Motivation and Employee Performance in State Owned Universities in Cameroon

Abstract

The objective of this work was to find out the relationship between motivation and employee performance in Cameroon state owned universities. If an organization does not function with motivation, employees will not put up their best and the company’s performance will be less efficient. This study was carried out using a quantitative research method where fifty (50) questionnaires were administered to the University’s guards, following the Theory of Equity and the Maslow’s Need Hierarchy. The result of this work shows that there is a positive and significant relationship between motivation and employee performance in Cameroon state owned universities and also shows that intrinsic reward has positive effect on employee performance. This therefore indicates that intrinsic reward and motivational techniques are important factors to improve the University guard’s performance.

CHAPTER ONE

INTRODUCTION

1.1 Background to the study

Motivation has been brought into being to be one of the leading organizations strategies which can grow the performance of employees and surge the production of organizations. Indeed, with the current global financial growth, many firms have comprehended the fact that productivity is desired for their organization o strives strongly and likewise their employee’s productivity is essential in shopping the organization’s successes. Also, employee’s performance as a result of progress and development is critical for any organization (Lebelici, 2012: 34).

Hawthorne’s studies are numerous research works on the production of employees stresses the fact that workers who are contented with their work will have better job performance, hence absolute job retention, than those who are unhappy with their work. Motivation is derived from the word “motive” which means needs, desires, wants or drives within the person. It is the process of inspiring people to action to achieve the goals, in the work goal background, the psychological factors motivating the people’s behavior can be need for money, respect, job satisfaction, achievement etc. motivation occupies an important place and position in the whole management process.

 This technique can be used fruitfully for encouraging workers to make positive contribution for achieving organizational objectives. Motivation is necessary as human nature needs some sort of inducement, encouragement or incentive in order to get better performance.

Motivation of employees is one function which every manager has to perform along with other managerial functions. A manager has to function as a friend and motivator of his subordinates. It is an integral part of management process all firms whether public or private, want inspired work forces to be effective and proficient in their operations, in addition to the other factors, workforces who are driven to work enthusiastically and innovatively toward the success of organization aims are one of the supreme inputs to organizational accomplishments.

According to a study conducted by Grant (2008), motivation imposes employee outcomes for instance performance and productivity. He also established that motivated employees are more oriented towards autonomy and are more self-driven on contrast to less motivated employees. Also, motivated employees are highly engaged and involved in their in their work and job and are more willing to take responsibilities. According to Rowden and Conine (2005), the purpose of training is to enhance satisfaction of employees toward their jobs and satisfied employees contend their customers with enhanced performance. Employees who commit to learn are more satisfied with their jobs and ultimately show more positive performance than others. (Tsai et AL, 2007), in line with Tsai et Al, Harrison (2000) established that learning that is prompted by training positively effects on employee performance and is an essential element for the achievement of organization goals.

 The study shows that performance of firms is influenced by many things in which employee motivation is the main factor if employees are more motivated, then performance of organization will also enhance.

The main cause of the problem of low productivity and organizational failures is because of little or no motivation in organizations. With this as the base, students, philosophers, scholars in various domains and industrial psychologists have made clear the importance of the need for motivation at workplaces or job sites. The motives of a worker which influence their work behavior and increase their performance are classified into intrinsic and extrinsic motivation.

Intrinsic and extrinsic motivations are important determinants of employee’s task performance as it represent the level of motivation of employees to their work and company. The study examine the influence of intrinsic and extrinsic motivation on employees task performance and also aimed to fixed out the different between male and female on task performance base on their motivation. The work performance inventory (amiable, TM) ET a (1994) and job performance scale (Goodman and svyantek, 1999) was gather date. It was predicted that intrinsic and extrinsic motivation will be positive correlated with employees task performance and will have impact on employees task performance. The result showed that intrinsic and extrinsic motivation has positive correlation with employee’s task performance and they have impact on employee’s task performance.

1.2 Statement of the Problem  

If the university do not function with motivation, employees will not put up their best and the university’s performance would be less efficient. Productivity and efficiency create lots of problems in every organization most often in the public service. No organization can achieve its set objectives in terms of profit, continuity growth and ability to complete favorable achievement with other organizations when its worker are not performing as expected.

Cameroon state owned universities; university of Buea, will experience the above problem if proper measures or strategies of motivation are not considered. Surviving and competing favorable with other organization will be invalid if its employees are not motivated and it will result in the failure of the organizations.

Research has proven that the major reasons why workers in different organization perform below expectation is because they are not adequately motivated. That is, if university employees are not motivated, they will perform below expectation. As a result of the above, the studies seek to assess “the relationship between motivation and employee performance in Cameroon state owned Universities” (precisely the university of Buea security guards).

1.3 Research Question

 1.3.1 Main research question

• What are the effects of motivation on employees’ performance in the public service?

1.3.2 Specific research question

• What are the different types of motivation offered to the University of Buea security guards?

• How does this motivation impact on their performance?

• What are the challenges faced by the University of Buea security guards?

1.4 Objectives of the Study

1.4.1 Main objective of the study

• To assess the effects of motivation on employees performance in the public service.

1.4.2 Specific research objective

• To examine the relationship between motivation and employee performance.
• To determine the challenges towards effective motivation to the University of Buea security guards.

To identify the different types of motivation offered to the University of Buea Security guards.