The Impact of Motivation on Employees Performance in an Organization

(A Case of UNICEF Somalia Support Centre, Nairobi)

Project Report
Submitted to
the
Department of Business Administration in

partial fulfilment of the requirements for

the award for the Degree of Master of

Business Administration

Date of Submission: 15/04/2018

Dhaka International University

I
The Impact of Motivation on Employees Performance in an Organization

(A Case of UNICEF Somalia Support Centre, Nairobi)

Submitted by:
Abdirahim Aw Ahmed Muhumed
Batch:40th /B
Roll: 20
Registration No:103936
Program: EMBA Major
of Human Resource Management
Department of Business Administration

Supervised by:
Sohag Datta Assistant Professor
Department of Business Administration

Date of Submission: 15/04/2018

Dhaka International University

I
 Letter of Transmittal

Date: 15/04/2018
Sohag Datta Assistant Professor
Department of Business Administration
Dhaka International University
Subject: Submission of Thesis Report on The Impact of Motivation on Employees Performance
in an Organization.

Dear Sir,

With great pleasure I submit this Thesis Report which has assigned to me as an important
requirement of EMBA program at Dhaka International University. I have found the study to be
quite interesting, beneficial and knowledgeable. I have tried my level best to prepare an
effective & creditable report.
I also want to thank you for your support and patience with me and I appreciate the
opportunity provided by DIU to work on this wonderful project.

Sincerely …………………….

Abdirahim Aw Ahmed Muhumed

Batch 40th / B (Evening)

Roll: 20
Registration No:103936 Program: EMBA
Major in Human Resource Management Session: 2016-2018
Dhaka International University

III
 ACKNOWLEDGEMENT

First and foremost, I would like to express my deepest gratitude to the almighty ALLAH for
giving me the strength and the composure to finish the task within the scheduled time. During
my time of writing this book, I have been fortunate to get the support, assistance and
encouragement from number of individuals.

There are no proper words to convey my deep gratitude and respect for my thesis and research
Supervisor, Mr. Sohag Datta, Assistant Professor of Department of Business Administration at
Dhaka International University for the valuable guidance and co-operation regarding my thesis.

My deepest appreciation and special thanks goes to Department of Business Administration for
providing me an opportunity to come closer to the real world and help me in enriching my
knowledge.

Finally, I would like to send my greatest thanks to my Mother, Father, elder brother
Mustapha and my elder sister Hinda for their full support, unconditional love and unlimited
assistance during my whole- life particularly my study life, and also I’d like thank my friend
Mohamed Mohamoud Abdi (Abaazi) for his unconditional support.
 BONA-FIDE CERTIFICATE

This is to certify that the thesis report titled “The Impact of Motivation on Employees
Performance in an Organization” is the bona fide work Abdirahim Aw Ahmed Muhumed. Roll-
20, ID-103936, Batch-40th/B, Major in Human Resource Management who carried out the thesis
under my supervision. Certified further that to the best of my knowledge the work report here in
dose not form the part of any other thesis report or dissertation on the basis of which a degree or
award was conferred on an earlier occasion on this or any other candidate.

……………
Sohag Datta Assistant Professor
Department of Business Administration
Dhaka International University
 Declaration of The Student

I do hereby that the work presented in this dissertation titled “The Impact of
Motivation on Employees Performance in an Organization”.
I also declare that this paper is my original work and prepared for academic purpose which is
part of EMBA and the paper may not be used in actual market scenario.

…………………………
Abdirahim Aw Ahmed Muhumed
Batch 40th / B (Evening)
Roll: 20
Registration No:103936
Program: EMBA
Major in Human Resource Management
Session: 2016-2018
Dhaka International University
 EXECUTIVE SUMMARY

The purpose of this study was to determine the impact of motivation on employees’
performance using the case of UNICEF Somalia Support Centre, Nairobi. The study was
guided by the following research questions: How do monetary factors impact the performance
of employees at UNICEF Somalia Support Centre? How does job design impact the
performance of staff at UNICEF Somalia Support Centre? And, how does staff training and
development impact the performance of employees at UNICEF Somalia Support Centre?

The study used descriptive research design. The population of this study comprised of all the
employees of UNICEF Somalia Support Centre in Nairobi. The study populace and sampling
frame comprised of a list of all representatives that worked at UNICEF Somalia Support Center
in Nairobi and was gotten from the Human Resources department.

