The Effectiveness of Motivation on Job Performance in Tanzania Construction Sector, The case of SUMAJKT

The main objective of the study is to explore the effectiveness of motivation on job performance in Tanzanian construction sector. The specific objectives were to identify different methods used to motivate employees, to determine the relationship between motivation and employee performance and to assess factors that hinder effectiveness of motivational strategies. The study employed questionnaire survey and interview methods for data collection. Specifically the study was carried out at SUMA JKT where 100 respondents were involved due to shortage of time and cost. Finally the conclusion of the study is not firm because of the following issues, although the respondents perceive that there has been a considerable success in the use of both the hygiene factors and motivators the reality may depart greatly from this standpoint. In a situation were the findings are correct then we can conclude that the hygiene factors such as working conditions, work relations, physical environment, supervision and job security, as argued by Herzberg should be able to form the baseline that can then stimulate the motivators such as achievement, recognition, responsibility ,advancement and training, to motivate the workers to perform well. In that light the motivation in SUMAJKT is seen to be good and therefore the resultant good performance. However in the findings three quarter of the employees consented to having heard complaints in relation to the poor performance. This brings a new dimension of poor performance against good motivation. In addition the problem statement shows a dysfunctional organization and the assumption of the study is not Supported by the findings. These contradicting issues raise a lot of doubts in the researchers mind and it is only through further research that clarity can be put to some of these issues. The researcher for the above reasons is not confident to come up with an absolute position that workers at the SUMAJKT are not so dissatisfied with motivation and that performance is good but the findings support that position. As stated earlier there is need for more research