Strategies for Improving Workers Morale and Productivity in an Organization

Strategies for Improving Workers Morale and Productivity in an Organization

Few know researchers had previously conducted research on the strategies for improving workers moral and productivity in an organization. To conduct this investigation, several materials were used by the researcher. These include text book on personnel management psychology and human relations thesis.

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The researcher summarized all the literature review under the following headings.

  1. The extent of workers relationship with the top management.
  2. The types of leadership in an organization that could enhance workers moral and productivity.
  3. Evaluation and recognition of performance.
  4. Effect and recognition of good performance appraisal in organization productivity


According to Magreth (1960)Management should develop and administer policies and programme for providing an effective organization, to improve the moral of workers and their productivity, there should be directed communication link between the top management and the workers. The author is of the opinion that the workers are to be given a free hand in the management of the organization. To improve the moral of workers and their productivity, there should be directed communication from the management and workers.

Even though there may be good communication link between the workers and the management yet much depends on the effectiveness of such communication.

As Doulab wrote in his books we have not learned about utilization of talent, about the creation of organization climate conducive way from realizing the potential represented by the workers we recruit into the organization.

He goes further to say that a high degree of workers participated in management of an organization will not only develop the hidden talent but also has a positive effect on the moral of workers and a corresponding increase an productivity.

According to Bernard (1950) personal relation and productivity we prime tasks of an effective personnel administration. Management is concerned with the creation of an organization in which both the workers and the organization may obtained optimum satisfaction.

Schram (1964) Pointed out in his book mass media and national development that since the essence of economic development is a rapid increase in economic, productivity of society, great attention should be paid to it. He is also of the opinion that productivity is the key and as such development economics should find solution to the problem of husbanding resources, so as to ensure the attainment of the required level of productivity.

Fashoyin (1980) in his book titled industrial relation in Nigeria observes that significant proportion of employees and employers still reflect the idea on the hand that co-operation on both sides can bring about increase productivity, better wages, good living condition and industrial peace. He is also of the opinion that nowadays management focuses it’s attention on the sizeable service and profit made with the result that they ignore workers interest and over look the probable disruption of the business activities when employees react to the insensitivity of their employees.

According to “Likert” (1967) high productivity is attained when the amount of employee participation used is greater, than what is expected by them. But with their capacity to respond to it’s efficiency.



Beach (1980) in his book titled “managing people at work noted inter alai that managerial leadership reflects the internal state and health of the organization. He also observed that attitude, motivation and communication such as high productivity and working performance reflect the goal attainment of the organization. He also observed that attitudes, motivation and communication such as high productivity and working performance reflects the goal attainment of the organization.

Ojemba G. Agbo (2001, p 162) in his book titled practice of management) said that leaders can influence their followers or subordinates, in addition to being able to give their subordinates legitimate direction, that is leaders not only can tell their subordinates what to do but also can influence how or in what manner they are to carry out the leaders instructions.

From the above, it can be seen that leadership and motivation are connected closely. By understanding motivation, we can appreciate better what people want and why they act the way they do, leaders may not only respond to these motivation but also arouse or make or make them slower by means of the organizational climate they develop.


Adim (1960) stressed the importance of adequate incentives to the employees. He said that greater attention should be given to employees and not to machines, because it is the employees who do the actual work of thinking, observing and finding out better processes and plans for more efficient and economical production.

According to Vroom (1964) theory of work motivation, the valence of effective performance increase as the institutionally of money increase, assuming that the valence of money increase is positive, Vroom cited reintman (1956), Alkivson (1958) and Kanufman (1962) showing a higher level of performance by workers who were told that their earnings were based on the effectiveness of their performance.

Geory Poles, Mahoney and Hones (1957) path goal approach theory also states that if a worker has a desire for a given goal and perceives a given path leading to that goal he will utilize that path if he has freedom to do so.

He found that workers who perceive high personal productivity as means of increase earning performed more effectively than workers who do not perceive this relation.

In an attempt to emphasize on workers money and their effects on productivity, rock feller said that he would pay more for the ability to lend with people than other ability under the sun. his research shows that managers need three levels of expertise viz.

