The show will help you to know about the Morale Management

1. MORALE MANAGMENT PREPARED BY : G.M.SHAHZAD

2. AGENDA By completion of this presentation, participants will understand how we can earn profit by capitalizing morale.

3. MANAGER CHALLENGES Change Reorganization Loss of job security Technology Do more with less Globalization

4. LIFE BLOOD Morale is life blood for our organization and gives us meaningful purpose.”

5. SUCCESS The level of morale in our organization tells us how successful we really are.”

6. PEOPLE Our company’s morale tells the world who we are and what we are all about…people.”

7. MORALE How an individual feels about his/her work & organization?

8. WHAT PEOPLE WANT ? The two things that people want more than lust or power are Recognition and Praise”

9. WHAT ARE YOU DOING Are mangers rewarding? Are really empowering people? Expressing differences without fear?

10. 5 STEPS TO CREATE HIGH SPIRITED MORALE BOOSTERS

11. BECOME A GENIUNE AND AUNTHETIC MANAGER Having respect Stands on issues Honest in dealing

12. TUNE INTO THE EMOTIONAL NEEDS OF YOUR EMPLOYEES Praise and recognition Achievement and advancement Sense of belonging Pride and confidence Challenge and excitement Love and support

13. GENERATE A SPIRIT OF GRATITUDE Pat on the back A short thank you note An e-mail of appreciation A jubilant voice mail Creating pride

14. LIVE THE PASSISONS AND SUCCESS FOLLOWS To treat employees right Employees as owners Feeling of family Seminars Ethics workshops assistance

15. SPREAD ENTHUSIASM WHERE EVER YOU GO Be careful to practice what you preach Importance of their jobs What a valuable employee?

16. WHEN YOU KNOW BETTER YOU DO BETTER

17. TREAT EMPLOYEES AS HUMANS NOT JUST WORKERS Whole person database Go beyond job description

18. WHAT YOU CAN DO TO GET ALL? Promote culture, value and mission Right place right job Coach and mentor people Integrate new openings

19. CAN YOU FEEL IT Positive attitude Cheerfulness Confidence Generosity Hope High self-esteem Determination Meaningful purpose Mutual support loyalty

20. GLOBIZATION????? Globalization has become ingrained in our assumptions about how we do business, how we behave as managers, and how we treat our employees, both near and far.

21. GLOBIZATION??? If your business can function using a computer and telephone line, then you are globally capable

22. MIND SET???? Managers must learn to think globally and act locally

23. HIGH MORALE IS HIGH WHERE EVER YOU GO IN THE WORLD

24. TECHNOLOGY??? Virtual teams are on the rise, as technology brings us more possibilities. The challenge is to manage them effectively

25. WHAT TO DO??? If you treat people like 10,000 miles away, they will feel 10,000 miles away.

26. EVEN VIRTUALITY CANNOT REPLACE THE GLUE THAT BONDS BETTER THAN ANYTHING ELSE---HUMAN CONTACT

27. A NEW TREND??? Managers are experiencing the Americanization of the world economy

28. RETENTION?? Keeping the people who keep your business in business

29. RETENTION??? Free agent workers won’t easily commit their lives to one company. If they do, it’s because their values and personal needs are being respected and met.

30. RETNETION??? Employee retention experts agree that holding onto star performers for as long as possible keeps workplace morale healthy and in balance.

31. HELP EMPLOYEES FIND NEW JOBS INTERNALLY

32. WHAT TO DO??? Treat people the way THEY want to be treated, not the way YOU would want to be treated.

33. DON’T EXPECT EVERY EMPLOYEE TO BE A CHEERLEADER

34. RESIGNATION

35. COSTS OF EMPLOYEES TURNOVER Recruiting expenses + Travel and relocation costs + Training and administrative cost + loss of productivity = High cost of employee turnover

36. RECOMMENDATON FOR RETENTION Treat like partners. Communicate objectives and expectations clearly. Focus on performance not controlling people. Empower your employees- trust their judgment and common sense. Recognize the human needs. Invest in your employees for development

37. RECOMMENDATON FOR RETENTION Place a premium on employee involvement, new ideas, and innovative techniques. Celebrate mistakes by tolerating intelligent errors and experimentation. Keep it fun. Have a reward system in place.

