122 Records out of 22207 Records

Influence of teachers' motivation on students' performance in Kenya Certificate of Secondary Education in public secondary schools in Imenti South district Kenya

Author: Gitonga, Dinah Wanja

Awarding University: University of Nairobi, Kenya

Level : MED

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Imenti South District ; Educators ; Secondary education ; Academic achievement ; Motivation ; Secondary school students ;

Abstract:

The purpose of the study was to investigate the influence of teachers' motivation on performance of students in KCSE in public secondary schools in Imenti South District. Five research objectives were formulated to guide the study. The research objectives were to identify the factors influencing the motivation of teachers in public secondary schools in Imenti South district; determine whether teachers' age has any influence on student performance in KCSE in public secondary schools; establish whether working conditions of the teachers has any influence on students' performance in KCSE in public secondary schools; examine whether professional development of the teachers has any influence on students' performance in public secondary schools and lastly to establish whether teachers' remuneration has any influence on students'performance in KCSE in Public secondary schools in Imenti South district. The study adopted a descriptive survey. The sample was 100 respondents. Data were gathered by use of questionnaires. The analysis was done using the Pearson Correlation Coefficient and Linear Regression. Findings revealed that conducive working conditions had been provided by the schools. It is expected that with conducive working condition in schools, teachers would be motivated to perform better hence good students' performance in the examinations. Finding also revealed that age of the head teachers negatively influenced school performance. Findings also revealed that there was a strong relationship between professional development and KCSE performance in secondary school. Regression analysis on whether KCSE performance was influenced by remuneration factors revealed a strong relationship between remuneration related factors and school performance in secondary school. Based on the findings it was concluded that working conditions provided conducive learning atmosphere which teachers to perform better hence good students' performance in the examinations. The study also concluded that teachers' age negatively influenced (-0.65) school performance. This implied that the more teachers are advanced in age the poorer the school performance. The study also concluded that influenced performance revealed a strong relationship between working condition and school performance in secondary school. The study further concluded that there was a strong relationship between professional development and KCSE performance in secondary school. It was also concluded that there was a strong relationship between remuneration related factors and school performance in secondary school. Based on the findings it was recommended that schools' B.O.G and TSC should improve the intrinsic motivation factor of teachers, by recognizing the teachers for their achievement by writing commendation and recommendation letter to them, as inclusion in decision making that affect them. Teachers should be provided with opportunities for professional growth. There should be a promotion procedure with an aim of shortening the promotion period but pegging it on students' performance in the KCSE. B.O.G/TSC should improve the extrinsic motivation factors. Headteachers as well as teachers should capitalize on a more reward based system than punitive measures to enhance discipline and eventually desirable KCSE performance. The researcher suggested that a replica of the study should be carried out in the districts other than Imenti south District, to explore whether public secondary schools in different districts are exposed to the same influence of teachers' motivation on the performance of students. A study on relationship between teachers' motivation and KCPE performance should also be investigated for comparative purpose and finally a study to be . conducted to investigate whether high level of motivation of teachers have any influence on students performance in KCSE in public secondary schools in Kenya.

Influence of principals' leadership styles on teacher motivation in public secondary schools in HomaBay county

Author: Akinyi, Jane Joseph

Awarding University: University of Nairobi, Kenya

Level : MED

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Homa Bay County ; Educators ; Leadership ; Motivation ; Secondary schools ; School administration ;

Abstract:

