Influence of extrinsic motivation on employee performance in public institutions: a case study of Kenya Broadcasting Corporation

Munyambu, Alexander Karega
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Strathmore University
Maintaining a motivated workforce is critical to achieving the objectives of every organization. Many organizations especially public organizations have for a long time been blamed for having poor staff motivation schemes resulting to frequent unending employees’ strikes. This study, therefore, sought to find out the influence of extrinsic motivation on employee performance in public institutions in a case study of Kenya Broadcasting Corporation (KBC). The specific objectives of this study were to examine the influence of salaries/remuneration, employees’ promotions, training and development and incentives on employee performance at Kenya Broadcasting Corporation (KBC). Theoretical and empirical studies were reviewed to assess the factors likely to influence employee performance. The study adopted descriptive research survey. The study employed simple random sampling to select eighty two (82) respondents drawn from the general staff and upper, middle and lower level employees at KBC. The data was collected primarily through semi-structured questionnaire. The study adopted descriptive statistics analytical techniques to analyze the variables, using Statistical Program for Social Sciences (SPSS). Statistical tools used for the research analysis were mainly the inferential statistics, specifically correlation patterns and multiple regression analysis. The study found out that the management of KBC employs quantity of work, quality of work, job knowledge, creativeness, cooperation (punctuality) and dependability to measure employee performance and that the performance of employees at Kenya Broadcasting Corporation based on the above measures was generally good. The study further showed that among the four variables that influence employee performance at KBC, salary scored the highest with a mean of 4.26, followed by incentives 4.1, then promotion at 3.95 and the least important factor is training and development with a mean of 3.75. Furthermore, the study found out that in order to improve employee performance, the management of KBC should increase incentives such as paid-in vacations, decent housing, overtime allowances and company vehicles based on equity and fairness. Finally, the regression model showed that salaries contributes most to employee performance at KBC followed by incentives, then promotion and the least significant is training and development. The study recommends that; the management of KBC should design a good remuneration system that should be updated according to the labor market. The study also recommends that the management of KBC should focus on providing competitive salaries in order to reduce the frequent incidences of employee strikes. The management of KBC should also fast track on investing in training and development of staff, providing equitable incentives and providing fair promotion opportunities. The main limitation of the study was that data collection was conducted in the wake of the Covid-19 pandemic thus having to adhere to set health measures led to untimely responses. This study contributes to this subject by identifying the extrinsic motivational factors that could be optimized with a view to enhancing employee performance amongst government employees, while providing evidence of how the two variables interplay.
A Thesis submitted in partial fulfillment of the requirements for the award of the Degree of Masters of Business Administration at Strathmore University Business School
Employee motivation, Extrinsic motivation, Employee performance, Salaries, Employees’ promotions, Training and development, Employee incentives