| dc.description.abstract | Volunteer workers supplement the efforts of many organizations' employees. They are generally associated with non profit organizations. However, their role is increasingly being accepted in the public and private sectors. Community Driven Development Committees (CDDCs)are a key feature of Community-Driven Development (CDD) projects. For such projects to succeed, local communities should be voluntarily involved in managing them. However, one major challenge of CDD is how to motivate poor people to actively participate in projects. This results in poor performance in the CDDCs. No study had previously been done on motivation of volunteer workers in Bungoma County.
The purpose of this study was to establish the effect of motivation on performance of volunteer workers in CDDCs in Bungoma County, Kenya. The objectives of the study were to determine the effect of personal development programmes as a component of motivation on performance of volunteer workers; to examine the effect of respect and recognition as a component of motivation on performance of volunteer workers; to establish the effect of social and professional networks as a component of motivation on performance of volunteer workers; and to determine the effect of monetary incentives as a component of motivation on performance of volunteer workers in CDDCs in Bungoma County.
The study adopted a descriptive survey design. This design was applicable because quantitative techniques were used to measure and describe the effect of motivation on performance. The target population was 255 volunteer community development workers of WKCDD&FMP. A sample size of 170 volunteer workers was taken, and stratified random sampling was used to select the 170 respondents from the target population. Primary data was collected using personally administered questionnaires. The instruments were piloted in Kholera sub location in Matungu District, - Kakamega County. The researcher sought the assistance of the supervisors in reviewing the instrument for validity and used the test re-test technique to confirm reliability.
The researcher personally administered the questionnaires. Data was analyzed using descriptive statistics such as frequency, percentage counts and mean aided by SPSS. The data is presented in frequency and percentage distribution tables. The study findings revealed that 80.7% of the respondents strongly agreed that personal development programmes improves their performance. 68.1% strongly agreed- that respect and recognition accorded to volunteers motivate them to perform better. On social and professional networks, 67.5% strongly agreed that exchange programmes enhance their performance; and 57.2 per cent of the respondents strongly agreed that monetary incentives motivate and improve their performance.
The study recommends that voluntary organizations should enhance personal development programmes; volunteer workers should be respected and recognized; and opportunities created for them to build and maintain social and professional networks. Monetary incentives for volunteers should also be enhanced to motivate and improve their performance. It is suggested that further research be done on related areas including challenges faced by voluntary organizations in managing performance of volunteer workers and the influence of institutional capacity on performance of volunteer workers. | en_US |
