Browsing by Author "Addae, Bright Kojo"

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    An assessment of the role of motivation on employee satisfaction and retention – a case study of Jospong Group of Companies.
    (KNUST, 2017-11) Addae, Bright Kojo
    This study was set to investigate thoroughly factors that motivate employees in private institutions, how motivation is carried out, the reactions towards motivation and how it affects employee satisfaction and retention. The study focused on various key business units (KBUs) of Jospong Group of Companies. Questionnaires were administered to 150 respondents of the KBUs of Jospong Group of Companies, of which 123 were received, representing 82% response rate. The sampling techniques used were purposive and convenience sampling. Analysis was made on only valid responses from the field study. The findings revealed that Jospong Group of Companies motivate their employees through the working relationship with supervisors. Also, they ensure employee personal development. However, it is only when the employees themselves show interest in making an effort, then the management support them. Also, the respondents indicated that employees of Jospong Group of Companies recognize the role of incentive in motivating them. Also, it was found out that the motivation at Jospong Group of Companies was good. From the regression result, it could be seen that motivational factors predict employee satisfaction as the R-square value of 0.545 was good. But considering the three variables individually, it could be seen that working with supervisors (β=0.264; t=2.994) and employee personal development have a positive relationship with employee performance (β=0.264; t=2.994) and it is significant at 0.01 or 0.05. However, incentive was found to have a negative relationship (β=-0.108; t=-1.223) with employee performance and it not was significant at 0.05. It is recommended that there should be a need for lay down policies for private sector workers‟ motivation and also Management of Private companies should set a committee to monitor and evaluate systems putting in place for motivational incentives whether they are functioning as planned without any deficits.
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    An assessment of the role of motivation on employee satisfaction and retention – a case study of Jospong Group Of Companies.
    (KNUST, 2017-11) Addae, Bright Kojo
    This study was set to investigate thoroughly factors that motivate employees in private institutions, how motivation is carried out, the reactions towards motivation and how it affects employee satisfaction and retention. The study focused on various key business units (KBUs) of Jospong Group of Companies. Questionnaires were administered to 150 respondents of the KBUs of Jospong Group of Companies, of which 123 were received, representing 82% response rate. The sampling techniques used were purposive and convenience sampling. Analysis was made on only valid responses from the field study. The findings revealed that Jospong Group of Companies motivate their employees through the working relationship with supervisors. Also, they ensure employee personal development. However, it is only when the employees themselves show interest in making an effort, then the management support them. Also, the respondents indicated that employees of Jospong Group of Companies recognize the role of incentive in motivating them. Also, it was found out that the motivation at Jospong Group of Companies was good. From the regression result, it could be seen that motivational factors predict employee satisfaction as the R-square value of 0.545 was good. But considering the three variables individually, it could be seen that working with supervisors (β=0.264; t=2.994) and employee personal development have a positive relationship with employee performance (β=0.264; t=2.994) and it is significant at 0.01 or 0.05. However, incentive was found to have a negative relationship (β=-0.108; t=-1.223) with employee performance and it not was significant at 0.05. It is recommended that there should be a need for lay down policies for private sector workers‟ motivation and also Management of Private companies should set a committee to monitor and evaluate systems putting in place for motivational incentives whether they are functioning as planned without any deficits.