Despite the various Public Service Reforms in Tanzania there are studies showing that public servants in Tanzania are not well satisfied and adequately motivated to perform their duties in effective and efficient manner. Therefore, This book will give out the understanding to why the the public service reforms in Tanzania is not so successful in improving employees's motivation and job satisfaction.
As the world of work becomes more complex and competitive with the current turbulent business environment with focus shifting more to intangible assets, companies and organisations are exploring various strategies to survive and remain competitive. Crucially, in a labour intensive industry like hotel business, employees’ motivation to go an extra mile in their performance becomes critical in achieving high quality service delivery. Some companies have introduced a “Performance – Related Bonus” scheme as a strategy to incentivize their staff to work harder with the hope that this will have a positive impact on productivity. As employee motivation is a complex subject, no single model can be ideal. Based on a practical company experience in a developing country, Malawi, this book provides useful and valuable insights into this thorny area of whether performance - linked bonus or monetary rewards can have a positive impact on employee motivation and resultantly improve productivity.Challenges associated with the introduction and implementation of the “Performance-Related Bonus” policy have also been explored.
An important role of management is to help make work more satisfying and rewarding for employees and to make employee motivation consistent with organizational objectives. With the diversity of contemporary workplaces, this is a complex task. Many factors, including the influences of different cultures, affect what people value and what is rewarding to them. From a manager's perspective, this study tries to understand what prompts people, what influences them, and why they persist in particular actions. This study also intends to evaluate motivation of employee in the organization using CreditWest as a case. A good motivational program procedure is essential to achieve goal of the organization. If efficient motivational programs of employees are made not only in this particular organization but also in any other organization, the organizations can achieve the efficiency also to develop a good organizational culture and the attainment of organisational goals at large.
The quality of Human Resource is an asset to any organisation and as a result training has become an issue that has to be faced by every organisation. This study, therefore, sought to determine the impact of Training on Employee Performance using Municipality of Erbil (MoE) as a case study. The research was intended to determine the role and impact of training on the performance of employees in MoE, who were selected using the systematic sampling technique. The study assessed the training process of MoE and whether training has improved employee performance. A questionnaire was designed using structured questions to collect primary data from employees of MoE. The sample size was 216 in the total population of 1080 employees in the MoE; only 173 filled completely and returned their questionnaire, which is response rate of 80%. The results indicated that MoE’s employees were not well informed about training programmes in the organisation. Most of the employees were of the view that training is an effective tool for both personal and organisational success, and also it is a tool to improve employee performance. The findings revealed that training in MoE is not systematic and planned.
Poor Organizational performance in most of Tanzanian firms has been exacerbated due to most of employees being unmotivated. The critical addressed problem is that what seems to be a motivation strategy to one employee, it may not be the case to other employee. This study aimed at examining the effect of employee’s motivation on job performance. A case study design was adopted. A sample size of 15 respondents was selected using judgmental non-probability sampling technique. Data were collected using questionnaire, interview, observation as well as documentary sources. Collected data were analysed used SPSS and presented using tables and frequences. The findings revealed that the motivation strategies applied in the organization includes; provision of transport facilities, pay of fringe benefits, promotion of workers, regular training, provision of food allowance and cooperation between employees and management. The revealed achievement through motivating employees were such as improvement of employee living standards and working environment.The observed challenges in motivating employees were lack of fund, difficult to link incentives with performance and lack of cooperations.
This book examined student motivation and performance of fifth grade urban students in Mathematics using the lesson study model of action research. A literature review discusses the relationships found between motivation and achievement, motivation and technology, as well as technology and achievement. Interactive web-based activities were observed for motivation and engagement and alterations to the lessons were made according to that documentation. Performance was measured using standardized and teacher-created tests scores. The use of interactive computer games in mathematics lessons was found to have a positive impact on student motivation, engagement and achievement in the content areas examined since student performance on post-tests increased.
Higher Education Institutions played their overriding role in developing wisdom and virtue in the Pakistani youth. Human resource management systems played a critical role in developing strong academic institutions that endeavors bright scholars. Accordingly, this study is aimed at investigating the impact of Human Resource Inputs and Practices on Human Resource Outputs of the faculty members in Universities/Institutes in Lahore Pakistan. Data was collected from permanent faculty members. The results of the study shows that both the variables of Motivation in Training & Development have statistically significant relationship with Employee Performance and Organizational Citizenship Behavior also showed statistically significant impact on Employee Performance and Motivation but showed insignificant relationship with Training & Development. The study helps the management of the Universities/Institutes of Pakistan in improving Employee Performance both in public and private sector Universities/Institute.
The ultimate success and profitability of organizations in the 21st century depends on how employers treat their employees.Workplace counseling has been recognized as an important tool to enable employees cope with personal or work-related challenges.This book is intended to create awareness to employers and employees on the impact of workplace counseling on employee performance and organizational productivity.It gives valuable insights for employers who intend to remain competitive market leaders in today's dynamic business environment.
