Dissertation submitted to Dar es Salaam Campus College in partial fulfillment of the requirement for the award of Master of Business Administration in Corporate Management of Mzumbe University
Lack of motivation has been cited as among of the huge causes of corporate failure in both public and private sector. Motivation has been linked to staff morale to performance and deliver as expected.
This study investigates the significance of work motivation on employee performance in Medical Stores Department (MSD) of Tanzania. The study was conducted in MSD Headquarter in Dar es Salaam, from March 2014 to June 2014. The research design used was a case study research design where by an exploratory research for the study was applied.
A set of questionnaire consisting of both closed and open ended questions were used to collect data from 40 MSD Staff as respondents. The data collected was based on the available motivational packages at Medical Store Department. Also the extents to which motivational packages influence MSD Staff were captured.
The relationship between motivation and MSD Staff performance at Medical Store Department and the causes of poor performance of MSD Staff were also captured by the study. The data collected was analyzed using SPSS version 12 and the results were presented using tables, percentages, frequencies, pie charts and bar graphs.
The results were discussed extensively and the findings of the study indicated that Opportunity for further studies or Learning, Monetary incentive, Empowerment and Flexibility in job design are available at MSD but also it was noted all motivational package- were classified as discriminative and non-discriminative ones.
In overall ranking monetary incentive was revealed to be the most preferred motive compared to other ones. Then respondents were asked about motivational packages available in the Medical Store Department, Among of the consequences of staff demotivation realized at MSD after study were expiry, qualified audit report, substandard product and low productivity. It was also discovered that factors attributing to inadequate staff performance were; double standard in salary scale, salary gaps between employees, lack of support from management, delays in promotion and frequent system outage