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| The Influence of Intrinsic and Extrinsic Motivation on Employees' Performance: A Case Study of African College of Commerce and Technology in South Western Uganda
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Friday Christopher, Ntirandekura Moses, Mbisi Enosh Muhindo, Mamerito Nturanabo
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Abstract:
The study was about the Influence of Intrinsic and extrinsic Motivation on employee performance at African College of Commerce and Technology in South western Uganda, it was guided by the following objectives: To identify how extrinsic factors influence employees" performance at African College of Commerce and Technology, To establish the motivation practices undertaken, To establish the relationship between extrinsic rewards and employees performance" and find out the effect of intrinsic rewards on employees performance". The major data collection instruments were, Interviews, questionnaires, group discussion, document analysis (reports) with the target population of 150 from which the sample size of 100 was derived. A descriptive correlational, cross-sectional and expost-facto design were used. Data analysis was done using frequencies, percentages, pie charts, means, and Pearson linear correlation ecoefficiency (PLCC). The findings indicated that in some cases, an employee could be more productive if she had a certain piece of software or even a more comfortable chair; focus on employee strengths. It is therefore based on the above that organisations need to determine the strengths of each of your employees and give each one tasks that fit his particular skill set; communicate clear goals and expectations to your employees since majority of employees want to be a part of a compelling future, want to know what is most important at work. Conclusively the study recommended that there is need to: create structure for the interview; establish minimum standards for non-verbal cues for employee standards and customer expectations; to solicit and discern the qualifications of an applicant and provide information about the job, organization, and culture; manage interviewer consistency; judge applicants on performance not on prior experience; provide applicants with information about your company; automate your interview; consider the customers' needs; give regular, accurate performance reviews; focus on employee strengths; communicate clear goals and expectations to your employees; encourage open communication; create a strong team environment; and support employees in their work and growth; collaborate and share on problem-solving; celebrate both financial and non-financial achievements. The following conclusions were drawn: The level of Influence of Intrinsic Motivation was good indicating that managers, directors and employees are trained how to manage their Influence of Intrinsic Motivation by validity of influence methods, emotional and physical state of the candidate, lack of rapport with the administrator of the measure, inadequate knowledge of how to respond to a measure, individual differences among respondents and question difficulty, hence performing effectively and efficiently. The level of Employee Performance was good also and a conclusion was made that the influences suit the institutions hence creating a change in an industry that differ from other industries, services as well as packaging.
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