Effect of financial and non-financial incentives, organisational culture and leadership styles on employee motivation and how the impact influences the performance of employees: Empirical evidence from the Nigerian public sector

View/ open
Author
Aluko, Henry
Date
2019Type
Thesis
Publisher
Cardiff Metropolitan University
Metadata
Show full item recordAbstract
The Nigerian government have applied several reforms to develop the performance of its
workforce; in particular, how best to motivate the public sector employees to achieve this end.
This research examines employees’ judgement with regards to the financial and non-financial
incentives, organisational culture and leadership styles impact on the motivation of employees
and how their motivation becomes an attitude and reason for not performing well. A subsidiary
commitment of the research is to study the relevance of Western theories of motivation for
employee motivation in the Nigerian public sector. Several studies were developed from the
Western countries where the theories of motivation originated from, whereas reduced study
have been carried out in underdeveloped African nations like Nigeria. The foregoing shows that
the Nigerian public sector lacks any strategy to harness the motivation of its staff, whether
through financial or non-financial incentives, leadership styles, organisational culture as
expressed by the theories of motivation. A hypothetical model of the relationships between
these factors provided a conceptual framework that guided the research. A mixed research
approach using both questionnaires (quantitative) and interviews (qualitative) was employed to
enable the researcher’s understanding of the processes by which the factors considered
impinged on public sector employees’ motivation. The study findings justify and establish the
relevance of the Western motivation theories to the Nigerian public sector, and besides skills
and technological expertise, this study proves that leadership styles, financial and non-financial
incentives as well as organisational culture are drivers of employee motivation while motivation
is a major driver of employee performance. This study key contribution is that organisational
culture significantly impacts on employees’ motivation negatively based on its bureaucratic
nature in the way it envelopes the policies, rules and regulations, structures and processes that
determines both financial and non-financial incentives, leadership approach and job variables.
iv
Therefore, it is imperative that the Nigerian public sector give keen attention to the
development of a robust and flexible culture that will strategically develop and support the
implementation of a performance driven employees’ motivation that takes into account the
finding from this study. Future research recommendation revealed through this study
emphasises further investigation into the significance of organisational culture in the
management of organisational policies, rules, regulations, structures and processes that
determines key motivation factors so as to enhance both organisational and employee
performance.
Description
PhD Thesis - School of Management
Collections
Related items
Showing items related by title, author, subject and abstract.
-
An Investigation into Reward and Incentive Schemes and The Impact They Have On Motivation Within Different Business Sectors.
Brown, Rebecca (Cardiff Metropolitan University, 2016-04)Motivation and motivational theorists are a huge part of organisational cultures and are still always developing. With such theorists as Maslow, Herzberg and Alderfer there are always going to be new adaptations of what ... -
A Study on the Impact of Motivation on Employee Performance: An Exploratory Case Study on a Dubai Based Semi-Government Commercial Bank
Wijesundera Mudiyanselage, Lathika Krishan Wijesundera (Cardiff Metropolitan University, 2018-01)Motivation may be characterized as being the driver which integrates those internal and external factors found to stimulate an individual to be continually interested and committed to a job role or subject. In the engagement ... -
Human capital development in the UAE Islamic banking sector: addressing the challenges of Emiratisation
Qambar, Amal Sabah Obaid (Cardiff Metropolitan University, 2015)The development of human capital often faces challenges due to skills gaps in the labour market and this is exacerbated by the distinctive differences between the skills gained through education and those required by the ...