Influence of Motivational Factors on Employees’ Performance Case of Kenya Civil Aviation Authority

In this 21st Century Era organizations have appreciated that the throbbing heartbeat of the organization is in the workforce resource. Organizations are henceforth appreciating that it’s of utmost necessity for employees and employers (management) to have a positive smooth relationship for a vibrant environment for growth to be experienced. This study was an assessment into the influence of motivational factors on employee performance in the Kenya Civil Aviation Authority. The researcher focused on training & development, rewards management, employee relations and employee resourcing as the independent factors that employee performance depends on for good results to be achieved. The researcher dived in to this research because in this modern competitive era, business organizations are faced with ever-growing challenges regarding commitment, engagement, belief, recruitment and retention of their employees. Indeed multiple studies in different countries and across industries show that employees who are passionate about their jobs and the organizations in which they work are in the minority. The researcher enlisted the Maslow Hierarchy of Needs Theorem, the Mc Gregor Theory X and Y, the Vroom’s Expectancy Theory and McClelland Human motivation theory in the Theoretical Review. Empirical review of the independent variables was also incorporated by the researcher though in a nutshell. Descriptive research design was adopted for this research. The researcher further used the two main methods of investigating and collecting data i.e. quantitative and qualitative. The target population of this study composed of all employees at the Kenya Civil Aviation Authority Headquarters in Nairobi City County of Kenya. Probabilistic sampling was used to determine the sample size. This study further adopted simple random sampling because the method is free of sampling error or classification error and it requires minimum advance knowledge of the population. Data in this study was collected from the two main sources namely; primary and secondary. Secondary data or desk research is the data from the internationally recognized news press, reports and periodicals. Primary sources are the major data sources. A questionnaire consisting of a number of questions was developed in a definite order on a form or set of forms. Further interviews were also conducted as source of primary data. For data organization the raw data collected was keyed into a spreadsheet and then copied in to Minitab. Analysis was done by use of statistical techniques; coefficient of correlation ( r ) or simple correlation method which is the most widely used for measuring the degree of relationship between two variables qualitatively. Spreadsheets and Minitab 18 were used to facilitate analysis as they have in-built formulas. The researcher found out that reward management as variable was preferred by the employees when it was both monetary and non-monetary forms. In this state the significance level was found to be 84.9% towards the employee performance. Keywords: performance appriasal, Rewarding, Employee Resourcing, Employee Relations DOI : 10.7176/EJBM/11-12-20 Publication date : April 30 th 2019