Employee empowerment and employee motivation towards organizational tasks have direct and positive relationship between them. The motivated employees’ work in the best interest of the organizations that empower them. This in turns leads to organisation growth, prosperity and productivity. All firms desire employee performance and expect a committed workforce that can define their objectives and set the means for achieving them through a motivated and committed workforce. This is only possible through an empowered workforce.
This book provides explanation of how the impacts of occupational stress and its effects on the performance of the Kenya Polytechnic University teaching staff. The occupational stress is that stress that is faced by the workers as a result of their job conditions. The author show how the coping strategies employed by the teaching staff and also found out that majority of them were in monogamous marriages. The author recommends the improvement in teamwork and employee support systems. Stress is more likely in some situation than others and some individuals than others. Indeed people are uniquely different and therefore their personality will determine how they perceive their capacity to sail through the challenges that come their way. This book is highly recommended for the scholars, students and researchers who are doing more on occupational stress and its effects on the performance in educational institutions.
This study has examined the three different relationships of performance appraisal satisfaction to employee outcomes (work performance, affective organizational commitment, and turnover intention) a direct, moderated, and mediated by intrinsic motivation. One of the novel contribution of this study is that intrinsic motivation antagonistically moderated the relationship of performance appraisal satisfaction with affective organizational commitment; where relatively negative strong prediction of performance appraisal satisfaction on affective organizational commitment was for those employees who had a high level of intrinsic motivation and vice versa. Likewise, another contribution is the effect size of the intrinsic motivation in the relationship of performance appraisal satisfaction to affective organizational commitment and turnover intention. Out of total effected size of performance appraisal satisfaction to affective organizational commitment and turnover intention; respectively 38% and 12% effect size went through the intrinsic motivation.
1. The Effects of Psychological Capital on Employee Attitudes and Employee Performance, 2. The Role of Job Embeddedness on Quality of Work Life and Organizational Citizenship Behavior, 3. Ethical Climate as a Moderator of the Relationship between Job Satisfaction and Organizational Commitment, 4. Organizational Learning and Organizational Performance, 5. Talent Management and Health Service Quality from the Employee Perspective, 6. Meta-Analysis of the Impact of Psychological Capital on Quality of Work Life and Organizational Citizenship Behavior, 7. Meta-Analysis of the Impact of Job Embeddedness on Employee Attitudes and Employee Performance, 8. Leadership Styles and Organizational Learning, 9. The Impact of Organizational Cynicism on Organizational Commitment.
The study of relationships between motivation and the level of employee performance is paramount to any organization. The study examined the motivation practices used in Eldoret Polytechnic, factors affecting employee performance in Eldoret Polytechnic, and the relationship between motivation and employee performance. The study used a case study strategy which is Eldoret Polytechnic and an explanatory research design. To achieve the set objectives the study used stratified random sampling in sample selection by grouping the employees according to management levels. There after simple random sampling was applied to select respondents. A sample of 30 respondents was selected which comprised employees of Eldoret Polytechnic. The study revealed that Eldoret Polytechnic carries out motivation of its employees in many ways including; provision of fringe benefits, paying bonuses to good workers, giving a sense of responsibility, promotion of consistently good workers and treating the workers equally. However, the study also revealed that the Eldoret Polytechnic does not use motivation tools including; remuneration, training, involvement of employee
Recruiting, selecting, orienting and then placing employees in jobs do not ensure success. In most cases, there remain some gaps between employee knowledge and skill and job demand. The gap must be filled through training and development programs. Employee turnovers cannot be eliminated. But given the high costs involved and the impact on productivity and customer service, a well thought-out program design to retain employees can easily pay for itself. It is surprising to learn that it will cost at least 150% of a person’s base salary to replace him or her. This study empirically evaluated the causes of turnover in Bangladesh, broadly categorized them under six Employee Development (ED) practices; Realistic job information during selection process and orientation, work family balance, career development, compensation, job analysis, and supervisor support and assessed their likely impact on the Employee Turnover in the Bangladeshi Banks and IT Companies. This is concluded from the fact that employee development practices can affect turnover by their influences over employee skills and motivation.
The objective of the study is to check the impacts of leadership roles in context to employee motivation, to determine whether different motivational factors play any role in motivation level or not and to determine the outcomes of motivation. The employees of University of Gujrat (UOG) are selected as population and data was collected using questionnaire from the sample population using convenient sampling. On the basis of the statistical interpretations of the data it has been determined that different leadership roles are playing important role in the motivation level of the UOG employees and Hertzberg’s motivational factors have significant impact on employee motivation and different motivational factors are correlated with one and other. The study of employee motivation is concluded that employees have motivation level of four out of five based on the descriptive and frequency statistics. The results of this study show that variables gender and educational level have no significance impact on the motivation level.