Effect of Employee Motivation On Employeee Performance

EFFECT OF EMPLOYEE MOTIVATION ON
EMPLOYEEE PERFORMANCE:
A CASE STUDY OF SALAAM BANK,
MOGADISHU
BY
AHMED MOHAMED DIRIE
72837824372782
A RESEARCH DISSERTATION SUBMITTED TO

THE FACULTY OF HUMANITIES AND SOCIAL
SCIENCES IN PARTIAL FULLFILLMENT
FOR THE AWARD OF MASTERS DEGREE
IN BUSINESS ADMINISTRATION
(HRM) OF INTERNATIONAL
UNIVERSITY OF
EAST AFRICA
JANUARY, 2021
CHAPTER ONE
INTRODUCTION
1.0 Introduction
This chapter contains background of the study, problem
statement, purpose of the study, objectives of the study, research
questions, scope of the study, significance of the study,
conceptual framework, definition of key terms.
1.1 Background of the Study
1.1.1 Historical perspective (Talk about the history of IV and
DV at different levels)
Globally
Africa
Somalia
Salaam Bank, Mogadishu
Globally, the motivation is main factor that affect the human

resources of the organization and this impacts the performance
of employees (Beer, & Walton, 2014). In U.S, motivation seems
to be one of the most important tools for retaining employees
and increases employee performance (Mohamed & Ahmed,
2011).
In Africa, the importance of motivation for team members at
work cannot be overemphasized (Baron et al., 2012). In
Nigeria, if managers are able to motivate and encourage their
subordinates the result will be commitment to perform their
duties diligently and promptly hence leading to better
employee performance.
In Somalia’s most companies, the employees perform less when
they are poorly motivated (Baron et al., 2012). Therefore,
motivation is directly proportional to the performance of
employee.
At Salaam bank, Mogadishu, motivation is key for talent
employee performance (Mohamed & Ahmed, 2014). No matter the
economic environment, the goal of Salaam Bank management is
to create a workplace that is engaging and motivating, where
employees want to stay, grow and contribute their knowledge,
experience and expertise and thus enhances employee
performance (Aguinis, 2012).
1.1.2 Theoretical perspective (Talk about 1 or 2 theories

related to either IV or DV)
 Name of the theory
 Name(s) of Author(s) of the theory
 Year in which the theory was developed
 General information about the theory
 Relevance or justification of the theory to the study
The study will be based on Maslow’s hierarchy of needs theory
developed by Abraham Maslow in 1943. Maslow's hierarchy of
needs is a motivational theory in psychology comprising a five-
tier model of human needs, often depicted as hierarchical levels
within a pyramid. From the bottom of the hierarchy upwards, the
needs are: physiological (food and clothing), safety (job
security), love and belonging needs (friendship), esteem, and
self-actualization.
While some of the existing schools of thought at the time (such
as psychoanalysis and behaviorism) tended to focus on
problematic behaviors, Maslow was much more interested in
learning about what makes people happy and the things that they
do to achieve that aim (Beer, & Walton, 2014). As a humanist,
Maslow believed that people have an inborn desire to be self-
actualized, that is, to be all they can be. In order to achieve these
ultimate goals, however, a number of more basic needs must be
met such as the need for food, safety, love, and self-esteem.
Every business wants their employees to think big, work hard,
be inspired, and even be inspirational. Psychologist Abraham
Maslow may have provided a blueprint. Maslow developed a
psychological theory of human motivation, proposing that for
high-level motivation or self-actualization to occur, more
fundamental needs must first be addressed. Maslow's five-tier
hierarchal model starts with basic physiological needs, safety,
and belonging, then progresses to self-esteem and self-
actualization.
1.1.3 Conceptual perspective (Talk about concepts or
definitions of IV and DV only)
Motivation is the process that initiates, guides, and maintains
goal-oriented behaviors. Motivation is a reason for actions,
willingness, and goals. Motivation is defined as the reasons why
you are doing something, or the level of desire you have to do
something.
Employee performance is defined as how an employee fulfills
their job duties and executes their required tasks. It refers to the
effectiveness, quality, and efficiency of their output.
Performance also contributes to our assessment of how valuable
an employee is to the organization.
1.1.4 Contextual perspective (Talk about the what is taking
place in your case study regarding IV and DV)
At Salaam Bank, Mogadishu, motivation is main factor that
affect the human resources of the bank and this impacts the
performance of employees. The management of the Bank should
be motivating their employees for the best performance or for
achieving the organizational goals of Salaam Bank.
1.2 Statement of the Problem
I- Ideal situation (Talk about the connection between IV and
DV only)
When workers are effectively motivated, they are likely to
perform better and hence achieving organizational goals and
objectives. Employee’s motivation and their ability collectively
participate into employee’s performance and in their difficult
tasks given by the manger are to purpose get maximum
productivity.
R- realistic situation (Talk about actual problem and
possible causes of the problem)
Currently, it is believed that the performance of employees at
Salaam Bank, Mogadishu is severely declining. This is
attributed by lack of sufficient Bonuses, Allowances and Wages.
C- Consequences (Talk about the negative effects of the
problem)
As a result of the poor performance of employees, Salaam Bank
is experiencing low levels of Profitability, limited Liquidity and
decline in Market share etc. It is in this aspect that the researcher
aims at examining the effect of motivation on employee
performance of Salaam Bank, Mogadishu.
1.3 Purpose of the study
The purpose of the study is to examine the Effect of employee
motivation on employee performance of salaam bank,
Mogadishu
1.4 Objectives of the study

1.4.1 General Objective
The general objective of the study is to examine to examine the
Effect of employee motivation on employee performance of
salaam bank, Mogadishu
1.4.2 Specific Objectives
GENERAL METHOD/ FORMAT
First Objective – Independent variable
Second Objective – Dependent variable
Third Objective – Relationship between IV and DV
Supporting statements of objectives
 Causes
 Solutions
 Contributions/ roles/benefits
 Effects
 Effect/ relationship/ Impact/ influence
 Consequences
 Challenges
 Factors
 And
 On
 In
 The
 Etc
 To examine
 To identify
 To assess
 To establish
 To find out
 To determine
To examine the contributions of motivation at Salaam Bank,
Mogadishu
To establish factors influencing employee performance at
To determine the relationship motivation and employee
performance at Salaam Bank, Mogadishu
MANY TO ONE METHOD/ FORMAT

To examine the effect of bonuses on employee performance at
To establish the effect of allowance on employee performance
at Salaam Bank, Mogadishu
To assess the effect of wages on employee performance at
1.5 Research questions
What is the effect of bonuses on employee performance at
Salaam Bank, Mogadishu?
What is the effect of allowance on employee performance at
Salaam Bank, Mogadishu?
What is the effect of wages on employee performance at Salaam
Bank, Mogadishu?
Research hypothesis
There is no significant effect of bonuses on employee
There is no significant effect of allowance on employee
There is no significant effect of wages on employee
Conceptual framework
Independent variable Dependent variable
MOTIVATION EMPLOYEE PERFORMANCE

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EFFECT OF EMPLOYEE MOTIVATION ON

A RESEARCH DISSERTATION SUBMITTED TO

Globally, the motivation is main factor that affect the human

1.1.2 Theoretical perspective (Talk about 1 or 2 theories

1.4 Objectives of the study

MANY TO ONE METHOD/ FORMAT

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