1.0 INTRODUCTION

1.1 Background to the Problem

Motivation is one of the most important factors affecting human behavior. Motivation not only affects other cognitive factor like perception and learning but also affects total performance of an individual in organization setting. This is the reason why managers should attach great importance to motivation in organization (Prasad, 2005).

Motivation seems to be one of the most important tools for retaining employees and increases productivity. Organizations design motivation systems to encourage employees to perform in the most effective way and attract potential candidates. One of many ways to motivate employees is to give rewards and incentives for good performance (Memmott and Growers, 2012).

Every human being has got a push behind him/her to do something, organization with wise management should conduct research on such human behaviors as well as effective and efficient way to achieve organization objective. In such situation motivation becomes important as it makes better utilization of resources and workers abilities and capabilities (Scott, 1987).

Motivation is among crucial factor towards increasing the performance so as to achieve organization goals. Low motivation or complete lack of motivation at any organization within Tanzania or across the world leads to high employees’ 

inefficiency, turnover, fraud, corruption, absenteeism, and indiscipline at work. Good Supervisors and Managers maintains positive attitude by valuing employees and treating them fairly through designing supportive environment which motivates employees. The key to create the efficient motivation system is by answering the question on what really motivate employees (Memmott and Growers, 2012).

The significance of employee motivation is influencing employees to behave in a certain ways, motivation can ultimately decide the success or failure of an organisation. If an organisation knows why its employees come to work on time, stay with the an organisation for their full working lives and are productive, then the organisation may be able to assure that all of their employees and such understanding is essential to improve productivity. This imply that organisation success depend heavily on motivation and managers must understand what motivate their employees to perform better (Matsei, 2008).

Motivation function is among major task that should be handled by every organisation with better performance dreams. Motivation is a major task for every manager in creating the will of work among subordinates. Workers in any organization need something to push and keep him/her working for an organisation therefore an employee should be motivated to work for an organisation, if no motivation given then the quality of work or all work in general will be distorted (Mbogo,2013).

Pay and incentive in public service aim to compensate for work done, motivate and retain employees to avoid the need for expensive recruitment and training for replacement. It is in this context that The Government of Tanzania continues with efforts to motivate its workforce (Tanzania Public Service Pay and incentive Policy, 2010).

1.2 Statement of the Problem

Employee’s and organisation performance mostly depends on employee motivation. Low motivation affects employees and organisation performance. Motivated employees’ are royal, committed, and productive and provide good services to the organisation. Employer should exercise employee motivation through the series of rewards for job well done and better organisational performance (Sevanson, 2011) Although the Government of Tanzania has made an effort in enhancing compensation in the Public services but the increase did not result in convergence between public service pay level and those of the labour market comparators. A sizable gap still remains.

However the study on staffing problem in Tanzania conducted in 2008 on staff motivation, attraction and retention revealed that there some motivational problem existing in public services including lack of special incentives, lack of supplementary income opportunities, lack of quality housing, inaccessibility to social services such as education, health, water and electricity in working environment (Tanzania Public Service pay and incentive policy, 2010).

Some of researchers have just expressed problem of motivation in public sector in their studies, for example Gisela, (2014) conducted a study on “effects of motivation factors on employees’ job performance” and found existence of mismatch of employer rewards and employee’s need that affects employees peformance.

Despite the fact that Medium Term Pay Policy and Medium Term Pay Reform Strategy recognized the importance of non-pay factors in improved work performance due to motivation derived no system approach have been developed till now to incorporate them into the public service Also, pay and incentive levels in the public service especially for technical, professional and lower group cadre are still low leading to poor performance and low job satisfaction. For employees to carry out their duties effectively they have to be well motivated both intrinsically and extrinsically. A well-motivated employee seems to undertake tasks for his/her own sake (Tanzania Public Service pay and incentive policy, 2010).

Therefore completion of this study will improve motivation practice in public sector so as to improve employees and organisation performance.