Factors that affect motivation of civil servants in Kenya: the case of Isiolo district
Kangi, Moffat Muriithi
MetadataShow full item record
The objective of the study was to find out the factors that affect motivation of civil servants in Isiolo District. Motivation of workers in any organization is of great importance because a motivated workforce produces better results. The energy, resources and needs of an employee will just remain potential until someone provokes and converts them into assets for the organization. Civil savants in Kenya have always portrayed lack of devotion at their places of work. This is evident in their inability to offer effective and efficient services in the areas of their jurisdictions. The qualified staff has frequently left their jobs for greener pastures where they are granted better remuneration. The workers left are frustrated due to poor pay. Despite the heavy responsibility given to civil servants on the day-to-day running of the country, most of them live from hand to mouth (UKCS, 2003). The specific objectives touched on how remuneration, working conditions, promotion and professional growth, advancement, work itself, administration and supervision, level of responsibility, and interpersonal relations with co-workers influence motivation of civil servants in Isiolo district. Literature review was done in relation to these variables in relation to motivation of workers in different settings. Herzberg'S (1959) Motivation Hygiene Theory, which guided the study, was also reviewed. The study employed the descriptive survey research design to find out the factors that affect motivation and job satisfaction of civil servants in Isiolo District. Two hundred and fifty civil servants were randomly selected from all the 2500 civil servants in the district. Data was collected using a questionnaire designed by the researcher. Data was analyzed fusing descriptive statistics such as frequency counts and percentages and presented in summary form using frequency distribution tables, pie charts, and bar graphs. The study found out that civil servants in Isiolo district were motivated in relation to work itself, administration and supervision, interpersonal relations with coworkers, and level of responsibility delegated to them. On the other hand, the following factors accounted for civil servants' demotivation: remuneration, working conditions, promotion and professional growth, and advancement opportunities. On the overall, most of the civil servants were demotivated. The conclusion of the study, therefore, is that although the work of civil servants is motivating (majority were motivated with work itself), and the supervisors were relating well with employees, poor working conditions, lack opportunities for career advancement, and poor pay demotivate civil servants, and thus affects service delivery to the public. Based on this, the study recommends that the Public Service Commission of Kenya comes up with a promotion and career development policy for civil servants, working conditions be improved, and civil servants be encouraged to go for further training through provision of paid study leaves and scholarships.