The study showed that employees at UNICEF Somalia were not happy with their job design in
terms of the tasks they performed and the organization did not involve them in the job design
leading to their demotivation. The study showed that, UNICEF Somalia employees acquire
training aimed at improving their knowledge, skills and attitudes towards their work, as well as
increase their morale and confidence in the job. It was revealed that, the employees in the
organization have a sense of security built from their training and this facilitated their ability to
manage changes and new situations that occurred within the organization.

The study concludes that employees at UNICEF Somalia were not happy with their job design
in terms the tasks they performed and the organization did not involve them in the job design
leading to their demotivation. The study concludes that UNICEF Somalia employees acquire
training aimed at improving their knowledge, skills and attitudes towards their work, as well as
increase their morale and confidence in the job and that the employees in the organization had a
sense of security built from their training that facilitated their ability to manage changes and
new situations within the organization.

The study recommends that management retain the non-monetary rewards as a cost-effective
way of keeping the workforce highly motivated, but also include monetary rewards that should
be linked directly to the compensation plan and for to provide and create a practical job rotation
program and develop a comprehensive program for its electiveness. The study recommends
managers to also provide optimal motivational systems that need to be determined for
implementing job rotation policy.
 TABLE OF CONTENTS

Prefatory Parts Page

No
Cover Page I.

Title Page II.

Letter of Transmittal III.

Acknowledgement IV.

Bona-fide Certificate V.

Declaration of the Student VI.

Executive Summary VII.

Chapter-01: Introduction Page No

1.1 Introduction 02
04
1.2 Statement of the problem
05
1.3 Purpose of the Study

1.4 Research Questions 05

1.5 Significance of the study 06

1.6 Scope of the Study 06
1.7 Definition of key terms 06

Chapter-2: Literature Review Page No

2.0 Literature Review 09
2.1 Impact of Monetary Factors on Employee Performance 09

2.2 Impact of Job Design on Employee Performance 14

2.3 Impact of Staff Training and Development on Employee 18

Performance
 Page No
Chapter- 3 Methodology of the Study
3.0 Methodology of the Study 22

3.1 Research Design 22

22
3.2 Population and Sampling Design
3.3 Data Collection Methods 23

3.4 Data Collection Methods 25

3.5 Research Procedures 29

3.6 Data Analysis Methods 30

CHAPTER-4: Data Analysis and Findings of the Study Page No

4.0 Introduction 31

4.1 General Information 31

4.2 Impact of Monetary Factors on Employee Performance 35

4.3 Impact of Job Design on Employee Performance 37

4.4 Impact of Staff Training and Development on Employee 39

Performance
4.5 Summary of Findings 41

CHAPTER-5: Discussions, Conclusions and Page No

Recommendations of the Study
5.0 Introduction 48

5.1 Discussions 48

5.2 Conclusions 49

5.3 Recommendations 49

5.4 Areas of Further Research 51

References 52
 List OF Tables
Table 3.1 Population Distribution......................................................................................24
Table 3.2 Sample Size Distribution...................................................................................25
Table 4.1 Use of Monetary Rewards.................................................................................31
Table 4.2 Money as an Incentive.......................................................................................32
Table 4.3 Value of Money..................................................................................................32
Table 4.4 Perception of Rewards.......................................................................................33
Table 4.5 Challenging Jobs................................................................................................34
Table 4.6 Work for Job Meaning.......................................................................................35
Table 4.7 Impact of Small Raises......................................................................................35
Table 4.8 Relationship between Monetary Incentives and Employee Performance..........36
Table 4.9 Individual Knowledge........................................................................................39
Table 4.10 Interactive Control Mechanism........................................................................40
 LIST OF FIGURES

Figure 4.1 Gender of Respondents....................................................................................28

Figure 4.2 Department Worked..........................................................................................29
Figure 4.3 Years Worked within the Department...............................................................29
Figure 4.4 Years Worked at UNICEF Somalia..................................................................30
Figure 4.5 Use of Non-Monetary Rewards........................................................................31
Figure 4.6 Employee Salary..............................................................................................33
Figure 4.7 Quality of Work................................................................................................34
Figure 4.8 Job Design........................................................................................................37
Figure 4.9 Employee Involvement....................................................................................38
Figure 4.10 Job Rotation....................................................................................................38