ABSTRACT
The issue of employee dissatisfaction and related attitude towards work is assuming alarming rate worldwide. The situation is even more serious in developing countries where working conditions are unattractive (Miroshnik, 2002). As indicated by Dartey-Baah & Amoako (2011), motivation is a key determinant of work performance. It strengthens, directs, and sustains human behavior. Motivation is crucial for organisations to function; without motivation employees will not put up their best and the company’s performance would affect negatively. This study critically examines the impact of motivation and performance enhancement at PassionAir Ghana. The data were collected from 209 self-administered questionnaires distributed to employees. Both qualitative and quantitative techniques are employed in the analysis of data collected from the field. The study found that, monetary rewards like pay, commission and bonuses motivated employees, and at the same time non-monetary rewards like recognition, decision making roles, promotion, staff bus, flexible working hours etc. were major sources of motivation. The study also found that, enabling working conditions such as temperature of offices, health and safety, well-lit environment, good chairs and tables, etc. at the workplace were some sources of motivation to employees. Also, the study found that, job design in terms of the tasks, freedom, autonomy and opportunity to decide what and how to perform job motivated employees. The study recommended that, to motivate and satisfy employees, managers need to effectively blend the factors well to suit the special needs of their employees. Managers at PassionAir Ghana should strike a balance between the monetary factors and non-monetary factors with more emphasis on the non-monetary factors since the study found non-monetary factors to motivate employees PassionAir Ghana better.
