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FACTORS INFLUENCING PERFORMANCE OF SKILLED STAFF IN TECHNICAL INSTITUTIONS

IN KENYA:A CASE OF KIAMBU INSTITUTE OF SCIENCE AND TECHNOLOGY.

DECLARATION

I hereby declare that this submission is my own work towards the diploma of Human Resource

Management and that, to the best of my knowledge, it contains no material previously published by

another person nor material which has been accepted for the award of any other diploma of the ,

except where due acknowledgement has made in the text.

.......................M.W.N ..........16/05/2019
Margaret Wangechi Njenga W.N.N.......... 1.......................

KNEC Index Number-2052010675 Signature Date

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AKNOWLEDGEMENT

My sincere thanks goes to the Almighty God for making it possible for me to finish this trade project. I

am very grateful to my supervisor, Mrs Olive Gichuri, for all the necessary support accorded to me

during the project writting . I want to thank the Hr manager in Kiambu Institute Of Science And

Technology for giving me the information i needed and lastly to my parents for giving me the finances

i needed through out the research .

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DEDICATION

I dedicate this work to all Human resource managers especially in Technical Institutions to help them

out in improving performance.

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ABSTRACT

This study was carried out to ascertain factors that influence performance of skilled staff of Technical
institutions.This study used three dependent variables which include:Employee motivation,working conditions
and employee commitnent.The research seeks to benefit the administration of Kiambu Institute Of Science
and Technology,scholars,trade unions and human resource consoultants .
The study used descriptive research design and data was collected by use of questionnaire .The target
population was 187 from all categories .
The smple size was 180 respondents.
The śtudy findings were analyzed and presented inform of charts,graphs,tables.The research findings showed
that increased employee motivation,good working conditions and his employee committment increases
employee performance.

It recommended that the management should find a way of motivating every employee for every staff is
diffrent.The management should also train staffs on the importance of employee committment.
Among the major findings are that employee motivation if high it influences greatly in a positive way and if its
low it influences their performance negatively .Those respondents who agreed to these were 94.4% and those
who disagreed were 5.6% of the respondents .
The other finding was on if working conditions influenced employee performance and 80.6%said it was
average and it needed to be improved.
Findings on employee committment showed that these employees were not conversant with its importance
and how it was related or influenced their performance.
The conclusions i reached at at the end of this study is that it is evident employee motivation and their
performance go hand in hand with the other three independent variables.Employees find it essential that their
seniors recognize them when they have performed.The employees need a bit of their working conditions
improved or looked into.Employee committment is seen not to be understood well by the staffs what it entails
and how it is influencing employees performance.Most of the respondents seem to be quite contended with
how things and processes run around this institution and how they have been performing.
This institution has recorded very low labour turn over and this is evident from the respondents responses on
Tenure of respondents.
I suggest that management changes on how they motivate employees and come up with diffrent ways of
motivating employees as they are diffrent.I also have a suggestion on the management providing training to its
employees more regularily in order to achieve both organizational and staff development .

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TABLE OF CONTENT

TABLE OF CONTENT

LIST OF TABLES

LIST OF FIGURES

CHAPTER ONE
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1.0 INTRODUCTION

1.1 Background of the study

1.2 Statement of the problem

1.3 Objectives of the study

1.4Significance of the study

1.5 limitations of the study

1.6 Scope of the study

CHAPTER TWO

2.0 Introduction

2.1:Literature review

2.1.1 Employee motivation

2.1.2 Working conditions

2.1.3 Employee Commitment

2.2 Theoretical Review

2.2.1 Abraham Marlow Hierarchy Of Need Theory

2.2.2 Herzbergs Two Factor Theory

2.3 Empirical Review

2.3.1 Employee Motivation and Performance of staff

2.3.2 Working Conditions and performance Of Staff

2.3.3 Employee Commitment and performing of skills

2.4 Summary gaps to be filled by the study

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2.5 The Conceptual Frame Work

2.6 Chapter summary

CHAPTER THREE

RESEARCH METHODOLOGY

3.1 Introduction

3.2 Research Design

3.3 Target Population

3.4 Sampling design

3.5 Data Collection Procedures and Instruments

3.5.1 Research procedures

3.5.2 Pilot Testing

3.5.3 Reliability Of Research Instrument

3.6 Data Analysis

3.6.1 Data Presentation

REFERENCE:

