i

REWARD SYSTEM AND ACADEMIC STAFF MOTIVATION IN PUBLIC HIGHER

LEARNING INSTITUTIONS IN TANZANIA: KILIMANJARO CHRISTIAN
MEDICAL UNIVERSITY COLLAGE (KCMC

CHRISTINA NODESTER CHORA

BACHELOR OF ARTS IN HUMAN RESOURCES MANAGEMENT (BA-HRM)

MARCH, 2021
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REWARD SYSTEM AND ACADEMIC STAFF MOTIVATION IN PUBLIC HIGHER

LEARNING INSTITUTIONS IN TANZANIA: KILIMANJARO CHRISTIAN MEDICAL
UNIVESITY COLLAGE

By

CHRISTINA MODESTER CHORA

A Research Proposal Submitted in partial Fulfillment of the Requirements for the Award
of Bachelor of Arts in Human Resources Management of Moshi Co-operative University

Moshi

2023
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DECLARATION
I, Christina modester chora declare that this research proposal is my own original work and that
it has not been presented and will not be presented to any other higher learning institution for a
similar or any other academic award.

________________________________________
Student's Name

______________________________
Student's Signature

_____________________
Date
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CERTIFICATION
The undersigned certifies that she has ready and hereby recommends for acceptance by Moshi
Co-operative University a research proposal titled"Reward system and academic staff
motivation in public higher learning institutions in Tanzania: A Case of Kilimanjaro
Christian medical collage" in Partial fulfillment of the Requirement for the Award Bachelor of
Arts in Human Resources Management (BA-HRM) of Moshi Co-operative University.

__________________________________________
Supervisor's Name

__________________________________________
Supervisor's Signature

_____________________
Date
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LIST OF ABBREVIATION AND ACRONYMS

BA - HRM Bachelor of Human Resources Management

MoCU Moshi Co-operative University

KCMC Kilimanjaro Christian Medical collage

TABLE OF CONTENTS
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DECLARATION........................................................................................................................iii

CERTIFICATION......................................................................................................................iv

LIST OF ABBREVIATION AND ACRONYMS.......................................................................v

INTRODUCTION.......................................................................................................................1

1.2 Statement of the problem.......................................................................................................2

1.3 Objectives of the Study..........................................................................................................2

1.3.1 General Objective...............................................................................................................2

1.3.2 Specific Objectives.............................................................................................................2

1.4 Research Questions................................................................................................................3

1.5 Significance of the study........................................................................................................3

LITERATURE REVIEW............................................................................................................4

2.1 Definitions of key concepts....................................................................................................4

2.1.1 Reward system....................................................................................................................4

2.1.2 Employees motivation.........................................................................................................4

2.1.3 Higher learning institutions.................................................................................................4

2.1.4 Herzberg’s Motivation Theory............................................................................................4

2.2 Empirical Literature Review..................................................................................................5

2.3 Research Gap.........................................................................................................................6

2.4 Conceptual Framework..........................................................................................................7

RESEARCH METHODOLOGY.................................................................................................8

3.1 Research Design.....................................................................................................................8

3.2 Description of the study area.................................................................................................8

3.3 Sampling................................................................................................................................8

3.3.1 Sampling population...........................................................................................................8

3.3.2 Sample size.........................................................................................................................8

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3.3.3 Sampling Techniques..........................................................................................................9

3.4 Data Collection......................................................................................................................9

3.4.1 Types of Data......................................................................................................................9

3.4.2 Sources of Data...................................................................................................................9

3.4.3 Data Collection Techniques................................................................................................9

3.5 Data Analysis Techniques....................................................................................................10

REFERENCES...........................................................................................................................11

