Value of training on motivation among health workers in Narok County, Kenya

Abstract

IntroductionTraining, as an additive human resources intervention is decisive to organizational performance. Employees require constant update of formal and informal knowledge alongside positive attitudes that have been defined as necessary in motivation leading to effectiveness in performance hence workplace training is tied to achieving organizational aims and objectives. The objective of this study was to determine the influence of training on motivation among health workers in Narok County, Kenya.MethodsA cross-sectional study utilizing a self administered questionnaire, targeting 237 health workers and 21 health managers was used. Data analysis was done using SPSS version 21 using descriptive statistics. Factor analysis was done on the training perception in relation to motivation.ResultsMajority of the respondents rated their motivation between 7 and 9 in the current health facility (35.4%), Sub-county (33.8%) and County (32.9%) with the median motivation level of 5. Majority of health workers 194 (81.9%) had received a form of training, of whom 191 (98.5%) indicated that on-job training was relevant to their tasks and that it motivated 192 (99.0%) of them to perform better due to coining skills to motivation. Training significantly predicted general motivation (p-value = 0.013), job satisfaction (p-value = .001), intrinsic job satisfaction (p-value = .001) and organisational commitment (p-value <.001).ConclusionThe researchers concluded that there is a relationship between training and motivated health workforce in Narok County and recommended strengthening of current training initiatives by ensuring trainings are more regular and involvement of health workers in discussing their career development prospects.

Strengthening Strategic Reward Framework in Health Systems: A Survey of Narok County, Kenya

“…9, No. 1; conscientiousness, timeliness, and attendance (Momanyi et al, 2016). Findings were similar to those made in District hospitals in Kenya where studies reported that the majority of respondents strongly agreed to being hard workers and disagreed that they were often absent from work, while many participants described themselves as demotivated (Mbindyo et al, 2009).…”

“…The motivation level of HWs in Narok County has been evaluated elsewhere and found out to be average (Momanyi et al, 2016), suggesting wide variation in the general motivation of the HWs across health systems settings. These variations may be explained by differences in levels of factors contributing to motivation, as well as differences in health care environments (Momanyi et al, 2016).…”

“…These variations may be explained by differences in levels of factors contributing to motivation, as well as differences in health care environments (Momanyi et al, 2016). Hence, health systems in diverse settings have different HRM provisions which contribute to differences in HW motivation results.…”

An Assessment of the Need to Establish a Nursing Training Institution in Narok County, Kenya

“…During the study survey, it was noted that there were many challenges facing health industry in Narok County [22][23][24]. Addressing these 21 challenges is not an easy task in any ways as outlined by [25,[22][23][24]. This is an indicator of how the nursing workforce is complex, in a state of confusion and compounded with a series of problems, which require a well thought out comprehensive system of analysis in order to help approximate to sustainable solutions.…”

“…Approaches to any one of the above challenges should be holistic in nature and therefore may require concerted efforts from all types of human resources in the society in order to rise to the challenges [26]. were not considered in the analysis due to the fact that they featured only once or twice in literature [22][23][24].…”