APPENDICES

APPENDIX 1 : EMPLOYEE QESTIONNAIRE

APPENDIX 2: BUDGET

APPENDIX IV: WORK PLAN

CHAPTER ONE

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1.0 INTRODUCTION
This section gives a fore ground of the subject in question, further presents a statement of the problem, the
main aim of the study and the specific reasons. The significance of the study and finally a scope of the study.
Background of the study.
workers are essential resource in a firm as the positively contribute in carrying firms objectives and mission.
Employees are perceived as the available talents and energies of people who are available to a firm as
potential contributers to the farming and realization of the firms mission, vision, strategy and goals. Camden
and Witt (2003), argue that good leadership is just one of the critical aspects of ensuring that employees
continuously improve on their performance in an organization.
There are factors that influence employee performance in a firm, these factors include; working environment,
health condition of a worker, available technologies and work equipments, employee skills e.t.c. employee
participation and empowerment , job design including based production systems, extensive employee training
at workplace, and performance contingent incentive compensation, are widely believed to improved the
performance of organization ( Eddock 2007).
Expentancy theory proposes that work motivation is dependant upon the seen association between
performance and outcomes and individuals modify their behavior based on their calcualation of anticipated
outcomes (Ekerman 2010), expentancy theory has evolved in recent years as a basic paradigm for the study of
human attitudes and behavior in work and organization and work settings. Maslow hierarchy od need theory
stated that people are motivated to achieve certain needs.
The technical institutions have been trying their best to maintain their skilled staff without any turn overs,
stricks and lock outs and I can say they have tried to achieve this though they have some challenges also.

1.1.2 factors influencing performance of skilled staff in technical institutions in Kenya.

Employee motivation is a key factor in staff performance. Biron and Bamberger (2011), noted that motivation
can come in the form financial incentives, the opportunity to ge involved in company projects, a career path
that leads to management and direct involvement from management into the daily task. Effective motivation
can create a productive work force but a lack of motivating factors can leave employee searching for reasons
to give their maximum effort (Camden and Witt, 2003).
Working conditions. Good working conditions is among key factors in employee performance. The availability
of equipments, drugs and a sound building for work enough to enhance the performance of workers and
absence of the same would indicate poor performance to the employees ( osward, 2012)
Employee commitment is generally viewed as a positive factor for both individual and firms. It is also viewed
as a positive factor to determine the success of an organization (Bratton, 2010). Most study on the outcomes
of employee commitment have concentrated on organization relevant consequence, such as turnover and

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performance behaviours, commitment means offering a competitive rate of pay and benefit package, offering
help in paying for employees higher education cost, developing a regular training schedule that keeps
employees updated on organization changes and gives pertinent information for staff to do their jobs and
upgrading equipment to make sure that employees have the most efficient technology available to do their
work.
1.1.3. Profile of Kiambu institute of science and technology.
This is a technical institution, vocational and entrepreneurship training (TVET) institute registered by ministry
of higher education science and Technology in Kenya.
The institution opened its doors to students in the year 1973 for craft courses in carpentry, masonry, plumbing
and secretarial studies. Over the year it expanded the scope of courses and started offering certificate and
diploma course. (www.kist.co.ke)
kiambu institute of science and technology comprises of the top level administration , the lower level
administration, teaching staffs, support staff and the students.

1.2 statement of the problem.

The staff work performance of an organization is very essential as it has a positive effect on the achievement
of the firms goals. There are various factors that play a viral role towards employee performance which may
either be positive ( Chanrasekar, 2011). The work environment has altered over the years which has resulted in
development of flexible work processes. According to Wong and Kong (2009), when the workers are physically
and emotionally satisfied they have the desire to work thus their performance results increases.
It is very vital that we have skilled staff of technical institutional performing their duties extreamly well because
skilled staff help the students and the institution to achieve their mission and vision. When skilled staff in
technical institutions perform, they will enhance smooth running of the daily business which is learning and the
students will excel and achieve their academic goals.
Haeahap (2014), investigated the factors influencing employee performance on the Islamic bank in Indonesia.
The research found that variables of job stress, motivation and communication do simultaneously affect the
employees performance at the two Islamic banks.
Chacha (2013) did a study on human resource factors influencing employee performance in international non-
governmental organizations in Kenya ; a case of management science of health Kenya office, the study found
that important association exist between employee training and development, on the other hand, Nyanjom
(20130, looked at factors influencing employee retention in the state corporation in Kenya and concluded that
employee retention is influenced by training and career development, performance appraisal, employees
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empowerment, employees commitment and employees compensation.

Studies on factors affecting employees work performance have been done both locally and internationally, but
little has been done on factors influencing performance of skilled staff of technical institutions; thereby this
research sought to answer the many question about which factors really influence staff performance in
technical institutions case of Kiambu institute of science and technology.
1.3 objectives of the study.
1.3.1 General objective
The general purpose of this research was to establish the factors influencing performance of skilled staff in
technical institutions.
1.3.2 specific objective.
To find out the effect of employee motivation on staff performance In Kiambu institute of science and
technology.
To establish the impact of working conditions on staff performance in Kiambu institute of science and
technology.
To determine the impact of employee commitment on staff performance in Kiambu Institute of Science and
Technology.