APPENDICES...........................................................................................................................13
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INTRODUCTION
1.1 Background of the study
Reward is one of the best ways to boost employees’ working morale, efforts and motivation
towards working hard and improve performance of organization. Kikoito (2014) argue that a
well-rewarded employee performs his or her duties efficiently and effectively. Reward system is
important tool that management uses to channel employees’ motivation in a desired way such as
better functionality and improve company performance. Examples of reward that organizations
use to boost employees’ motivations include bonuses, increase of wages and salaries,
remuneration, fringe benefits, promotions, recognition and praise from others (Kikoito, 2014).
According to Ngwa (2019) argue that individuals are motivated to work by the needs they have
which require satisfaction and are committed to job they perceive. Kumburu (2020) found that
well-rewarded employees get stimulated to work beyond expectations when believing their
employer value their existence and contribution to organization.
Contrary, Bruce (2002) highlights that employee are not truly motivated for the company’s
reasons and objectives unless there is something in it for them to work for their own benefit. This
was supported by Emmanuel (2018) who argues that although rewards attract employees to work
hard, they are not strong strategy to motivate and retain talented employees in organisations.
The contradicting results on the influence of rewards on employees’ motivation with positive and
significant results (Ngwa 2019; Msaga, 2018; Kumburu 2020) and insignificant results (Bruce,
2002; Emmanuel, 2018) suggest the need for further studies to fill the knowledge gap. In
addition, none of the previous studies assessed the influence rewards system on academic staff
motivation in higher learning institutions in Tanzania. Considering the workloads of academic
staff in higher learning institutions caused by massive enrollments due to free secondary
education, there is a need to assess the influence of incentive packages on academic staff
motivation in higher learning institutions. Against this background, this study is set to assess the
influence of reward system on academic staff motivation in higher learning institutions in
Tanzania, taking Moshi Co-operative University as case study.

1.2 Statement of the problem

Essentially, organizations are established to attain certain goals and objectives. In order to
accomplish its objectives, organisations create a proper reward system to motivate their
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employees (Ngwa, 2019). The reward systems used are not linked with employees’ needs, job
performed and labour market. In many organizations, employees are not involved in planning
and implementation of reward systems. As consequence, they are only given what is agreed by
organizational management. Studies have suggested that effective rewards system enhances
employees’ motivation and subsequently their performance and organization performance.
Kaijage (2017) found that employees’ perceptions of reward system provides relevant feedback
and commitment to management to improve rewards system.. Kahungya (2016) found positive
relationship between motivation factors such as salary, transport benefits, medical benefit which
increase employees’ performance. However, the extent to which reward system increase
academic staff motivation in Tanzania has received limited attention. Experience shows that
many professors are leaving the teaching profession and join politics in search for greener
pastures. This suggests that the incentive packages for academic staff in higher learning
institutions do not suit their needs and demands. This study, therefore, assesses the influence of
reward system on academic staff motivation among higher learning institutions in Tanzania,
taking Moshi Co-operative University as the case study.

1.3 Objectives of the Study

1.3.1 General Objective

The main objective of this study is to assess the effects of reward system on academic staff
motivation in public higher learning institutions in Tanzania.

1.3.2 Specific Objectives

Specifically, the study intends to;
i. Identify the reward system used to motivate academic staff at Kilimanjaro Christian
Medical University Collage
ii. Determine the perceptions of academic staff on reward system used at Kilimanjaro Christian
Medical University Collage
Measure the influence of reward system on academic staff motivation at Kilimanjaro
Christian Medical University Collage
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1.4 Research Questions

i. Which reward systems are used to motivate academic staff at Kilimanjaro Christian Medical
Collage?
ii. What are the perceptions of academic staff on the currently used reward system at
Kilimanjaro Christian Medical Collage?
iii. How do reward systems influence academic staff motivation at Kilimanjaro Christian Medical
collage?

1.5 Significance of the study

The finding of this study will provide awareness among policy makers on the importance of
rewarding their employees to enhance their morale, satisfaction and the feelings of being
responsible among employees. The university management will be informed of how academic
staff feel about the current reward system in place. This could help them to devise various
strategies in order to retain them. The finding will enable planners of reward system to
implement appropriately reward strategies within an organization to increase work performance.
The finding will enable other academic scholars interested in the similar topic to use the findings
of this study as reference material. This could encourage further studies. The study is conducted
as basic requirement for the awards of Bachelor Degree at Moshi Co-operative University.

LITERATURE REVIEW

2.1 Definitions of key concepts

2.1.1 Reward system

Kikoito (2014) defines reward system as an important tool that management uses to channel
employees’ motivation in desired ways such as better functionality and further improve company
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performance. Armstrong (2012) defines reward system as something that recognizes a person’s
contribution. The study will adapt the definition by Kikoito (2014).

2.1.2 Employees motivation

According to Kahungya (2016) employees’ motivation is among crucial factor towards
increasing the performance so as to achieve organization goals. Highly motivated academic staff
tends to work harder, increase morale towards their duties and they also tends to work beyond
the expectations.

