THE SIGNIFICANCE OF MOTIVATION ON STAFF PERFORMANACE
ABSTRACT AND FIGURES
This research aims to analyze the drivers of employee motivation to high levels of employee performance. The Purpose of this study is to explore the effect of motivation on employee performance in Hormuud Company in Mogadishu Somalia. The study has the following objectives; to assess the effect of monetary rewards on employee performance in Hormuud Company in Mogadishu Somalia, to establish the effect of job enrichment on employee performance in Hormuud Company in Mogadishu Somalia and to determine the effect of training on employee performance in Hormuud Company in Mogadishu Somalia. The study was utilized descriptive research design in order to describe the variables of the study. The target population of this study was 5000 and sample size of 60. The Data was being collected used structured questionnaire as a research instrument. The data was being analyzed using percentages, frequencies, graphs and regression analysis with the help of Statistical Package for Social Science (SPSS version 16). The results and findings indicated that monetary rewards, job enrichment have significant and positive effects on employee performance, in while there is positive and insignificant effect of training on employee performance also results indicate there were good relationship between motivation and employee performance and the research results showed that employee motivation influences employee performance of Hormuud Company in Mogadishu Somalia. The researcher recommends that all employees should be motivated to ensure they are retained and this will improve performance. In this way overall organizational productivity and effectiveness can be enhanced
1.1 INTRODUCTION
According to (Omollo, 2015), Motivation is the key of a successful organization to maintain the continuity of the work in a powerful manner and help organizations to survive. Motivation is finding a need inside the employees and help to achieve it in a smooth process. Motivating the staff leads to broaden their skill to meet the organizational demands. Each branch manager should have the responsibility to work with the staff to find out their individual needs and put them side by side to the organization needs. The only way to get people to like working hard is to motivate them. Today, people must understand why they’re working hard. Every individual in an organization is motivated by some different way. When talking in term of employee motivation, it can be simply defined as “Employee motivation is a reflection of the level of energy, commitment, and creativity that a company’s workers bring to their jobs.” The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that’s easier said than done! Motivation practice and theory are difficult subjects, touching on several disciplines Shahzadi et al. (2014). Motivation is the most important matter for every organization public or a private sector. For the success of any organization motivation play an important role.
According to (Chaudhary & Sharma, 2012) basically motivation word is derived from “Motive”. The meaning of “motive” is needs, wants, and the desire of the persons. So that “employees motivation mean the process in which organization inspiring our employee with the shape of rewards, bonus etc. for achieving the organizational goals. Today organization can easily change their material, needs, goods and services to other organization, or to other countries. But the only one resource which is not easily exchangeable is human resources. So we can say that human resources are the very important or most competitive assets of any organization that cannot be exchangeable. Human resources or human assets mean the workers or the employee of any organization. So the motivation is main factor that affect the human resources of the organization. The organization should be motivating their employees for the best performance or for achieving the organizational goals. In fact motivation is the best tool for best performance. Today there are many discussions about motivation and the relationship of employee’s efficiency and the organizational efficiencies.Motivation will lead to the fact that workers or employees of the organization will seriously do his duties and responsibilities (Azar & Shafighi, 2013). Attractive Salaries or pays also a Valuable tool and play an important role to increase employee’s performance and also increase the productivity of an organization.
This study sought to assess the effect that motivation had on the job of workers of the Kenya Commercial Bank in Migori County. The study also focused on the demotivating factors like delay of promotion, no clear career progression, unreasonable load, long working hours and lack of appreciation from the managers. This study adopted a descriptive design because it involved interviewing or administering questionnaire to a sample of individuals. Simple random sampling was used as no complexities were be involved. All that was needed was a relatively small, clearly defined population. The study employed the use of self administered questionnaire to collect the required primary data. Descriptive statistical analysis technique was employed to obtain useful summary of responses. Statistical Programme of Social Scientists (SPSS) version 17 tool was used to generate data that was presented in tables and pie charts as was necessary. Simple random sampling was used and total sample population was forty five employees. In conclusion, managers should know that employees are motivated by monetary rewards. It is recommended that there is need for managers to have a comprehensive motivation scheme in all aspects of an organization as this is directly proportional to the output of the employees (Omollo, 2015). Same study inquired what kind of factors influence employee motivation in Pakistan andfinding up to which extent motivation affects the employ performance. Data is collected from 160 teachers of Government and private schools by using self-administered questionnaire. Regression analysis is applied to find the effect of employee motivation on employee’s performance involving four variables employee motivation, employee performance, intrinsic rewards and employee perceived training effectiveness. The results of this study show that significant and positive relationship exists between employee motivation andemployee performance. It is also concluded that intrinsic rewards has a significant positive relationship with employee performance and employee motivation. This study concludes that employee perceived training effectiveness has a negative relationship with motivation. It is also proved from to their responses, they were provided with the training courses but this training was not implemented by them in their routine teaching as they considered it to be ineffective. They were not satisfied with the training provided to them and this affected their motivation to teach Shahzadi et al. (2014).