1.4 Significance of the study.

1.4.1 To Kiambu Institute of Science and Technology Human Resourse office, this study may be used in
comprehending staff factors that are best and strategically fit in order to improve staff performance in Kiambu
Institute of Science and Technology.
1.4.2 To the Human resource of other technical institutions, the finding will help this other institutions
improve staff performance.
1.4.3 The findings of this research are important to academicians in the it adds to the knowledge of the
researchers in this field of research. Researchers are able to take from the findings of this research and they
may further the study by differentiating the various variables used in order to get more specific outcomes.
1.4.4 The government especially the parliament in making laws related to performance.

1.5 Limitations of the study.

Resources that I needed for the study were to many and the whole process was expensive which resulted to
me looking for economic ways to get the resources compromising the quality of the research work. Limited
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time to carry out my research work which resulted to me doing the questionnaires in a hurry from employees
which some were not corporative.
The respondents where suspicious and not willing to share out information as the thought it may be used
against them in future.
1.6 Scope of the study.
This study was limited to Kiambu Institute of science and technology which is located in Kiambu off Kiambu
road. The research worked with variables which included; employee motivation, working conditions, employee
commitment. The firms has a total of 187 skilled staff excluding trainers from teachers service of commission.
The study took a total of five months commencing from February to June the year 2019.

Chapter two.
2.0 introduction.
This chapter has several section including introduction to literate revirw, theoretical literature review and
empirical review of major issues.
2.1 Literature review.
2.1.1 Employee motivation
According to Greenberg and Baron (2003) motivation can be defined in three ways; first motivation is
perceived as arousal that deals with the drive or energy behind individuals action, people turn to be guided by
their interest in making a good impression on others, doing interesting work and being successful in what they
do.
Secondly, motivation refers to the choice people make and the direction their behavior takes, finally motivation
deals with maintaining behavior, clearly defining how long people have to persist at attempting to meet their
goals.
Motivated employees help firms to survive. Motivated staff are more productive ( Friedlander, 2010). Managers
ought to understand what motivates staffs within the roles they carry out. Motivating staff is arguably the most
complex. This is because what motivates staff changes constantly. For example, research suggest that as
employees salary increases, money becomes a less of a motivator. Also as employees get older , interesting
work becomes more of a motivator.
Staff motivation is important. In fact it is one of the most essential factors for the archievement of staff and
organization goals,( Berman 2010), Ololube (2006), confirms that motivation to work, whether intrinsic or
extrinsic are very important in the lives of staff because they form the most important reason for working in
life.
2.1.2 Working conditions.
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Working conditions are the things and situations in which a worker is subjected to at their work station .They
are,their physical environment,stress as well as noise level,local amenities and facilities e.t.c
Work environment is an entity which includes the totality of forces of actions and other influential factors
that are currently or potentially contending with the staffs activities and performance.Brenner(2004)was on
the opinion that ability to share knowledge throughout organizations depends on how the environment is
designed to enable organizations to utilize work environment as if it was an asset.
Opperman(2002)defines working environment as a composite of three major sub environments,the technical
environment,the human environment and the organizational environment,Technical environment refers to
tools,equipment,technological infrastructure e.t.cThe technical environment creates elements that enable
employees perform their respective responsibilities and activities.The human environment refers to
peers,others within whom employees relates,team and work groups,the leadership and management.
Organizational environment include systems,practices,procedures,values and philosophies.Management has
control over organizational environment,measurement systems where people are rewarded on quantity
hence workers will have little interest in assisting those employees who are trying to improve quality.
Macoy&Evans(2005)stated that the elements of the working environment need to be proper so that the
employees would not be stressed while getting their job done.In their article,they also stated that the
physical element ays an important role in developing the network and the relationship at the work place.
According to Fredrick Herzberg,he talks of two set of factors that serve to motivate or demotivate
employees.one set of factors he calls hygiene factors and undesirable or unsatisfactory working
environment.
2.1.3 Employee commitment
Its the degree to which an employee identifies with the organization and wants to continue actively
participating in it.Employee commitment has been an important factor to determine the success of an
organization(Bratton 2010)
committed employees give a big contribution to organizations because they perform and behave on
achieving organization's goals.
A relationship exists between organizational commitment and job performance (Kotelnikov 2010),Mathieu
and zajacs (2010) stated that stronger commitment could result in less turnover and absenteeism thus
increasing an organization's productivity.
Mathieu and zajacs(2010),came up with an analysis that showed the confidence interval around the mean
correlation between the organizational commitment has relatively little direct influence on performance in
most instances.
2.2 Theoretical review
2.2.1 Abraham maslow hierarchy of need theory
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Abraham Maslow(1970)proposed a hierarchy of needs to account for the range of human motivation
.Individuals strive to seek a higher need once a lower need has been fullfiled.Once a lower level need is
satisfied ,it no longer serves as a source of motivation .The organization can satisfy its employees various
needs.In the long run ,physiological needs may be satisfied by the persons pay check,but it is important to
remember that pay may satisfy other needs such as safety and esteem as well.
Providing generous benefits that include health insurance and company sponsored retirement plans as well
as offering a measure of job security, will help satisfy needs,social needs may be satisfied by having a
friendly environment and providing a workplace conducive to collaborate and communicate with
others,providing promotion opportunities at work ,recognizing a persons accomplishments verbally or
through formal reward systems,job titles,recognition certificates are ways of satisfying esteem needs.
Finally self actualization need may be satisfied by the provision of development and growth opportunities on
or off the job as well as by work that is interesting and challenging.By making the effort to satisfy the
different needs of each employee ,organizations may ensure a highly motivated workforce thus improving
employees performance.
The important aspect of Maslows model is that it has great potential appeal in the business world .The
message is clear if the management can find out which level each employee has reached ,then they can
decide on suitable rewards (Ramlall2004)Where by this would motivate employees and as a result improve
their performance

