| dc.description.abstract | Theconceptofemployeemotivationhasbeenaperennialsubjectof
debateamongscholars.Motivationdoesaffectandcontinuesto
affectemployeeperformanceinorganizationsthatleadstolow
performance.Thispaperseekstoexamineselectedmotivational
issuesthataffectemployeeperformanceintheKenyancivilservice.
Motivationplaysacriticalroleintheoverallperformanceandgrowth
oforganizations.Mostoftheemployeesinthecivilserviceexhibit
lowmotivationtocertainextentcontributestotheminimal
performance.ThegovernmentofKenyathroughitsministriessince
theearly1990’shascomeupwithstrategiestowardsperformance
improvement. TheseissuesdonotonlyaffecttheKenyancivilservicebutalsoother
developingeconomies.Assuch,managerscontinuetobepreoccupiedwith
thesearchofstrategiesandmeasurestobetakentoimproveandincrease
employeeperformance.Thisisdonewithsoleobjectiveofenhancing
employeeperformance.However,theunderlyingfactorsofde
motivationcontinuetothreateneverygainthatthemanagementin motivationcontinuetothreateneverygainthatthemanagementin
organizationsmake.Yetithasbeenarguedthatdemotivated
employeescannullifysoundorganizations.Thispaperseeksto
examinetheselectedmotivationalfactorsaffectingemployee
performancewithreferencetoKenya’scivilservice Thepaperisstructuredbasedonthefollowingareas:How
remunerationaffectsemployeeperformanceinthecivilservice.How
workingenvironmentaffectstheemployeeperformanceinthecivil
service,employeetraininganddevelopmentthataffectemployee
performanceinthecivilservice,theimpactoforganizationalcultureon
theemployeeperformanceinthecivilservice.Thispaperisexpected theemployeeperformanceinthecivilservice.Thispaperisexpected
toshedmorelighttothetopmanagementonissuesandstrategies
relatedtoemployeemotivationincivilserviceespeciallyinthecontext
ofdevelopingeconomieslikeKenya | en_US |