2.1.3 Higher learning institutions

Is defined as an organized tertiary learning and training activities and institutions that include
conventional universities such as arts, humanities, and science faculties and more specialized
university institutions in agriculture, engineering, science, and technology (Alemu, 2018)

2.1.4 Herzberg’s Motivation Theory

According to Herzberg (1959) the motivation to work came out with the factors which suggests
for satisfaction or dissatisfaction in an employees' working environment. Different employees
were asked what pleased and displeased them about their work. What was observed is that there
were factors causing job satisfaction and those which cause job dissatisfaction which were
grouped into two as physiological needs to grow as a human being that can be fulfilled by money
such as food, clothes and shelter and as known as basic human needs and psychological need to
archive and grow in carrier wise which can be fulfilled by activities that cause one to grow. This
theory could be used to describe which outcomes people are motivated by. It also recommended
that the management must provide both hygiene factors and intrinsic factors to the work itself in
order for the employees to be satisfied with their jobs and make balance.

2.2 Empirical Literature Review

Mustafa (2013) examined the influence of financial reward on job satisfaction among academic
staffs in public Universities at Kelantan, Malaysia. The finding indicated that employees were
more in favor of financial rewards simply because they solve their immediately problems
therefore, they were being satisfied more through financial reward than non-financial reward.
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The study did not show why financial reward is more favorable than non-financial reward. Albeit
(2015) studied the role of motivation on employee performance at Victoria commercial bank of
Kenya. The finding indicated that using correlation and regression to motivate employees will
bring high organization performance. The study concluded that there is positive relationship
between motivation and employee performance.
Ogedegbe and Bashiru (2014) investigated on fostering employee morale through effective
remuneration practices in Europe. The finding showed that positive achievement in an
organization can be attained by a well-motivated employee. The study recommended that a well
combined theories of rewards apart from monetary reward, job security and prospect of career
are crucial for both organizational development and improving in employee morale change.
Emmanuel (2018) studied the impacts of reward system as motivation tool for employees’
performance in National Collage of Ireland. The finding indicated that although the rewards
given can attract employees easy but they are not considered as strong strategy for motivating
and retaining talented employees. Finally, the study recommended that employees are motivated
through both extrinsic and intrinsic rewards.
In Tanzania number studies have examined the influence of reward system on employees’
motivation. For example, Kikoito (2014) examined the effects of reward system in organizations
performance in Tanzania banking industry in Mwanza. The finding indicated that when both
financial and non-financial rewards are present at workplace, employees are motivated and so
their job performance is improved. In the absence of adequate rewards system, workers tend to
express their displeasure through poor performance and non-committed to their jobs. The study
recommended that bank workers reward system matters a lot and should be a concern of the bank
and employees. Kaijage (2017) assessed employees’ perceptions of reward system on
employees’ motivation in Dar es salaam. The finding showed that employee perceptions of
reward system on employees’ motivation provides relevant and feedback and provides
employees’ commitment to improve organizational performance.
Kumburu (2020) documented on how financial incentives matter in the 21 centuries in Tanzania
employees. The finding indicated that rewarded employees are stimulated to work beyond
expectations when believing their employer value their existence and contributions to
organization. The study recommended that management should consider other type of incentives
which increases individuals’ satisfaction and loyalty to work, cooperation and performance.
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Francis (2014) examined factors affecting employees’ retentions at Ifakara health institute in
Tanzania. The finding showed that, low salary to middle and lower cadres, and status of
employment contract were the major factors affecting employees' retention. The study further
indicated that retention policy must be improved as strategy to retain employees. Kalangula
(2015) investigated financial and non-financial rewards on employees’ job performance at Banks
of Tanzania. The finding showed that managers should pay attention on the way they reward
their employees in order to boost job performance. The study further recommended that it is
crucial for managers to pay attention on the way they reward their employees in order to boost
job performance. The study found that ften time that non-financial rewards are ignored by
managers in many organizations.