s Self-actualization
Esteemed
Social needs
Security plus safety needs
Physiological needs

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2.2.2 Herzbergs Two factor Theory

Herzberg(1959),two factor theory is heavily based based on need fulfillment because of their interest in how
best to satisfy workers ,they carried out several studies to explore those things that cause workers in white-
collar jobs to be satisfied and disatisfied.They classified hygiene factors as dissatisfied and motivating
factors as satisfied.
The hygiene factors are company policy and administration,technical supervision,salary,interpersonal
relationships with supervisors and work conditions:they are associated with job content are also called the
intrinsic factors.
Herzberg argued that there are two distinct human needs portrayed namely physiological needs that can be
fulfilled by money and the psychological needs to achieve and grow and its fulfilled by activities that cause
one to grow .
2.3 EMPERICAL REVIEW
2.3.1Employee motivation and performance of staff
Ibrahim and Brobbey(2015)carried out a study to investigate whether the financial sector in Ghana's
performance of employees could be affected by motivation .The results of the research indicated that
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granting leadership opportunities ,employee recognition,meeting up their expectations and interacting with
employees actually motivated employees .Lack of incentives ,comfort levels,poor management ,good work
environment ,technological advancement,evaluation of employees ,managerial standards and motivation
were also seen as factors that could actually influence the performance of employees.The findings further
indicated that motivation in an organization enhances efficiency and also helped employees meet their
personal needs as well as attaining the goals of the organization and enabling them have a good relationship
with themselves in the organization(Ibrahim&Brobbey,2015)
Waiyaki(2017) sought the relationship between motivation and staff performance in a study carried out at
pam Golding properties.The study revealed that the management of pam Golding properties partially used
motivational goal -setting as a motivator to their employees.They also allowed the employees to be involved
when setting their goals,although they did not find them challenging or difficult at all ,despite them being
specific.The study also showed that there was lack of regular training and development for the employees to
improve their key skills and knowledge and this is an area that should be addressed.Additionally,there was
no Mentors program for employees either during on boarding or to achieve their goals and this would be
greatly beneficial to them .The study concluded that the employees of pam Golding properties were highly
dissatisfied with the monetary packages that were offered by the company .The employees saw these
incentives as not competitive compared to other organizations in the same field .in conclusion the study
agreed to the fact that money was a great motivator and the organization should actually look into satisfying
its employees accordingly by it.indeed a positive relationship between motivation and performance can be
deduced from this study(Waiyaki2017)
2.3.2 Working conditions and performance of staff.
According to an ILO report published in 2013,various researches identify quite a number of tools and
policies have been sought to enhance occupational health and safety on SMEs often emphasizing proactive
measures that are sensitive to specific characteristics and sectoral differences ,These include the provision
of advice through intermediaries,supply chain initiatives,targeted industry programs and the simplified
implementation of OSH systems(quinlan,croucher,stambitz and vickers,2013)
A study carried in Tanzania by Oswald(2012),proposed to identify whether performance of health providers
in the district of farime is affected by their working conditions putting into consideration the four
performance indicator which include competence,productivity,availability and responsiveness with relevance
to study.
The results of the findings showed an adverse effect on the performance of the health providers .The
availability of equipment ,drugs and a sound building for work was enough to enhance the performance of
workers and absence of the same would indicate poor performance to the employees(Oswald 2012)
A study carried out by Quinian,croucher,stambitz and vickers(2013),based on a literature review evaluated
the knowledge state that there was no voice of employees,the conditions through which they worked in
health and safety as well as their ability to develop positive outcome in SMEs was done.The main focus of
the study was practices with relations to OHS,salaries and wages,time of work practices done by the human

