Efficacy of inspirational motivation on the performance of public health workers in mid-north of Uganda

Abstract

Purpose: This study sought to determine the efficacy of inspirational motivation on the performance of middle-level Public Health Workers (PHWs) in Lira District Local Government. Specifically, the study aimed to: determine the degree of inspirational motivation among ML-PHWs in Lira District; determine the level of performance among ML-PHWs in Lira District; and investigate the effect of inspirational motivation on the performance of ML-PHWs in Lira District. Research methodology: The study adopted a cross-sectional survey design while incorporating both quantitative and qualitative methods. The study used stratified and simple random sampling procedures to select health facilities, supervisors and ML-PHWs; a total of 164 respondents were selected. Results: The findings suggest that inspirational motivation has a significant effect on the performance of ML-PHWs ( p<0.01). Limitations: This study only focused on one construct of transformational leadership style (inspirational motivation), yet there are several constructs of that style, which may affect the performance of PHWs. Contribution: The findings of this study can be useful to public service managers wishing to enhance the performance of PHWs using limited resources.

An Empirical Survey of the Relationship between Transformational Leadership and Staff Retention in the Context of Microfinance Institutions in Kenya

“…Similarly, the high mean of 4.30 and low standard deviation of 0.762 for inspirational motivation implies that respondents were in agreement that inspirational motivation was practiced in the microfinance institutions. This is in line with the findings of the study carried out by Komakech et al (2021a). Intellectual stimulation was also emphasized in the microfinance institutions as revealed by the mean score of 4.19, with convergence of views by the respondents as indicated by the low standard deviation.…”

Leading local government during COVID-19: An empirical finding from Ghana

“…Gill (2006) discovered that to achieve critical performance goals, leaders must aid to inspire, motivating, encouraging, and recognizing their people. Komakech, Obici, and Mwesigwa (2021)state that effective leadership necessitates professional ability, a lack of which can cripple an organization in a variety of ways. Leadership is a factor used in institutions to influence employees to achieve personal or organizational goals.…”

Emotional Resilience and Employee Performance of Commercial Banks in South-East Nigeria

“…Organizations cannot achieve meaningful results without the appropriate contributions of employees (Ulabor & Bosede, 2019). Performance is seen as the capacity of employees to use their acquaintance and skills properly in organizations (Komakech, Obici, & Mwesigwa, 2021). When talking about performance, a different emphasis is placed on different things, however, Meyer, Becker, and Vandenberghe (2004) opine that performance criteria should place more emphasis on behaviors than outcomes because, if managers simply pay attention to their employees' outcomes, those individuals will choose the simplest path to success without taking into account other crucial behaviors.…”