MOTIVATION AND STAFF PERFORMANCE IN LOCAL GOVERNMENT IN UGANDA: A CASE OF ALEBTONG DISTRICT
OJOM, STEPHEN BAKER
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The study investigated the relationship between motivation and Staff performance in Local Government in Uganda, a case of Alebtong District District Local Government (DLG). The Problem of the Study was that Alebtong DLG has had several investigations on service delivery by Ministry of Finance, Planning and Economic Development; Inspectorate of Government; Auditor General and Criminal intelligent Investigation Department, Kibuli despite several attempts to improve staff performance. This study was purposely conducted to evaluate the relationship between recognition and staff performance in Alebtong District Local Government; to examine the relationship between responsibility and staff performance in Alebtong District Local Government; and to find out the relationship between personal growth and staff performance in Alebtong DLG. Cross sectional design by use of both qualitative and quantitative approaches, was applied in this study. Data was collected from the staff of Alebtong traditional civil servants, which included top management, senior management and lower management cadres, other staff and services beneficiaries using self-administered questionnaires, interviews, documentary reviews and focus group discussions. Statistical Package for Social Scientists (SPSS) was applied to analyze quantitative data while content analysis was used to analyze Qualitative data. Findings of the study indicated there was a significant relationship between recognition and staff performance; a significant positive relationship between responsibility and staff performance and also a significant positive relationship between personal growth and staff performance. Whereas the study objectives portrayed positive relationships, the results from interviews recommended improvements in the management of training processes in terms of selection of staff for the training opportunities in addition to pace and criteria for promotional opportunities at Alebtong DLG in order to encourage better staff performance. The study identified plagues, certificates of recognition or special training for top performers among others, as motivational tools and continued polishing on the factors at hand, including fringe benefits such as better work terms and condition of service and empowering the human Resources department to look into performance problems of employees and identify those which, if not done, could badly affect the organization, so that employees get motivated and control staff turnover – all in a bid to improve staff performance.