Work Motivation among Malaysian Public Servants

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.

Descriptive statistics in corporate management and employee engagement in rural destinations

“…Open communication will make employees loyal to the organization and make them feel respected. In this way, the level of employee motivation will increase (Mahazril et al, 2012). The responses to the first question: What makes you feel worthwhile, valuable, and that they matter?…”

Engagement and Performance among Administrators of Public Secondary School in Nakhon Nayok, Thailand

“…However, administrators should pay attention to employees' behavioral fairness and life-work balance because they got the lowest self-assessment report of below 4.0. In terms of manager or supervisor evaluation, Mahazril et al (2012) emphasized the importance of recognizing employees from time to time and offering other benefits, such as a payment to help them motivated. Apart from supervision, rewards, recognition, empowering employees, and building bonds between leaders and employees are essential.…”

“…According to Mahazril et al (2012), rewards, recognition, and communication can motivate the employees to work efficiently and effectively. Recognition is one of the motivations that increase the level of productivity and the job performance of employees.…”

“…Recognition is one of the motivations that increase the level of productivity and the job performance of employees. Furthermore, Mahazril et al (2012) emphasized that employees' performance must appreciate by the organization from time to time and offer other benefits, such as payment, which motivate the employees to work.…”

Accentuating the Positive Organizational Behaviour and Work Engagement Concepts Towards Job Performance Quality of Public Sector Staff in Wilayah Persekutuan Putrajaya

“…The relationship of many factors towards job performance quality has been studies worldwide including stress and psychological well-being (Jasmani & Abdul, 2011), performance appraisal and commitment (Munir et. al., 2012), workplace environment (Nur & Narehan, 2015) and work motivation (Mahazril et. al., 2012).…”