The purpose of this study was to investigate the role of motivation on employee performance in public organization: a case of ministry of national development planning Hargeisa, Somaliland. This study guided by the following research questions. To determine the methods used by employers to motivate employees in the MoNDP, to know the extent that extrinsic motivation affects employees’ performance in the MoNDP, To examine how intrinsic motivation affect employees’ performance in the MoNDP, To identify how motivation link with employee work performance.
This study adopted a descriptive research design. The population of the study was 90 employees’ of the MoNDP. A census sampling was done and so the 90 employees constituted the sample size. A structured questionnaire was used to collect the data. The questionnaire was to administer by the researcher. The completed questionnaires were edited for completeness. The data were analyzed using the statistical package for social sciences (SPSS) computer package. The data were interpreted using descriptive statistics through frequencies, percentages and correlation analysis. The findings were presented in the form of tables and figures.
The study found out that the ministry uses many different tools to motivate its employees. These include; payments on time, employee rotation within the ministry and salary provision. However, the study also found out that NDP does not use provide fringe benefits to its employees. It was also found out that ministry doesn’t pay its workers according to the amount of work they have done also when employees meet targets ministry doesn’t provide bonuses the ministry does not carry out training of its employees. The study also found out that the organization does not make sure that that employee's work is challenging or involve them in decision making as a way of motivating them.
The research results indicated that there is a positive correlation between motivation and work performance. This means that changes in one variable are strongly correlated with changes in the second variable. Pearson’s r is .440**. This number is very close to one. For this reason, we can conclude that there is a strong relationship between motivation and employee performance variables
Table of Contents
1. INTRODUCTION OF THE STUDY
1.1 Background of the Study
1.2 Statement of the Problem
1.3 Research Objectives
1.4 Research Questions
1.5 Scope
1.6 Significance of the Study
1.7 Organizational Profile
1.8 Operational Definitions of Key Terms
2. REVIEW OF RELATED LITERATURE
2.1 Introduction
2.2 Concepts, Ideas, Opinions from Authors/Experts
2.3 Theoretical Review
2.4 Empirical Studies
3. METHODOLOGY
3.1 Research Design
3.2 Research Population
3.3 Sample Size
3.4 Sampling Procedure
3.5 Research Instrument
3.6 Validity and Reliability of the Instrument
3.7 Data Gathering Procedures
3.8 Data Analysis
3.9 Ethical Considerations
4. RESULTS AND DISCUSSIONS
4.1 Introduction
4.2 Profile of the respondents
4.3 Motivation practices by the MoNDP
4.4 Extrinsic Motivation and Employee Performance
4.5 Intrinsic Motivation and Employee Performance
4.6 Relationship between Motivation and Work Performance
5. SUMMARY, CONCLUSIONS AND RECOMMENDATIONS
5.1 Summary
5.2 Conclusions
5.3 Recommendations
5.4 Limitations of the Study
5.5 Areas for further research
Research Objectives and Thematic Focus
The primary objective of this study is to investigate the influence of motivational factors on employee performance within the public sector, specifically focusing on the Ministry of National Development Planning in Hargeisa, Somaliland. The research seeks to identify current motivational methods, assess the impact of extrinsic and intrinsic motivators, and analyze the correlation between staff motivation and overall work efficiency.
- Analysis of current motivational strategies in public sector administration.
- Evaluation of extrinsic motivators (pay, bonuses, fringe benefits).
- Examination of intrinsic motivators (autonomy, professional growth, leadership).
- Statistical correlation between employee motivation and task performance.
- Identification of gaps in existing organizational human resource practices.
Excerpt from the Book
A. Pay
Pay refers to the amount of money provided to workers for the accomplishment of organization goals (Koch, 2008). Kreitner and Kinicki (2007) suggests that the effectiveness of pay as a motivator depends on a number of circumstances, including the value and needs of individuals and their preference for different types of financial or nonfinancial rewards. Armstrong and Murlis (2004) further commented that pay is important to people because it is instrumental in satisfying a number of their most pressing needs. It is significant not only because of what they can buy but also a highly tangible method of recognizing their worth, thus, improving their self-esteem and gaining esteem of others (Khan, Farooq & Ullah, 2010). Armstrong and Murlis (2004) reflecting on intrinsic motivation pointed out that pay in itself has no intrinsic meaning and acquires significant motivating power only when it comes to symbolize intangible goals.
Yin and Yang (2012) found that the employee incentive of pay, distinctively impacted on their performance. Pay was significantly correlated with job performance (Yin and Yang, 2012).
Summary of Chapters
INTRODUCTION OF THE STUDY: Provides the foundation for the research by outlining the background, problem statement, objectives, and scope regarding the role of motivation in public sector performance.
REVIEW OF RELATED LITERATURE: Explores existing academic concepts, theoretical frameworks like Maslow’s Hierarchy of Needs and Herzberg’s Motivation-Hygiene theory, and prior empirical studies on motivation.
METHODOLOGY: Details the research design, population, sampling techniques, and data collection procedures used to gather and analyze quantitative and qualitative data.
RESULTS AND DISCUSSIONS: Presents the statistical findings regarding the ministry's current motivation practices and the correlation between motivation and employee performance metrics.
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS: Synthesizes the core research findings, offers final conclusions, and provides actionable recommendations for management to improve organizational productivity.
Keywords
Motivation, Employee Performance, Public Organization, Ministry of National Development Planning, Extrinsic Motivation, Intrinsic Motivation, Pay, Job Autonomy, Professional Growth, Human Resource Management, Somaliland, Productivity, Organizational Goals, Incentives, Work Contentment.
Frequently Asked Questions
What is the core purpose of this research?
This thesis investigates how different motivational strategies affect employee performance specifically within the Ministry of National Development Planning in Hargeisa, Somaliland.
What are the primary areas explored in this study?
The research explores various motivational factors, categorized into extrinsic (financial rewards) and intrinsic (psychological and professional) motivators, and their direct impact on job performance.
What is the main objective of the study?
The goal is to determine which methods are used to motivate employees and to analyze the strength of the relationship between these motivational efforts and staff work performance.
Which research methodology was utilized?
The study adopted a descriptive research design, utilizing a mixed-approach strategy including structured questionnaires and content analysis to gather and evaluate data from 73 employees.
What does the main body of the work cover?
The main body includes a literature review of motivation theories, a description of the research methodology, a detailed analysis of findings (such as pay and training practices), and a statistical correlation study.
Which keywords define this research?
Key terms include motivation, employee performance, public organization, human resource management, extrinsic motivation, intrinsic motivation, and productivity.
How does the Ministry's pay policy affect performance?
The study found that while salary is provided, there is a lack of merit-based pay and performance-linked bonuses, which limits the potential for salary to act as a strong motivator for high performance.
What role does job training play at the Ministry?
The research concludes that training is currently not being utilized as a regular motivational tool, and recommends that management implement such programs to equip staff with necessary skills for better performance.
Is there a connection between job rotation and motivation?
Yes, the study found that the ministry employs job rotation to prevent boredom, and this practice has a moderate positive impact on how employees perceive their work environment.
- Arbeit zitieren
- Mumin Omar (Autor:in), 2017, The Role of Motivation on Employee Performance in Public Organization. A Case of Ministry of National Development Planning Hargeisa, Somaliland, München, GRIN Verlag, https://www.hausarbeiten.de/document/471610
