Morale
Employee Incentive Plans
Stress and morale in general practice: a comparison of two health care systems. (1/75)
BACKGROUND: Poor morale and high levels of stress among general practitioners (GPs) are causing concern. Little research has previously been carried out to study possible differences in morale and stress between GPs working in two different but geographically similar health care systems. AIM: To compare perceived levels of stress and morale between GPs working in two different health care systems--one having a state monopoly (Northern Ireland) and the other having mixed private and state funding (Republic of Ireland)--and to look for factors that might help explain any differences in stress levels and morale between the two systems. METHOD: Anonymous and confidential questionnaires were sent to all 986 National Health Service (NHS) GPs in Northern Ireland (NI) and a random sample of 900 GPs in the Republic of Ireland (ROI). A common set of core questions on demographic details, partners and work patterns, perceived levels of stress and morale, safety, violence, and complaints were asked. RESULTS: Response rates were high in both areas: 91% in NI and 78% in the ROI. GPs in NI had significantly higher stress levels and significantly lower levels of morale than GPs in the ROI. The NI sample expect matters to get worse over the following year. Doctors in the ROI were more likely to be single handed and to work from two sites. Also, more GPs in ROI had fears for their safety and had been the subject of physical violence, but fewer had received complaints and medico-legal actions than in NI. CONCLUSIONS: A significant proportion of both groups of doctors report feeling highly stressed but GPs in NI appear more unhappy and have a poorer outlook for the future. It is suggested that the structure, management, and expectations of the NHS have taken a severe toll on its GPs, whereas a system in which doctors have less practice support but more control is good for morale. (+info)Human resource development: the management, planning and training of health personnel. (2/75)
The morale of health personnel is fast becoming the major factor affecting both the sustainability and the quality of health care world-wide. Low morale mirrors problems ranging from declining balance of payments allocation to GNP, and a lack of support for the health system from the very top down to the rigid application of national pay, grading and career structures, and the stress of not being able to do the job properly. While many of these and other problems have been voiced again and again in the press and in the academic literature, much of the work on health manpower development has focused on the planning and production of personnel. This has been with the aim of producing specific categories of better-trained health workers with relevant qualifications, resulting in a heavy emphasis on a quantitative output. In this paper it is argued that the management of health personnel, the qualitative aspect of staff development, has been relatively neglected. Unless and until the management of human resource development receives the attention it needs, seeds of discontent, disillusion and dissatisfaction will ultimately lead to national health services losing their competitiveness as employers. The sustainability and quality of health programmes will then be in even greater jeopardy than they are at present. The planning, production and management components of health manpower development have developed haphazardly as verticle activities. A new term such as 'human resource development; the management of health personnel' might help ensure the concept of an integrated process contingent on economic, political, organizational and other important circumstances. (+info)Psychosocial predictors of survival in metastatic melanoma. (3/75)
PURPOSE: Research interest in psychosocial predictors of the onset and course of cancer has been active since the 1950s. However, results have been contradictory and the literature is noted for methodologic weaknesses. In this prospective study, we aimed to systematically obtain data on psychosocial factors associated with human response to illness. PATIENTS AND METHODS: One hundred twenty-five patients with metastatic melanoma completed questionnaires measuring cognitive appraisal of threat, coping, psychologic adjustment, perceived aim of treatment, social support, and quality of life (QOL). Questionnaires were completed, where possible, every 3 months for 2 years after diagnosis. Survival was measured from date of study entry to date of death or was censored at the date of last follow-up for surviving patients. RESULTS: In a multivariate Cox regression analysis of baseline data, which controlled for demographic and disease predictors, the psychologic variables of perceived aim of treatment (P <.001), minimization (P <. 05), and anger (P <.05) were independently predictive of survival. Patients who were married (P <.01) and who reported a better QOL (P <.05) also survived longer. CONCLUSION: The prognostic significance of psychologic and QOL scores remained after allowance for conventional prognostic factors. If these associations reflect an early perception by the patient or doctor of disease progression, then measures are at least valuable early indicators of such progression. If psychologic processes have a more direct influence on the course of the underlying illness, then it may be possible to manipulate them for therapeutic effect. We are now conducting a randomized controlled trial of a psychologic intervention to further elucidate these issues. (+info)A profile of anaesthesia trainees in Hong Kong. (4/75)
