitability functioning. However, it is important for the organization to improve their employee’s morale and satisfy them for improving their financial performance (Christian. and Ellis, 2014). The rationale of this research proposal will reflect on how high morale of employees results in job satisfaction, higher productivity, reduction of production cost, lower absenteeism and better performance.
The objective of this study will be to focus on several factors that influence job satisfaction level and morale of the employees (Kim and de Dear 2013). This study will also elucidate on how employees satisfaction and morale towards job is helpful to assess the performance and soundness of the organization.
The research question will help to provide clarity on the present research topic.
Research Hypothesis
H0: employee’s satisfaction level and employee’s morale towards job enhance effectiveness and productivity of the organization
H1: employee’s satisfaction level and employee’s morale towards job do not enhance effectiveness and productivity of the organization.
Research Method undertaken
For this specific research study, the researcher will undertake primary data in order to gain knowledge about the topic that aligns with the employee’s satisfaction level and their morale towards their job. The primary data will be gathered with the help of survey questionnaire. Different types of techniques that will be used for completing this research study are- research philosophy, research approach, research design and data collection method (Flick, 2015).
Research onion
Research onion facilitates in developing research methodology as well as executes the process in simpler way. This mainly exemplifies six stages that the researcher will cover while developing strategy for this specific research study. This stages also relates he process with the time horizon.
Figure 1: Research Onion
Source: (Flick, 2015)
Research Philosophy
The research philosophy mainly facilitates the researcher to classify the principle of the research by utilizing different aspect of study. Research philosophy are basically of four types including- positivism, pragmatism, realism and interpretivism.
Positivism illustrates about scientific gathering of data as well as positive facts gained from senses also termed as empirical evidences. This philosophy usually reflects the society, which operates based on common laws (Kumar, 2014). Additionally, this positivism philosophy involves the present theory that aids to develop testing of hypothesis while conducting this research. The data collected is then construed by applying proper logic. Thus, positivism philosophy usually deems with the facts for authenticating the data.
Pragmatism philosophy refers to the philosophy that aids to assess the concepts used in the research in form of various practical applications.
Realism relates to the philosophy that is based upon ideas that are not dependent on reality. This philosophy usually depends on reality facet independent on perceptions and beliefs.
Interpretivism philosophy relates to one kind of social approaches that opposes to positivism philosophy. This philosophy is mainly applied for interpreting the elements connected to the research study and incorporating interest of individuals into the study.
In this specific research study, the researcher will use positivism philosophy in order to analyze the employee’s satisfaction level and their morale towards work in improving the effectiveness and performance of organization.
Research Approach
Research approach is basically categorized into two kinds such as – deductive and inductive. Deductive approach is usually concerned with developing as well as testing hypothesis for designing the strategy to be applied in the research. This approach gives stress on testing relationship obtained in generic condition (Sekaran and Bougie, 2016). In fact, the testing of hypothesis is done with appropriate adoption of applicable procedures. The result attained from hypothesis is then examined by the researcher for either accepting or rejecting it. However, the researcher modifies the concept if rejected. It mainly deals with the quantitative data.
Inductive approach refers to the approach in which the researcher gathers data and examines the pattern for creating new theory. This type of approach mainly applies the observations for developing universal principles about the specific research study. It is used by the researcher for developing common theories by devising tentative hypothesis.
For this study, the researcher will apply deductive approach in order to concentrate on significance of employee’s satisfaction level and employee’s morale towards job for improving business effectiveness and productivity. This approach will aid the researcher to design the strategy in order to develop as well test the hypothesis. In addition, it will also facilitate the researcher to discover the study as well as test its validity. Thus, the researcher can obtain accurate outcome by testing this hypothesis.
Research Design
Research design indicates the strategy that is implemented by the researcher for incorporating different components of research study in logical manner. It refers to the procedure that is applied for assessing the variables of research study. Research design is mainly of three types, which includes- explanatory, descriptive and exploratory.
