Motivational practices and performance of lecturers in tertiary institutions in Arua district.

Abstract

This study sought to examine relationship between motivational practices and performance of Lecturers in Tertiary Institutions in Arua District. The study objectives were to: establish relationship between financial rewards and performance of Lecturers, examine relationship between delegation of responsibilities and performance of Lecturers and to establish the relationship between training and performance of Lecturers in Tertiary Institutions in Arua District. Seven (7) Tertiary Institutions operating in Arua district were involved. A total of 154 people including seven (7) Administrators and 147 Lecturers participated in the study. Questionnaires and Interview guides were used for data collection and a correlational survey design adopted to examine the relationship between motivational factors and employee performance. Findings revealed that the overall performance of Lecturers was not good. Financial rewards provided included health insurance, housing and transport allowances. Results further showed that provision of financial rewards as a motivation practice is positively related (r= .419, p<.05) with lecturers’ performance, while delegation of responsibilities and performance of Lecturers in Tertiary Institutions are also positively related at (r= .672, p<.05). The study also found out that there is a positive correlation (r= .744, p<.05) between training and performance of Lecturers in Tertiary Institutions. Generally, motivational practices predict 60% of Lecturers’ performance in Tertiary Institutions in Arua District. Hence, it was concluded that financial rewards, delegation and training as motivational practices positively relate with the level and scope of performance of lecturers in Tertairy Institutions in Arua District. Therefore, it was recommended that: more financial rewards be introduced in Tertiary Institutions, Scholarship opportunities be provided to Lecturers and increased delegation practices be done for all Lecturers at all levels of management. More so, non-monetary financial rewards such as certificate of recognition and employee award of the year be introduced. Job rotation and compulsory training of lecturers as part of professional development were also to be prioritized. The influence of motivational practices and performance of Lecturers in other districts in West Nile region; impact of motivational practices and performance of non-teaching staff and role of other motivational practices apart from Financial rewards, Delegation and training) on performance of Lecturers in Tertiary Institutions were identified for further study.