The organization selects people based on their worth to perform various activities and roles that will allow the achievement of their objectives. Trains these people to enhance and improve their abilities, skills and abilities so that they are more effective, and tries to motivate them, through different procedures, so that they remain in the organization and develop a sufficient amount of effort and energy to perform a level of work. adequate in quantity and quality. Procure provide opportunities promotion to its members that allow them to develop their “career” within the organization itself. Individuals agree to participate in the organization, choose it and contribute to the achievement of its objectives to the extent that their income or permanence provides them with the means to cover personnel.
Perfecting skills and capabilities that the individual must put into play in organizational activity enable him to perform his tasks and roles more effectively, he will only do so to the extent that he is motivated to do so. During his stay, the individual finds a greater or lesser number of possibilities to develop his “career” and promote himself.
Factors that trigger reactions in members of the organization to their work and the environmental elements in which it is carried out. Reactions, attitudinal and emotional, can be very varied. 2 have been studied large groups: Positive reactions such as satisfaction and work morale are investigated, attention is paid, with greater emphasis, to negative reactions and especially frustration, alienation and stress.
The moral It is the state of mind of an individual or a community in relation to what they intend to achieve. Within the framework of the organization it seems to refer to a certain relationship between the feelings of the workers and the performance sought by the company. A reaction that is both collective and individual regarding the goals of the organization.
The study of work morale Maier (1975) is a consequence of the interest that some governments have shown in national morality and an individual attitude in a group effort. For Katz, morality involves 2 factors: existence of a common goal among group members, acceptance of socially recognized solutions to achieve the goal.
Sikula (1979) defines the morale and attitude of individuals and groups towards their work environment and towards their voluntary cooperation. Script (1958) distinguishes various types of definitions and points out their possibilities and limitations. Definitions that are: morality as group cohesiveness: significant as a basis for useful work, it seems not to take the individual into account; morality as work-related attitudes: attitudes toward supervision, attitudes toward economic incentives, attitudes toward the product and the like, job satisfaction; morality as absence of conflict:
- It seems somewhat negative, but there is no doubt that it is implicit in a good part of the management’s measures and conversations;
- moral as a good personal adjustment: we need a concept that is more related to the work than the plain and simple adjustment;
morality as a feeling of joy:
- You can be happy and euphoric at work, but in spite of it, not because of it;
- morality as personal acceptance of the group’s goals: this definition considers that morality is an attribute of the individual, but it is an attribute that exists only with reference to the group of which he is a member, a hybrid definition that is the most widely accepted.
There is a consensus in applying the terms “attitude”, “adaptation” and “satisfaction” to describe individual states, while reserving the term “morality” to describe a condition of a group of people.
According to Maier (1975) group conditions that affect morale are: degree to which members of a group have a common goal, degree to which the goal is considered valuable, degree to which members feel that the goal can be achieved The group and its objectives are main factors in the study of morality. The fact that the organization’s objectives are consistent with those of the groups makes organizational effectiveness possible. The general climate of the company is thought to have an important relationship with its effectiveness. For some authors, the organizational climate is only the sum total of the attitudes of the workers within the company, especially with regard to the health and comfort of the employees. For others, the organizational climate is the set of internal environmental conditions of a company.
According to systems theory, the organizational climate can be considered as a broader concept that encompasses the entire company and includes attitudes, practices, traditions and customs. Morality is a group concept related to attitudes. For Sikula (1979) changes in organizational climate occur more slowly than changes in morale. The most important factor in the study of work morale is the group. Morality refers to relationships between equals based on shared objectives.
The terms “employee attitude”, “job satisfaction” and “work morale” have been used as equivalents. We must distinguish between attitude or willingness to act in a certain way in relation to specific aspects of the job or the organization, and job satisfaction, the result of various attitudes that an employee has towards his or her job and the factors with it. related. A “general attitude” resulting from many specific attitudes related to various aspects of the job and the organization.
For Locke (1976) job satisfaction is a positive or pleasant emotional state resulting from the subjective perception of the subject’s work experiences. Job satisfaction is related to work morale. Both refer to positive emotional states that employees may have. Work morale is a byproduct of a group and it is the group that generates it. It has 4 determinants: feeling of group solidarity, need for a goal, observable progress toward the goal, individual participation in the meaningful tasks necessary to achieve the goal.
The work morale It is the possession of a feeling, on the part of the employee, of being accepted and belonging to a group of workers, through adherence to common goals and confidence in the convenience of those purposes. Two notes would differentiate morale from job satisfaction: satisfaction puts greater emphasis on present and even past events, morality is more oriented towards the future; Work morale presents a group reference, while satisfaction is a general positive individual attitude towards work and the organization. Morale is determined by job satisfaction, since a person who normally achieves his goals at work or is on track to achieve them will have more confidence in the future than someone who does not achieve them.