Abstract: The general objective of the study was to determine the effects of motivation strategies on employee performance in public service of Bungoma Central Sub County. The study adopted three specific objectives: to determine the effect of financial motivation strategies on employee performance in public service of Bungoma Central Sub County, to determine the effect of non-financial motivation strategies on employee performance in public service of Bungoma Central Sub County, and to determine effect of self- development motivation strategy on employee performance in public service of Bungoma Central Sub County, The theoretical frame work for this study was based on Maslow’s Hierarchy of Needs theory, Fredrick Herzberg’s Hygiene Motivational Theory, McGregor's X-Y Theory. The Target Population was drawn from population of 92 public service employees obtained from 6 departments. Questionnaire was the main tool of data collection. The researcher used descriptive statistical methods (Frequency, percentage, Mean and standard deviation) and inferential statistics (regression analysis). The study established that, Financial (base pay, allowance, benefits) is a motivational strategy that improves performance. The employer provides basic pay for contribution; employer provides financial allowances for employees’ contribution (House, commuter, leave allowances). However, the basic pay and the allowance were not sufficient. Regression results indicated that non-financial motivation significantly predicts employee’s performance; however the prediction was lower than that of financial motivation. The study established that financial motivational strategy was a strong predictor of employee’s performance compared to financial and self- development plan motivation. A Multiple regression analysis was used to explain the combined effect of financial, non -financial and employee self-development motivation on performance of R2 =.86) shows that all the predictors account for 86% variation in employee performance in Bungoma Central Sub-county. It was established that; supervisors recognizes exemplary employees contribution, recognition is motivational strategy that enable employees to perform well, and the departments empowers employees through training, coaching, seminar, workshops, mentorship and delegation, there are promotion programs in the departments, but the departmental budgetary allocations for empowerment are not sufficient. Despite the promotion program being present, there was a general feeling that that promotion program in the departments should be reviewed. Most respondents agreed that there is adequate job security (permanent and pensionable) in their departments. The study established employees’ personal development plans significantly predict employees’ performance, though the prediction is lower than that of non-financial and financial motivation. Majority of the employees have self-development plans. However, only half of them fulfill their self-developmental plans. It was established that most departments do not provide support for self-development. Despite the management believing that employees’ self-development is motivation strategy that improves performance.
Keywords: Motivation Strategy, Performance, Public service.
Title: EFFECTS OF MOTIVATION STRATEGIES ON EMPLOYEE PERFORMANCE IN PUBLIC SERVICE OF BUNGOMA CENTRAL SUB COUNTY
Author: Jackson Kaskul Alale, Prof. Namusonge, Mr. Robert Wamalwa Wandera
International Journal of Management and Commerce Innovations
ISSN 2348-7585 (Online)
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