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The main theme of this paper was to assess job motivation and satisfaction of
employees at COSTECH and the way the two influence performance of the
organization. Various specific objectives were established, and these were to identify
factors that lead to employees’ motivation at work place (COSTECH), to identify
factors that lead to employees’ job satisfaction at work place (COSTECH) and to
determine the influence of employees’ motivation on job satisfaction. The study was
conducted at Tanzania Commission for Science and Technology using a case study
design, and based on qualitative approach. Total number of 60 respondents
constituted a study sample. Both secondary and primary data were used; primary data
were obtained through interview, observation, questionnaire and secondary data were
obtained through review of existing literature. The study revealed that, practices for
job motivation were very little which play a small role in human resource
management at COSTECH and also it has led poor job performance, employees
productivity is low, low job enrichments, little customer satisfaction, decrease in
work morale, job motivation in this case does not facilitate team work, little job
motivation decrease efficiency and effectiveness on work process and low job
motivation lead to low personal growth.
The findings of the study reveal that even through job motivation which leads to
employees’ satisfaction have a number of benefits, at COSTECH the situation is
different as most of the practices of motivation are not given priority and this leads to
performance of the employees and the organization being low. Various practices
which reflect little existence of job motivation as among the way of improving
employees’ performance at COSTECH is observed as majority of the respondents on
the questionnaires and interview and through observation showed that the practices
of motivation which lead to employees being satisfied and hence lead higher
performance, higher productivity, higher organizational profit, higher customer care
and higher employee retention are very minimal. The result shows most of the job
dimensions are not taken care of at COSTECH. This means that advancement of
employees is little and not planned, no recognition is given for good work done,
personal and working relationship is not given higher priority, and there is no proper |
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