Motivation and Employee Performance in Stanbic Bank, Kagadi (Uganda)

TABLE OF CONTENTS

DECLARATION

APPROVAL

ACKNOWLEDGEMENT

TABLE OF CONTENTS iv

LIST OF TABLE viii

LIST OF FIGURES ix

LIST OF ABREVIATIONS x

DEFINITION OF KEY TERMINOLOGY xi

ABSTRACT

CHAPTER ONE: INTRODUCTION 1

1.0 Introduction 1

1.1 Background for the study 1

1.2 Problem statement 3

1.3 Objectives of the study 3

1.3.1 General objective 3

1.3.2 Specific Objectives of the study 4

1.4 Research question 4

1.5 Scope of study 4

1.5.1 Content scope 4

1.5.2 Geographical Scope 4

1.5.3 Time Scope 5

1.6 Significances of the study 5

CHAPTER TWO: LITERATURE REVIEW 6

2.0 Introduction 6

2.1 Motivation 7

2.2 Motivation practices 8

2.3 Job satisfaction 9

iv

2.4 Motivational Theories 9

2.4.1 The Hierarchy of Needs Theory 9

2.4.2 The expectancy theory 10

2.4.3 The Hygiene Theory 11

2.4.4 The equity theory 11

2.4.5The carrot and stick theory 12

2.4.6 Goal Theory of motivation 12

2.4.7 The Reinforcement Theory 13

2.4.8 McClelland’s Need Theory 13

2.4.9Attribution Theory 14

2.5 Employee performance 14

2.6 Factors affecting motivation of employees 14

2.6.1 Reward system 15

2.6.2 Job titles 15

2.6.3 Relationship with leaders 15

2.6.4 Corporate culture! commitment 15

2.7 Factors affecting employee performance 16

2.7.lGoal clarity 16

2.7.2 Knowledge of structures 16

2.7.3 Feedback 16

2.7.4 Mental models 17

2.7.5 Self satisfaction and incentives 17

2.7.6 Technology 17

2.8 The relationship between motivation and employees performance 17

2.8.1 High job competence and high behaviors 18

2.8.2 Lower job competence and mid high behaviors 18

2.8.3 Low behaviors and low job competence 18

2.9 Challenges of motivation 19

2.9.1 Corporate culture 19

2.9.2 Performance feedback style 19

V

2.9.3 Feedback mechanisms .19

2.9.4 Relationship between motivation and employees performance 19

2.10 Conceptual framework 21

CHAPTER THREE: METHODOLOGY 22

3.0 Introduction 22

3.1 Research design and strategy 22

3.2 Study area 22

3.3 Study population and size 22

3.4 Source of data 23

3.5 Data collection method and instruments 23

3.6 Data analysis, processing and presentation 23

3.7 Anticipated limitations of the study 24

CHAPTER FOUR: PRESENTATION, INTERPRETATION AND ANALYSIS OF

FINDINGS 25

4.0 Introduction 25

4.1 Back ground information 25

4.1.1 Gender 25

4.1.2 Age 26

4.1.3 Education level 27

4.1.4 Marital status 27

4.2 MOTIVATION 27

4.2.lWorking environment 27

4.2.2 Favorable policies 27

4.2.3 Feedback performance 28

4.2.4 Recognition 28

4.2.5 Wages 28

4.2.6 Bonuses 28

vi

4.2.7Allowances28

4.3 PERFORMANCE 29

4.3.1 Feedback and Performance 29

4.3.2 Wages and Performance 29

4.3.3 Recognition and Performance 29

4.3.4 Allowances and Performance 29

4.3.5 Bonuses and Performance 30

4.3.6 Favorable policies 30

4.3.7 Working environment 30

4.4 Respondents’ suggestions on ways of increasing employee performance and

motivation 30

CHAPTER FIVE: SUMMARY OF FINDINGS, CONCLUSION AND

RECOMMENDATIONS 30

5.0 Introduction 31

5.1 Summary of the findings 31

5.2 Conclusion of the findings 31

5.3 Recommendations of the findings 32

5.4 Areas for further research 32

REFERENCES 33

APPENDICES 35

Appendix I: Questionnaires 35

Appendix II: time frame work 38

Appendix III: Work Plan 39

Appendix IV: The location of Kagadi on the map of Uganda 40