2.3 Research Gap

Although a number of studies have been done in developed countries (Mustafa, 2015; Ogedegbe
and Bashiru, 2014; and Emmanuel, 2018) most of them explored the impact, on their influence
of reward system on employees’ motivation in non-academic organizations. Similarly, differ
with Tanzania economically, socially, politically and technologically. Even those which were
done locally (Kikoito, 2014; Kaijage, 2017; Francis, 2014; and Kalangula, 2015), didn’t focus
on employees’ motivation in higher learning institutions. Given the increasing number of
students due to free education, academic staff in higher learning institutions needs to be highly
motivated. However, limited studies examined the incentive packages and academic staff
motivation in Tanzania. This study, therefore, will examine the effects of reward system on
academic staff motivation in public higher learning institutions in Tanzania a case of Moshi Co-
operative University.
2.4 Conceptual Framework
Conceptual framework is structured from a set of broad ideas and theories that help a researcher
to properly identify variables that he/she is looking at, frame his/her questions and identify the
relevant literature. (Roeck, 2018). The study used independent variables which are rewards
attributes such as salary increment, recognition, teamwork, promotion, fringe benefit that
influence to academic staff motivation as shown in the figure below.

Figure 01. Conceptual Framework

Independent variable
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Factors influencing motivation

 Salaries

 Bonus
Dependent variable
 Promotion
Motivation
 Autonomy

 Skills variety
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RESEARCH METHODOLOGY

3.1 Research Design

The study will use descriptive research design. The design describes the phenomenon and its
characteristics. Both qualitative and quantitative approaches are used to better understand the
relationship between dependent and independent variables in the research problem (Mugenda,
2011). Independent variables in this study includes salaries, recognitions, promotions and
dependent variable include employees' motivation the study also enable the study not only to
report the finding but also analyzing, comparing and interpreting data (Mugenda, 2011).

3.2 Description of the study area

The study will be conducted at Kilimanjaro Christian Medical University Collage as the one of
the public universities found in Moshi Municipal. Moshi district approximately lies on Latitude
of 3.3500°S and Longitude of 37.3333°E. The area is located along Sokoine road. Kilimanjaro
Christian Medical University Collage is selected because it is the only public university charged
with consultancy, research, and training in cooperative subsector located in Moshi district.

3.3 Sampling

3.3.1 Sampling population

All academic staff of Kilimanjaro Christian Medical University Collage will have equal chance
of being included in the study. The academic staffs are relevant to the study and they are chosen
for the sake of saving time not only that but also the relevant information will be collected
directly from the area of the study on time.

3.3.2 Sample size

The expected sample size will be determined from the unit of analysis obtained from the
academic staff of Kilimanjaro Christian Medical University Collage. 30 respondents will be
selected as a sample. Since respondents will be categoried into three groups which will includes
management, human resources officer and academic staff of Kilimanjaro Christian Medical
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University Collage, the sample size is determined by using Yamane formula and approximately a
total of 30 respondents as shown below:
n=N/ (1+N) ^2
Whereby;
n= required sample size
N= Sample frame
e= confidential interval corresponding to the confidence level (17%) ~ 0.17
n= 210/ (1+210(0.17) ^2
n= 30
3.3.3 Sampling Techniques
The study will use simple random sampling technique in order to ensure all academic staff of
Kilimanjaro Christian Medical University as a targeted respondent had equal chance to be
selected. The study will employ simple random sampling techniques to select senior staff and
junior staff.

3.4 Data Collection

3.4.1 Types of Data

In this study, primary data such as perceptions of academic staff employees on reward system
used will include questionnaire and interview where by specific and accuracy information will be
collected directly from the field. Secondary data will include documentary review for making out
what are the gap and deficiencies as well as what additional information needed to be collected
also secondary data will help to make primary data collection more specific.

3.4.2 Sources of Data

Primary data will be collected through self-administered questionnaire and personal interview.
Primary data such as academic staff employees’ perceptions on reward system, their influence on
academic staff motivation. Secondary source of data will be obtained from other findings of
study such as written documents such as reports, books and journal already available
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3.4.3 Data Collection Techniques

The study will use questionnaire and interview to collect both primary data and secondary data.
A structured questionnaire will be employed to acquire information on employees’ attitudes for
what motivates them to achieve better performance at work. The questionnaire will be available
to the academic staff to answer question based on their views. The questionnaire will be open
and closed questions. Interview will collect qualitative data from respondents. Interview will be
used to the respondents who have no time to respond to questionnaire. Interview will enable to
capture important themes on the impacts of rewards to academic staff motivation. Documentaries
are written or recorded materials which are not prepared at the request of the inquirer or for
purpose of evaluation (Guba and Lincoln, 2015). Sources of documents to be reviewed in this
study will includes organizational records, stamps, directories and government statistical
publications that are related to rewards on employees motivation