Exploratory research design is applied to investigate the information collected for giving insight of the present study. It is utilized for establishing precedence among various competitive explanations. This design also aids the researcher to clarify concepts and formulate the problem in specific way. It also involves various procedure including trail studies, interviews, group discussion for collecting information. The researcher also applies this design for explaining the data in comprehensive way.
Explanatory research design attempts to connect the ideas for evaluating cause and effect of the relationship. This design also helps the researcher to analyze the things occurring together.
Descriptive design relates to the type of research design where the researcher takes an attempt to investigate the matters relating to the given research topic. It also helps to analyze the respondents with high accuracy.
For this research study, descriptive research design will be used by the researcher for gaining exact idea about the research outcome that is to be expected. However, it is predicted that the researcher will attain genuine result from the data collected from the employees of five organizations operating in Netherlands. These organizations includes- Royal Dutch Shell, Airbus, Exor, ING group, Ageon N.V
Research Method
The research method signifies different kinds of data gathered by the researcher while doing the study. Based on the data variability, this is mainly categorized into two methods- qualitative method and quantitative method. Qualitative method provides an overview about the problem and aids to develop hypothesis for the quantitative research. This research method differ since either unstructured or semi structured methods is used by the researcher. This method is applicable for collecting information from secondary sources such as- journals, websites, newspapers etc. on the other hand, quantitative method accentuate on statistical analysis of the data that is collected through survey questionnaire by applying computational methods. This method is usually adopted by the researcher to determine the questions along with the objectives in clear way (Zhu, 2014).
For this particular research topic, the researcher will adopt quantitative method for gathering information through survey questionnaire (Treiman, 2014). This method will be conducted by the researcher as it will help in providing proper knowledge about importance of employee’s morale as well as their job satisfaction in the performance of the company.
Data collection method
The information that the researcher attains to disclose the authenticity of research is mainly based on the data collected. Collection of data is classified into two kinds that includes- primary and secondary (Time, 2012). Primary data is usually collected from the observations and surveys while the secondary data is obtained from the peer reviewed journals, websites, newspapers etc. As secondary data consists of historical data, it is not considered as reliable as compared with primary data.
For this research study, the researcher will conduct primary data in order to determine whether employee’s morale and their satisfaction level towards job impacts on the organizational effectiveness and productivity. The researcher will gather primary data from the responses collected from the employees of different companies in Netherlands through survey questionnaire.
Data analysis has been taken into account as an important constituent to ensure data integrity for analyzing the findings of study. It refers to the conversion method of raw data into useful information for making decision in the particular research. The data will be gathered from the employees working in the organization situated in Netherlands (Treiman, 2014). The HR management of these organizations will administer the survey questionnaire at the off time of the employees. The researcher will select 100 employees from five different organizations. This method will help the researcher to have clear view about the research study and obtain accurate result.
It is vital for every researcher to abide by the rules or principles of research while conducting the specific research study. The researcher must also consider ethical issues for examining and formulating the plan. In addition, they must also follow particular code of conduct for researching about the topic in ethical way. For this study, the researcher will maintain data confidentiality for not disclosing the identity of the employees who might wish to remain unidentified. The researcher will also keep in mind the employees emotions so that they are not harmed. As the research will be based on the primary data, they will consider employees voluntary participation.
Introduction:
Employee satisfaction is crucial for the success of any organization. A high rate of workers contentedness is connected directly to the low level of employee presence. It is a crucial issue in the present world where every organisation needs to keep the employees satisfied with their careers. Effective human resources and the commitment towards their work are essential for the management of any organisation. The human resources constitute an important component of the information centres and are important part of any organisation. It is more and more important as happier and more content employees will be better attached towards their work and this is essential for any organisation.
The concept of job satisfaction is used to mean the degree to which an employee or a staff member has positive or favourable feelings towards the work environment. It also refers to the positive attitudes or the emotional characteristics which different individuals gain from being heard in their respective organisations. There are different factors which influence the job satisfaction including the working environment, the age of the employees, their gender, the presence or absence of policies and practices, the investment of the organisation in the well being of the employees among others (Zelnik et al. 2012).