The purpose of the study was to investigate the influence of principals' leadership styles on teachers' motivation in public secondary schools in Homa Bay County. The objectives of the study were; to identify how autocratic leadership style influence teacher motivation in public secondary schools; to establish how democratic leadership styles influences teacher motivation in secondary schools; to determine how principals who practice laissez faire leadership style affects motivation of teachers, and to investigate the extent to which personal characteristics influences motivational strategies employed by principals in public secondary school. This study guided by the two-factor theory advanced by Fredrick Herzberg (1966). Descriptive survey-was used in this study. The sample of the study was drawn from 209 secondary schools with a total of 3912 teachers and an average of 18 teachers per school. This produced a target population of 3912 teachers. Simple random sampling was used to ensure that all categories of schools and teachers were represented. The sample size was 100 teachers who were randomly selected from the pool of 20 secondary schools. The study employed a questionnaire for data collection. Validity of instrument is improved through expert judgment. To test reliability of the instrument test-retest technique was used. Descriptive statistics were used to analyze the quantitative data obtained. The study revealed that democratic leadership style was commonly used by principals in area of study. From the study, it is evident that more than half the teachers were demotivated by the autocratic leadership style. This can be attributed to the fact that autocratic leadership style does not involve the teachers in decision making hence the principals make all the decisions and welding absolute power assigning tasks to members of the group. Data obtained in this study also indicates that democratic leadership style leads to high level of teacher motivation in terms of commitment, hard work and achievements targets set. On the challenges, faced by principals who practice laissez faire leadership and how it affects motivation of teachers. This method involves a non-interference policy which allows complete freedom to all workers and has no particular way of attaining goals. Trends observed revealed that teachers were demotivated by the laissez faire leadership. Poor pay is the leading cause of low motivation among teachers. From the results of this study, the researcher concludes that; a majority of the teachers indicated that democratic leadership is the best style that promotes motivation of the teachers because it gives room for consultation in decision making. From previous research findings and from this present study, several recommendations are made for consideration by the government, TSC, schools, teachers, parents and teachers; since most principals leadership styles were democratic as rated by themselves and teachers, this lead to high level of motivation among teachers and hence they had a common goal to achieve. The principal is able to satisfy teachers' expectation by giving them current information, opportunity for growth and development, effective supervision. The principals who use autocratic leadership styles should include other leadership styles to enable improve their leadership by involving teachers in decision making programmes so as to improve their relationship. School principals should adopt democratic leadership styles, where they involve all teachers, non teaching staff members and the students in making decision that affects their day to day activities in the schools. KEMI and the universities should incorporate in their teacher training curriculum emerging leadership theories as transformation and how they impact on human resource management.

Factors that influence employee performance in Kenya Wildlife Service

Author: Sokoro, James Mogaka

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Employee morale/Motivation/Job satisfaction/Quality of service/Kenya Wildlife Service/Wildlife conservation ;

Abstract:

Understanding the factors that influence employee performance is vital because the organization will reinforce those factors to improve performance. State Corporations and Private Companies play a key role in the Kenyan economy; however adequate attention has not been focused on understanding the factors that influence employee performance. The main objective of this research was to determine the factors that influence employee performance in Kenya Wildlife Service. A survey questionnaire was designed and utilized to collect data regarding several factors that affect employee performance. The data was collected and analyzed statistically to support or reject the propositions in the research. The findings of the research indicated that seven factors predominantly influenced employee performance. The results provided support for the research proposal that a number of factors influence employee performance in Kenya Wildlife Service. From the study it was concluded that organizational factors such as the organizational structure, work environment, nonmaterial incentives, and individual factors such as knowledge, skills, attitude and rewards influence employee performance. This study examined factors that influence employee performance usmg a descriptive case study of Kenya wildlife service. To this end therefore the same study should be carried out in other organizations to determine if the same results would be obtained: The study used a sample size of 316 respondents and thus the study suggests that for other studies determining factors that influence employee performance, a larger sample size should be used to obtain more accurate conclusions on this subject.

A survey of the motivation to going public among private hospitals in Kenya

Author: Were, Wycliffe Owuor

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Motivation/Going public/Hospitals ;

Abstract:

Health is a fundamental human right, which must be supported by fair and sustainable health financing systems, based on equity .and efficiency in promoting universal access to quality health care and protecting people, especially those living in poverty or in conflict areas, from financial risks and catastrophic health expenditures. The main objective of this research was to find out whether IPO-based equity financing strategy is a viable alternative method for meeting the capital demand in the health care industry in Kenya since fuelling the growth and expansions in the industry is not possible through bank loans and private equity alone. The survey of finance managers from eight private hospitals in kenya which are big enough to go public about the motivations of going public identified financing for growth as the most important benefit of an IPO. Their views on other motivations vary from hospital to hospital. Seven of the eight hospitals surveyed view going public primarily as a means to raise capital for growth and as a vehicle to strengthen their bargaining power with creditors without relinquishing control. Despite divergent views on other issues, nearly all finance managers agree that the benefits of going public significantly outweigh the costs. The study asked questions on assumptions and implications of several IPO models. The results provide strong support for the IPO theories that emphasize financing as a major advantage of an IPO, and medium support for models that focus on investor recognition, balance of power, monitoring, and financial flexibility as major benefits among different hospitals. The study finds less support for the asymmetric information and cost of capital theories. Evidence gathered suggests that going public is a viable alternative financing option worth giving a thought in the Kenyan health care industry.

