Determinants of motivation levels among the parastatal sector employees

Abstract

The main objective of the study was to establish the determinants of motivation among the employees of the National Social Security Fund in Nairobi. In order to do this, the study investigated the following specific Objectives: The levels of motivation among the NSSF employees; determinants of motivation among the NSSF employees and Intervention strategies employed by the NSSF management in order to cope with motivation levels among its employees. Over the last 42 years since its inception, NSSF has never effectively addressed her Human Resources (HR) policies including putting in place workable and effective systems of enhancing employee motivation. Over the last two years poor organizational performance has been witnessed at the NSSF. To achieve the above, a sample of 60 respondents was selected from among the NSSF employees using stratified random sampling and simple random sampling. The major instrument of data collection in this study a questionnaire, was administered to employees of NSSF in Nairobi. Qualitative and descriptive statistics are used in analysis and presentation of the data collected. The key findings of the study were that motivation levels at NSSFare low due to lack of proper implementation of existing polices. The study also found out that determinants of motivation such job recognition, training and development, reward management and job redesign are not properly used utilised in the Fund though they exist as policies. Deriving from the findings, this study concluded that motivation levels at NSSF are low as revealed by the study findings. The poor quality service, absenteeism and rampant lateness by the employees reveal that employee motivation levels are low at the Fund. The various determinants of motivation revealed in this study are very useful to employee motivation. These determinants include job recognition, employee rewards, and training of employees. The study findings reveal that job recognition determine employee motivation to a large extent. Training of employees also plays a pivotal role in motivation of employees as it enhances performance. These intervention policies include: Grievance Policy, Equal Opportunity_Policy, Employer/Employee Relations, and training policy. Intervention strategies used by the Fund to cope with employee motivation according to the study findings reveal that though they exist as policies, they are not properly implemented. The study therefore, recommended that management should train all its employees to enhance motivation and achieve increased productivity. The management should always recognize employees' which can be done through praises, tokens, letters or appreciation among others. This will enhance motivation and employee productivity. Job redesign refers to use of job techniques such job rotation, job enrichment and job enlargement. Finally, the management should ensure that all the existing intervention strategies are strengthened in order to boost employee motivation and prevention labour turnover in the organization. The study findings revealed that though employee rewards exist as a policy proper systems on reward and sanctions have not been put in place. This therefore implies that there is need for the organization to put fairly reward and sanction behavior in order to motivate employees.