Abstract
BACKGROUND: Rewards are used to strengthen good behavior among employees based on the general assumption that rewards motivate staff to improve organizational productivity. However, the extent to which rewards influence motivation among health workers (HWs) has limited information that is useful to human resources (HRs) instruments. This study assessed the influence of rewards on motivation among HWs in Narok County, Kenya. METHODS: This was a cross-sectional study done in two sub-counties of Narok County. Data on the rewards availability, rewards perceptions and influence of rewards on performance, as well as motivation level of the HWs, was collected using a self-administered questionnaire with HWs. SPSS version 21 was used to analyze descriptive statistics, and factor analysis and multivariate regression using Eigen vectors was used to assess the relationship between the reward intervention and HWs’ motivation.RESULTS: A majority of HWs 175 (73.8%) had not received a reward for good performance. Only 3 (4.8%) of the respondents who received rewards were not motivated by the reward they received. Overall, reward significantly predicted general motivation (p-value = 0.009).CONCLUSION: In Narok County, the HR’s instruments have not utilized the reward system known to motivate employees. In the study area, hard work was not acknowledged and rewarded accordingly. In addition, there were not sufficient opportunities for promotion in the county. An increased level of reward has the potential to motivate HWs to perform better. Therefore, providing rewards to employees to increase motivation is a strategy that the Narok County health system and its HR management should utilize.
Highlights
The task of developing a strategic rewards framework for organizations is usually challenging but is essential to survive in the competitive and changing health environment
The goal of this study was to document the status of the influence of rewards on motivation amongst the health workers (HWs) serving in public health facilities in Narok County, Kenya
A large proportion of the sampled HWs were based at the county hospital 87 (36.7%) and were males 133 (56.1%)
Summary
The task of developing a strategic rewards framework for organizations is usually challenging but is essential to survive in the competitive and changing health environment. A well-designed incentive program contributes to a measurable change in behavior when organizations tie rewards to vehicles of achieving clearly defined goals. Motivation process is seen as a course of action that encourages employees to establish goals, take action, and work towards attaining the set goals. Employees need to be cognizant of the association between how they are motivated to work towards achieving set goals and the incentives they get. The extent to which rewards influence motivation among health workers (HWs) has limited information that is useful to human resources (HRs) instruments. This study assessed the influence of rewards on motivation among HWs in Narok County, Kenya
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