Impact of Motivation and Hygiene Factors Government Employees in Tanzania Research 2022

Motivation and hygiene factors
impacting employee performance of
government employees in Tanzania
Student’s Name
Supervisor's Name
Faculty
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INTRODUCTION (BACKGROUND)
• Motivation plays a great role towards employee performance.
• Job satisfaction depends on two factors: Motivators and Hygiene (dissatisfies)
• Motivators : recognition, performance, job status, chances for growth
• Hygiene factors: low wages, poor colleagues interrelations, secondary work settings,
along with physical work place
• In developing nations, most employees focus on their lifestyle and the
remuneration for motivation
• The way employees are treated affects
• the quality of their work,
• their attitude toward services assigned and
• rate of work performance

PROBLEM STATEMENT
• There is need for efficient, quality and effective performance in most
government urgencies and ministries in Tanzania.
• Tanzania adapted the labour-intensive technique of production
• Most organization in Tanzania fail to ensure motivation to their
employees but needs good result performance
• Increased Employee’s turnover increases the cost of operation due to
employee replacement
• Study will evaluate the role of motivation to employee performance
at all workers at the ministry of water in Tanzania

SIGNIFICANCE OF RESEARCH
• Help in policy formulation applicable in Motivation hence
attain sustainable development
• the finding of this research will help increase motivation in
the ministry of water and other institutions to ensuring
worker satisfaction.
• Recommend strategies that can be employed by the nation
to come up with a sustainable project that meets the needs
of employees.

RESEARCH QUESTION
• What role does motivational factors and hygiene factors play
toward employee performance in the ministry of water
Tanzania?
• What motivational packages highly stimulate employees’
performance in the ministry of water
• What motivational techniques/tool are used by the ministry
of water to motivate employee hence stimulate high
performance?
• What are the views and opinions of employees’ on
motivation in the Ministry of water?

LITERATURE REVIEW
• Motivation-Hygiene Theory
• It claims that motivators and hygiene factors function on the same
plane
• Motivation factor and Hygiene factors must be improved to increase
jobs satisfaction and reduce dissatisfaction
• Job dissatisfaction is influenced by: policies and rules, working
conditions, base wages/ salary, supervisor quality
• Jobs satisfaction is influenced by recognition, achievement,
responsibility, personal growth.

LITERATURE REVIEW
• Employee Motivation
• It is the driving factors which determine total effort expended in
performing a given task.
• Motivational factors have been seen to increase performance due to job
satisfaction
• Approaches to enhance motivation are based on
• cognitive behaviors which include monitoring as well as strategic utilization
• non-cognitive aspects that entails
• Personal perceptions,
• Notions
• Attitudes

LITERATURE REVIEW
• Employees' Work Performance
• Performance is the result obtained after applying effort in
doing work
• It is measured by productivity
• It is influenced by
• Knowledge,
• Creativity
• Motivational to the employees
• Nature of the organization.

LITERATURE REVIEW
• Expectancy Theory
• In deciding how much effort to put into a work
behavior, individuals consider their expectancy.
• The expectancy theory can be divided into three key
factors:
• Expectancy
• Instrumentality
• Valence

HYPOTHESIS
• There will be a strong relationship between
motivation-hygiene factors and employee
performance.
• Poor remunerations are directly linked to lack of
commitment, low morale and low productivity.
• Employee motivation stimulates innovation and the
argue to achieve personal and organization goals.

CONCEPTUAL FRAMEWORK
Employee’s
performance
Monetary
motivational
Motivational
characteristics
Non-
monetary
motivational

RESEARCH METHOD
• The research will adopt positivism and enterpretivism
(quantitative and qualitative) as the research philosophies
• Qualitative design will be used in data collection
• Quantitative design will be used in data analysis
• The study will employ a case study design
• Data was primarily collected from the field through direct
interviews, phone interviews, discussion and participant
observation

TIME SCHEDULE
Activity August 2019 September 2019 October 2019 November 2019
Proposal Writing
Submission of the
proposal
Data Collection
Data Analysis
Report Writing
Submission and defence.

DISCUSSION
• The study will examine the role of hygiene and motivational factors toward
the performance of employees
• Motivations at work include promotion, paying for performance,
involvement and allowance
• There will be a robust relationship between motivation-hygiene factors, job
satisfaction and employee performance.
• The motivation of employees is the complex forces which initiates as well as
sustains voluntary activity that lead to the attainment of personal objectives.
• Motivation-hygiene theory indicate that both motivational and hygiene
factors play a significant role in job satisfaction and employee’s performance.

LIMITATION
• The generalization on the findings is limited to the
only selected ministry of water.
• study will only focus on the effects of motivational
and hygiene factors on performance level of workers
in public organizations.
• The current study aims to assesses performance
among the employees but fails to note the effect of
motivation on the employers

References
• Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzberg’s two-factor theory. Life Science Journal, 14(5), pp.12-16.
• Hur, Y., 2018. Testing Herzberg’s two-factor theory of motivation in the public sector: is it applicable to public managers?. Public
Organization Review, 18(3), pp.329-343.
• Kiruja, E.K. and Mukuru, E., 2018. Effect of motivation on employee performance in public middle level Technical Training Institutions
in Kenya. IJAME.
• Kuvaas, B., Buch, R. and Dysvik, A., 2018, July. Individual variable pay for performance, incentive effects, and employee motivation.
In annual meeting of the Academy of Management, Chicago, USA.
• Lăzăroiu, G., 2015. Employee motivation and job performance. Linguistic and Philosophical Investigations, (14), pp.97-102.
• Lee, M.T. and Raschke, R.L., 2016. Understanding employee motivation and organizational performance: Arguments for a set-theoretic
approach. Journal of Innovation & Knowledge, 1(3), pp.162-169.
• Mark, A., 2015. Factors Influencing Teachers’ Motivation and Job Performance in Kibaha District, Tanzania (Doctoral dissertation, The
Open University Of Tanzania).
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University (Doctoral dissertation).
• Weis, L.M. and Cardona, A., 2017. Advice giving and receiving in formal and informal work relations–effects on jobs satisfaction.
In Integrating individual psychology and social networks.
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