OBJECTIVES: To examine the demographics, professional background, progress, and aspirations of anaesthesia trainees in Hong Kong. DESIGN: Anonymous questionnaire consisting of 56 items grouped into the areas of demographics, and anaesthetic and postanaesthetic training. Eight of the items were open questions. Descriptive analyses were undertaken for the closed items. SETTING: Hong Kong College of Anaesthesiologists, Hong Kong. PARTICIPANTS: All trainees. MAIN OUTCOME MEASURES: Demographic data, aspects of training, supervision, working environment, career aspirations, job satisfaction, and morale. RESULTS: The response rate was 77%. The various problems highlighted by respondents included the need for more input and feedback into individual training programmes, the lack of senior support, and the need for more relevant and examination-orientated courses and workshops. Unsatisfactory aspects of the specialty reported were the lack of control over work routines, relationships with surgeons, boredom, and the poor public image of the specialty. Eighty-four percent of respondents reported having reasonable to good job satisfaction. CONCLUSIONS: Ongoing benefits could be derived from enhancing communication between trainees and the Hong Kong College of Anaesthesiologists, through appropriate channels for trainee feedback. (+info)Organizational justice: evidence of a new psychosocial predictor of health. (5/75)
OBJECTIVES: This study examined the justice of decision-making procedures and interpersonal relations as a psychosocial predictor of health. METHODS: Regression analyses were used to examine the relationship between levels of perceived justice and self-rated health, minor psychiatric disorders, and recorded absences due to sickness in a cohort of 506 male and 3570 female hospital employees aged 19 to 63 years. RESULTS: The odds ratios of poor self-rated health and minor psychiatric disorders associated with low vs high levels of perceived justice ranged from 1.7 to 2.4. The rates of absence due to sickness among those perceiving low justice were 1.2 to 1.9 times higher than among those perceiving high justice. These associations remained significant after adjustment for behavioral risks, workload, job control, and social support. CONCLUSIONS: Low organizational justice is a risk to the health of employees. (+info)Workload and stress in consultant medical microbiologists and virologists: a questionnaire survey. (6/75)
AIMS: To document demography, changing workload patterns, job satisfaction, morale, and prevalence of stress and psychological morbidity among UK consultant medical microbiologists and virologists. METHOD: A questionnaire survey of all identified UK practising consultant medical microbiologists and virologists (n= 464). RESULTS: Among 367 respondents (79%), there were 33 virologists and at least 89 single handed consultants. Over half the respondents (58%) were working a 1 : 1 or 1 : 2 on call rota during the week and a similar proportion (51%) at weekends. Of all consultants (including those working part time), 56% were working more than 48 hours weekly. Working more than 48 hours weekly, and being on call 1 : 1 or 1 : 2 at weekends, were both independently associated with increased psychological morbidity. Those on call 1 : 1 or 1 : 2 at weekends were also more likely to have low or very low morale. Female consultants were more likely to have higher stress scores. More than half of the respondents (208 of 363; 57%) were making active financial provision to retire early, and 198 of 363 (55%) did not intend to work beyond the age of 60. CONCLUSIONS: The long hours worked by many consultant microbiologists and virologists are in breach of the European Working Time Directive and are associated with a higher degree of psychological morbidity. For most consultants, the frequency of on call commitments is demanding and job satisfaction and morale have deteriorated. Urgent action is needed, particularly to support those working more than 48 hours each week and those on call at weekends 1 : 1 or 1 : 2. However, a major expansion of the consultant establishment cannot be achieved rapidly, and will be slowed further if early retirements become more frequent. (+info)Australian GPs are satisfied with their job: even more so in rural areas. (7/75)