3.5 Data Analysis Techniques

The collected data will be analyzed in two ways that is qualitative and quantitative method.
Quantitative data will be using statistical package for social service and will be analyzed through
observation to get simple descriptive statics such as percentage, frequency table and chats.
Qualitative data will be entailed logically through interpretation and explanations on the data
which will be collected from the field. The reason for using content analysis is that, comments
and opinions comments and idea from each statement made by respondents during collection of
data will finally be placed into the appropriately contents.

4.0 REFERENCES
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Albeit, M. (2015). The role of motivation on employee performance. A case of Victoria

commercial bank of Kenya. Unpublished MBA Dissertation, Chandria School of
Business. Nairobi, Kenya. 216pp
Alemu, K. S. (2018). The meaning, Idea and History of University/ Higher Education in Africa.
Makelele University, Ethiopia.
Armstrong, M. (2012). Armstrong’s Handbook of Human Resources Management Practice.
London: Jellyfish.
Bruce, A. (2002). How to motivate every employee: http//site.ebrary.com
Emmanuel, T. (2018) Impacts of reward system as a motivation tool for employees
performances. National collage of Ireland
Francis, C. (2014). Factors affecting employees' retention at Ifakara Health Institutes. Mzumbe
University. 150pp
Guba, E. G and Lincolin, Y.S (2015). Naturalist Inquiry. Beverly Hills: CA: Sage
Herzeberg, F. (1959). Herzeberg's Two Factor Theory of Motivation; 15th ed, Chikago
Kikoito, N. J. (2014). Impact of the reward system on the organizations performance in Tanzania
banking industry. The Open University of Tanzania.
Kahungya, F. E. (2016). Effects of motivations in employees’ performance. Open University of
Tanzania.
Kothari, C. (2004). Research Methodology Methods and techniques; 2rd ed, New Delhi.
Mahakshmi printer and processors.
Kaijage, L. (2017). Assessment of the employees’ perceptions of reward system on employees
motivation. The Open University of Tanzania. 85pp
Mugenda, O. M. (2011). Research Methods: Questionnaire and qualitative approach. Nairobi:
ACTS press.
Mustapha, N. (2013). The influence of financial reward on job satisfaction among academic
staffs at public universities in Kelantan, Malaysia. International Journal of Business and
Social Science, 4(3), 244-248.
Msaga, P. V. (2018). Assessment of the effects of reward system on organization performance.
The Open University of Tanzania. 147pp
Neuman, L. W. Basic of social research; Qualitative and Quantitative Approach. Boston; Pearson
Education Inc., 2007.
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Ngwa, T. W. (2019)."Effect of Reward System on Employee Performance among Selected

Manufacturing Firms in the Litoral Region of Cameroon University of Nigeria.
Kumburu, N. P. (2020). "Rewarding employees for organizational performance: Does financial
incentive matter in the 21 centuries for Tanzania employees? Moshi Cooperative
University. Journal of Co-operative and Business Studies (JCBS)
Roeck, K. (2018). Building the Theoretical Puzzle of Employees’ Reactionsto Corporate Social
Responsibility: An Integrative Conceptual framework and Research Agenda. University
of Vermont. Journal of Business Ethics.

APPENDICES

Appendix 1. Questionnaire
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Dear respondent,

My names are Christina Chora, a student of Moshi cooperative university pursuing Bachelor of
Human Resources Management (BA- HRM). I am conducting a study titled "Reward System
and Academic Staff Motivation in Public Higher Learning Institutions in Tanzania: The case
of Kilimanjaro Christian Medical University Collage" Specifically, the study tends to examine
the influence of reward system on the academic staff motivation in higher learning institutions in
Tanzania

The finding of this study might be useful to policy maker in designing appropriate reward system
program that will enhance employees’ motivation and hence the performance will be improved
not only that but also the study might be useful to the scholars who are interested in the same
topic. Despite the busy schedule you have. I would be glad that you spend at least ten minutes to
respond to this questionnaire. I assure you that all the information provided will remain
confidential and will only be used for academic purpose to obtain Bachelor Degree. Should you
have any difficult, do not hesitate to contact the researcher through phone number 0768953096
or my supervisor Dr.Ngaiza for more clarification.

