The impact of workers' motivation on performance: a comparative study on public and private enterprises lei Tanzania: 1987 – 1993

This study seeks to investigate and determine the impact of workers' motivation on performance in the years 1987 -1993 in Tanzania. The idea behind is to make a comparative analysis between Public Enterprises (PE) and Private Enterprises (PRE) and examine the extent to which motivation affects performance. This study uses contingency approach to motivation. The approach as propounded by Fred Fiedler states that the performance of a group is contingent upon motivational system of a leader (task oriented cum relationship oriented) and the degree to which a leader controls and influence in a particular situation. Others hold that the award of incentives has to be contingent upon workers' performance so that an individual worker can feel motivated. It is further maintained that remunerations provided have to be adequate enough in order to boost workers' morale to improve performance. Based on a sample of 317 employees it was concluded that PE's had been performing poorly as compared to their PRE' s counterparts. Most employees in PE's both the managerial cadre and the rank and file complained of inadequate remunerations something which demotivated them and therefore the poor performance attained. While in PE's both rank and file and the managerial cadre felt demotivated by the incentive package, in PRE's only the rank and file felt demotivated. Findings have revealed that although PRE's rank and file cadre almost expressed the same degree of dissatisfaction, it was still possible for them (PRE's) to perform better particularly because the managerial cadre felt highly motivated unlike their counterparts in the PE's who complained bitterly almost in the same tone like the rank and file cadre. It was further found out that PE's inability to set out the incentive packages' objectives created some problems especially on performance appraisal for it was not easy to measure performance particularly because the existing objectives were vague and sometimes non-existent. This problem together with the style of awarding incentives in a wholesale manner and the general poor administration of the existing incentive Packages have been a major stumbling block towards PE's high performance.