REWARD, PARTICIPATION, QUALITY OF WORKING LIFE AND MOTIVATION OF EMPLOYEES.

ABSTRACT

Motivation is the term used to describe those processes, both instinctive and rational by which people seek to satisfy the basic drives perceived needs and personal goals, which trigger human behaviour. This study sought to investigate the factors that motivate employees in the workplace and their relationship to employee performance with special reference to Busia Municipal Council. The researcher adopted a descriptive research design. The target population for this study was all the employees of BMC at the headquarters in Busia. A representative sample was drawn from this population using simple random sampling. The data collection tool was the questionnaires which contained both closed ended and open ended questions.. These questionnaires were then edited and the data collected analyzed using the computer package.

Chapter One: Introduction1

1.1Background1

1.1.1Historical perspective:1

1.1.2Theoretical perspectives:3

1.1.3Conceptual perspective:3

1.1.4Contextual perspectives:4

1.2Statement of the problem5

1.3General objective6

1.4Specific objectives6

1.5Purpose6

1.6Significance6

1.7Scope7

1.8 Conceptual frame work8

Chapter Two9

Literature Review9

2.0Introduction9

2.1Motivation Overview9

2.2Theoretical Review10

2.2.1Herzberg’s two factor theory:10

2.2.2Maslow’s Need Hierarchy theory12

2.3Related Literature13

2.3.1Reward and employee motivation13

2.3.2Participation and employee motivation14

2.3.3Quality of working life and employee motivation14

Chapter Three16

Research Methodology16

3.0 Introduction16

3.1Research Design16

3.2Target Population16

3.3 Sampling Procedure16

3.4 Data Collection Methods17

3. 5Data Analysis17

3.6 Expected Output17

Chapter Four19

Results and Findings19

4.1 Introduction19

4.2 Descriptive Data Analysis19

4.2.1Department where respondents worked19

4.2.2Age of the respondents20

4.2.3Marital status of the respondents20

4.2.4Highest level of education achieved by the respondents21

4.2.5Duration of time respondents had worked with the Municipal22

4.2.6Terms of service24

4.3 Study Variables25

4.3.1 Motivation and Employee Performance25

4.3.2 Motivators present in the organization26

4.3.3Whether Motivation Affects Employee Performance27

4.3.4Whether the organization regularly evaluates the HRM policy especially with regard to motivation27

4.3.5 Whether it is possible to satisfy higher needs in all employees who desire it at the work place.29

Chapter Five30

Discussion, Conclusions and Recommendations30

5.1 Introduction30

5.2 Summary of findings30

5.3 Conclusions30

5.4 Recommendations:31

5.4.1 Recommendation for further research:31

References32

Appendices35

Appendix I: Questionnaire35

Appendix II: Introductory letter38

Appendix III : Acceptance Letter39

 

LIST OF TABLES

Table 1: Terms of service24

Table 2: Motivators present in the organization26

Table 3: Whether it is possible to satisfy higher needs in all employees who desire it at the work place29

 

LIST OF FIGURES

Figure 1: Employee performance8

Figure 2: Maslow’s Hierarchy of Needs theory13

Figure 3: Department Where Respondents Worked19

Figure 4:Age of the respondents20

Figure 5:Pie-chart representing the marital status of the respondents21

Figure 6: Highest level of education achieved by the respondents22

Figure 7:Duration of time respondents had worked with the fund23

Figure 9:  Respondents rating of their organizations HRM policy with regard to Motivation25

Figure 11: Whether Motivation Affects Employee Performance27

Figure 12: Whether the organization regularly evaluates the HRM policy especially with regard to motivation28