INFLUENCE OF MOTIVATION ON THE PERFORMANCE OF EMPLOYEES IN THE UNIVERSITY
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INFLUENCE OF MOTIVATION ON THE PERFORMANCE OF EMPLOYEES IN THE UNIVERSITY
Chapter One: Background of the Study
Motivation is the primary driving force that allows a worker to act on his or her desires or goals (Patrick, 2008). Employees at the university have reported experiencing various issues, particularly in terms of workplaces, compensation, and job security. As a result, job performance has declined at the workplace (Simons, 2006).
Motivation is the power that drives individuals to choose a specific job, stay with it for an extended period of time, and work hard. In other words, people strive to meet their demands (Kalim, 2010).
Employee motivation is particularly important because employees expect pleasant working conditions, fair pay, fair treatment, and participation in decision-making.
These determinants are not distributed equitably among university personnel (Patrick, 2008). To address these difficulties, the institution must first understand employee motivation (Kalim, 2010).
According to Thomson (2006), extrinsic incentive, such as money, can significantly drive personnel and hence help to improve service performance in both the public and commercial sectors.
However, Herzberg (2017) contends that money is not an incentive, but rather a hygiene element. Furthermore, there are other methods used to stimulate people.
As a result, motivation is a critical problem for improving staff morale in an organisation. Employees cannot produce the desired results unless they are motivated (Adams, 2002).Given the characteristics discussed above, the current study seeks to determine the impact of motivation on employee performance at the institution.
1.2 Statement of the Problem
Motivation is one of the major difficulties confronting many public organisations, including universities (Armstrong, 2006). According to Patrick (2008), a lack of motivation among employees is the leading cause of poor job performance at the institution.
Employee motivation is an important component in determining job performance and service delivery in any organisation or institution. Motivation has long been associated with productivity and job performance in all organisations. This circumstance has hampered staff’ ability to provide services at the university.
According to empirical research by Chambuko (2008) and Adams (2002), most university staff are doing poorly due to insufficient in-service training offered by their employers, as well as low pay.
As a result, staff are shifted from one office to another. The current study’s goal is to analyse the impact of motivation on university achievement.
1.3 The purpose of the study
The goal of this study was to assess the impact of motivation on employee performance at the institution. The study was also guided by the aims listed below.
To assess the impact of monetary factors on employee performance.
To determine the impact of job design on employee performance at the university.
To analyse the impact of staff training and development on employee performance at the university.
1.4 RESEARCH QUESTIONS.
The study was guided by the following research questions.
How do monetary factors effect employee performance at the university?
How does job design affect staff performance at the university?
How does staff training and development impact employee performance at the university?
1.5 Significance of the Study
The study’s findings would aid researchers and academics by adding to the body of information on motivation and human resource management in universities. The study will make recommendations on new areas for further research to be investigated.
1.6 Scope of the Study
The study aimed to determine the impact of motivation on employee performance at the university. The study was conducted with 122 university employees. The respondents came from a variety of departments, and the data was collected between November 2020 and January 2020.
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