CHAPTER 1

THE PROBLEM AND ITS BACKGROUND

Introduction
According to (Dr. Marina O. Osi) (2000), a moral person is described by Dr.
Minda Sutaria as one who is concerned and awake, capable of using his/her
intelligence with a certain degree of self-understanding whereby he/she grasps his/her
dignity, worth, and absolute value as a personal being, endowed with a free will and an
ability to strive after happiness through the responsible exercise of his/her freedom.
Morality is the quality of right or wrong is human acts. There are three types of
morality; moral, which is described as good; immoral, which is the opposite of good and
therefore, described as bad; and amoral, which is different by being neither of the two.
From the above definitions, morality can be converted from any of these states.
In another opinion (www.google.com, www.yahoo.com). Description of the
emoticons attitude satisfaction and overall outlook of employees during their time in
workplace environment, part of effective productivity is thought to be directly related to
the morale of the employees.
Employees that are happy and positive at work are said to have positive or high
employees morale. Companies that maintain employees who are dissatisfied and
negative about their work environment are said to have negative or low employee
morale.
And another opinion about morale is defined as the depiction of emotions
satisfaction, and overall attitude towards a workplace productivity is directly related to
morale. Happy employees have high morale while dissatisfied employees have low

morale. Measured employees morale using job satisfaction, organizational commitment

turnover rates complaints and employees strikes as a proxy.
Morale means the employees is satisfied with job, puts in effort is create takes
initiative is committed to the organization and focuses on achieving organizational goals
rather than personal.
The most important factor contributing employees morale are relationship with
the fellow workers, team spirit in direct work environment, working conditions of
workplace, leaves and holidays provided management and employees are allowed to
talk freely.
Morale is an employees attitude toward his or her job employer, and colleagues
employee morale as the psychological state with respect to satisfaction confidence and
resolve the attitude of an individual or group of employees. Resulting in courage,
devotion and discipline. Level of fulfillment one has with intrinsic work aspects, such as
variety and challenge, feedback and learning, and space to grow and extrinsic
circumstances of employment such as fair and adequate pay, job security, and health
and safety.
A high morale means the employees is satisfied with the job, puts in effort, is
create takes initiative, is committed to the organization and focuses on achieving
organization goals rather than personal goals. Low morale lead to high skiving, high
turnover, unsolved complaints and strikes thereby encumbering firms performance.
According to the business dictionary morale is defined as the depiction of
emotions, satisfaction, and overall attitude towards a workplace.

Happy employees have high morale while dissatisfied and unhappy employees
have low morale. High morale contributes to high level of productivity, high returns to
stake holders and employee loyalty. Low morale may cause high absenteeism and
turnover. Respect involvement, appreciation, adequate compensation promotions, a
pleasant work environment, and a positive organizational. (www.google.com)
This are the problem of employees you may not realize the financial cost your
business. When your team members are unhappy. An effective leaders knows how to
check maintain and when necessary improve employees morale. If you can monitor
employees morale you might be surprised at how easy it is to bring in improvements
when it starts to do. And how to communicate to your customer. How to maintain high
levels of employees morale in the workplace as part of the balance between employees
and customer or guest.
When employees morale is high, everyone works well. Productivity in general
improves when the employees love to come to work. Some employees will arrive early
or stay late without expecting rewards, just because they love being at work and enjoy
the tasks. If you want an effective workplace with high level of productivity work towards
making your employees enjoy the workplace or establishment.
Higher attention to detail when employees (staff) enjoy the work, people will pay
attention to what they are doing, when morale is low, the employees are more likely to
become distracted, make mistakes or work slower. To improve employees morale the
first step improving employees (staff) morale is to create a culture where your team
under or belong to understands that their wellbeing and morale in the workplace, is
important to you as an employees.

