Motivation and productivity of staff:an empirical study of the Ministry of Finance, Planning and Economic Development
| dc.contributor.author | Nashiba Ahmed Kaudha | |
| dc.date.accessioned | 2026-06-15T12:00:14Z | |
| dc.date.available | 2026-06-15T12:00:14Z | |
| dc.date.issued | 2026-04-24 | |
| dc.description | Undergraduate | |
| dc.description.abstract | This study examined the relationship between employee motivation and staff productivity at the Ministry of Finance, Planning and Economic Development (MoFPED) in Uganda. The study was motivated by persistent performance challenges within the public sector, including low employee morale, limited recognition systems, constrained career advancement opportunities, and concerns about overall productivity. The main objective was to assess how intrinsic and extrinsic motivational factors influence productivity and to propose practical remedies to address identified challenges. A mixed-methods research design employing concurrent triangulation was adopted. Quantitative data were collected from a stratified random sample of 36 employees using structured questionnaires, while qualitative data were gathered through in-depth interviews and focus group discussions with 15 key informants. Quantitative data were analyzed using descriptive statistics, correlation, regression, factor analysis, and ANOVA, while qualitative data were analyzed thematically to complement statistical findings. The findings revealed generally low satisfaction with existing motivational strategies, particularly in areas of career advancement, recognition systems, and performance-based incentives. Inadequate salary and limited promotion opportunities emerged as the most significant motivational challenges. Despite these concerns, staff reported moderate levels of productivity, particularly in meeting work targets and maintaining quality standards. Statistical analysis demonstrated a strong positive and significant relationship between motivation and productivity (r = 0.682, p < 0.01), with motivation factors explaining 52.6% of the variance in productivity. Reward systems were identified as the strongest predictor of productivity outcomes. The study concludes that employee motivation significantly influences productivity at MoFPED and that strengthening both reward and development systems is essential for improved organizational performance. It recommends enhancing recognition programs, establishing clear career progression pathways, improving working conditions, and implementing transparent performance management systems to strengthen the motivation–productivity nexus in Uganda's public sector. | |
| dc.identifier.uri | https://hdl.handle.net/20.500.12311/3333 | |
| dc.language.iso | en | |
| dc.publisher | Uganda Christian University | |
| dc.title | Motivation and productivity of staff:an empirical study of the Ministry of Finance, Planning and Economic Development | |
| dc.type | Dissertation |