Relations of Moral Work and Employee Productivity

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Definition of Moral Work

Moral term used to describe the behavior of the organization. In the organization of business, of course, the moral sense is associated with work activities and termed employee morale.

Some of the moral sense of work we can see from some of the theoretical descriptions below:

Drafke & Kossen (1998: 295) defines:

Morale is the employee's attitudes toward employing either Their Organizations in general or towards specific job factors, Such as supervision, fellow employees, and financial incentive. It can be ascribed to either the individual or to the group of the which he or she is apart.

In this case Drafke & Kossen said that morale refers to both employee attitudes toward the organizations that employ them, as well as to factors specific job, such as supervision, fellow employees, and financial stimuli. This can be ascribed to both individuals and groups who are part of where the employee resides.

Keith Davis (1989:76) argues that:

When They refer to morale, They usually mean the attitude of individuals and groups toward Their work environment and toward voluntary cooperation to the full extent of Their abilities in the best interest of organization. Emphasis is upon the drive to do good work rather than Contentment.

According to Keith Davis, spoke about the moral work, we always mean moral as individual and group attitudes toward the work environment and attitude to work as well as possible by deploying capabilities voluntarily. In this case the urge to put more emphasis on working with sebaikbaiknya rather than just pleasure.

Furthermore, William B. & Keith Davis (1993:541-549) join the new moral quality of work with work-life effort. According to him, moral and useful work can be used for various purposes are closely related to the business of building relationships among employees, informal and formal communication, the establishment of discipline and counseling.

Judith R.Gordon (1991:754) stated:

... A predisposition in organization members to put forth extra effort in Achieving organizational goals and objectives. Included feeling of commitment. Morale is a group phenomenon involving extra effort, goals communality, and feelings of belonging.

He said morale is a predisposition of members of the organization to strive to achieve organizational goals and objectives. Includes a commitment to moral purpose. Moral is a phenomenon that involves a group effort, a common purpose and a sense of belonging.

Harris (1984:238) states:

Morale is to view it as workers 'Perceptions of the existing state of Their well being-in order words, the workers' degree of satisfaction with organizational conditions and circumtances. Morale is said to be "high" when conditions and circumtances Appear to be favorable and "low" when conditions are unfavorable.

According to Harris, the work is intended as a moral perception of the status of existing employees in other words, welfare, the level of employee satisfaction with organizational conditions and circumstances. Moral said to be high if the conditions and circumstances seemed nice and said to be low if the conditions are not pleasant.

Of a number of terms set forth above, it appears that morale is a predisposition that affects the will, feelings and mind to work and work towards achieving the goals set with the best.

Morale can be seen in relation to the moral individual and group morale. Individual moral means an individual spirit to donate labor and mind in an effort to achieve organizational goals. While morale morale of the group means a group together to donate

power and mind in order to achieve common goals.

Moral Employment Relations and Employee Productivity

Harris (1984:239) explains that since morals are involved into the attitudes of employees, it is important to review the effect of high moral (perceived by the high satisfaction) and low morale (perception of low satisfaction).

One of the effects or influences that can not be predicted from the moral is the impact on employee productivity. Various studies conducted by Vroom Kazt and showed no consistent relationship between specific levels of worker morale with employees productive performance. Sometimes the high productivity and morale is high, but at other times of low productivity and high morale despite the contrary.

On the other hand, Drafke & Kossen (1998: 296) says that a direct relationship between morale and productivity is high morale will result in high productivity. Similarly, if low morale will decrease

productivity. While Herzberg (in Gellerman, 1984:321) summarizes the various

published studies on the effect of morale on productivity as follows:

Of all the reported survey, 54% indicated that a high moral associated with high productivity, while the other 35% shows that the moral is not related to productivity, and 11% were associated with high moral mention lower productivity. The relationship is not absolute, but there are enough data to support that gives attention to the employees affecting an increasing output of employees. Low correlation means that in addition to the work attitude of many other factors that also affect productivity.

Harris further said that the possible symptoms of the relationship between productivity with moral level should be considered from three perceptions that affect the moral level as mentioned above, namely (1) employee perceptions of the status of an organization that can not be controlled, such as supervision, cooperation with co-workers , and the organization's policies toward workers.

When the factors are considered good for employees, morale will be high (2) the employee's perception of the level of satisfaction derived from the consideration received (3) the employee's perception of the possibility to earn rewards and future as well as opportunities for advancement.

Maintaining high employee morale should be considered as a permanent responsibility of management, because once the morale decreases, it takes a long time to fix it again. According to Gellerman (1984:322), poor morale can lead to a strike, employees pemerkerjaan excessive, kepurapuraan, and various other reactions. Subsequent low morale can have long term consequences and far more damaging than the loss of productivity of temporal organization. Managerial and professional talent it would be much more developed when morale is maintained at a high level, and description provided by the company to prospective new employees can be very supportive of the moral condition of the internal work widely. Therefore it is necessary to continuously analyze the forces that affect morale and take appropriate measures to maintain it rather than reacting after the serious circumstances arise.