Abstract

This study attempts to assess motivation on employee’s performance using field data collection at Brasseries du Cameroon ombe. Correlation technique was employed to find out the relationship between variables. Regression technique also was used to find out which extend one variable affect the other using coefficient results.

Correlation results for salary is 0.589, transport benefits 0.421, medical benefits 0.395, extra duty allowance 0.421, carrier achievement 0.562, promotion benefits 0.672 and correlation for recognition is 0.407 which reveal existence of positive relationship between motivation and employees performance and therefore implying that the increase in motivation will lead to increase in employees performance.

This situation insist on increasing attention to employees motivation practice in order to improve employees performance. The findings suggest enhancement of current motivation package by incorporating both intrinsic such as promotion, recognition, support for carrier achievement and extrinsic motivation factors such as salary, extra duty allowance, transport benefits, medical benefits will help optimum utilization of human resources as well as increasing employees performance. Furthermore, there is pressing need to develop organizational motivation policy that will help Brasseries du Cameroon management properly handling motivation functions.

CHAPTER ONE

INTRODUCTION

1.1 Background of the study

In many ways, employees create an important source of competitive advantage for firms. Refeffer (1994) in his studies states that practice of HRM such as selection, training, and compensation are widely believed to improve the performance of an organisation.  Thus, the way an organisation manages people can influence its performance. These HRM practices are created to improve the growth of employees skills as well as motivate them to work hard.

Historical, the beginning of HRM is traced back to Robert Owen( 1858) and his large spinning mills in Scotland. Charles Babbage and Henry(1971) and other names associated with HRM earlier beginning. It’s growth was particularly marked in the inter war era which was also the high way of human relations and subsequent branch in to the behavioural movement.

The motivation of employees performance can be considered as a situation where by a person is brought into the organisation, his behaviour at work is being taken note of, his fellow workers and the organisation are also being noted. This study may be viewed from two different perspectives.

Firstly, seen as a function or responsibility of every manager or supervisor who has people under him/her the plans of achieving the desired goals. It can also be seen as a group of functions in an organisation that is being performed by a particular department.   In a private organisations in Cameroon such as the Brazarries du Cameroon which is a public establishment, there are a number of employees among the number of departments found, who need to know the role and regulations, job requirements and expected outcomes. This study relates to the role played by HR department in the performance of employees since employees needs and satisfaction are highly interrelated.

Many organisations today realiser the importance of motivation I an organisation. So managers make motivation one of the factor that contribute to organisational performance. This fact was supported by one employee that they can perform to their best efforts and contribute to the organisation as expected.

Jennifer (2003). Managers today do not look employees when performing work but they just motivate and the employees will perform the work without supervision. According to Gareth (2003). Organisational performance increases as motivation level of employees increases which lead to effectiveness and efficiency level of employees.

Motivation is the set of forces that Initiate, directs and makes people persist in their efforts to accomplish goals. Chuck Williams (2003). It is again define as the forces either within or external to a person that arouse enthusiasm and persistence to peruse a certain course of action Richard L Draft (2001). According to Stephen (2001), motivation is the willingness to exert high level of effort to reach the organisational goals, conditioned by the efforts ability to satisfy some individual’s needs.

It is common in Cameroon and other countries of the world to employ workers in the organisation who are well trained to carry out specific functions in order to case workflow within and out of the organisation. While organisation in itself cannot do anything without humans and machines who are employed; while it is also widely known both in theory and practice that personnel or employees are the backbone of the success of every organisation, be it public or private, it will therefore be very important to research and know what makes workers to achieve their goals, and increase their performance.

Performance is defined by encyclopaedic dictionary of management as the accomplishments and performing and carrots of anything ordered to do. It is also define by David (2001) as the accomplishments of given assignment to achieve goals. Performance is basically what an employee does or does not do.

The most common measure of employees performance include quality of output, timeline of output, presence at work and cooperativeness. However, each job has specific Job criteria or Job performance that identify the most important element. Mathu and Jackson (2003).

1.2 Statement of the problem

Motivation plays a very important role in organisations profit, or non-profit. The managerial process of direction is driven primarily by the process of motivation as it creates within the minds of an employee’s desire to work in the direction determine by the manager.

Given the universal and socioeconomic encounters, employees performance has become relatively robust for most organisations to handle. The vision of every group is to have high performance, but not all brewery companies enjoy the opportunity of high employees performance.

Therefore, employees performance is a challenge to many brewery companies today (Atambo, 2013). The Idea of motivation therefore, cannot be underestimated as it has proven to yield high performance towards achieving the organisational goals or purpose of a company.

But satisfaction to the human being is a relative concept, saying the words which may satisfy Mr’A’ might not certainly satisfy Mr ‘B’ even though both persons may show similarity in social cultural compositions.

It is important to note that, there are several techniques through which the organisation can improve the performance of its employees, however for the sake of this work the researcher will want to scrutinize the use of motivation as a tool to boost this performance. This is because the researcher observed the lack of fringed benefits, allowance, bonuses and many others tools of motivation during research of this study.

This study therefore examines how employees motivation relates to employees performance, how training affects employees performance and how comfortable work environment improve employees performance in brasseries du Cameroon.

1.3 Research Questions

1.3.1. Main Research Questions

To know if motivation is influencing employees performance in Brassaries du Cameroon.

1.3.2 Specific Research Questions

1. How does employee motivation relates to employee performance in Brassaries du Cameroon?
2. How does training affect employees’ performance in Brassaries du Cameroon?
3. How has a comfortable work environment improved employees’ performance in Brassaries du Cameroon?

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