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The Impact of Motivation on Employees Performance

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This study intended to establish the impact of motivation of employees performance (the case of the University Buea). The overall objective was to determine how motivation influences employees’ performance and job satisfaction. The study adopted both the positive and the null hypothesis that motivation has significance impact on employees performance. The study adopted descriptive research design with the used of questionnaires and obtained information from fifteen (100) respondents from the staffs of the University of Buea. The results indicate that motivation of employee’s is of importance in the organization. It was also realizing that the method used in the operational planning was very effective and improved employee performance and this was also characterized with lots of challenges. Finally, the result revealed that motivation of employee’s play a positive role on employee’s performance, and job satisfaction. Among recommendations made, where that potential and present employee should all be treated fairly in the operational process, more so employees must be appraised constantly to ensure they improve upon their performance.



1.1 Background to the study

Motivations are energizing factors and are the main cause for movement of any Living organism including human being. Because, motivation will keep the workers committed to their duties and do their jobs seriously and joyfully. One of the reasons for successfulness of employees and thus organizations is the presence of motivational factors at high degree in those organizations.

The concept of motivation is used to explain the distinction between employees which have the same talents, abilities and opportunities to do their jobs in a similar organization and are under the same employment conditions and with the same facilities, but demonstrate different performances. These employees perform their jobs in such a manner that the jobs are required to be done with relatively more efforts, so they can try more to play the role for which they are asked (Ramprasand 2013). Thus, improved productivity is driven by positively motivated employees by the organization (Oosthuizen, 2001).

The awareness of the motivating factors and factors leading to increased job satisfaction allow the implementation of targeted strategies of continuous improvement (Unterwegeret al., 2007). Bolman and Deal (2008) showed that when workers are dissatisfied with their work they withdraw and exhibit behaviors such as absenteeism, rebellion and attitude that affects their performance which leads to loss of productivity and effectiveness in the organization but if they are satisfied with their jobs they effectively utilize their skills and the organization benefits. Bearing this in mind one can see that satisfaction at job is important to both the workers and organization.

Furthermore, employees have both intrinsic and extrinsic needs (Mustafa, 2012; Nadin, 2012). An employee, who is intrinsically motivated, undertakes tasks satisfaction, for the feeling of accomplishment and self-actualization. On the other hand, an extrinsically motivated employee may perform activity duty in order to obtain a reward such as salary. Nevertheless both factors influence employee’s behavior (Din 2008; Mustafa, 2012).

Therefore, the aim of the organization such as hospitals should be to build on and enhance extrinsic motivation for its workers to perform the healthcare service effectively, but also at the same time to supply some of intrinsic motivation along the way for organization improvement.

Despite the importance of extrinsic and intrinsic variables of motivation on employees’ performance little is known about the influence of these factors on healthcare workers performance in public healthcare facilities in African countries such as Tanzania. In particular to what extent do intrinsic and extrinsic factors affect the level of employee’ performance in public hospitals (healthcare facilities)

1.2 Statement of problem

The overall research problem addressed in this study is the impact of motivation on employees’ performance. In today’s chaotic business environment, success depends on employees utilising their talents. Despite the myriad of available theories and practices, there has always been a misconception around motivation because individuals are motivated by different things or needs and in different ways (Ghebregiorgis and Karsten, 2007). Over the time, it has been established that the main problem towards an effective motivation system is the ability for managers to examine and analyse employees’ needs. Furthermore, there exist some contradictions between employee’s identification of his/her need and the company’s identification of the employee’s need. This is due to the fact that employees are different and are also motivated by different factors- not all employees’ needs would correspond to the organisation’s needs; hence some needs may entirely be concern with the individual’s private life and may be neutral to company’s goal (Meads and Andrews, 2009). Therefore, managerial strategies and tactics must be broad based in order to address the motivation concerning individual employees with regards to the Buea Municipal Council.

1.3 Research question

  • How does Employees’ motivation related to employees’ performance?

  • How does training affect employees’ performance in the University of Buea?

  • What are the importance of a comfortable work environment to employees’ performance in the University of Buea?

1.4 Objectives of study

  • To identify the relationship between employee’s motivation and employee’s performance.

  • To examine how training affect employees’ performance in the University of Buea.

  • To assess the importance of a comfortable work environment to employees’ performance in the University of Buea

1.5 Hypothesis

A hypothesis is a guess or an assumption. It is a tentative explanation of certain behaviour patterns, phenomena, or events that have occurred or will occur (Gay, 1996). The hypothesis used by the researcher is the alternative form. It asserts that the value of relationship in the null is not true, therefore the alternative hypothesis is the opposite of null and it is symbolised by H1.

  • H1: Employees’ motivation is related to employees’ performance.

Ho :Employees motivation is not related to employees performance and job satisfaction     in the university of Buea.

  • H1: Training Affect employee’s performance in the University of Buea.
  • Ho: Training does not affect employee’s performance in the University of Buea
  • H1: Work environment has a significant relationship to employees’ performance.
    • Ho: Work environment does not have a significant relationship to employee’s performance in the University of Buea


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