BACKGROUND: Australia has seen a constriction of the scope of practice and of professional prerogatives for GPs in the 1990s, which is said to have led to lower job satisfaction, particularly for rural GPs. OBJECTIVE: The aim of this study was to determine levels of job satisfaction and mental health in a rural and an urban sample of GPs, and to correlate population and practice characteristics with lower job satisfaction and morale. METHODS: A postal survey of GP members of two urban and four rural Divisions of General Practice in New South Wales was carried out using the Wall-Cook-Warr scale and the 12-item General Health Questionnaire (GHQ-12). The overall response rate was 74%. RESULTS: Both urban and rural Australian GPs were generally satisfied with their jobs; however, rural GPs had significantly higher job satisfaction scores. The highest levels of satisfaction were recorded for factors denoting autonomy. The lowest ranked factors were hours of work, income and government policy in general practice. GPs without psychological disturbance were significantly more satisfied with their work than those who were disturbed. Lower job satisfaction was significantly associated with urban GPs, GPs who worked full-time and those who used a language other than English during consultations. Poor mental health and working in an urban area were predictive of lower job satisfaction in men, and bulk-billing all patients (i.e. not charging patients a co-payment, but making a consolidated claim to the government funder Medicare) and working full-time were predictive of lower job satisfaction in women. CONCLUSIONS: Both urban and rural GPs derive a large measure of satisfaction from their job. In particular, rural GPs are satisfied, especially so with their autonomy. Poor mental health was the strongest predictor of lower job satisfaction. The high percentage of GPs with psychological disturbances raises the problem of their access to appropriate mental health services, in particular in rural areas. (+info)The influence of a move to program management on physical therapist practice. (8/75)
BACKGROUND AND PURPOSE: The purpose of this qualitative study was to examine how a move to program management (PM) from a traditional department structure affected the professional practice of physical therapists in a large Canadian teaching hospital. SUBJECTS: Twenty-five physical therapists participated in 1 of 5 focus groups, and 4 physical therapists participated in individual interviews. METHODS: Focus groups and structured interviews were conducted by an experienced facilitator who was not a physical therapist. All focus groups and interviews were audiotaped and transcribed. Using an open-coding technique, 2 investigators undertook line-by-line analysis of each transcript to identify and code specific events related to the physical therapists' experiences. The investigators reached a consensus on all coding categories and then identified themes. RESULTS: Seven themes that addressed issues of affect (a sense of loss, low morale, and positive coping), professional practice (loss of professional development activities, professional advantages, the assuming of multiple roles), and patient care were identified. DISCUSSION AND CONCLUSION: Physical therapists who were deployed from a department to a program described both positive and negative effects of the move to PM on their practice. There were reported influences on their personal affect, professional practice, and patient care. Staff and physical therapy administrators need to be aware of potential implications of an organization's move to PM on the professional practice of frontline staff. (+info)I'm sorry for any confusion, but "morale" is not a term that has a specific medical definition. Morale generally refers to the overall psychological and emotional well-being or spirit of an individual or group, often in relation to their work, military service, or other collective endeavors. It encompasses factors such as confidence, motivation, and job satisfaction.
However, in a broader sense, morale can be related to mental health and well-being, which are certainly important aspects of medical care and treatment. Factors that contribute to positive morale, like social connections, meaningful activities, and a sense of purpose, can also support overall mental health and resilience.
Employee incentive plans are programs designed by organizations to motivate and reward employees for achieving specific goals or targets that align with the company's objectives. These plans can take various forms, such as:
1. Bonus plans: Cash payments made to employees based on their individual performance, team performance, or organizational results.
2. Profit-sharing plans: A portion of the company's profits is distributed among employees, often tied to their length of service or position within the organization.
3. Stock option plans: Employees are given the opportunity to purchase company stocks at a predetermined price, which may increase in value over time, providing them with a financial benefit.
4. Recognition programs: Non-monetary rewards, such as certificates, plaques, or public recognition, are given to employees who demonstrate exceptional performance or achieve significant milestones.
