Caroline njambi united states international university africa

Total 
96 
100 
Four-point-three percent of the respondents (n = 4) indicated that confidentiality of HR 
employee information was a factor that they thought influenced employee motivation while 
6.3% (n = 6) indicated that delegation of jobs was a factor that they thought influenced 
employee motivation. Five percent of the respondents (n = 5) indicated that an organization 
having growth opportunities was a factor that they thought influenced employee motivation. 
Two percent of the respondents (n = 2) indicated that fairness and equity was a factor that 
they thought influenced employee motivation. Several other factors were cited by the 
respondents as those that influence employee motivation as indicated in Table 4.19. 

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53 
4.5.9 Recommendations for Improving Employee Job Motivation
 
Table 4.20: Recommendations for Improving Employee Job Motivation 
Recommendations
Frequency Percent 
Appreciation of efforts 
27 
28.1 
Attach monetary awards to annual appraisal 
5 
5 
Conducive working environment 
4 
4.2 
Employee involvement in the organization decision making 
4 
4.2 
Ensure staff appraisal are attached to monetary value 
4 
4.2 
Equal job opportunities 
2 
2.1 
Flexibility in working 
6 
6.2 
Fringe benefits 
2 
2.1 
Improve on extrinsic and intrinsic motivational factors 
4 
4.2 
Job autonomy 
6 
6.2 
Job rotation 
6 
6.3 
Need for fairness on job opportunities 
6 
6.3 
None of the above 
2 
2.1 
Periodic job evaluation 
2 
2.1 
Rewards for good management 
4 
4.2 
Salary standardization 
2 
2.1 
Sense of belonging 
6 
6.2 
Staff recognition 
2 
2.1 
Supportive supervision 
2 
2.1