Journal of Organization and Human Behaviour

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An Assessment of Employees’ Motivation and Performance in Public High Learning Institutions in Rwanda


Affiliations
1 Department of Business Administration, Mangalore University, Mangalagangothri, Karnataka, India
2 Mangalore University, Department of Business Administration, Mangalagangothri, Karnataka, India
     

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Apart from institutional factors, poor performance of employees is due to human factors. The study tries to identify the effectiveness of employees’ motivation and its performance in public high learning institutions in Rwanda. Therefore, people are the only resources that can make other resources perform. A total sample size of 90 employees was randomly selected. The study findings are based on qualitative and quantitative analysis. More than half of employees stated that they were satisfied and motivated. The research found out that the managers are more motivated that the subordinates. The results found out that 80 per cent are motivated while 20 per cent of them are not fully motivated. Compared to subordinates, the managers are motivated through many facilities such as lump sum and communication. Both managers and subordinates strongly agree that the motivation of employees affect their performance at their workplaces. The study also found some techniques used to motivate employees such as study leave, trainings and development, bonus, communication allowances, break tea, professional rewards, vertical and horizontal promotion, and loan for laptop. The study recommends that the government should plan for the human resource needs. Where necessary, the public high learning institutions should reproduce the experiences of other countries like Japan, China, and South Korea where people work towards the achievement of organisational goals. The compensation policy should be revised as the delays detected by the staff would lead to demotivation. Employees are always sensitive about their salary because it is what satisfies their personal basic needs.

Keywords

Employees, Motivation, Performance, Rwanda.
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  • An Assessment of Employees’ Motivation and Performance in Public High Learning Institutions in Rwanda

Abstract Views: 391  |  PDF Views: 0

Authors

Rusagara Jean Bosco
Department of Business Administration, Mangalore University, Mangalagangothri, Karnataka, India
T. N. Sreedhara
Mangalore University, Department of Business Administration, Mangalagangothri, Karnataka, India

Abstract


Apart from institutional factors, poor performance of employees is due to human factors. The study tries to identify the effectiveness of employees’ motivation and its performance in public high learning institutions in Rwanda. Therefore, people are the only resources that can make other resources perform. A total sample size of 90 employees was randomly selected. The study findings are based on qualitative and quantitative analysis. More than half of employees stated that they were satisfied and motivated. The research found out that the managers are more motivated that the subordinates. The results found out that 80 per cent are motivated while 20 per cent of them are not fully motivated. Compared to subordinates, the managers are motivated through many facilities such as lump sum and communication. Both managers and subordinates strongly agree that the motivation of employees affect their performance at their workplaces. The study also found some techniques used to motivate employees such as study leave, trainings and development, bonus, communication allowances, break tea, professional rewards, vertical and horizontal promotion, and loan for laptop. The study recommends that the government should plan for the human resource needs. Where necessary, the public high learning institutions should reproduce the experiences of other countries like Japan, China, and South Korea where people work towards the achievement of organisational goals. The compensation policy should be revised as the delays detected by the staff would lead to demotivation. Employees are always sensitive about their salary because it is what satisfies their personal basic needs.

Keywords


Employees, Motivation, Performance, Rwanda.

References