5. Training and development opportunities: Offering employees the chance to improve their skills and knowledge through courses, workshops, or conferences can serve as an incentive for high performers.
6. Flexible work arrangements: Allowing employees to have flexible schedules, remote work options, or other accommodations can be a valuable incentive for many workers.
The primary objective of employee incentive plans is to enhance employee engagement, motivation, and job satisfaction while promoting the achievement of organizational goals.
I'm sorry for any confusion, but "job satisfaction" is not a medical term or concept. It falls under the domain of occupational or organizational psychology and refers to the degree to which employees like their jobs and are content with their role in the organization. High job satisfaction is generally associated with positive outcomes such as increased productivity, lower turnover rates, and better mental health. However, low job satisfaction can contribute to stress, burnout, and other negative health outcomes.
I'm sorry for any confusion, but "Partnership Practice" is not a standard medical term or concept in the way that other medical terms like "diagnosis," "treatment," or "disease" are. It seems to be more related to the administration and organization of healthcare services.
In a broad context, a Partnership Practice could refer to a collaborative arrangement between different healthcare providers or organizations, where they work together to provide comprehensive care to patients. This could involve various arrangements, such as:
1. A group of physicians coming together to form a partnership to share resources, expenses, and profits while providing coordinated patient care.
2. Healthcare organizations (e.g., hospitals, clinics, or long-term care facilities) partnering with one another to improve the quality, efficiency, and accessibility of healthcare services in a community.
3. Healthcare providers collaborating with community-based organizations, such as public health departments, social service agencies, or schools, to address the social determinants of health and provide holistic care to patients.
However, without more specific context, it's challenging to provide a precise definition of "Partnership Practice" in the medical field. If you could provide more information about the context in which this term is being used, I would be happy to help further!
Morale
Morale patch
Salvatore Morale
Poema Morale
Employee morale
Morale scolarium
Morale Affairs
The Color Morale
Morale Operations Branch
Selva morale e spirituale
Morale, Welfare and Recreation
Committee for National Morale
Mr. Morale & the Big Steppers
Viet Cong Motivation and Morale Project
Canadian Forces Morale and Welfare Services
Revue de métaphysique et de morale
Roman infantry tactics
Glossary of French words and expressions in English
Intent (military)
Principles of war
History of the American Legion
Unit 731
2012-13 Munster Rugby season
Cecil Harcourt
Paul Martin (illustrator)
Helias Doundoulakis
Les Arts Florissants (ensemble)
Florence Quentin
Harold Clarke Goddard
Managerial economics
Morale - Wikipedia
Employee Morale | Homeland Security
Morale
High Energy, Low Morale | Science News
Morale, Productivity Suffer from Bad Hires
Iraqi Sunni volunteer soldiers graduate, but morale low | CNN
Incentive - December 2009 - Strategies: Morale-Boosting Leadership
How can I boost team morale? | The BMJ
Hopes of easing inflation boosts German investor morale
RN&R • Campus morale takes hit
Morale: Warrior Transition Units
German business morale up despite looming recession
morale - npm
Arteta working to boost Havertz's morale at Arsenal
Morale: Desperately Seeking The Elephant
Morale Savior | San Diego Reader
Morale: Protests from Wives and Mothers
11 ways to boost morale in a COVID world | CIO
Office Thermostat Control Improves Morale, Productivity | Buildings
4 Tips to Improve Employee Morale | Spherion
Morale Patch Glytchtech - Hak5
Pete the Geek on Morale (Chapt 7) | HubPages
Clergy Morale: The Ups and Downs - Religion Online
Improve Morale & Organizational Reputation | Control Health Care Costs | Model | Workplace Health Promotion | CDC
MORALE
It Wasn't Just Morale | Robert O. Paxton | The New York Review of Books
Online social networking at work can improve morale and reduce employee turnover | ScienceDaily
CEO's video series boosts morale, engagement - Ragan Communications
'Mr. Morale' & Kendrick Lamar's Big...
