This research paper aims to analyze the reason of low staff morale and provide suitable suggestions to managers. The researcher uses a quantitative method to study the relationship between each level of needs in Maslow's Hierarchy Needs Framework and staff morale. There are four dimensions to measure employee morale and the average employee morale in the present company is 2.88, which is low.
Based on the above findings, there are five suggestions in this paper to help managers increase staff morale. However, staff morale is difficult to measure directly, as it is a kind of feeling rather than a specific action. In fact, raising staff morale is a complicated job, not only related to money, but also to emotional needs, such as safety needs and social needs.
To study the relationship between Maslow's Hierarchy of Needs Theory and actual staff morale. This research is trying to find out whether each level of need in Maslow's Hierarchy of Needs Framework can affect staff morale. The low morale of the staff in this company appears in these areas: First, the staff lacks initiative in their work.
The next part will use staff morale theory and Maslow's needs hierarchy framework in employee management, based on previous research.
LITERATURE REVIEW
2 . 2 Maslow ’ s Hierarchy of Needs Framework
This is the strongest level in the pyramid, because if a person wants to fulfill any level needs in this pyramid, the physiological needs must be satisfied first. As for an employee in a company, it can be the physiological needs inside and outside the company. Outside the company, employee needs salary to support their daily life, such as clothes, living and eating.
Within the company, the employee needs office supplies and air conditioning to create a suitable working environment. The level of safety needs consists of the need to be protected from both mental and physical harm, as defined by Maslow. As for an employee in a company, it can be divided into two periods: the working period and the retirement period. During this period, this may concern the reasonable salary with which the employee can afford a safe place to live, but also health insurance.
As for an employee in a company, the employee can meet this level of need from their bosses and colleagues. Receiving help from colleagues or superiors when dealing with problems, gaining close friends and advice on work performance can help the employee meet social needs in this setting. Esteem need level involves the need for both self-esteem and for the esteem a person receives from others.
Respect from others is a lower form of respect, at this level people still try to be accepted by others. In the workplace, employees' needs for respect can be satisfied through reputation, attention, recognition and importance. Even if all previous needs have been met, people will soon feel dissatisfied and restless unless people are doing the work they were born to do.
Self-actualization needs are difficult to clearly recognize, they are different from the other four levels of needs. As for an employee in a company, self-actualization needs can be met by activities that can help the company become stronger and reach a higher level, such as challenging work and a sense of self-fulfillment in the company. The first four levels are defined as deficiency needs (D-needs), which include physiological needs, safety needs, social needs, and esteem needs.
METHODOLOGY
3 . 2 Hypothesis
3 . 4 Reliability analysis
The alpha coefficient needs at least higher than 0.6, and the alpha coefficient is lower than that. After subtracting the first question from physiological needs (Question10: My salary can support me for my basic daily needs, such as living, eating and clothing.), the alpha coefficient changes to 0.65, which is higher than 0.6.
3 . 5 Data analysis
FINDINGS
4 . 1 Descriptive statistics
4 . 2 Correlation analysis
Social needs can significantly influence (positive) staff morale, and the strength is at a medium level. This means that self-actualization needs can significantly influence (positive) staff morale, and the power is very strong. For the correlation value, the higher level of need creates a stronger strength correlation with staff morale.
Normally, the manager should pay more attention to the need level, which gets higher correlation value. However, based on Maslow's research, self-actualization needs are difficult to satisfy, and not all.
4 . 3 Managerial implications
These types of activities can help staff communicate more and interact more so they can get to know and understand each other better. As for experience sharing meetings, staff can communicate with each other about work experience and work problems, managers can encourage staff to solve the problem together. It can help staff to understand each other's problems and try to find compassion for each other.
Group activities require staff to work together to achieve the goal so it can improve tacit understanding among staff. As for employees who are on the honorary board, they can feel strong self-confidence and sense of recognition. As for the rest of the employees who are not on the list, the standards of the reward system can also guide them in the direction of improvement.
For example, Staff A is not on the list, but the person knows the criteria for an honorary council and good cooperation with other staffs would be an evaluated dimension for this. This action can not only help managers meet the appreciation needs of excellent employees, but also provide other employees with the opportunity to meet the appreciation needs. The company can help them clarify their career path by creating a private promotion plan within the company.
On the one hand, promotion means a higher salary, a higher social status and stronger social acceptance. On the other hand, the promotion plan can also give them the specific goal in career growth. The manager can then help staff create a private promotion plan, after ensuring that their personal goals are aligned with the company's purpose.
The promotion plan can help satisfy both esteem needs and self-actualization needs of employees. Challenging work can help them improve work performance so that they can clearly see their growth at work, and if they can complete it, they can have a sense of self-fulfillment. As for employees who do not have enough abilities but have strong ambition to have self-improvement, the company can provide tuition refund policy for the courses related to their job responsibility.
CONCLUSION
5 . 1 Conclusion
APPENDICES
Staff Morale
Maslow ’ s Hierarchy of Needs Part
