Caroline njambi united states international university africa

Figure 4.11: Constant Feedback on Employee Performance Influences Motivation 
 
4.4.6Employee Responsibilities Impact on Overall Motivation 
Table 4.13 shows the respondents responses when the researcher asked them if they agreed 
that the level of employee responsibilities within the organization impacted on their overall 
motivation. Four-point-two percent of the respondents (n = 4) and 8.3% of the respondents (n 
= 8) indicated that they strongly disagreed and disagreed respectively that the level of 
employee responsibilities within the organization impacted on their overall motivation. 
Twenty-seven-point-one percent of the respondents (n = 26) were noncommittal and indicated 
that they neither agreed nor disagreed that the level of employee responsibilities within the 
organization impacted on their overall motivation. On the contrary, 40.6% of the respondents 
(n = 39) and 19.8% of the respondents (n = 19) indicated that they agree and strongly agreed 
respectively that the level of employee responsibilities within the organization impacted on 
their overall motivation. 

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Table 4.13: Employee Responsibilities Impact on Overall Motivation 
Level of Agreement 
Frequency 
Percent 
Strongly Disagree 
4 
4.2 
Disagree 
8 
8.3 
Neither Agree or Disagree 
26 
27.1 
Agree 
39 
40.6 
Strongly Agree 
19 
19.8 
Total 
96 
100 
4.4.7 Fairness in Treatment of Employees Influences Job Motivation 
Figure 4.12 shows the findings when the respondents were asked to indicate whether they 
thought that the level of fairness in treatment of employees influences job motivation. Six 
respondents (6.2%) indicated that they strongly disagreed that the level of fairness in 
treatment of employees influences job motivation. Twelve respondents (12.5%) indicated that 
they neither agreed nor disagreed that the level of fairness in treatment of employees 
influences job motivation. Thirty respondents (31.1%) and 48 respondents (50%) indicated 
that they agreed and strongly disagreed respectively that the level of fairness in treatment of 
employees influences job motivation.