The concept of employee morale is a widely used term and it is used to refer to the feeling of enthusiasm, zeal or confidence in the individuals or the groups where they have a chance of coping with the work which is being assigned to them. This is crucial because the motivated employees work better and they contribute to the company’s success. The aim of this literature review is to understand the different ideas and concepts which is related to the issue of employee morale and employee satisfaction. The aims and theories related to this topic are also discussed (Jackson et al. 2012).
Background:
The phrase “job satisfaction” came into vogue in the year 1935, with the concept as mentioned by Hoppock. Hoppock states the job satisfaction as the amalgamation of psychological, physiological and environmental conditions which are actually responsible for the satisfaction in the job. It is also illustrated as the “application of effort to a purpose”, force in action, doing something or a product of manifestation. The concept also covers the satisfaction which is attained from being properly involved in a piece of work. It has been discussed that the organisation can be assessed in account of human satisfaction. Job satisfaction as well as other nature of satisfaction is mainly derived by the members of an organisation as one of the inertia which are considered for the evaluation of the administrative efficacy of the organisation (Iyer and Israel 2012).
This is of extreme importance for the efficient as well as profitable functioning of a company. The satisfied workforces are the most important asset and dissatisfied employees are the greatest liability of the company. It is not possible for any organisation to achieve its objectives unless the employees who are the major constituents are dissatisfied. In case a particular employee is dissatisfied the employees who work with him or her are also impacted negatively. Dissatisfied employees might seriously impact the reputation of the organisation they are working in and those who have high morale are also probable to be satisfied with their jobs (Edú Valsania et al. 2013).
Factors of job satisfaction:
Evidence from the studies on research signifies that the vital elements, which contributes to the work satisfaction are the work nature, a fair reward system, promotion, supportive colleagues, quality management and also conducive conditions of working(Kristekova et al. 2012).
Nature of work:
Most of the workers desire challenge in their job. However, they prefer in doing jobs that provide them challenges as well as opportunity to utilize their skill. Several people exhibit their responsibilities and capabilities at the time of intellectual pressure (Hong et al. 2012).
Pay and promotion:
It is common for the employees to be desirable of proper promotions and their pay systems being in line with their expectations. In case the payments are seen as fair and as expected then the skill of the employees are represented to their full potential. In many cases the promotions are considered to be a factor of supreme attainment in their careers. After getting promotions they feel satisfied with their jobs (Abraham 2012).
Supervision quality:
The quality of support and supervision is responsible for the establishment of positive and supportive relationships with the employees. These also correspond to the employee satisfaction.
Supportive colleagues:
It has been seen that the employees obtain much more out of work than only money or those assets which are tangible. It usually happens in case there are proper opportunities for suitable interaction with the colleagues. Therefore in case the individuals work in teams who are supportive their satisfaction increases (Sageer, Rafa and Agarwal 2012).
Conducive working conditions:
The environment for working should be beneficial for personal comfort as well as job facilitation. In case the environment is suitable, safe, clean and comfortable it is bound to result in positive feelings.
Age:
The relationship between the employees’ age and level of their work satisfation is worth understanding. It has been found from sufficient research that the satisfaction of workers increases with increased age. At the very beginning the job satisfaction is increasing and then it decreases and plateaus after that. After settling down in specific job, they become realistic. Just before the time of retirement satisfaction level drops.
Education level:
There is usually negative degree of connectivity between education level of the employees and their level of satisfaction. It is natural as individuals with higher education level have the tendency of setting higher expectations from the jobs.
An employee is actually a member of a team and therefore it is unlikely for an employee to function as a separate individual. It is also impossible to deny the presence of social framework of an entity. The groups that the employees form during the course of their work and social interactions correspond to the basis of the formation of the morale. Morale can be referred to as the person’s attitude in the group endeavor.