Boost morale2
- The satisfaction of completing a difficult Sudoku puzzle is great, and will surely boost morale. (thewashingtonnote.com)
- I will definitely take a mix of everyone's suggestions and try hard in 2020 to give some extra small fun things to boost morale. (scrum.org)
Employee10
- STRATEGIES Morale-Boosting Leadership Leaders must focus on winning the workplace if they want to win in the marketplace By Jon Gordon he dark days of the recession have spawned a troubling issue that could cripple organizations as we head into recovery: the widespread loss of employee engagement. (nxtbook.com)
- Low morale can hurt your business in several different ways, because it directly impacts employee engagement. (spherion.com)
- If you're starting to spot the warning signs of low morale, you need to ask questions in order to understand what employees care about, actively listen to what you hear and then take action to address concerns that dampen employee enthusiasm. (spherion.com)
- Such a situation can compromise trust between the employer and employee and risk reducing morale and organizational reputation. (cdc.gov)
- Managing employee morale in a recession is one of the biggest challenges for a business organization. (brighthub.com)
- A market slowdown combined with low employee morale can spell doom for any business. (brighthub.com)
- In this condition, the human resource department and senior management need to swing into action and identify the causes of poor employee morale as a first step . (brighthub.com)
- Therefore, the key lies in maintaining a calm and focused approach toward managing employee morale in a recession. (brighthub.com)
- In fact, according to BDO's Nonprofit Standards benchmarking survey, staff retention and employee morale is nonprofit leaders' top challenge aside from budget constraints. (bdo.com)
- When done properly, the results not only lead to efficiency but great impact to beneficiaries and employee morale as processes are streamlined and reinforce the mission of the organization. (bdo.com)
Kendrick Lamar's1
- won a Pulitzer, expectations ran high for Kendrick Lamar's latest release, Mr. Morale & the Big Steppers . (vulture.com)
Selection of morale2
- Choose from our selection of morale patches, PVC patches, and other tactical patches to enhance your gear's appearance and functionality. (511tactical.com)
- We have a good selection of morale and tactical accessories. (milspecmonkey.com)
Productivity3
- The majority of chief financial officers (CFOs) surveyed were most concerned about degraded staff morale (39 percent) and a drop in productivity (34 percent), according to a study released by global staffing firm Robert Half. (shrm.org)
- While the dilemma is a familiar one for FMs, a new survey shows that while a majority of employees are often unhappy with the temperature in their workspace, more autonomy over the temperature in offices can significantly boost worker morale and productivity. (buildings.com)
- Widely varying preferences make an ideal temperature situation hard to find, but the survey's authors note that 57% of respondents reported that being given greater control over the temperature in their workspace would have a positive impact on both productivity and morale. (buildings.com)
Unit cohesion1
- Morale is important in the military, because it improves unit cohesion. (wikipedia.org)
Improves1
- Recognition from hospital and government leaders improves morale and supports clinicians' ability to continue delivering care. (medscape.com)
Steppers3
- The samples on Mr. Morale & the Big Steppers aren't used just for their sound: In many cases, they unlock a song's meaning, often speaking to cycles of trauma and violence that Lamar surfaces in his lyrics. (vulture.com)
- After 5 years and a whole pandemic, Kendrick Lamar made his long-awaited return with double album 'Mr. Morale & The Big Steppers' where he delves into his inner-demons, unspoken truths, and relatable vices in a deeply vulnerable opus that left social media in shambles. (bossip.com)
- Mr. Morale & The Big Steppers' marks Kendrick's final album on TDE and the end of an prolific era for quite possibly the biggest Rap artist alive. (bossip.com)
Workplace1
- Workplace health programs can improve morale and organization reputation. (cdc.gov)
Boosters1
- Camille Gajria, GP and academic tutor at Imperial College London, says, "From a more light hearted perspective, food and drink such as coffee, pizza, and, on a hot day, ice cream can be immediate morale boosters. (bmj.com)
Negatively1
