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Asian Social Science; Vol. 8, No. 12; 2012
ISSN 1911-2017
E-ISSN 1911-2025
Published by Canadian Center of Science and Education

Work Motivation among Malaysian Public Servants
Mahazril ‘Aini Y.1, Zuraini Y.2, Hafizah H. A. K.3, Adnan Aminuddin1, Zaherawati Zakaria1, Nazni Noordin1 & Badrul Azmier Mohamed1
1

Faculty of Administrative Science & Policy Studies, Universiti Teknologi MARA, Merbok, Malaysia

2

Faculty of Accountancy, Universiti Teknologi MARA, Merbok, Malaysia

3

Faculty of Business Management, Universiti Teknologi MARA, Merbok, Malaysia

Correspondence: Zaherawati Zakaria, Faculty of Administrative Science & Policy Studies, Universiti Teknologi MARA, P. O Box 187, 08400 Merbok, Kedah, Malaysia. Tel: 60-4-456-2565. E-mail: zaherawati@kedah.uitm.edu.my

Received: May 29, 2012
doi:10.5539/ass.v8n12p238

Accepted: June 7, 2012

Online Published: September 27, 2012

URL: http://dx.doi.org/10.5539/ass.v8n12p238

Abstract
Every organization is competing to survive in this ever increasingly challenging market environment. In order to survive, they need pools of excellent, talented and productive human capital to work in organization. With that, organizations need to provide public servants with suitable benefits such as a good salary, appreciations, good remuneration and other form of benefits. However, there is still a numbers of complaints received the public regarding poor service delivery especially from the counter services and front-line employees. In fact, an increasing number of complaints have been made the public due to delays by public sectors’ employees in term of service delivery. This might happen due to the lack of work motivation and resulted in poor work performance. Therefore, this study aims to identify the factors that contribute to low work motivation and also to examine the relationship between motivational factors with employees’ work motivation. Questionnaires constructed were distributed to 97 respondents from each divisions in Immigration Department. Besides, Descriptive statistics and Pearson Correlation were used in analyzing the data. The findings revealed that communication is the major factor that contributes to their low work motivation. In addition, motivated employees agreed that rewards and recognition and also communication may motivate them to work. In relation to this, recommendations have been made for future improvement and suggestions proposed for future research. Keywords: low motivation, employees’ motivation to work, public servants, rewards and recognition, work environment and communication

1. Introduction
Every organization is competing to survive in this ever increasingly challenging and volatile market environment. In order to survive, they need pools of excellent, talented and productive human capital to work in organizations. Due to this, organizations need to provide public servants with suitable benefits such as a good salary, appreciations, good remuneration and other form of benefits. With that, the employees themselves will be highly motivated in their jobs and this will lead to high performance in their work. Indirectly, this will help the organizations in competing and surviving in a challenging market environment. In this current situation, not only the private sectors need to compete with others, but the public sector also needs to compete in this new challenging world. Due to this, the government has introduced Government Transformation Program (GTP) whereby under this program the government focuses on the improvement of public services in Malaysia (Government Transformation Programme, 2011). In Malaysia, the government has provided incentives such as salary increment and good remuneration system to ensure public servants are highly competent and motivated to do their jobs. It was introduced due to the complaints associated with lateness, rudeness and lack of job committed in service delivery, made by the public. This might...
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