Job motivation strategies of librarians at the national central library of Tanzania

This study assessed the job motivation strategies of librarians at the National Central Library (NCL) in Dar es Salaam, Tanzania. Specifically, the study examines the work tasks performed at the NCL; investigates the motivation strategies available at the NCL; explores the librarian’s perception of motivation and job performance; and recommends ways to improve motivation and job performance of employees. Employing a descriptive research design, the study deployed both qualitative and quantitative methods. Primary data were collected from fifty-nine (59) respondents using the questionnaire and interview guides. Both descriptive and quantitative techniques were used to analyze the data. Qualitative data was subjected to content analysis whereas quantitative data was analysed using the IBM Statistical Product for Service Solution (SPSS) version 22. The study found that the majority (29.2%) of the library staff, working in the Readers ‘Services Department, were involved in providing user education and in circulation service provision. Results also show that work tasks were done manually as the NCL is not automated. As only few (8.3%) of the librarians apply the information and communication technology (ICT) in their work operations. Moreover, the study found a positive relationship between work tasks and job motivation. Furthermore, the study revealed that employees at the NCL were more motivated, with the salary and career development being major motivation strategies that enhanced the librarian’s performance. Other motivation strategies of librarians include good working conditions, promotion and work recognition. The study also found a positive perception between motivation strategies and job performance. On the basis of these findings, the study concludes that, despite the salary being an important extrinsic job motivator, intrinsic job motivators such as work recognition and library professional play a significant role in motivating and enhancing performance among the librarians at the NCL. As such, the study recommends that, to improve the librarians’ motivation and job performance at the NCL, prompt and timely promotions coupled with salary increased and the career development programme in place be expanded exponentially in line with the dynamic and changing needs and sustained for the betterment of the organization.