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resource.The research established that there was some sort of positive relation between the areas of study
and various types of positive outcomes of the enterprise.positive results entailed low employee
turnover,greater contribution of employees to overall well being of the organization,enhanced productivity as
well as great profits,great sales and customer satisfaction(quinian,croucher,stambitz and vickers,2013)
2.3.3 Employee Commitment and performing of skills.
Employee commitment is the extend to ehich an employee identifies with the organization and wants to
continue actively particpating in it.Employee commitment has been an important factor to determine the
success of an organization(Bratton,2010).Most research on the outcomes of employee commitment
focused on organizationally relevant consequences ,such as turn over and performance behaviours.
Committed staffs give a big contribution to organizations because they perform and behave on achieving
organization's goals.Furthermore,workers who are committed to their firm are happy to be members of
it,believe in and feel good about the firm and what it stands for and intend to do what is good for the
firm.Thus a relationship exists between organizational commitment and job performance(Kotehikov 2018)
Employee motivation
2.4 Summary gaps to be filled by the study
Employee motivation
It is evident there is a positive relation between performance and motivation fromof
Performance theskilled
empirical
staffliterature
review above.Factors such as involvement of employees,employee recognition,interacting
of Kiambu Institute with
of
employees,granting of leadership opportunities,employee developmentScienceare perceived as a catalyst of
and technology
efficiency in organizations.Though it is argued that each employee is motivated differently and the managers
or supervisors should be able to know what each employee is motivated with so as to enhance their level of
satisfaction.
Working conditions have a great effect on the performance of staff from the above empirical literature
review .seeing to it that the organization's environment is conducive which has proved to be very important
toward the overall performance of individuals in a firm with availability of tools and equipments being the
most important element.
Employee commitment gives a big contribution to organizations because committed employees perform
and behave on achieving organisation's goals as brought out in the above empirical literature review.
2.5 The conceptual frame work
This study will examine three variables which include:employee motivation,working conditions and employee
commitment in relations to the general objective which is employee performance.The below conceptual
frame work was used.
Figure 2.1 diagram showing the relationship between independent and dependent variables.

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Influence

Dependant variables
Independent variables

Source:(Author 2019)
2.6 Chapter Summary
This chapter was introduced as the literature review where relevant literature review was given & theories
Working
regarding condition
the subject of the research.An emperical literature review was also given where past research on
the topic to be researched on was given ,then a summary and research gap of the topic in question.A
conceptual frame work was drawn to show the relation between the independent variables and dependent
variables which
Employee concluded this chapter.
commitment

CHAPTER THREE
Research Methodology
3.1Introduction
This chapter gives details of the research methodology that will be used in carrying out this research .This
chapter has the following contents research design ,Target population,sampling design,data collection
procedures/instruments and data analysis.

3.2Research Design
The research used descriptive research design.A descriptive survey made the researcher to describe the
traits of the variables in question,According to Mugenda Mugenda(2003),descriptive survey enabled the
researcher to describe the traits of the variables of interest due to its suitability in data collection to answer
the research question .According to Ngechu(2004) survey is the collection of data from a group through
application of questionnaires to a representative sample of that group or interviews.
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Research design is defined as the general plan of how the research questions were answered.It is the
conceptual structure within which a study is conducted.It involves a blue print for the collection
,measurement and analysis of the data(Saunders et al 2007)
3.3 Target population
Population is defined as the whole group of people of interest that the researcher wishes to investigate
(Sekaran and Bougie 2010)
The population of interest in this research will be skilled staff of Kiambu Institute Of Science And
Technology.The main focus is on the surbodinate staffs and board of management lecturers.There are 187
such employees summarized in the following table.
Table 3.1 Target population

Category of staff Frequency Percentage

BOM lecturers 100 90

Surbodinate staffs 87 10

Total 187 100

Source:Author(2019)
3.4 Sampling design
Sampling is taking any portion of a population as representative of the population(Kothari and Garg 2014)

Category of staff Population frequency Sampling ratio Sampling size

BOM lecturer's 100 0.2 60

Subordinate staff 87 0.2 40

Total 187 0.2 100

Source:Author 2019
3.5 Data collection procedures and instruments
3.5.1Research procedures
Data was collected using questionnaires open ended questions were used.The selected respondents
answered the questions.
Questionnaires were given to employees of Kiambu Institute Of Science And Technology .I myself delivered

