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THE IMPACT OF EMPLOYEE MORALE ON ENHANCING WORK PERFORMANCE THROUGH
EMPOWERMENT PROGRAMS: A CASE OF APPAREL INDUSTRY
defined as “a measure of extent of voluntary positive mind sets. Having many
co-operation that is demonstrated by an motivational programs help making
individual or a work group and intensity of satisfaction among employees and their
the desire to attain common goals”. There family members.
are five factors that are influencing the High work performance from employee
morale of an employee and those are;
is the main expectation for any type of an
1. Immediate supervision; means that the organization. The work performance is bit
immediate supervisors influence how the difficult to measure in the service sector due
employees relate to and feel about their to the intangible nature of its delivered
organizations (Colan, 2009). output. But, for the apparel industry it is bit
2. Organization management; means that easy because the tangible output is being
the individuals in their work lives have a produced by their employees. Accordingly,
need for intimacy by being connected to the efficiency level of the employee and the
those around them (Knight, n.d.). The quality of the product that is produced by
employees who share common direction the employee can be used as the indicators
and sense of community are more to measure the work performance of an
capable to achieve their goals quickly employee. The productivity means the
and easily. Colan (2009) has suggested productiveness of the factors of production;
that one strategy for meeting employees’ labor and capital, in the creation of wealth
needs for intimacy and improving (PC News, 2015). According to
morale is to create rituals and Montgomery and Runger (1994), quality
celebrations within the organizational means fitness for use. Moreover, they said
culture. that quality can be described and evaluated
3. Material Rewards; According to Kohn in several ways and those are;
(1993), sometimes the rewards and Reliability: This means how often the
recognition can also damage product fails.
relationships in the workplace by Performance: Customer checks whether
causing employees to compete against the product perform the certain specific
each other. functions and determine how well it
4. Fellow Employee Relationship; means performs for meeting his/her need.
the relationships between co-workers Durability: This is the effective service life
(Tietjen & Myers, 1998). A worker’s of the product.
status in his/her group may not be
determined entirely by the employer. Serviceability: How easy is it to repair the
When management witnesses prejudice product?
or malpractice, the corrective action Aesthetics: This is the visual appeal of the
should be taken. The positive actions product, often taking into account factors
encourage workers to develop better such as style, color, shape, packaging
understanding by becoming better alternatives, tactile characteristics, and
acquainted that helps reducing other sensory features.
resentment and increasing morale Features: What does the product do?
(Tietjen & Myers, 1998). Quality: What is the reputation of the
5. Job satisfaction; According to Baehr, company or its product?
Renck (1958), successful organizations Conformance to Standards: Is the product
need to have strong employee made exactly as the designer intended?
motivational programs. A commitment Based on the theoretical understanding
to people that is practiced throughout an and the finding from the reviewed literature,
organization will in turns positive
service result. To have better result from the study problem has been conceptualized
such programs, employees should have and it is shown in Figure 1.
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