St Peter’s Hospital’ Management and Morale

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Table of Contents

Introduction
Statement of the problem
Literature review
Methodology
Data analysis
Conclusion
Recommendations
References

Introduction

In any institution, managers play a significant role in motivating their employees. Efficient management in the workplace is very important in creating positive motivation and high morale among employees (Ingram, 2009). Morale is the most powerful emotion that employees bring to any work. On the other hand, the ability of managers to motivate their employees through shared communication and vision is the most important ability that great managers bring to their workplaces. Therefore, for employees to be highly motivated, there must be good management.

Statement of the problem

St Peter’s Hospital, just like other hospitals, is faced with a lot of challenges, which include technological changes, cuts in budgets, new management, and a need for increased productivity among its employees. All these factors have contributed significantly to dampening the morale of employees. Different studies carried on the causes of low morale among employees showed that poor management is a key factor that influences morale. It is, therefore, the aim of this study to look into the morale and satisfaction of employees of St Peter’s Hospital and to investigate the relationship between management and morale.

Literature review

Morale can be defined as an abstract concept that refers to how constructive and positive a particular group feels towards the institution they work for, including the special feeling that they share with each other like, trust. Ingram (2009) also defines morale as “the broad level of assurance or optimism experienced by an individual or a group of persons and which has an effect on their willingness to do something.” Management, on the other hand, is the process of putting people together in a working environment with the aim of achieving the goals and objectives of an organization by making use of available resources effectively and competently (Watson, 2009).

Different studies show that there is a direct relationship between how organizations manage their human resources and employee’s morale. Managers normally perform different functions, among them organizing, planning, and staffing. However, the most important job of a manager is managing and motivating employees. This is because employees are the heart of any organization, and they have a great impact on the overall performance of a company. Highly motivated employees are more productive, while less motivated employees are less productive.

Managers must, therefore, come up with ways of ensuring that their employees are always motivated. Some of the major managerial factors that influence employees’ morale include pay, the work that they do, supervision, opportunities for promotions, the relationship among the employees, and the nature of work in general (Bruce, 2002). Managing employees also means hiring people with the necessary skills. It also involves ensuring that they are aware of what needs to be done, at what time, and how. This, therefore, means that managers should always supervise their employees to make sure that they are on the right track. Management also entails motivating workers so that they can take ownership of the work they are doing. If employees feel that they own their jobs, they are motivated to work more (General Electric Company, 2000).

Methodology

In this research, most of the data were obtained from the hospital’s statistics on the rate of satisfaction of their employees, especially on managerial issues. I was also able to get supplementary information by interacting with the employees on a personal level. The open session also provided workers with a chance to state what they liked or hated most about their jobs, and also identified challenges that they would like the management to address. Secondary data was obtained from academic papers; previous researches carried on the same topic and from the Internet.

Data analysis

From the data collected, it was evident that management played a significant role in motivating their employees. From the Job descriptive index, management plays five important roles in ensuring high morale among its employees. The roles include:

Work

The kind of work that employees are engaged in affects their morale greatly. If employees are assigned jobs that they are knowledgeable in, then they will usually do their best. Employees should also be provided with flexible working schedules so that they are not overworked or forced to work past normal working hours. Employees who are also given some days off to go and rest, usually return more energized and high morale to work. Overworked employees, on the other hand, are less motivated hence less productive.

Pay

The manner in which employee’s financial needs are handled or satisfied also affects their motivation greatly. The salary they are given, the benefits, and allowances can either affect their morale negatively or positively. This is more so if they compare themselves with other employees of the same rank in different organizations. Workers become less motivated if they feel that what they are paid, including allowances and benefits, are not in line with the current market rates or do not keep up with the increasing cost of living.

The relationship among workers

The relationship between employees also plays a great role in influencing their morale. A good relationship among them increases their morale. Employees who relate well with each other are also able to work well as a team, which helps to increase their efficiency. On the other hand, a poor relationship leads to lower motivation, thus affecting their productivity.

Supervision

The way managers conduct their supervision, and the frequency of supervision also influence the morale of employees. Managers who are always friendly when supervising and correct their employees in a polite way make them develop confidence in their jobs, thus increasing their morale. Frequent supervision shows that the manager is interested in your work, thus making one have high morale. Managers who are also always available for their employees in case of any problems or questions also make them feel motivated to work harder. On the other hand, unfriendly and absentee managers or supervisors do not motivate their employees well.

Promotion opportunities

A company that frequently offers opportunities for promotions to those employees who do well or are best qualified, always encourages them to work hard. This, in turn, increases their morale and productivity. Fewer promotions and promotions based on favoritism reduces the motivation of workers to work hard.

Job in general

The nature of work that employees are engaged in affects their morale greatly. Monotonous, repetitive, and dull work makes employees develop a negative attitude towards it. Similarly, if employees are involved in challenging and interesting jobs, then they develop positive morale. A safe, clean, and comfortable working environment also helps to boost the morale of workers (USA GAO, 2003).

Conclusion

From the above reviews, it is obvious that the morale of employees in any organization is very crucial in determining its performance. Management also plays a significant role in motivating its employees. Poor management leads to less motivated employees, while good management leads to highly motivated employees. By managers paying their employees well, frequently supervising them, providing a good working environment, and enhancing a good relationship among its employees, they always ensure their workers are highly motivated. In addition, matters related to poor management were some of the issues cited by employees for leaving their jobs in different institutions.

Recommendations

From my interaction with the employees, contentment in their job was lowest in the following sectors, poor salaries, unfair allocation of workload among staff, and the professionalism of fellow workers. While employees were generally proud to work for the hospital and were optimistic about its future, they considered teamwork across all departments and retention of highly qualified staff less satisfactory. Most of these problems were due to poor management. However, in general, the employees showed a high obligation to their jobs, felt a sense of achievement in their jobs, and appreciated training opportunities available there.

From the above results, it is evident that management can either influence the morale of employees positively or negatively. In order to avoid such complaints and motivate their workers more, the management should pay their employees well, in accordance with the current market value of their positions. Those employees that do exceptionally well should be rewarded with things like salary increment or promotions. The employees should also be considered for promotional positions. Instead of looking for people from outside, the management should promote their own employees to those positions. In addition, proper training should be offered to managers on how to handle the employees and supervise them well. The working environment should also be conducive for all workers, encourage teamwork, and distribute work fairly among employees.

References

Bruce, A. (2002). Building a High Morale Workplace. London: McGraw-Hill International. Web.

General Electric Company. (2000). Leadership Style and Employee Morale: A Research study of the Effect of Leadership Style on Morale of Employees. London: Cornwell University Publishers. Web.

Ingram, H. (2009). Organizational Transparency, Employee Perceptions, and Employee Morale. New York: ProQuest Publishers. Web.

USA GAO. (2003). Human capital management: FAA’s reform effort requires a more strategic approach. Washington, D.C.: United States General Accounting Office. Web.

Watson, D. (2009). The Question of Morale: Managing Happiness and Unhappiness. London: McGraw-Hill International. Web.

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