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the questionnaires.I gave the respondents the questionnaires and waited untill they filled them in.
3.5.2 Validity of instrument
Its validity is defined as the extent to which the instrument measures what it purports to measure and how
precisely the collected and analysed data represents the phenomenon (Bryman and Bell 2003).Face and
content validity will be attained by subjecting the research instrument to a critique by three Human Resource
Management experts familiar with the constructs used.
3.5.2.1 Pilot Testing.
A pilot study is used to pre test or try out a research instrument in order to detect weaknesses. The purpose
is to refine the questions to ensure that respondents do not encounter any problems in recording data. 10-
20% of the sample size of the actual study is reasonable size to include in a pilot test, (Polite al 2001).The
pilot study test used participants (10%)drawn from the target population to gauge validity and reliability of
the questionnaire(Bryman&Bell2003)validity Is defined as the extent to which the instrument measures what
it purports to measure and how precisely the collected and analysed data represents the phenomenon.
Content validity will be attained by subjecting the research instrument to a critique by four Human Resource
Management experts familiar with the constructs used.
3.5.3 Reliability Of Research Instrument is the stability and consistency of measures and the responsibility of
the results. It is the extent to which a questionnaire, observation or any measurement procedure produces
the same results on repeated traits(Bryman&Bell,2003:collis &Hussey, 2003)
3.6 Data Analysis
Data was coded for ease of classification where categories were aligned to the research questions the study
aims to answer. Descriptive statistics was applied to analyse quantitative data with the help of statistical
package for social sciences (SPSS) version 22.Qualitative data was coded in line with the studies research
questions, summarized and analysed to determine frequency of emerging themes.
3.6.1 Data Presentation
Visual displays such as tables,graphs and charts were used to present findings of the study.Data analysis
enabled the researcher to make conclusions on the factors influencing performance of skilled staff of
Kiambu Institute Of Science And Technology.
CHAPTRER FOUR
Research Findings And nd Discussions.

4.0. INTRODUCTION
This chapter brings forth the findings of the study and detailed discussion of the study using elaborations,
tables, graphs and charts where applicable
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4.1 Data analysis

4.1.1 Response Rate
Out of the 187 questionnaires that I gave out, 180 questionnaires were properly answered and returned
which was 96.3% of the total questionnaires while 7 questionnaires were not returned which was 3.7%of the
total questionnaires. The response rate is illustrated in Table 4.1 and figure 4.1
Table 4.1Table showing response rate

Category Frequency Percentage

Response 180 96.3

No response 7 3.7

Total 187 100

FIGURE 4.1

Sales

1st Qtr
2nd Qtr
3rd Qtr
4th Qtr

4.1.2 Descriptive Findings

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I dedicate this work to my mum, Margaret Nyambura and the entire family for their prayers and

support that encouraged me to do this research thoroughly.

The researcher wanted to establish the social demographic traits of the respondents, their sex, age bracket
and tenure of respondents. The information obtained was broken down as follows:
4.1.2.1 Gender Of Respondents
Out of the 180 respondents, sixty indicated that they were male which was 33.3% of the total respondents,
while 120 respondents were female which was 66.7% of the total respondents. The information is illustrated
in table 4.2 and figure 4.2

Table 4.2 :Table showing the gender of respondents

Sex Frequency Percentage

Male 60 33.3

Female 120 66.7

Total 180 100

Figure 4.2 Figure portraying the gender of respondents

Sales

1st Qtr
2nd Qtr
3rd Qtr
4th Qtr

espondents

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support that encouraged me to do this research thoroughly.

4.1.2.2 Age of respondents

Respondents were requested to indicate their ages. Their ages were given in age brackets. Thirty
respondents were between 25 and 35 years(16.7%) Fifty respondents (27.7%) recorded they were between
36 and 50 years and lastly hundred respondents (55.6%) respondents indicated that they were between ages
51 and 60 years.
This information is illustrated in the table 4.3 and figure 4.3
Table 4.3 :Table showing the age of respondents.

Age Frequency Percentage

25-35 years 30 16.7

36-50 years 50 27.7

51-60 years 100 55.6

Total

Figure 4.3 :Figure showing the age of respondents

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support that encouraged me to do this research thoroughly.

