An Evaluation of Recognition on Performance as a Motivator: A Case of Eastern Cape Higher Education Institution

Abstract

Most African Universities are faced with the challenge of motivating and retaining highly qualified staff, particularly lecturers and researchers. These challenges have triggered a more calculated approach to human resources management across the higher education sector in South Africa (Kubler and DeLuca 2006) Backer (1982). Higher education institutions must therefore take the issue of recognition of performance seriously starting from the simple techniques such as "splendid work" and "thank you" to more complex ones like the use of research incentives and awarding best staff annually or quarterly to stimulate performance. . The present study investigates the impact of recognition on performance as a motivation strategy at an institution of higher learning in the Eastern Cape region of South Africa. Descriptive statistical tools where used to measure research variables. A total of 63 employees or 30% of the academic staff at of the University were sampled out of a population of 209 academic staff. The results indicated that academic employees are most satisfied and motivated through recognition of performance and achievement. This is also in support of the Herzberg theory of motivation in studies by

Impact of HR Policies on Employee Motivation in Private Schools of Karachi, Pakistan

“…Again, the path connecting employee recognition and employee motivation is positive and significant (β = 0.2410, p < 0.1), supporting the hypothesis H4 and implying that employee recognition has a positive impact on motivation. This result is also consistent with the results of other studies (Chikungwa & Chamisa, 2013). Lastly, H5 is also supported as the path linking job satisfaction and employee motivation is positive and significant (Stringer et al, 2011).…”

“…Moreover, Alam, Shaheed, Sahabuddin, and Akter (2013) suggest that employee recognition is a strong way to lead the consideration inside a firm and so the management needs to comprehend the gist of complimenting the workers for their better efforts, and to inspire other workers to practice it in their colleague related associations. Chikungwa and Chamisa (2013) further explain that appreciation is an important requirement of a person, and for workers it reassures them that their efforts are acknowledged. Moreover, employees tend to give their maximum output and display elevated levels of satisfaction with their work when they realize that their efforts are being cherished and acknowledged, hence they are motivated to deliver their best.…”

“…Additionally, Lawler (1981) said that an elevated level of performance occurs because of the acknowledgment of the performance which happens as a consequence of increased satisfaction. Various researches have discovered that employee performance recognition has a positive and significant impact on employee motivation (Chikungwa & Chamisa, 2013). Therefore the hypothesis would be: H4: Employee recognition has a significant impact on employee motivation.…”

“…The instrument was constructed on a 5-point Likert scale varying from strongly disagree(1) to strongly agree (5). For this purpose, the items of the variables, employee motivation (Minbaeva, 2008), fair job appraisal (Turk, 2008), job satisfaction (Mak & Sockel, 2001), employee empowerment (Hong et al, 2012), employee recognition (Chikungwa & Chamisa, 2013), and compensation (Hong et al, 2012) were adapted and altered in accordance with the context of this study. In order to carry out this research, data together with the demographics, gender, age, and tenure were collected via survey method.…”

Employee Well-Being: Recognition and Non-Academic Staff Performance in Select Federal Universities, South-South Geo-Political Zone, Nigeria

“…This implies that employees' recognition through motivation is essential for desired performance. Chikungwa and Chamisa (2013) opine that recognition of employees' contributions is a powerful means of directing attention within the organisation. It is management's duty to understand the psychology of applauding employees for good work in order to apply the principles of employees' recognition and to encourage others to initiate it in their working relationships (Md, AI, and Akter, 2013).…”