| dc.description.abstract | The main objective of the study was to establish the determinants of motivation
among the employees of the National Social Security Fund in Nairobi. In order to
do this, the study investigated the following specific Objectives: The levels of
motivation among the NSSF employees; determinants of motivation among the
NSSF employees and Intervention strategies employed by the NSSF management
in order to cope with motivation levels among its employees. Over the last 42
years since its inception, NSSF has never effectively addressed her Human
Resources (HR) policies including putting in place workable and effective systems
of enhancing employee motivation.
Over the last two years poor organizational performance has been witnessed at
the NSSF. To achieve the above, a sample of 60 respondents was selected from among the
NSSF employees using stratified random sampling and simple random sampling.
The major instrument of data collection in this study a questionnaire, was
administered to employees of NSSF in Nairobi. Qualitative and descriptive
statistics are used in analysis and presentation of the data collected.
The key findings of the study were that motivation levels at NSSFare low due to
lack of proper implementation of existing polices. The study also found out that
determinants of motivation such job recognition, training and development,
reward management and job redesign are not properly used utilised in the Fund
though they exist as policies. Deriving from the findings, this study concluded that motivation levels at NSSF
are low as revealed by the study findings. The poor quality service, absenteeism
and rampant lateness by the employees reveal that employee motivation levels
are low at the Fund.
The various determinants of motivation revealed in this study are very useful to
employee motivation. These determinants include job recognition, employee
rewards, and training of employees. The study findings reveal that job
recognition determine employee motivation to a large extent. Training of
employees also plays a pivotal role in motivation of employees as it enhances
performance. These intervention policies include: Grievance Policy, Equal
Opportunity_Policy, Employer/Employee Relations, and training policy.
Intervention strategies used by the Fund to cope with employee motivation
according to the study findings reveal that though they exist as policies, they are
not properly implemented. The study therefore, recommended that management should train all its employees to enhance motivation and achieve increased productivity. The
management should always recognize employees' which can be done through
praises, tokens, letters or appreciation among others. This will enhance
motivation and employee productivity.
Job redesign refers to use of job techniques such job rotation, job enrichment
and job enlargement. Finally, the management should ensure that all the
existing intervention strategies are strengthened in order to boost employee
motivation and prevention labour turnover in the organization. The study
findings revealed that though employee rewards exist as a policy proper systems
on reward and sanctions have not been put in place. This therefore implies that
there is need for the organization to put fairly reward and sanction behavior in
order to motivate employees. | en |