14

12

10

8
Series 3
Series 2
6 Series 1

0
Category 1 Category 2 Category 3 Category 4

Age bracket

4.1.2.3 Tenure of respondents

Respondents were requested to indicate the number of years they had worked for Kiambu Institute Of
Science And Technology. Ten respondents (5.6%) indicated that they had worked between 0 and 5 years.
Thirty respondents(16.7%) recorded that they had worked between 6 and 10 years. Seventy respondents
(38.9%) recorded they had worked between 11and 15 years, Fifty respondents(27.8%) indicated that they had
worked between 16 and 20 years while twenty respondents(11.1%)they had worked for over 20 years.This is
a crystal clear indication that the retention rate of employees at the organisation is quite high. The
information is illustrated in the table 4.4 and figure 4.4
Table 4.4:Table showing the tenure of workers in the organization

Tenure of respondents Frequency Percentage

0-5 years 10 5.6

6-10 years 40 16.7

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support that encouraged me to do this research thoroughly.

11-15 years 70 38.9

16 -20 years 50 27.8

Over twenty years 20 11.1

Total 180 100

Bar graph
6

3 Series 1
Series 2
Series 3

0
Category 1 Category 2 Category 3 Category 4

4.1.3 EMPLOYEE MOTIVATION

In this section, respondents were asked various questions regarding motivation and performance.
4.1.3.1Employees were requested to indicate if the level of employee motivation influences their
performances.170(94.4%)respondents indicated yes it indeed affected their performance while
10(5.6%)respondents felt that it did not really affect their performance. This indicates that employee
motivation indeed affects the performance of staffs in technical institutions.
4.5 Table showing responses on if employee motivation affects performance of employees.

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 DEDICATION

I dedicate this work to my mum, Margaret Nyambura and the entire family for their prayers and

support that encouraged me to do this research thoroughly.

Response Frequency Percentage

YES 170 94.4

NO 10 5.6

Total 180 100

Table 4.6:Table showing response on how employees rate themotivation level in the organization

Response Frequency percentage

0-5 60 33.3

5-10 120 66.7

Total 180 100

4.1.4 WORKING CONDITIONS

4.7 Table showing response of if working conditions influence employee performance in the organization

Response Frequency Percentage

Yes 175 97.2

No 5 2.8

Total 180 100

Table 4.8 Response on how employees rate working conditions of this organization

Category Frequency Percentage

Good 30 16.7

Average 145 80.6

Poor 5 2.8

Total 180 100

Table 4.9 Responses on if employees are comfortable with the current working conditions
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support that encouraged me to do this research thoroughly.

Responses Frequency Percentage

Yes 175 97.2

No 5 2.8

Total 180 100

4.1.5 EMPLOYEES COMMITMENT

Table 5.0 Responses on if employees commitment to the organisation influences their performance

Responses Frequency Percentage

Yes 50 27.8

No 130 72.2

Total 180 100

CHAPTER FIVE
5.0 RESEARCH FINDINGS,CONCLUSIONS AND RECOMENDATIONS.
5.1Introduction
This chapter presentsthe summary of the findings, conclusions and recommendations inorder to allow
further research. The reason for carrying out this research was to find out the factors that influence
employee performance in Technical Institutions case of Liam's Institute Of Science And Technology.
5.2 Summary of findings.
From the summary of the returned questionnaires I have found out that employees feel,Employee motivation
if it's good it influences their performance positively and if it is bad it influences their performance negatively.
Those who responded yes to that issue of motivation influencing performance were 94.4% and those that
said No we're 5.6%of the respondents.
Respondents also indicated that working conditions influenced performance of staff and they rated the
current working conditions and suggested ways of improving.The working conditions need to be looked at
as 80.6% respondents said they were average.

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 DEDICATION

I dedicate this work to my mum, Margaret Nyambura and the entire family for their prayers and

support that encouraged me to do this research thoroughly.

Respondents indicated that they did not know if employees commitment influenced employee performance
since the bigger percentage said No (72.2)without properly explaining.
5.3 Conclusions
From the above research it is quite evident that employee motivation and performance of employees
complement each other.Majority of the staffs find it essential that their seniors recognize them for a job well
done .Few staffs are not satisfied with the working conditions.
Employee committment is seen not to be understood well by the staffs what it entails and how it influences
employee performance.
Most of the respondents seem to be quite contended with how things run around this institution and how
they have been performing.
5.4 Recommendations
The below recommendations are given in relation to this research.Kiambu Institute Of Science And
Technology motivates it's staff through financial and non financial benefits. However the administration
should look for ways to impress each and every staff at individual level because they are all different.
The Administration of Kiambu Institute should involve employees in performance appraisal and section
making they can try to use Management by objectives which brings together both the employer and
employee during goal setting in order to have good results.
The organisation has very many old workers. This may contribute to unproductivity and poor
performance.From the research employees that are from 51-60 years are way more than those between 25-
35 years who are active and enthusiastic. The organisation can try having an early retirement plan for the
abit old employees and get young ,fresh blood to the organization who will come with new ideas and are
technologicaly exposed.
5.5 Suggestion for further research
This research was carried out to determine factors influencing employee performance in Technical
institutions case of Kiambu Institute Of Science And Technology.Another study can be carried out on the
same independent variable but focusing on other dependent variables like reward system,job design e.t.c

REFRENCE
Armstrong C(1972) Performance Management:The new realities.London:Institute
Armstrong M(2009).Humn Resource Management practice (Ied),London.Kogan

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 DEDICATION

I dedicate this work to my mum, Margaret Nyambura and the entire family for their prayers and

support that encouraged me to do this research thoroughly.

