Motivation and Employee Performance of Commercial Banks in Uganda Limited:A case of Centenary Bank Uganda Uganda Limited

Abstract

The study examined the relationship between Motivation and employee performance at commercial banks in Uganda, Centenary Bank was taken as the case study. The study was premised on the following research objectives: to examine the relationship between intrinsic motivators and employee performance at Centenary Bank, to establish the relationship between extrinsic motivators and employee performance at Centenary Bank and to find out the moderating effect of management style on the relationship between Motivation and employee performance at Centenary Bank. The study adopted a descriptive cross sectional research design where both quantitative and qualitative approaches were used. In this study, 190 respondents were sampled but the total response rate for surveys and questionnaire was 155 representing a response rate of 81.5%. The data was collected using questionnaires and interviews and quantitative analysis was done using regression analysis and correlation. Qualitative analysis was done using content analysis. The results indicated that there is a positive relationship between intrinsic motivators and employee performance at Centenary Bank. Secondly, the results indicated that there is a positive relationship between intrinsic motivators and employee performance at Centenary Bank and thirdly it was revealed that leaders emphasize priorities and good moral standards, but some leaders are driven by their personal interests to act the way they do. There is job security in Centenary Bank, most employees who leave, do it at their own will. Findings revealed that it is not a culture that the best employees are recognised. It was observed that all employees of Centenary Bank get paid on time, just as it is in line with the reward policy of the organization. It was observed that they are not paid for any extra responsibilities; the salary they earn is a consolidated figure. It was recommended that: there is need for Centenary Bank to come up with clear promotion procedures and guidelines that will guide employees on how they can be promoted to higher levels of responsibility. A system that rewards high performance and discourages low and mediocre performance should be put in place to include various rewards such as financial rewards, public acknowledgments, promotions, greater work responsibilities. There is need for Centenary Bank to pay more attention to democracy in all departments. The employees must be allowed to decide on issues that directly affect them.