Effect of Motivation as Factors on Employees Performance in Public Institutions: A Case Study of Rwamagana District

Many organizations especially public organizations have for a long time been blamed for having poor staff motivation schemes resulting to poor corporate performance and hence failure to reach such organizations? business objectives. The problem is that motivating public employees is easier said than done. Public workers have a reputation for being lazy and tired. The objectives of this study is, to analyze the role of financial motivation on employee performance in Rwamagana district, to examine the role of non-financial motivation on employee performance in Rwamagana district and to assess the role of working environment motivation to the performance of employee in Rwamagana district. In this study researcher was used Stratified random sampling. Data collection instruments for the purpose of this study researcher were used questionnaires and interview technique. The target populations of this study were 968 employees of Rwamagana district and the sample size are 283. The objectives of this study were achieved as follow Spearman's correlation coefficient, (r=0.724) shows that there is Positive high correlation between effect of motivation factors and employees Performance. ANOVA results further shows that the sig value (0.000) is less than the level significance (0.05). The F-statistics (F=214.145) is far greater than the P-value (0.000) hence a further confirmation that aspects of financial motivation, non-financial motivation and workplace environment motivation were significantly influential the employee's performance in Rwamagana. The linear regression analysis shows that financial motivation, Non-financial motivation and workplace environment motivation were strongly affect the employee Performance in Rwamagana district, with (R2=0.909). All independents variables contributed 90.9% to employee's performance in Rwamagana district. Achieving an organization's goal through excellent employee's performance depends largely on the contribution made by employees. In this regard, the following steps are therefore recommended. Leaders in Rwamagana district are encouraged to show greater interest in the welfare of workers to make them more valuable and see themselves as contributors to the success of district through effective leadership.