38. HIRE THE RIGHT PEOPLE BY HIRING FOR ATTITUDES AND TRAINING FOR SKILLS

39. TO KEEP EMPLOYEE HAPPY, NOT TO CREATE A BIG TOP CIRCUS

40. TO BOOST MORALE , ALTER THE ENVIORNMENT

41. LOVE YOUR PEOPLE THEY WILL LOVE WHERE THEY WORK

42. BEWARE OF POSH SORROUNDING

43. ALTERING THE ENVIORNMENT Reduce noise levels. A place for relaxation. Portray your place.

44. TIPS FOR REDISGING THE JOB Variety is the spice of life. Detail purpose and pride association. Give more responsibility, not more work.

45. ENRICHING THE ENVIORNMENT WITH CREATIVE BENEFITS Late night work, providing transport. Wheels on loan. Wedding gifts. A week of vacation. On-site dry cleaning, shoe repair, and salon services.

46. ENRICHING THE ENVIORNMENT WITH CREATIVE BENEFITS Maternity leave. Bonuses. Support for employee’s kid. Job rotation. Free medical on-site. Two weeks paid vacations.

47. IF YOU WANT TO IMPROVE THE ENVIORNMENT—TRAIN EVERYONE

48. THE HUMAN SIDE OF MANAGMENT Head represents knowledge, unique expertise, patient, trade secrets, empowerment, motivation, character, and values. Hands representative of specific skill sets and its implementation, customer service, and production.

49. THE HUMAN SIDE OF MANAGMENT Heart signifies caring, emotional depth, ability to love and be loved, feelings, intuitions, pride, spirit, and hope for tomorrow. Feet shows foundations of a building leadership, one-of-a-kind culture, history, traditions, company’s stability, and readiness to move forward.

50. AUDITING THE MORALE Low morale shows low satisfaction and productivity. Call the morale doctors.

51. MORALE AUDIT Managers and supervisors consistently express enthusiasm and excitement about the organization and its people. At work, everyone’s opinion's count. High employee morale is present throughout the organization. It can be felt. Lot of in front of you!

52. NEGATIVE INVADERS Fear. Performance.

53. DEFINE WHAT PERFORMANCE MEAN Stretch employee courage. Clear the scope of responsibility. Create a course of action. Watch what people are doing and respond. Be specific about goals. Ask for what they feel after success.

54. THE HIGH PRICE OF LOW MORALE

55. PROBLEMS AND THEIR SOLUTIONS

56. RUMORS People want to know, be clear. Always open your eyes. Take initiative to inform. Don’t react until you know all the facts. Campaign again the rumors.

57. SOLUTION Correct it immediately and support your information with facts. Use the rumor mill; you won’t be tolerated.

58. RESISTANCE TO CHANGE AND AUTHORITY Deal with issues. Who is resisting change? Understand the employee’s viewpoint. Are you appreciate their feelings. Never sell your viewpoint. Clear points one by one.

59. RESISTANCE TO CHANGE AND AUTHORITY Be patient. Ensure that you have understood every thing correctly. Ask for support. Don’t take it easy. Always encourage questions.

60. CHRONIC COMPLAINER Listen them carefully. Treat them like adults, not children. Examine context, not content. Realize them you are paying close attention. Determine it is impacting long term or short term. Invite employees to offer their solution.

61. PERSONAL PROBLEMS Always show concern, not anger. Give suggestion, not orders. Be supportive not a psychiatrist. Coach your employee to cope the problem. Always protect the confidentiality and privacy of your employee.

62. DEFENSIVE ATTITUDE Start evaluating your self, might be misinterpreting you. Sharpen your skill, read books or take the class on the subject. work on building a strong relationship. Seek to find a common ground. realize them you want to grow and learn from them.

63. DEFENSIVE ATTITUDE Being a manger, remain in control at all times. Never become defensive. Use “I” statements such as ‘I m concerned about something. Ask the employee to suggest ways to do. Offer him to take self-confidence or esteem-building training.

64. FEWER RESOURCES AND MORE DEMAND When situations are ambiguous, employee want information. Try emphasizing the positive aspects of the any major changes. How it is helpful for employees and company. Spend time with them. Be realistic in setting performance and productivity.

65. FEWER RESOURCES AND MORE DEMANDS Set people for success, not failure. Give more, you can take more. Empower them. Encourage them. Realize them that “they are energetic.” Treat all employees like partners.

66. THANKS