Employees' perceptions of the effects of motivation on service quality in the Kenyan public sector : a case study of Public Health Department of Thika Municipality

Author: Wa-Mwachai, M A M

Awarding University: University of Nairobi, Kenya

Level : MA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Municipal employees/Perceptions/Motivation/Quality of service/Local government/Thika Municipality Public Health Department (Kenya)/ ;

Abstract:

All over the world, organizations exist and function In complex and dynamic environments. The dynamic environments require organizations to develop innovative ways of meeting the needs of the time and closing the gap between goals and actual performance. Most important among the measures taken by organizations, is to deliver quality services to their clients. Delivery of quality services is a key determinant of the survival of organizations. However, the level of achievement of organizational goals including delivery of quality services depends on how well the human resource is motivated. This study was an inquiry into employees' perceptions of the effect of motivation on service quality delivered to the public. The broad objective of the study was to explore the role of motivation on the quality of services provided by the public sector using Thika Municipality Department of Public Health as a case study. The specific objectives of the study included assessing the perceived levels of staff motivation in the Public Health department of Thika Municipality, investigating the perceived effects of motivation on the quality of services delivered to the public, assessing the perceived service quality, and exploring factors that affect staff motivation in Thika Municipality Department of Public Health The study used primary data to achieve its objectives. Primary data were obtained through direct interviews with the employees of Thika Municipality Department of Public Health. To enhance the reliability of data, triangulation of both quantitative and qualitative approaches were used. This means that survey questionnaires and interview guides were used to interview respondents and key informants respectively. Data collected were analyzed using both quantitative and qualitative techniques. The analysis of quantitative data involved use of descriptive statistics in form of percentages and frequencies. Content analysis technique was used to analyze qualitative data. The results of the analysis showed that motivation strongly influences the quality of services provided to the customers/clients. The study further revealed that several factors influence the level of motivation among employees. The factors identified include the work environment, tools and technology, relationships between co-workers, support by the management, salaries, and participation in decision-making and training opportunities among others. The study recommends that management should treat their employees well and fairly because the way employees are treated by the management has a direct impact on the quality of services delivered by the organization. Hence if employees are treated well, they will also treat the customers well. Organizations should also institute training programs for their employees. This should include formal classroom instruction that focuses on job skills and attitudes and the expectations of management, as well as on-the- job training that allows staff to learn about the organization and the work from interaction with co-workers. The management should also allow employees to think independently and participate in decision-making particularly those that most affect them. And finally, management should recognize and offer appropriate rewards to the employees who go an extra mile to provide good services. Similarly, those who work for extra time should be rewarded with appropriate bonuses.

Factors influencing teacher attrition at public secondary schools in Mbooni East district, Kenya

Author: Kasau, Onesmus Mulei

Awarding University: University of Nairobi, Kenya

Level : MED

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Mbooni East District/Educators/Attrition/Motivation/Secondary education ;

Abstract:

Teacher attrition is a component of teacher turnover and in this study it means the permanent loss of teachers from the teaching service. National statistics indicates that 10,000 teachers are lost annually due to various reasons ranging from resignations, assignment of non-teaching job in other ministries and other quit to join the private sector. Currently more. than 75,000 teachers are needed in secondary schools to replace those lost and to cater for the increasing student enrolments due to the Free Day Secondary Education programme. The main objective in this study was to investigate the factors that influenced teacher attrition at public secondary schools in Mbooni East District. The study sought to determine the extent to which working conditions, teachers' education levels, remuneration packages for teachers, work load and levels of teachers' discipline influenced teachers' exit from the district. The study adopted the Equity Theory of motivation since employees (teacher) retention depends on levels of motivation in their workplace. The study adopted the Descriptive survey design with a target population was of 252 respondents. Since the population was heterogeneous, the researcher used purposive sampling technique for the DHRO, DEO and the principals. For the teachers who were the other respondents, proportional stratified sampling was used so as to get a representative of the bigger teacher population. Questionnaires, interview guide and document analysis were used to collect data from the respondents. There was demographic and numeric data generated to capture the number of teachers who left teaching in the district. Respondents also gave their own opinions in the open ended questions. Data collected was summarized in tables. Data was presented in frequencies, graphs and pie charts. Descriptive analysis and narratives were used in interpretation of the data generated to make inferences. After analyzing the data, the study established that 102 teachers had left teaching in the district in the last five years (2007-2012). The study established that teacher attrition was because of individual teacher factor and institutional factors. The study identified inter-district transfers accounting for 36 percent, availability of greener pastures in the private sector 20 percent, interdictions 15 percent, poor remuneration 10 percent, poor working conditions 10 percent and health problems 9 percent as the main push/pull factors that influenced teacher attrition in the district. Due to this, teacher shortage was very high with, mathematics, sciences and languages being the hardly hit. The study established that male teachers were highly affected accounting for the 68% ofthe lost teachers in the district. Teacher attrition was also on an upward trend and it was even more worrying more teachers approximately 100 were undertaking further studies which was established to be a pull factor since those who had gone for further studies accounted for 4 percent of the teachers who left the district either to take up non-teaching duties at the Ministry of Education or teach at tertiary institutions. Working environment was a major challenge and teacher were working in hardship zone characterized by water shortage, inadequate housing, long distances to and fro work place, majority were residing in the markets near their schools and there were inadequate health facilities. The study concluded that teachers' workload was high with 55 percent teaching more than 27 lessons per week, the recommended Average Teaching Load (ATL) by Teachers Service Commission. This was even made worse since it was compounded by increased enrolment rates occasioned by the Free Day Secondary Education programme started in 2008 and led to increased student numbers. This led to very large classes, congestion, pressure on the existing infrastructure/facilities and increased workload for the teachers. The schools curbed teacher shortage by employing teachers who