–        Understanding past behaviour.

–        Producing further behaviour

–        Directing, changing and controlling behavior in order to have impact on individual behavior and productivity.

He mentioned that if individual behavior and productivity are increabled, there will also be an increase in organization productivity to the mutual benefit of all concerned.


Performance appraisal exercise has been found to act as a strong and indispensable machinery for increase in organizational position in it’s environment.

According to Ubeku (1984) a good appraisal system is so fundamental to management of people in an organization, that it must be ignored not only we dealing with the future of individual human beings who make up the organization but must also recognize that the success of the organization itself depends largely on good appraisal system. This is because a good performance appraisal system in organization itself will act as moral booster and encourage the employee to continue in pursuit of organizational objectives in the hope of achieving his own personal objective. However, am of the view that performance appraisal system aimed primary at picking out those who have put their best over the past months to enable the organization achieve it’s set goals. These they do by coming to work in time, working hard, relating with their colleagues, and attending to customers and members of the organization carefully.

It is aimed at finding out those whose performance can at times produce positive effects leading to increase in productivity for each to occur depend. On appraisal system or appraisal policy of an organization where objectivity is employed, no worker will feel cheated any benefited and non benefited will continue to put their in the organization, those who are not promoted will work harder so as to score a high mark tomorrow and there will be high cumulative productivity.


  1. Confidential reporting system
  2. Open reporting system


The operating word in this system of appraisal is secrecy the rate evaluates his subjects without allowing them to see the contents of the evaluation report. The system of appraisal gives room s may see it as nice opportunity to victimize some of his subordinates that are not in his good books confidential reporting system aids perpetration of evils since it neither affords the staff being reported upon the opportunity to defend his action nor to douse the flames concerning heaps of lies leveled against him by his supervisor. There have been critics on the confidential reporting system.

In Agbonifor (1984) he reporting as weaknesses of confidential reporting as:

  1. Susceptible to abuse (victimization and favouritism).
  2. Inability to make employee aware of their potentials and inadequacies, so as to explore their deficiencies.

iii.      It’s tendency to jeopardize supervisor subordinates relationships.


Under this system of appraisal the reporting office discourse the appraisal reports with the subordinates it afford the rates opportunity to express their views or vent their feelings where perceive that the valuation is objective.

In Eya (1982) he states that “The open reporting system makes it mandatory for the assessor or reporting officer to make his assessment about a subordinate known to him to enable him react any report which tend to misrepresented him where the report is positive adverse, the system may even give the subordinates the one opportunity in a year to abuse the hell out of the boss as a typical Nigeria phenomenon since he take it down needs fair no fall.

Open reporting system is seen as a potent vehicle for efficient personnel management, any management style or practice that encourages French discuss on between supervisor and subordinated on job relates activities helps to achieve the following objectives.

  1. It makes supervisors and subordinates aware of their behavior and what each feels about the other attitude towards him.
  2. It make subordinates appreciate their strengths and weakness.
  3. It improves the supervisor subordinates interpersonal relationship and invariable facilities the attainment f the corporate goal of the organization.

According to Stolz (1960) he is of the view that with a right and of appraisal a real industrial need is achieved. In companies where people are judged the basis of the results of their work and where the job is made to orient the appraisal discussion the job and it’s work requirement, rarely if even is a healthy relationship between supervisor and subordinate destroyed.

He goes on to say that open reporting system exercise is a laudable and highly recommendable for organizational survival.

He also state that same certain factors impinge it’s workability.

  1. Illicit affair between some superior and their female staff which stultifies objectivity in evaluation report.
  2. Fear of intimidation by those employees who have prominent personalities as their good farmer.
  3. Fear of being assassinated or being mal handled by those employee who are never do well or are popularly called hard man.

A good appraisal is necessary since it’s a good effects enhances productivity of an organization. A good appraisal system is one devoid of appraisal bias which will ensure that a good employee is rated high.

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This article was extracted from a Project Research Work Topic



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