Low staff motivation
Staff are not motivated to perform well and do not identify with the organization.
Risk type: Consequence
Risk driver: Internal
Behaviour and service orientation of staff are essential for the performance of an organization. Staff have the responsibility to fulfil their job duties and deliver high-quality work as part of their employment contract. However, in reality staff may not be motivated to do a good job for different reasons: because staff performance is not monitored, agreed principles of conduct are not followed, or there is simply no system of incentives or sanctions that ensures that staff are dedicated to their work. Poor management, abuse of positions, and preferential treatment of some staff by managers may also negatively affect staff motivation.
- Money, equipment, or materials frequently disappearing from within the premises
- Absenteeism from work1
- Low quality of work1
- Low productivity1
- High staff turnover1
- High number of complaints by staff1
KEY GUIDING DOCUMENTS
Chepkilot, R. K., 2005, The development of motivational strategies for public sector workers in Kenya, Thesis presented in fulfilment of the requirements for the Degree Doctor Technologiae: Human Resources Management in the Faculty of Business and Economic Sciences at the Nelson Mandela Metropolitan University South Africa
Low morale in the Kenyan police force1
Target group: Utilities, public institutions
The work performance of public sector workers in Kenya has been a major concern to the Kenyan government, civil society, development partners and the people of Kenya. The prevailing situation at the work place has been one of low work performance and poor service delivery. […] It is important to note that the public service provides the enabling environment under which the players in the economy are able to operate effectively and efficiently. One of the public sector departments which has experienced low morale is the police department.
The low morale in the police force has seen the rise of insecurity across the country. The security situation has resulted in lack of foreign investor confidence. A large number of the investors have withdrawn from Kenya citing insecurity as the reason and moved to countries which they consider safe. This withdrawal, among other factors has contributed remarkably to the decline in the economy.
One of the major problems facing the public sector has been identified as low motivation of workers. The problem indicators include: absenteeism from work stations, low quality work, low productivity, lateness, stealing of government property, corruption , insecurity, laziness, a high rate of complaints by the workers, and high staff turnover among the professional staff.
According to Aseka (2002, p. 4), many of the problems in the public service could be attributed to low morale in the service.
- Chepkilot, R. K., 2005, The development of motivational strategies for public sector workers in Kenya, Thesis presented in fulfilment of the requirements for the Degree Doctor Technologiae: Human Resources Management in the Faculty of Business and Economic Sciences at the Nelson Mandela Metropolitan University South Africa