The Impact Of Motivation On Employees Performance In An Organization: A Case Of Unicef Somalia Support Centre, Nairobi

Research Project Report Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirement for the Master of Science Degree in Executive Master of Organizational Development (EMOD)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 populance 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 census technique was used in the study to select the respondents from the list of employees provided by the human resource department in order to capture the entire population, thus, the sample size of the study was 122. Primary information for the study was gathered utilizing an organized questionnaire. Descriptive analysis was used to determine the proportions and frequency of the variables. Correlation tests were used to draw inferences about the population from the sample and Statistical Package for Social Sciences (SPSS) was used to facilitate the data analysis. The study revealed that UNICEF Somalia did not use monetary rewards to motivate its employees. The study showed that the company used non-monetary rewards like recognition, decision making roles, promotion, flexible working hours to motivate employees. The study showed that the employees indicated that they believed that money was a crucial incentive to work motivation and that most of them used the value of money to perform the function of a scorecard by which they assessed the value that the organization had placed on their services. 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 occured 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 programme 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