- But despite the PNP nearing its goal of all its ranking officials voluntarily stepping down from their posts, Azurin said some of their top cops have said that their morale was negatively affected by this "very radical" approach in purging the police ranks of drug links. (inquirer.net)
Welfare2
- said Col. David MacEwen, senior officer charged with Army Morale, Welfare and Recreation in Iraq. (stripes.com)
- The Department of Defense (DOD) established funding targets for two categories of Morale, Welfare, and Recreation (MWR) programs-Category A, which promotes the physical and mental well-being of servicemembers, and Category B, which funds community support systems for servicemembers and their families. (gao.gov)
Recession2
- During a recession, the business organization is usually strapped for cash, and there is no way to use money as a tool of uplifting the morale of employees. (brighthub.com)
- A close and well-knit team can overcome the challenges of a recession when management goes out of its way to provide morale boosting encouragement and emotive support to the employees. (brighthub.com)
Organizational1
- We visited the facilities in November 2012 to survey employees about job stress , morale, work organization , organizational commitment, job satisfaction, mental health symptoms, and use of sick leave. (cdc.gov)
Amid1
- The surge in suicides comes as CBP personnel experience low morale amid record illegal migration ushered in by several Biden administration border and immigration policies. (wnd.com)
Officers3
- As violent crime spiked in 2021, the department was left with more than 100 vacancies as officers voiced concerns about low pay and low morale. (wtvr.com)
- The Command and General Staff College at Fort Leavenworth, Kan., teaches officers that morale leads to obedience. (stripes.com)
- MANILA, Philippines - Philippine National Police (PNP) Gen. Rodolfo Azurin Jr. on Monday admitted that the morale of some of the ranking police officers was dampened as they undergo "trial" for alleged links to the illegal drug trade. (inquirer.net)
Motivation1
- To improve morale and motivation, a good place to start is training. (spherion.com)
Leadership1
- Good leadership is vital for team morale and it can be a behaviour demonstrated by any team member, regardless of their role within a team. (bmj.com)
Engagement1
- That oomph factor can be a sign of high morale and high engagement. (spherion.com)
Mental1
- Mental exercises not only sharpen your wits but also provide satisfaction and a morale boost when completed. (thewashingtonnote.com)
Employees5
- By allowing employees to participate in a work-sponsored internal social networking site, a company can improve morale and reduce turnover, according to a new article. (sciencedaily.com)
- This can cause more distress and pressure on the employees' morale. (brighthub.com)
- The request concerned perceived low morale, job stress , and communication problems between employees and the employer. (cdc.gov)
- We also talked to randomly selected employees about work -related health concerns, communication, and morale. (cdc.gov)
- Employees reported that fatigue and symptoms of depression and anger were common, and high work loads, unfair treatment, and dissatisfaction with supervisors contributed to job stress and low morale. (cdc.gov)
Improve2
- Applying human factors to improve patient safety, morale and team working for oral pathology and medicine specialists. (bvsalud.org)
- It has only been in the last 20-25 years that colleagues in healthcare have truly begun recognizing the importance of HF and non-technical skills in medicine and dentistry and how their application can significantly improve patient safety and aid better team working and staff morale in the clinical setting and laboratory . (bvsalud.org)
Tactical1
- Our collection features an array of custom-designed morale patches that are perfect for accessorizing backpacks, Go bags, and other tactical equipment. (511tactical.com)
PATCHES2
- Includes a rain fly with drawstring, 1-liter sized water bottle side pocket with velcro securing strap, 24 all purpose molle straps, padded backing and Hak5 morale patches. (hak5.org)
- A Little area for documenting "fun" non regulation morale patches. (milspecmonkey.com)
Good3
- With good morale, a force will be less likely to give up or surrender. (wikipedia.org)
- Morale is often highly dependent on soldier effectiveness, health, comfort, safety, and belief-in-purpose, and therefore an army with good supply lines, sound air cover, and a clear objective will typically possess, as a whole, better morale than one without. (wikipedia.org)
