Abstract

Employees are the heart of any organization. For any organization to operate smoothly and without any interruption, employee cooperation cannot be replaced with anything else. It is of utmost importance that the employees of organizations not only have a good relationship with the top management but also, that they maintain a healthy and professional relationship with their co-workers.

It has been noted that employees of the University of Buea often complain about their low wages and salary condition, poor working conditions, poor welfare, ineffective supervision, provision of inadequate machinery and materials at the workplace, provision of poor appliances and their poor maintenances, etc. the above complaints are indications that things are not going smoothly with the employees.

On the other hand, management always asks why the employees are no longer productive or low level of productivity in the organization. thus, this study was set out to identify how employees motivation is related to employees performance and job satisfaction, to examine whether or not training effectiveness is significantly liked to employees motivation in the University of Buea, and to evaluate how the work environment influence employees performance and job satisfaction in the University of Buea in the last one decade (2010-2020).

The Abraham Maslow and Frederick Herzberg Theory of Motivation served as the theoretical framework of the study. This study employed the use of a mixed-method approach through the help of a purposive sampling technique to be able to gather data for this study. The sources of data used were both primary and secondary sources of data.

Questionnaire and interview guide were administered randomly to both 20 to 60years and above of non-academic and academic staff of the University of Buea. the data gathered were processed and presented in a simple descriptive manner, based on three hypotheses, this study found out that, employees motivation is significantly linked to employees performance and job satisfaction in the university of Buea, it also shows that training effectiveness has an influence on employees performance and job satisfaction in the University of Buea.

Findings of the research revealed that, when employees are poorly motivated, it reduces their work effectiveness, coordination, and cooperation among which obviously have a negative impact on their job performance in the organization.

This result further reveals that, when there are effective training programs and resources available to them, their output and productivity will increase since all of them will be perfectly trained based on the organizational objectives but on the contrary poor or inappropriate training will have a negative impact on their performance as they are always bound to be making enormous errors during the work process.

It is therefore recommended that the University of Buea should revise and improve guidelines on how to increase the motivation of its workers that will guarantee increased. Output and performance in the organization; again, it is also recommended that the University of Buea should provide a good and comfortable work environment.

CHAPTER ONE

INTRODUCTION

1.1 Background to the study

Motivations are energizing factors and are the main cause for the movement of any Living organism including a human being. Because motivation will keep the workers committed to their duties and do their jobs seriously and joyfully. One of the reasons for the successfulness of employees and thus organizations is the presence of motivational factors at a high degree in those organizations.

The concept of motivation is used to explain the distinction between employees which have the same talents, abilities, and opportunities to do their jobs in a similar organization and are under the same employment conditions and with the same facilities, but demonstrate different performances.

These employees perform their jobs in such a manner that the jobs are required to be done with relatively more effort, so they can try more to play the role for which they are asked (Ramprasand 2013). Thus, improved productivity is driven by positively motivated employees by the organization (Oosthuizen, 2001).

The awareness of the motivating factors and factors leading to increased job satisfaction allow the implementation of targeted strategies of continuous improvement (Unterweger et al., 2007). Bolman and Deal (2008) showed that when workers are dissatisfied with their work they withdraw and exhibit behaviors such as absenteeism, rebellion, and attitude that affects their performance which leads to loss of productivity and effectiveness in the organization but if they are satisfied with their jobs they effectively utilize their skills and the organization benefits. Bearing this in mind one can see that satisfaction at the job is important to both the workers and the organization.

Furthermore, employees have both intrinsic and extrinsic needs (Mustafa, 2012; Nadin, 2012). An employee, who is intrinsically motivated, undertakes tasks satisfaction, for the feeling of accomplishment and self-actualization. On the other hand, an extrinsically motivated employee may perform activity duty in order to obtain a reward such as a salary. Nevertheless, both factors influence employee’s behavior (Din 2008; Mustafa, 2012).

Therefore, the aim of the organization such as hospitals should be to build on and enhance extrinsic motivation for its workers to perform the healthcare service effectively, but also at the same time to supply some of the intrinsic motivation along the way for organization improvement.

Despite the importance of extrinsic and intrinsic variables of motivation on employees’ performance little is known about the influence of these factors on healthcare workers’ performance in public healthcare facilities in African countries such as Tanzania. In particular to what extent do intrinsic and extrinsic factors affect the level of employee performance in public hospitals (healthcare facilities)

1.2 Statement of the problem

The overall research problem addressed in this study is the impact of motivation on employees’ performance. In today’s chaotic business environment, success depends on employees utilizing their talents. Despite the myriad of available theories and practices, there has always been a misconception around motivation because individuals are motivated by different things or needs and in different ways (Ghebregiorgis and Karsten, 2007).

Over time, it has been established that the main problem towards an effective motivation system is the ability for managers to examine and analyze employees’ needs. Furthermore, there exist some contradictions between an employee’s identification of his/her need and the company’s identification of the employee’s need.

This is due to the fact that employees are different and are also motivated by different factors- not all employees’ needs would correspond to the organization’s needs; hence some needs may entirely be a concern with the individual’s private life and maybe neutral to company’s goal (Meads and Andrews, 2009). Therefore, managerial strategies and tactics must be broad-based in order to address the motivation concerning individual employees with regards to the Buea Municipal Council.

1.3 Research question

1. How does employee motivation relate to employees’ performance in the University of Buea?
2. What are the essentials of extrinsic rewards to employees’ performance in the University of Buea?
3. How does training effectiveness significant to employees’ motivation in the University of Buea?
4. What are the essentials of a comfortable work environment to employees’ performance in the University of Buea?