All are clear, simple and able to understand and float after the approval of the supervisor. All questionnaire distributed personal basis. The result indicates in the education sectormotivation play positive results in the performance aswell motivation increase as well as employee performance is increase. Our results also show the positive relationship (Asim, 2013). This paper a deeper investigation is made to identify the impact of Motivation on performance of the employees. Independent variables used to gauge Motivation are Training and Development, Reward and Recognition and Delegation of Authority whereas the dependent variable is employee.
1.2 MATERIALS AND METHODS
The study population of this research was the employees at Hormuud Company in Mogadishu-Somalia. According to (Sh. Yusuf & GICHINGA, 2016) the Hormuud company told the researchers the number of their employee were, 5000 of employees which comprises both the male and female employee. The sampling frame describes the list of all population units from which the sample is selected (Sh. Yusuf
& GICHINGA, 2016). For this study, the sampling frame was
being obtained from a list of all Hormuud staff which was
5000.
1.3 SAMPLE SIZE
Sloven formula was being used to this study to determine the sample size. Slovene’s formula were using to obtaining the sample size. Denoting by n the sample size, Slovene formula is given by n=N/ (1+ (N*e^2)).
Where
n= sample size
N= target population
e=level of significance /marginal error 5%
1.4 MATERIALS AND METHODS
The study population of this research was the employees at
Hormuud Company in Mogadishu-Somalia. According to (Sh.
Yusuf & GICHINGA, 2016) the Hormuud company told the
researchers the number of their employee were, 5000 of
employees which comprises both the male and female
employee. The sampling frame describes the list of all
population units from which the sample is selected (Sh. Yusuf
& GICHINGA, 2016). For this study, the sampling frame was
being obtained from a list of all Hormuud staff which was
5000.
Sample Size
Sloven formula was being used to this study to determine the
sample size. Slovene’s formula were using to obtaining the
sample size. Denoting by n the sample size, Slovene formula is
given by n=N/ (1+ (N*e^2)).
Where
n= sample size
N= target population
e=level of significance /marginal error 5%
MATERIALS AND METHODS The study population of this research was the employees at Hormuud Company in Mogadishu-Somalia. According to (Sh. Yusuf & GICHINGA, 2016) the Hormuud company told the researchers the number of their employee were, 5000 of employees which comprises both the male and female employee. The sampling frame describes the list of all population units from which the sample is selected (Sh. Yusuf & GICHINGA, 2016). For this study, the sampling frame was being obtained from a list of all Hormuud staff which was 5000. Sample Size Sloven formula was being used to this study to determine the sample size. Slovene’s formula were using to obtaining the sample size. Denoting by n the sample size, Slovene formula is given by n=N/ (1+ (N*e^2)). Where n= sample size N= target population e=level of significance /marginal error 5%
1.5 IMPORTANCE OF MOTIVATION:
1. Motivation helps change negative attitude to positive attitude:
Without motivation the employees try to perform minimum activities in the organisation. But the motivation fills in the desire to perform to their maximum level. All the resources of the organisation are of no use unless and until the employees use these resources. The motivated employees make best use of the resources.
2. Motivation improves performance level of employees:
The motivation improves the efficiency level of employees which means the employees start performing the job to the best of their ability with minimum wastage of time and resources because motivated employees always go for best utilisation of resources. The motivation bridges the gap between the ability to work and willingness to work and willingness always improves efficiency.
3. Helps in Achieving the Organisational Goal:
The motivated employees always try to achieve the organisational goal and contribute their best efforts for the realisation of organisational goal as they know with the achievement of organisational goal only they can achieve their personal goal. All the employees contribute their efforts in one direction of accomplishment of goal.
4. Motivation creates Supportive Work Environment:
In motivation the relations between superior and subordinates are always improved. When the employees get their need satisfied or get the recognition and respect in the organisation then they always offer a supportive hand to superiors. There is more cooperation and co-ordination in the organisation and all the employees work with the team spirit.
5. Motivation helps the managers to introduce changes:
The motivated employees show less resistance in accepting the changes according to changes in the business environment because they know if the changes are not implemented in the organisation, not only the organisation will lose by this but the employees also will find it difficult to get their needs fulfilled. Motivated employees are always supportive and co-operative in accepting changes in the organisation.
CONCLUSION
Based on the findings of this study, the following conclusions were drawn. The results reveal that monetary rewards, job enrichment have significant and positive effects on employee performance while training have strong negative and highly insignificant correlation on employee performance also results indicate there were good relationship between motivation and employee performance and The research results showed that employee motivation influences employee performance of Hormuud Company in Mogadishu Somalia. The results of correlation analysis in this study have demonstrated that motivation of employees have positive relationship with employee performance, which is statistically significant (p-value<0.05). This means that enhancing employee motivation positively
