THE ASSESSMENT OF EMPLOYEE MOTIVATIONAL PRACTICE IN HIGHER EDUCATION RELEVANCE & QUALITY AGENCY

Abstract

The essential need of implementing employees’ motivation has been concern for organizations. Because it has been proved that motivation is one of the deciding factors in work performance and for the success or failure of an organization. Understanding employee’s motivation requires a systematic approach and organizations must understand that employee’s input is very essential. Therefore, this study has attempted closely to examine and assess how the concept of employee motivation is understood and managed in the Higher Education Relevance & Quality Agency. This study was intended to address three basic categorized questions that consists a total of 36 different questions. Identifying the current motivational schemes currently applied, assessing the perception of employees’ towards the motivational practice, and identifying factors that hinder the implementation of motivational practices of the Agency were the major issues addressed by this research. The study was conducted on 68 respondents that represent 84 percent the total population. The researcher commenced his study by reviewing the relevant literature that was available via books, articles, journals and online resources. The researcher used descriptive research methods in attaining information to answer his research aims and objectives. Mann-Whitney U test has been carried out to prove whether there exist underlying employees’ perception differences. Any test scores observed from sampled data has been administered by using Cronbach's Alpha in order to evaluate the reliability of output data. Employees’ responses have been analyzed through SPSS in order to test statistical inferences and make recommendations and conclusions. Based on the summary of the analysis, the majority of respondents have felt that the existence of different salary scale and different salary payment for the same job level were the major factors that hinder the implementation of motivational practice in the Agency. On contrary, 70 percent of the respondents were dissatisfied due to the absence of special enforcement mechanisms and absence of reward as a result of their job performance. The researcher believes that unless these factors are resolved systematically, it would difficult to achieve the organizational goal. The researcher believed that the results of this study and those presented and discussed in this thesis an forwarded recommendations could be useful in helping the Agency and to determine what motivates employees and what should be done to motivate its employees. Furthermore, this study could serve as a reference for further research.