Morale is the capacity of a group members to maintain belief in an institution or

goal, particularly in the face of opposition or hardship. Morale is often referenced by
authority figures as a generic value judgement of the willpower, obedience, and selfdiscipline of a group tasked with performing duties assigned by a superior. According to
(Alexander H. Leighton). Morale is the capacity of a group of people to pull together
persistently and consistently in pursuit of a common purpose. (www.wikipedia.com)
In another opinion (www.businessdictionary.com) Description of emotions,
attitude, satisfaction, and overall outlook of employees during their time in a workplace
environment. Part of effective productivity is thought to be directly related to the morale
of the employees. Employees that are happy and positive at work are said to have
positive or high employee morale. Companies that maintain employees who are
dissatisfied and negative about their work environment are said to have negative or low
employees morale.
Fard et al. (2010) indicate that employee morale plays the major role in setting a
healthy work place. The study also explores that high level of employee morale is linked
with the employee work satisfaction, creativity and innovation, honourable mind with the
work, employee commitment towards the organization, and anxiousness to achieve
group objectives beyond individual objectives, thus leading to enhance the
organizational performance.

Linz et al.(2006) indicate positive relationship between expected rewards and

morale among the Russian employees. They explore that expected monetary rewards
exhibit a greater influence on morale than expected non-monetary rewards. Their
results indicate that there is a strong positive correlation between performance
assessment and morale, as well as between positive work attitudes and morale.
Akintayo (2012) reveals significant relationships among working environment,
workers morale and perceived productivity. The study also finds that flexible working
environment and workers morale have significantly contributed to workers productivity.
Millett (2010) states six reasons why the employee morale is important in an
organization: (a) improving productivity, (b) improving performance and creativity, (c)
reducing number of leave days, (d) paying higher attention, (e) providing safe workplace
and (f) improving quality of work.
Mazin (2010) also indicates that high employee morale leads to on-time reporting
of employees for work, and improving communication, recruitment and creativity of
employees. He further indicates that high employee morale keeps retention of
employees in the organization. Dye and Garman (2006) states low level of employee
morale is the result of loss of management trust, lack of interpersonal relations and
improper

working

environment.

Further,

organizational

layoffs,

employee

conflict/disputes over contract, high level of employee turnover, unfavourable changes

of leadership, and indistinct expectation and corporate direction also lead to create the
low employee morale in an organization (Dorsett, 2006).
Upadhyay and Gupta(2012) find

positive relationship of job satisfaction to

morale of employees. It reflect satisfied person have high level of morale in an

organization
(https://www.academia.edu/6898207/A_REVIEW_ON_THE_RELATIONSHIP_VARIABL
ES_TO_EMPLOYEE_MORALE_AND_ORGANIZATIONAL_TRUST).

CHAPTER III
RESEARCH METHODOLOGY
The research method in the study is presented in this chapter. It specifies the
research design, the locale of the study, the respondents, the research instruments, the
data gathering procedure, and statistical tools used.

Research Design
Descriptive research design refers to the methods which collect detailed and
factual information to describe existing phenomenon. (Calmorin, 2006). Shuttleworth
(2008) further states that this type of design is best to use for its fact finding study and
its involvement in the collection of dat through answer questionnaires and observations
in order to accomplish the aims of the study.
This design will be used in order to collect information from the respondents
about the morale of employees of the Hillside Resort and Gamponia Farm and Resort.

Research Environment
This study was conducted at Hillside hotel and Resort and Gamponia Farm resort,
Bambang, Nueva Vizcaya.

The Gamponia Farm resort has a total land area of five hectares located at San Antonio
North, Bambang, Nueva Vizcaya. 1 Kilometer away from the national highway.
Gamponia Farm resort was opened in the year 2011. The resort offers a lot of facilities
and amenities deally located for wedding venues, receptions, birthday parties and other
function.
And the Hillside Hotel and Resort located at Magsaysay Hill, Bambang, Nueva
Vizcaya. Along the national highway. The resort offers a lot of facilities and amenities
like swimming pool and hotels and they have venues for wedding receptions, birthday
parties and function halls.

Respondents of the Study

The study involved all the employees selected of the Hillside Resort and
Gamponia Farm and Resort, Bambang, Nueva Vizcaya.
The Hillside resort and Gamponia Farm resort total population is 16.

Data Gathering Procedure

Procedures that were applied in the conduct of the study were done accordingly.
Firstly, the researchers asked permission from the management of the resort for her
approval.
After the managements approva they proceeded to the employees. Secondly,
they prepared their research instruments with content validation from the adviser,
members of the panel and English critic, who munificently did the proof reading of the
instruments.

The validated instruments were administered and retrieved upon having been
accomplished. Ultimately, the data gathered were subjected for statistical treatment.