Thank you in advance for your time and cooperation.

PART I: BACKGROUND INFORMATION

1 Male Female
What is your sex? 1 2

2 In which age category do 20 – 30 31 - 40 41 - 50 51 - 60 61 and

you fall-in? above
1 2 3 4 5

3 What is your marital Single Married Widow/widower Divorced

status? 1 2 3 4

4 What is your highest Certificate Diploma Bachelo Master Ph.D

academic qualification? r
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1 2 3 4 5

5 How long have you worked Below 1 1-5 yrs 6-10 yrs 11-15 yrs Above 15
at Moshi Co-operative yr
University? 1 2 3 4 5

6. Did you participate in reward system when you YES NO

were employed at Moshi Co-operative University? 1 2

Strongly Disagree

Strongly Agree
I Don’t know
Disagree
PART II: REWARD SYSTEM USED TO MOTIVATE ACADEMIC

Agree
STAFF AT MOSHI COOPERATIVE UNIVERSITY
Circle © the most correct answers of your choice
1. Moshi Co-operative University uses recognition as the reward system for 1 2 3 4 5
academic staff?
2. Moshi Co-operative University uses training and development as the 1 2 3 4 5
reward system?
3. Moshi Co-operative University uses financial reward as the reward system 1 2 3 4 5
for academic staff?
4. Moshi Co-operative uses performance bonuses as the reward system for 1 2 3 4 5
academic staff?
5. Moshi Co-operative University uses extra working hours allowance as the 1 2 3 4 5
reward system for academic staff?
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Strongly Disagree

Strongly Agree
I Don’t know
Disagree
PART III: ACADEMIC STAFF PERCEPTIONS OF REWARD
SYSTEM USED AT MOSHI CO-OPERATIVE UNIVERSITY
1. Recognition is given to good performs 1 2 3 4 5
2. Bonus above competitors 1 2 3 4 5
3. Good working environment 1 2 3 4 5
4. Praise for excellent performance 1 2 3 4 5
5. Salary is excellent 1 2 3 4 5
6. Formal praise through certificate and others 1 2 3 4 5

Strongly Disagree

Strongly Agree
I Don’t know
PART IV: INFLUENCE OF REWARD SYSTEM ON ACADEMIC
Disagree

STAFF MOTIVATION AT MOSHI CO-OPERATIVE UNIVERSITY

Agree

Circle © the most correct answers of your choice

1. When I'm better remuneration it increases my job performance 1 2 3 4 5
2. When I'm promoted by my employer it real motivates me to do work 1 2 3 4 5
hard during the year
3. Frequency increase in salary level increase the morale toward working 1 2 3 4 5
hard
4. When I get a bonus increase my job performance my job performance 1 2 3 4 5
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increases as well
5. Informal recognition such as (very done, thank you, you are a star) 1 2 3 4 5
motivate me to improve my performance
6. A family day offered by the university motivate us to work hard during 1 2 3 4 5
the year.
7. Praise for a job well done from my supervisor encourage me to perform 1 2 3 4 5
my job better.
8. Medical benefit provided at Moshi Co-operative University real 1 2 3 4 5
motivate us to perform our duties.
9. Incentive payment motivates me to work 1 2 3 4 5

10. Transport benefit increase morale to academic staff towards working 1 2 3 4 5

hard

Appendix II. Interview Questions for Human Resources Staff

Dear Respondents,

My names are Daniel Mwakanyanyila pursuing Bachelor of Human Resource Management (BA
– HRM) at Moshi Co-operative University (MoCU) in Moshi Municipal. I am conducting a
study tilted “Reward system and academic staff motivation in public higher learning
institutions in Tanzania: The case of Moshi Co-operative University” Specifically, the study
examines the influence of reward system on academic staff motivation in public higher learning
institutions. Your prompt response will be highly appreciated.

GUIDING QUESTIONS
1. Can you brief me a bit about Moshi Co-operative University?
2. What do you know about reward system for employees?
3.Do reward system practiced to academic staff at Moshi Co-operative University?
4. Do you think reward system increases the level of motivation to academic staff?
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5. What are specific reward system that is provided Moshi Co-operative University to academic
staff?
6. What challenges facing Moshi Co-operative University in providing reward to academic staff?

Thank you for your time and assistance