Essay Sample on Low Morale and Poor Performance in the Workplace

Introduction

The main issue facing the organization is lack of morale by staff members, and this has led to decline in performance. The second issue is lack of cooperation between employees, which has also affected teamwork and productivity. To address these issues, it is imperative that the office manager develops a strong and trustful relationship with the employees, so that they can have confidence in her abilities. It is equally important for her to create a culture of teamwork that will enhance organizational performance (Sanyal & Hisam, 2018).

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In dealing with the first issue of lack of motivation, she needs to use both financial and non-financial motivational techniques to increase employee morale (Yousaf et al., 2014). Some of these include acknowledgment and praise, paid leave, salary increments, and training opportunities, among others. According to the equity theory, employees are motivated if they are rewarded based on their input to the organization (Al-Zawahreh, 2012). The new manager should develop a new remuneration structure that incentivizes employee output, as highly motivated employees usually have high output and are able to attain their goals. According to Bell et al. (2014), she should also adopt a participative leadership style where she involves employees in decision-making activities so that employees feel empowered and retain high motivation levels.

The second issue of lack of cooperation can be addressed by developing a teamwork culture within the organization. According to Sanyal and Hisam (2018), the manager should emphasize a culture of teamwork and she should set clear goals and reward teams that attain their objectives. She should also create a conflict-resolution system, such as a mediation process, so that employees are involved in resolving conflicts facing them. According to Curran (2015), this strategy will be essential in addressing workplace conflicts that may have resulted in lack of cooperation by staff members. Finally, the new manager should enforce a punishment structure for non-cooperative members, and she should sack them if they cannot follow the established rules and systems.

References

Al-Zawahreh, A. (2012). 'The Utility of Equity Theory in Enhancing Organizational Effectiveness', European Journal of Economics, Finance and Administrative Sciences 46. Retrieved from https://eis.hu.edu.jo/deanshipfiles/pub105362403.pdf

Bell, C., Chan, M. & Nel, P. (2014). "The Impact of Participative and Directive Leadership on Organisational Culture: An Organisational Development Perspective", Mediterranean Journal of Social Sciences 5(23). Retrieved from http://www.mcser.org/journal/index.php/mjss/article/viewFile/4744/4602

Curran, D. (2015). "Workplace Mediation in Ireland: Bridging the Research-Practice Gap", Journal of Mediation and Applied Conflict Analysis 2(1). Retrieved from http://eprints.maynoothuniversity.ie/5835/7/DC-Workplace-2015.pdf

Sanyal, S. & Hisam, M. W. (2018). "The Impact of Teamwork on Work Performance of Employees: A Study of Faculty Members in Dhofar University", IOSR Journal of Business and Management 20(3): 15-22. Retrieved from http://www.iosrjournals.org/iosr-jbm/papers/Vol20-issue3/Version-1/C2003011522.pdf

Yousaf, S., Latif, M., Aslam, S. & Saddiqui, A. (2014). "Impact of Financial and non-Financial Rewards on Employee Motivation", Middle-East Journal of Scientific Research 21 (10): 1776-1786. Retrieved from https://www.idosi.org/mejsr/mejsr21(10)14/17.pdf