Motivation Programs on Employee Performance at Technical University of Mombasa, Kenya
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Date
2025-07
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Kenyatta University
Abstract
Employee motivation is a necessary prerequisite towards the success of any organization. Employee performance is a critical determinant of an organization's success, and in the context of Technical University of Mombasa (TUM), Kenya, there is a growing concern regarding the efficacy of motivation programs in enhancing employee performance. Despite the various motivation programs implemented within TUM, there is an evident need to comprehensively assess their impact and effectiveness in promoting a highly motivated and productive workforce. This research aimed to establish the influence of motivation programs on employee performance at the Technical University of Mombasa, a public university situated at the Coast of Kenya. The study objectives were; to determine the influence of motivational goal setting, financial incentives, recognition and reward on the performance of employees at Technical University of Mombasa, Kenya. The study was grounded on Maslow`s Theory of Human Motivation fo. The research employed a descriptive research design. The target population were 30 managerial staff and 100 supporting staff working at Technical University of Mombasa. However, purposive sampling technique was used to select ten percent (n=10) managerial staff and twenty-five percent (n=50) support staff for effective data collection and analysis. The study employed interviewing, questionnaires, and observation to gather both qualitative and quantitative data. NVivo and SPSS were utilized to analyze the data, which were then presented both narratively and in tabular form. The findings established that there is positive relationship between motivation programs (motivational goal setting, financial incentives, recognition and reward) and employee performance at Technical University of Mombasa Since the P-value (0.002) is less than 0.05. The findings revealed that employees who have specific, measurable, achievable, relevant, and time-bound goals perform better. Motivational goal setting provides employees with a sense of direction, increases their focus, and promotes a sense of achievement when goals are accomplished. The results show that financial incentives, such as bonuses, commissions, and performance-based pay, are commonly used to motivate employees. These incentives provide tangible rewards for achieving specific targets or exceeding expectations. The findings also established that there is positive relationship between recognition and reward, and performance of employees at Technical University of Mombasa, Kenya. The study concluded that motivation programs, including motivational goal setting, financial incentives, recognition, and rewards, have a significant influence on employee performance. These programs provide employees with clear goals, tangible rewards, and a sense of recognition, which in turn enhance their motivation, productivity, and job satisfaction. The study recommendation organizations should implement a compensation incentive structure that rewards both short-term achievements and long-term contributions at University level. Additionally, financial incentives should be complemented with opportunities for professional development and career advancement, ensuring a balanced approach that also addresses intrinsic motivational factors.
Description
A Research Project Submitted to the School of Law, Art and Social Sciences in Partial Fulfillment for the Requirement of the Award of Master’s Degree in Public Policy and Administration of Kenyatta University, July, 2025
Supervisor:
1.Daniel Mange