IBRAHIM ABDULAI SAWANEH
DIRECTOR OF ACADEMIC AFFAIRS - IAMTECH
AUTHOR: IBRAHIM ABDULAI SAWANEH, DIRECTOR OF ACADEMIC AFFAIRS AT THE INSTITUTION OF ADVANCED MANAGEMENT AND TECHNOLOGY - IAMTECH
19th December, 2018
Employee motivation is a key element that subsequently achieve organizational blueprint in modern day of organizational operations. On this ground, the researchers assess employees’ motivation in tertiary educational institutions in Sierra Leone. It covers the Institute of Advanced Management and Technology (IAMTECH) and its affiliate institution, Njala University (NU). Differences were drawn between these two institutions, as IAMTECH is private and NU public. Motivation is necessary for effective and efficient organizational dynamism such as room for growth, development, health work environment, feeling of belonging, and achievement of organizational objectives. Motivated employees dedicate their energies and skills to their jobs, thereby implementing and attaining the organizational policies and blueprints. This enhances workplace ethics and accelerates employee motivation and performance in tertiary educational institutions in Sierra Leone. It clearly states that motivation is not only giving financial incentives and rewards, but also makes employees’ feel as if they are part of the organization success. It is evident in the research that, applying effective employees’ motivation either moral or financial helps achieve organizational objectives in both public and private sectors in Sierra Leone. However, there are some constrains in achieving the ultimate goal of the research, as most heads and decision makers in these institutions lack the required skills to motivate employees’ performance in this 19th century culturally society in the west coast of Africa. Therefore, the researchers created room for more innovative techniques that will definitely yield maximal employees’ motivation in tertiary educational institutions in Sierra Leone.
Feedback, Theory, HRM, Performance Appraisal System; Prejudice, Perception
 Nelson, D.L. and Quick, J.C. (2003), Organizational Behaviour: Foundation, Realities and Challenges (4th ed.), Australia: Thomson South-Western.
 Arif, M.H. (2003). Human Development and Learning. Majeed Book Depot, Lahore, Pakistan. Pp.163-180.
 Robbins, P. Stephen and Decenzo A. David (2008). Fundamentals of Management: Essential Concept and Application (6th edition) Pearson: U.S.A
 Lewis, P. S., Goodman, S. H., & Fandt, P. M. (1995).Management: Challenges in the 21stCentury.New York: West Publishing Company.
 Akinfolarin, C. A. (2008). Resource utilization in Vocational and Technical Education in Colleges of Education in South-West Nigeria. Unpublished Ph.D Thesis. University of Ado-Ekiti, Ado-Ekiti.
 Muhammad (2010). Motivational Issues for Teachers in Higher Education: A Critical Case of IUB Journal of Management Research ISSN 1941-899X 2010, Vol. 2, No. 2: E3
 Aluko M.A. (2002): “Assessing State and Universities in Nigeria.” Conference Paper on Brain Drain in Nigeria. Nicon- Hilton Abuja.
 Filak, V. F. (2003). Student Psychological Need Satisfaction and College TeacherCourse Evaluations. Educational Psychology , 23(3), 235-247
 Photanan, T. (2004). Human Resource Focus. Bangkok: Innographics Ltd.
 Memmott, L., & Growers, S. (March 12& 13,2002). Retaining and motivating employees.
 Lee, H. and Yu, C. (2010). Effect of relation style on innovation performance. African Journal of Business Management, 4(9), 1703-1708.
 Shanks, Nancy H. “Chapter 2.”Management and Motivation. Jones and Barlett.23-35. Print.
 Bandele, S. O. (2003). The Universal Basic Education in Perspective, Need for Formative Evaluation. Nigeria. Journal of Educational Research and Evaluation, 1(4), 54-56.