Staff Perceptions on Motivational Practices and their Implications for Staff Job Satisfaction: the Case of Zimbabwe Open University, Matabeleland North Regional Centre

Abstract

The current study sought to explore staff perceptions on motivational practices and their direct and indirect implications for staff job satisfaction. The case of Matabeleland North Regional Centre of the Zimbabwe Open University was used. A population of 30 staff members was used from which a sample of 20 (N=20) elements was selected. Convenient sampling technique and questionnaires were used in collecting data. The major findings of the study were that most staff members were satisfied by the nature of their work, work responsibilities, rate of pay for their posts, pension contributions, interaction with co-workers, management style as well as staff development opportunities at the regional centre. The study concluded that staff members were generally satisfied by their working conditions and the overall institutional support they were receiving from Zimbabwe Open University. The study recommended that the regional centre should continue promoting and up-scaling its different hallmarks for motivating staff which include nature of work, rate of pay, rate of allowances, work responsibilities, leave conditions, work environment, pension contributions, promotional prospects, conducive interaction of co-workers and management, staff development, general institutional support and collaboration with key stakeholders.