Tag Archives: Employee Motivation

Non-Monetary Incentives and Employee Motivation of Non-Governmental Medical Organizations in Port Harcourt, Nigeria (Published)

The study investigated the relationship between non-monetary incentives and motivation of non-governmental medical organizations in Port Harcourt, Nigeria. The unit of analysis was at the individual level. The study employed cross sectional survey method for social research and primary data were collected using self-administered questionnaire. A total of sixty one (61) employees from two (2) Non-governmental medical organizations in Port Harcourt formed the study population and sample size. However fifty eight (58) copies of the questionnaire were retrieved from respondents and forty one (41) were found useful and were utilized for data analysis. In order to ascertain the reliability test of the instruments, the Cronbach’s Alpha value of 0.7 was used as a minimum bench mark; the data analyses were aided by the use of Statistical Package for Social Sciences version 23. Descriptive statistics and the Spearman rank order correlation were used for data analysis and hypothesis testing. Empirical findings revealed that there is a positive significant relationship between non-monetary incentives and employee motivation of non-governmental medical organizations in Port Harcourt, Nigeria. The study thus concluded that non-monetary incentives have a positive and significant influence on employee motivation of non-governmental medical organizations in Port Harcourt. The study recommends that non-governmental medical organizations in Port Harcourt should be keen on implementing non-monetary incentives and improvements should be made on recognizing employees.

Keywords: Employee Motivation, Training, employee achievement, employee growth, the work itself

Influence of Staff Training and Development on Employee Performance in Selected University Libraries in South-West, Nigeria (Published)

This study investigated the influence of training and development on employee performance in selected university libraries in South-West, Nigeria. The survey research design was adopted for this research work. A structured questionnaire was used as an instrument of data collection. The total enumeration technique was employed, and out of the total copies of the questionnaires administered, 103 were completed and returned. Frequency distribution and percentages were used for analysis, while the hypotheses were tested using correlation and regression analysis tools of the Statistical Package for Social Sciences (SPSS). The result of the study showed a significant correlation between staff training and development and employee performance in university libraries in Nigeria. The result of this research also showed that staff training and development significantly influence the performance of library staff in selected university libraries. The study, therefore, recommends that university libraries management should regularly organize training and developmental programs for their employees. Furthermore, the research suggests that library employees should be encouraged to participate in training organize within and outside their institutions, as this would ensure increased performance/productivity.

Keywords: Employee Motivation, Employee Performance, Human Resources Management, Skills Acquisition, Staff Development, Staff Training, university libraries

STUDYING THE RELATION BETWEEN SELF-LEADERSHIP WITH JOB SATISFACTION AND PERFORMANCE IMPROVEMENT (Published)

Purpose: Customer satisfaction in modern organizations requires employees’ job satisfaction that can be led to performance improvement in the organization. In this regard, self-leadership and strengthening of it among the employees and managers can facilitate this issue. Purpose of the present paper was to study the relation between self-leadership with job satisfaction and performance improvement. Methodology: Ninety two employees of the Economic Affairs and Finance Organization in Kermanshah province were studied for data collection among whom eighty seven were prepared to respond to research questions. The applied tools included standard questionnaire of self-leadership, job satisfaction and performance improvement and statistical techniques such as t-value test, confirmatory factor analysis and structural equations using SPSS and Smart PLS software were utilized for data analysis. Findings: The results revealed that self-leadership has a positive and significant effect on job satisfaction and performance improvement (p< 0.05). Also behavior-oriented and natural reward strategies have a significant relation with job satisfaction while the relation between constructive thinking strategy and job satisfaction is not significant. Similarly the significant relation between job satisfaction and each component of performance improvement has been confirmed. Hence, it is recommended to managers to help employees utilize self-leadership as an incentive for job satisfaction and thus performance improvement by trying towards self-direction and spontaneity so that organizations act better in adapting with dynamic environments and remain stable in the competitive world.

Keywords: Employee Motivation, Job Satisfaction, interaction, performance improvement, self-leadership

Enhancing Productivity in Tertiary Institutions in Ghana: An Assessment of the Leadership Factor (Published)

Employees are the driving force for any organization’s success and if they are well motivated and taken good care of, productivity, growth and efficiency in the organization could increase. The main objective of the study is to assess the effects of corporate leadership behaviour on staff motivation and productivity in the Tamale Polytechnic. Key issues the study examined include; leadership styles of management of Tamale Polytechnic and how these impact on staff motivation and productivity. Research tools used for obtaining information by the researcher were: questionnaire, interview, focus group discussions and observation. The sampling techniques used were: simple, stratified and purposive for both academic and administrative staff. Primary and secondary data collected from employees and other sources for the basis of the study. The major findings for the study were that the Polytechnic authority adopts more of transformational leadership styles in its management and most of these leadership practices impact positively on staff motivation. The study discovered that authorities of the Polytechnic used committee system in most of their decision makings. It is the recommendation of this study that transformational leadership styles exhibited by the management of the Polytechnic should be encouraged and that motivational factors such as monetary and non-monetary reward systems should be put in place to influence staff productivity.

 

 

Keywords: Driving Force, Employee Motivation, Staff Productivity, Transformational Leadership