An investigation of motivation practices and their effects on employees’ performance: a case study of Tandahimba district, Tanzania
| dc.contributor.author | Minga, Born Nazareth | |
| dc.date.accessioned | 2019-11-13T11:00:05Z | |
| dc.date.accessioned | 2020-01-08T09:52:05Z | |
| dc.date.available | 2019-11-13T11:00:05Z | |
| dc.date.available | 2020-01-08T09:52:05Z | |
| dc.date.issued | 2014 | |
| dc.description | Available in print form, East Africana Collection, Dr. Wilbert Chagula Library, Class mark (THS EAF HF5549.5M63T34M56) | en_US |
| dc.description.abstract | This study investigated motivation practices and their effects on employees‟ performance. The study specifically assessed how motivation factors such as financial rewards, staff recognition, promotion, goal setting, staff training and development programs, coercion, and staff involvement as practiced by management can affect performance of employees in public service delivery in the District Council. Through an explanatory study, relationship of variables was established under positivism paradigm. Both data (primary and secondary) were used in the study. The population for this study was all selected employees and Heads of departments from Human Resources and Administration, Health, Water and sanitation, and Works/Construction. The sample size was 45 of all employees from three departments. The primary data were collected through questionnaires with open and closed questions. The tools of analysis for the data collected were descriptive statistics and frequency analysis whereby software known as Statistical Package for Social Science (SPSS) Window Version 16.0 and Window Excel Spreadsheet were used to compute the data to find out the most motivating factors (independent variables) for employees performance (dependent variables). The findings revealed that financial rewards (good/satisfactorily salary and allowances) emerged as the most motivating factor for employees‟ performance. Therefore, management practices (intervening variables) play a significant role to alter the employees‟ performance level. The researcher used Kolmogorov-Smirnov to test for the statistical significance of the hypothesis that was introduced to find out the significant difference in employees‟ performance level. After computations, the findings showed that there was significant difference in the level of employees‟ performance. It was therefore, recommended that the top management/supervisors in the Council and the Government as policy maker should use financial rewards which mean a timely provision of good/satisfactorily salary and allowances to motivate employees for the better performance. | en_US |
| dc.identifier.citation | Minga, B. N (2014) An investigation of motivation practices and their effects on employees’ performance: a case study of Tandahimba district, Tanzania, Master dissertation, University of Dar es Salaam. Dar es Salaam. | en_US |
| dc.identifier.uri | http://localhost:8080/xmlui/handle/123456789/5422 | |
| dc.language.iso | en | en_US |
| dc.publisher | University of Dar es Salaam | en_US |
| dc.subject | Employee motivation | en_US |
| dc.subject | Tandahimba District | en_US |
| dc.subject | Tanzania | en_US |
| dc.title | An investigation of motivation practices and their effects on employees’ performance: a case study of Tandahimba district, Tanzania | en_US |
| dc.type | Thesis | en_US |