BENEFITS MANAGEMENT AND MOTIVATION OF COUNTY GOVERNMENT MANAGERIAL STAFF IN MANDERA COUNTY, KENYA

ISMAIL MOHAMED MAALIM; WELDON KIBET NG’ENO

doi:10.61426/rjssh.v7i1.478

ISMAIL MOHAMED MAALIM MPPA Student, School of Law, Arts and Social Sciences, Kenyatta University, Kenya
WELDON KIBET NG’ENO, PhD Lecturer, Department of Public Policy & Administration, Kenyatta University, Kenya

DOI: https://doi.org/10.61426/rjssh.v7i1.478

Keywords: Salary and Monetary Incentives, Non-Monetary Benefits, Retirement and Pension Benefits, Healthcare Benefits

Abstract

This research ascertained the connection between benefits management and the motivation of county government managerial staff in Mandera County, Kenya. The research employed a descriptive survey research design and targeted all 86 managerial staff working in the county government of Mandera through a census approach. Data collection was conducted utilizing a structured questionnaire designed to capture relevant information on benefits management and staff motivation. Obtained data was analyzed utilizing both descriptive and inferential statistical techniques. The SPSS was utilized for data analysis. Regression analysis was done to establish the effect of various benefits management strategies on employee motivation. It is anticipated that the study's conclusions would offer insightful information to policy-makers and county government administrators in designing effective benefits management strategies to enhance the motivation and performance of managerial staff in Mandera County. The study came to the conclusion that the total rewards package that combines all aspects offered by the Mandera County government consisting of salaries, bonuses, retirement provisions, and medical insurance is a strong and dependable indicator of the motivation of managerial staff. This conclusion is reached after thorough statistical analysis which involved multiple linear regression. The null hypothesis that stated there is no effect of the benefits package on motivation that is significant from the statistical viewpoint is now firmly rejected. The analysis by the statistical method not only reveals that there is a big and a significant relationship but also states that these four elements make a large part of the variability in motivation levels of the management team. The research recommended that the County Government of Mandera has to take the performance-based reward system of the county to the next level by giving it the utmost priority. The psychological impact of the compensatory package on the employees should be the main concern of the county government. The absolute level of the salary package is one thing, but the employees' discontent with the fairness of the process of determining the increases undermines trust and creates internal equity issues; therefore, the county must develop a fully transparent and consistently applied metrics that will connect individual managerial performance to tangible financial outcomes.

Author Biography

WELDON KIBET NG’ENO, PhD, Lecturer, Department of Public Policy & Administration, Kenyatta University, Kenya

Lecturer, Department of Public Policy & Administration, Kenyatta University, Kenya

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