As a fast and one-time shortcut, designing a project by all members' participation, as a requirement would work, but for a long-term program, an occasional small appreciations for an morally enriched individuals, could have a positive outcome; the reason is that the extera-sensitive and competetive ones have a keenness regarding the analysis of a repetative patern of a strategic events. In spite of many believers, the direct demand for morale improvement and productivity from employees, stimultes a subjective- creativities  to drag others down indirectly, more than a elevating her or his own productivity, knowingly (destructive- emotions). Moreover, the total blocking of favoritism, and remaining a defulted objectivity as an employer, would be easily harverst by employees, as a neutral environment to progress by productivity, rather than a stressful atmosphere- with a window-dressing.   

The first aspect to develop is the trust and openess. the atmosphere is deceptive and frigid. therefore  the employee are to be upfron t with forum that will encourage prticipation withpout sacrificing productivity. Create employee forum with refreshment and a relaxed short video showing that the organization has come a long way. Then the managers sholud start out discussing some issues the employees were ponding in their hearts. Theemeployers should be upfront and sincere. later aloow quation and answer sessions, noting the comments and feeling the pulse in the forum .The outcome will be processed and gicve and take approach will be introduced. I think this helps.

The contribution and improvement of organisation performance is primarily through development of people as individuals, work groups and as members of the wider organisation.  Training and development gives an organisation function the outcome of ensuring that contribution of individuals and groups to achieve the organisational objectives through the development of appropriate knowledge, skills and attitude of the employees. This process is affected when the organization goes through an industrial dispute scenario. However, appropriate change management initiatives can be deployed through T&D to proactively process over the requirements and expectations of the organization.

The morale of an employee is directly attached to productivity. If an employee is in a complete mess and fed-up of work and the environment, the level of productivity will fall. On the other hand, if the employee is happy, the productivity level increases. In other words, the best and most effective way to communicate morale improvement and productivity in a traumatic work environment is to  realize that the first step begins with the employer. Value your employees so they can be happy, don't assume you can always get a replacement. Remember, it will cost you more to recruit another. Don't value them within yourself. Show it and proof it. Let them no they are highly appreciated. I no some employee can be better but don't forget, no employee is useless else you were foolish to recruit him/her. An employee must be good in one area. Another idea is to make work life fun and serious as well. For instance, sponsor occasional social events, offer bonus. Some workplace can be extremely stressful such A&E hospital department and patients cannot be kicked out however, ensure breaks for employees to relax and to get themselves back together. Encourage communication between employees and management. Lastly, be a loyal employee. Don't use economic collapse that does not affect your business to cut off salaries or lay off employees. Rather be truthful. I think this will help.  

 Hi Flourish:

Thanks alot. This is really very insightful. I am most grateful.