- Economist Christoph Swonke from DZ Bank said although investors had reason to cheer some "good news", investor morale remained low overall. (rte.ie)
High2
- Historically, elite military units such as special operations forces have "high morale" due to their training and pride in their unit. (wikipedia.org)
- Whatever the nuances of their definitions, military minds and troops agree that high morale leads to valor. (stripes.com)
Team3
- Ninety-five percent of respondents said a poor hiring decision at least somewhat impacts the morale of the team, with more than one-third (35 percent) saying morale is greatly affected. (shrm.org)
- How can I boost team morale? (bmj.com)
- Amrita Sen Mukherjee, portfolio GP, wellbeing coach, medical educator at King's College Hospital Medical School, and RCGP First5 wellbeing lead, says, "How can we consider boosting team morale when we're working in such stressful, tiring, and overwhelming circumstances? (bmj.com)
Leaders2
- Among the most important of these adjustments are the ways in which IT leaders are maintaining morale in difficult times. (cio.com)
- The Seabees have stayed busy in Iraq and that, some leaders in the unit say, has helped keep their morale up. (stripes.com)
Troops1
- During the proceedings of the Southborough Committee inquiry concerning shellshock, testimony by Colonel J. F. C. Fuller defined morale as "the acquired quality which in highly-trained troops counterbalances the influence of the instinct of self-preservation. (wikipedia.org)
Soldier4
- An American general defined morale as "when a soldier thinks his army is the best in the world, his regiment the best in the army, his company the best in the regiment, his squad the best in the company, and that he himself is the best blankety-blank soldier man in the outfit. (wikipedia.org)
- Clausewitz stresses the importance of morale and will for both the soldier and the commander. (wikipedia.org)
- Whether the soldier has physical comforts or suffers physical hardships may be a factor but is seldom the determining factor in making or unmaking his morale. (wikipedia.org)
- Another soldier in Iraq called morale “a mind-set. (stripes.com)
Collective1
- Morale is usually assessed at a collective, rather than an individual level. (wikipedia.org)
Group1
- Morale is often referenced by authority figures as a generic value judgment of the willpower, obedience, and self-discipline of a group tasked with performing duties assigned by a superior. (wikipedia.org)
Health2
Time1
- Sometimes a problem with morale is hard to fix on your own or maybe you don't have the time or resources to dedicate to an issue that requires full-time attention to correct. (spherion.com)
Small1
- Only small Spucks with preordered goods called at Morale and DoGooder agencies took a glom every six months or so. (hubpages.com)
Problems1
- All this led to severe morale problems. (strategypage.com)
Request2
People1
- Heidi Edmundson, emergency medicine consultant, says, "It's important to remember that looking after morale is not the same as making people happy. (bmj.com)
Read1
- George Francis Robert Henderson, a widely read military author of the pre-World War I era, viewed morale as related to the instinct of self-preservation, the suppression of which he said was "the moral fear of turning back", in other words, that a willingness to fight was bolstered by a strong sense of duty. (wikipedia.org)
Specific2
- It is well worth noting that generally speaking, most commanders do not look at the morale of specific individuals but rather the "fighting spirit" of squadrons, divisions, battalions, ships, etc. (wikipedia.org)
- getTickets returns all tickets associated with a specific project within your Morale subdomain. (npmjs.com)
Made1
- In an odd case of timing, the approach was made by Gibbons associate Patty Wade Perry just one day after Gibbons released a podcast on the state's higher education budget that sent morale on the UNR campus plummeting. (newsreview.com)
Members2
- Morale (/məˈræl/ mə-RAL, UK also /-ˈrɑːl/ -RAHL), also known as esprit de corps (French pronunciation: [ɛspʀi də kɔʀ]), is the capacity of a group's members to maintain belief in an institution or goal, particularly in the face of opposition or hardship. (wikipedia.org)
- It is an understatement to say morale is very low amongst the members were represent," he added. (limerickpost.ie)
Network1
- Military Analysis Network, morale is best defined by what it is not. (stripes.com)