It is however understood as one kind of group phenomenon and also refers to as the operation of group. It also includes the sense of belonging to a group. Management also relies on the employees’ motivation level and it has shown to enhance the job performance, satisfaction level and stability of the employees. The factors including morale are discussed as follows:
These factors comprise of the personality of a particular employee, the intelligence level, the physical health, background of the family, relations with the groups and social relations. It is natural for an individual coming to work in a certain place to take all these factors with him or her as he or she comes to an organization. These factors influence the perceptions of the employees and hence their morale. These factors are out of the control of the management and authorities but the impact of these factors on the morale of the employees cannot be denied (Kube et al 2013).
Internal factors like the organizational goals, the structure of the organization, nature of their tasks, managerial philosophy, working conditions, compensation and group characteristics are under the control of the management:
In case the company sets worthwhile goals which are useful and valid then the employees develop positive feeling towards their job as well as their organization. Allowing the participation of the employees in the decisions of the organization corresponds to their increased morale.
In those structures where the authoritative positions are clearly specified and there are clear cut definitions of responsibility there is an open communication among the workers and hence the overall morale is very high. In case the organizational structure allows for the occasional association of the employees with the management, the feelings of isolation are removed and misunderstandings of the employees are minimum.
The most important factor affecting the morale of the employees is the nature of the task which they have to do. It is seen that monotonous and repetitive jobs are bound to impact the people negatively. Hence the employees should do challenging tasks. A job which is quiet and dull is bound to cause negativity among the employees.
The permissiveness of the supervisor of the employees influences his or her morale. The treatment of people who work in subordinate positions should be nice and respectful. The leadership style also affects the morale. A style which involves the participation is bound to improve the morale and directive style is bound to have adverse effect on the employees.
The morale is positive in conditions where the surroundings are clean, safe, comfortable and pleasant. In case the environment is congested the people are bound to feel suffocated. This also has a severe negative influence on the employees.
The compensation schemes in the organization impact the employee morale in the company. Inadequate compensation also leads to low morale as well as low job satisfaction and might also lead in the low amount of productivity. This might impact the morale of the employees (Manzoor 2012).
The social and group forces are bound to impact the storehouse of the perceptions and the attitudes and beliefs of the individual. Hence the morale is also likely to be affected.
The morale and job satisfaction are closely tied to the ideas of attitude and motivation. It is natural that the involvement in the job and job satisfaction will be higher when the morale is higher. There is a higher correlation between the attitude and productivity through the empirical evidence (Tannenbaum 2013).
In several situations the words “employee morale” and “Job satisfaction” are used as synonyms as these terms are mutually interrelated and interdependent. The job satisfaction cannot be completely understood individually without the concept of morale. High morale might lead to the positive motivation and this in turn is bound to lead to job satisfaction. In addition, the success of an organization is attributed to the positive morale and job satisfaction level. The morale and job satisfaction is extremely subjective and varies depending on several factors (Arunchand and Ramanathan 2013).
Conclusion:
In case of any organisation the management of living things especially that of human beings is not as easy in case of the inanimate objects. The survival of a company depends on the fulfilment of the wants and needs of the employees in an organisation. There are a set of policies and principles of every organisation. These policies are applicable to any simple employee. Sometimes the issues which arise or the conflicts which crop up between the management and the employees is responsible for consequences of negative nature like the fall in the productivity level, the financial losses, loss of reputation and also the high labour turnover rate. The abilities and the skills of the employees are matched to their jobs and they are bound to drive higher job satisfaction.
The morale of employees is bound to increase in case they are managed and led well, provided regular feedback and recognition and a work environment which is pleasant, focussed on the needs of the customers and has a clear direction of the organisation. A high morale also leads to high job satisfaction, increased level of productivity, constructive attitude, good performance, lower level of absenteeism, better amount of identification with the goals of the organisation. On the contrary, low morale leads to less productivity, apathy, antagonism etc.
In case the employees are well taken care of they respond to the needs of the organisation and they help in making the organisation reach a level of global superiority. This study shows clearly that the employee morale and satisfaction are crucial factors that is required to be taken care of by an organisation. Hence, there is indispensible relationship between the employee’s morale as well as job satisfaction.
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