Institutional factors influencing motivation among teachers in public primary schools in Kirinyaga West district, Kenya

Author: Kiritu, Catherine Wanjiku

Awarding University: University of Nairobi, Kenya

Level : MED

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Primary schools/Kirinyaga West District/Educators/Motivation/School administration ;

Abstract:

The purpose of the study was to investigate the institutional factors that affect motivation among teachers in public primary schools in Kirinyaga West district. Specifically the study examined how participation in decision making, role conflict, working conditions, and monetary rewards affects motivation among teachers in public primary schools. Descriptive survey design was used in this study. The target population for this study included the 41 public primary schools in Kirinyaga West District with a population of 41 head teachers, 533 teachers and 82 students. Data was collected using questionnaires. Prior to the main research, the study undertook a pilot study to measure validity and reliability. The researcher ascertained instrument validity by comparing the pilot study responses to the expected responses. From the findings the determined correlation coefficients for teachers' head teachers and pupils were 0.703, 0.792 and 0.82 respectively. The researcher administered the questionnaire to the head teachers and teachers in the selected schools on agreed dates. Data collected from the respondents was both quantitative and qualitative in nature. Quantitative data was analyzed using descriptive statistics while qualitative data was analyzed using content analysis. From the findings, teachers were rarely allowed to participate in major decision making and rarely felt as part of leadership. The teachers had not experienced contlict between what the head teachers expect them to do, and what they felt they should do in the course oftheir duties. The study found that the teachers' personal needs were not well catered for like day offs. The working environment was not conducive. The study found that sometimes there were monetary appreciations to teachers to motivate them. The study concluded that teachers were less motivated and thus not satisfied with their job. In addition, they were not tom by conflicting job demands as they had to do things they thought they were part of their duties. The study concludes that personal needs of teachers were not well catered for and working environment in the schools was not conducive. There were no adequate monetary rewards for every teacher. The study recommended that head teachers should practice participatory leadership because a lot of knowledge and facts are gathered since ?. the teachers will have a broader perspective. The job demands should be discussed with teachers to ensure that the duties of the teachers are in line with what they expect. Working environment should be made conducive and monetary appreciations should be used to motivate teachers. The Kenya Educational Staff Institute (KESl) should design training courses suitable. in addressing motivation. This will benefit public schools primary teachers in gaining knowledge on various levels of motivation suitablein enhancing their performance in the teaching field. Having explored the institutional factors influencing motivation among teachers in public primary schools in Kirinyaga West District, a similar study is recommended in other parts of the country as well as private schools in order to investigate the validity of the findings.