Ahuja W.O(2012)Challenges facing the implementation of performance contract in selected state

corperations in Kenya.published MBA thesis university of Nairobi.
Berman. S.(2010).Linking Human Resources to organizational performance and employee relations in
Human service organizations:Ten Human Resource essentials for managers,Routledge London Uk.
Dessler Gary(200)Human Resource management,prentice Hail,8th edition
Greenberg,J.8 Baron R.A (2003) Behaviour in organizationa:understanding and managing the human side of
work.Englewood cliffs,Njiprentice.
Herzberg (1959) the motivation to work .New York:John wiley.
Harahap K (2014) The factors influencing employees performance on the Islamic Bank in Indonesia
Kotelnikov(2010).Reward systems and reward motivation(Effective Reward Systems:Increasing performance
and creating Happier employees)
Mondy W and Noe .R (2008) Human Resource Management.Prentice-Hall.10th edition.Personnel and
development.
Mathew 1.(2009) Health worker motivation in Africa:The role of Non financial incentives and Human
Resource for health 4:24 Doi:10.1186/1478
Miller,s j 8 monge,K,(2010).Influence of employee compensation on organizational commitment and job
satisfaction:A case of educational sector of Pakistan, international journal of business and social science vol
2 No 8.
Mugenda O.M,8Mugenda A.G(2003)Research methods:Quantitative and Qualitative
approaches,Nairobi:African center of technology studies.
Okanya M(2007)A Human Resource Management Approach to motivation and job stress in
paramedics.International congress series 1294,167-170

APPENDICES 1:EMPLOYEE QUESTIONNAIRE

PART ONE:Socio-Demographic characteristics.
Please tick the answer presenting the most appropriate responses for you in respect of the following parts.
(a)Your gender
1.Male [ ]
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support that encouraged me to do this research thoroughly.

2.Female [ ]
b.Your Age
1.25-35 [ ]
2.36-50 [ ]
3.51-60 [ ]
c.Your marital status
1.Single [ ]
2.Married [ ]
3.Widowed [ ]
d.Number of years worked in this organizstion.
1.0-5 years. [ ]
2.6- 10 years [ ]
3.11 -15 years [ ]
4.16 -20 years [ ]
5.Over 20 years [ ]
PART TWO
SECTION ONE:Employee Motivation.
Kindly tick where necessary.
1.Does the level of employee motivation influence your performance?
Yes [ ]
No [ ]
2.How do you rate the motivation level in this organization
Good. [ ]
Average [ ]
Poor [ ]
SECTION TWO :Working conditions

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 DEDICATION

I dedicate this work to my mum, Margaret Nyambura and the entire family for their prayers and

support that encouraged me to do this research thoroughly.

1.Does working conditions influence your performance?

Yes [ ]
No [ ]
If Yes

Explain………………………………………………………….....

…………………………………………………………………………………………………..

………………………………………………………………………………………

2.How do you rate the working condition of this organization

Good [ ]
Average. .[ ]
Bad. [ ]
3.Are you comfortable with the working conditions
Yes [ ]
No [ ]

If yes explain ……………………………………………………………………………..

……………………………………………………………………
4.In what ways can the working conditions be improved?

SECTION THREE:Employee commitment

1.Does how your commitment to the organization influence your performance
Yes. [ ]
No [ ]

If yes explain. ………………………………………………..

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support that encouraged me to do this research thoroughly.

…………………………………………

2.Ways the organization can help improve employee committment

………………………………………………..

…………………………………………

APPENDICES 2 :BUDGET

ITEMS AMOUNT

Internet browsing 2000

Photocopying 500

Printing 500

Stationery 1000

Miscellaneous 1500

Total 8100

APPENDICES 3 :WORK PLAN

Work Time Frame

Desk research 1st Jan-15th Jan

Proposal writing 16th Jan-16th March

Field data collection 1st Aprill-10th April

Data analysis 12th April-20th April

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support that encouraged me to do this research thoroughly.

Report writing 21st April-5th May

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