An analysis of motivation within the Department of Social Security

Abstract

The objective of this research is to discover the level of motivation of the employees working in the different strata at the Department for Social Security. This study focuses on the public service officer’s motivation among the different hierarchy posts and also the motivation among employees that are benefiting from the family friendly measures and those that are not. In order to help the researcher find the answer and identify different areas that might directly impact the motivation level among public officers following research questions were produced. 1. Are workers who holding a top administrative grade more motivated then the other employees? 2. Are workers who benefit from family friendly measures more motivated than those who do not benefit from family friendly measures? 3. What are the main de\motivating factors at the Department of Social Security? 1.5 Design This dissertation consists of five different chapters. This chapter introduced motivation as a concept and motivation in the public service particularly the motivation at the Department for Social Security. This research focus mainly on five characteristics; the motivational preferences of employees regarding their hierarchy position, the motivational preferences based on the employees’ age, gender, family friend measures and employees educational background. It also gave a brief description of the Department of Social Security within the Ministry for the Family and Social Solidarity on which this research project has been based. Chapter two consists of the literature review that consults some applicable studies connected to answer the research questions. Chapter three delineate the methodology used in the research of this research project. On the other hand chapter four describes the findings obtained from the analysis of the participants’ responses. At last chapter five, there is a discussion based on the analysis, followed by a conclusion and limitations. Then finally in chapter five there are some recommendations for future improvements.