Factors influencing employee motivation at the Bamburi Cement Limited

Author: Kivuva, Catherine Njeri

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi, Jomo Kenyatta Memorial Library ;

Subject Terms: Employee morale/Motivation/Bamburi Cement Limited/Cement industry ;

Abstract:

Most companies today realise the importance of having a motivated workforce as it enables them to perform better at work and in the long-term, helps to boost growth of the organisation. The companies therefore strive to provide better working environments, employment contract terms, and welfare provisions as well as providing opportunities for employees to grow and nurture their talents. All this is done to attract and retain the best employees in the market. This research therefore seeks to answer the question: what is the effect of leasing out employees of Bamburi Cement Limited Kenya to partner organizations on their motivation. The research was conducted at Bamburi Cement Ltd to determine the factors that influence employee motivation among its staff. BCL has 550 permanent employees based in their Athi River, Upper Hill and Mombasa branches. Primary data was collected using structured questionnaires. The questionnaire which has two sections contained both close-ended and open-ended questions. The first section of the questionnaire contained questions on the bio-data of the respondents and the second section contained questions relevant to the objective of the study. Data was analysed and presented using descriptive statistics such as means, frequencies, percentages and standard deviations. From the study it can be concluded that there are several factors that affect employees' motivation in organizations which include supervision, employee development, pay and benefit, reward and recognition, work environment and these are well practiced in Bamburi cement Limited.

Motivation and satisfaction as functions of perceptions of reward : a case study of employees of Kenya Revenue Authority

Author: Kimiru, Veronica Wachuka

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Motivation/Job satisfaction/Employee morale/Perceptions/Kenya Revenue Authority ;

Abstract:

Kenya Revenue Authority (KRA), like any other public organization, despite establishing reward systems to improve its employees, its employees have been criticised of being lazy, corrupt and that they lack professionalism in their work (Abuga, 2007). The Authority is thus under constant pressure to revise its benefit offering to staff, which includes a reward and recognition programme that staff buy-in too, is satisfied with and which is linked with the organisation's strategy. Therefore, the aim of this study was to investigate the role played by perceptions of reward on motivation and job satisfaction of employees at the Kenya Revenue Authority. This study was a descriptive survey research design. The population of interest is all 2800 employees at KRA. A sample size of 280 employees was selected using multistage sampling technique for the purpose of this study. Primary data was collected using questionnaire. The questions were both open-ended and close-ended. The questionnaires were administered through drop and pick method. Descriptive statistics in the form of mean, frequency and percentage was used to describe the data. The mean score for each department was calculated and the standard deviation used to interpret the respondents deviation from the mean. Pearson Product-Moment Correlation statistic was used to determine the relationship between the independent and dependent variables. The results were presented on frequency distribution tables and bar charts. The results revealed that there is a significant relationship between all eight of the subdimensions of work motivation and satisfaction, that include work content, payment, promotion, recognition, working conditions, benefits, personal, leadership (level of satisfaction with the organisation). The results indicate that there is a significant statistical relationship between all of the eight dimensions of the motivation and job satisfaction and reward. It is evident from the study that reward systems influence employee motivation and satisfaction. It was also significant to discover that there is a direct and positive relationship between reward systems and job satisfaction and motivation, and employee performance. Therefore, KRA could benefit by focusing on the factors that positively impact employee motivation and job satisfaction. There is need therefore for KRA to reward and recognition its employees in order to motivate them and enhance the job satisfaction.

Perceived relationship between motivation practices and employeee productivity in Kenya Commercial Bank (KCB) Limited

Author: Kinoti, Lydia Kanana

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Motivation/Commercial banks/Productivity incentives/Employee morale/Productivity/Kenya Commercial Bank/Banking industry ;

Abstract:

Employees in any organisation need to be satisfied with their jobs in order to be productive. Motivation practices ensure customer service quality, and contributes to employee retention and commitment. Lack of motivation in return affects productivity . The objective of the research paper was to determine the perceived relationship between motivation practices and employee productivity at KCB. Primary data was used for this research and data was collected using a semi-structured questionnaire. The target population was the top level managers, middle level managers, clerical staff, contract staff and support staff respectively. It was established that the respondents agreed that the management provided opportunity for them to develop personally and professionally, they also agreed that training opportunities increased employee motivation. The study established that the employees thought that job security offered them job satisfaction and motivation. The results from the Pearson moment correlation coefficient established a positive relationship between motivation factors and employee productivity at KCB. The correlation matrix indicated that compensation was highly correlated with conducive working environment (.627) and also highly and positively correlated with interesting and challenging work as indicated by a coefficient of (.793). Employee productivity was highly correlated to compensation (.698) and conducive working environment with a coefficient of (.735). The study recommends compensation, conducive work environment, interesting and challenging work, training opportunities, and job security as the key motivators and for high output from the employees, organisations should implement them, as this would boost their morale which would lead to high efficiency and effectiveness.