Employees’ Motivation Practices and the Performance of Public Institutions: A Case of Musanze District Rwanda
DOI:
https://doi.org/10.53819/81018102t2405Abstract
The purpose of this study was to assess the linkage between employees’ motivation practices and the performance of public institutions. In conducting this research, three objectives were laid out to assess the relationship between employee’s monetary rewards and the performance of Musanze District, to assess the relationship between employee’s non-monetary rewards and the performance of Musanze District and finally to assess the relationship between employee’s fringe benefits and Musanze District’s performance. To achieve these objectives, literature was reviewed on the subject matter including definitions of key concepts, conceptual review, conceptual framework and research gap analysis, additionally the study also focused on the following theories including Maslow’s hierarchy of needs and resource based view theory. The target population of the study was 101 employees of Musanze District and all of them was selected by universal census. Questionnaire, interview guide and documentation were used as tools of data collection. Data was processed through editing, coding and tabulation and the data also was analyzed by using both descriptive and inferential statistics. Findings indicated that holding all the buyer-supplier relationships to a constant zero, performance of public institutions will be .500 percent, a unit increase in the use of employee’s monetary rewards would lead to increase in performance of public institutions by 37.5%, a one percent increase in the use of employee’s non-monetary rewards would lead to an increase performance of public institutions by 31.2%, a one percentage increase in the use of employee’s fringe benefits would lead to 62.5% increase of performance of public institutions. Overall, the employee’s fringe benefits had the greatest effect on performance of Musanze District, followed by employee’s monetary rewards and lastly employee’s non-monetary rewards. At 5% level of significance and 95% level of confidence, employees' monetary rewards had a 0.035 level of significance; employees' non-monetary rewards had a 0.018 level of significance; and employees' fringe benefits had a 0.003 level of significance; therefore it was found that there is a significant relationship between all the independent variables and the public institutions’ performance. The researcher by regarding to the findings and objectives of the study made the following recommendations that Musanze District should continuously recognize and utilize external factors in human resource management practices, especially strategic human resource management, to ensure that employees are well motivated to perform their duties.
Keywords: Parental involvement, English speaking, skill mastery, Primary schools, Rwanda
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