Salary budget goes up by 40 per cent

Dodoma.The Treasury will release Sh3.2 trillion to be spent on salaries, being part of the government’s effort to provide more jobs and push up civil servants’ remunerations, the Parliament was told yesterday.This amount translates to an increase of Sh938 billion (equivalent to 40.2 per cent) for the public service budget, compared to last financial year’s allocation. Speaking about various projects expected to be fulfilled by various institutions under the President’s office, Ms Ghasia said the Prevention and Combating of Corruption Bureau is expected to investigate 2,456 graft allegations. For its part, the Parliamentary, Justice and Good Governance committee urged the government to make sure the improvement of workers’ benefits reflects the economic hardships that prevail in the country. “The committee also urges that government to make sure the outstanding workers’ arrears are sorted out and that the government should also make sure that it doesn’t accumulate other debts in the future especially by not transferring a worker when there is no money,” said Pindi Chana (Special Seats - CCM) when tabling the Committee’s views. “Our recommendation is based on the fact that the Sh135,000 isn’t enough for an average family of six people, for if you divide it, every person will only receive about Sh750 with which to survive for the whole day...the money is way below what is spent by a prisoner who spends Sh2,420 each day,” she said. Ms Lyimo added that the current formula that the government uses to review salaries is based on favouritism and segregation between the high and the low-income earners.

Are Organizations Weak in Pakistan, or the People Running Them ...

Hamza Ameer

The word “Motivation” is derived from the word “Motive” which means “induce to act.” Motivation is known as important as other factors for achieving the organization goals. Motivation is inside another person’s head and heart. It may be intrinsic or extrinsic. This is what is called motivation. Employees of a company will be motivated if they associate certain incentives with an activity of work.

It has been seen in Pakistan that the employees in the public sector organizations are not motivated as much as in the private sector. There are so many factors responsible for this state of nature. In this research the focus is that what are the factors responsible for motivation and its impacts on the organization goals.

At the individuals level low employee motivation is affecting the public sector in several ways it is resulting into disappointment, frustration, aggression, reduction of commitment , bad mood up to depression, diminishing of knowledge and abilities, social isolation and damage causing to involvement outside the company. At the interpersonal level the public sector is being affected by problems such as conformity, adapted behaviour, passivity/indifference in coordination and decision-making and diminishing interaction. Whereas at the Organizational level the public sector is facing problems such as unused potentials, reduction of innovation tendencies, increased number of errors, worsening atmosphere and working environments.

Several causes are related to the Low Morale of Employee the Public Sector of Pakistan, majority of the public sector organization are facing this dilemma, which is increasing day by day. In this research the impact of the four independent variables will be seen on the employee motivation in the public sector, these variables include; No Job Enrichment, No Growth Opportunities, No Research and Development and High Power Distance.

Low motivation of employees can be stated in two terms to determine the reason for the affect. Whether the motivation is low because of the lack of ability or because of the organizational issues that prevail is a question pondered upon for years.  A famous Chinese proverb indicates its development by stating that,

‘ For every hundred men hacking away at the branches of a diseased tree, only one will stop to inspect the roots’.

It should be kept in mind that, the root of a performance problem, needs to be understood before you can fully address it. Ability and motivation go together to impact performance, and the most successful performance improvement efforts combine strategies for improving each. This creates a positive environment where people feel supported to reach their performance potential; and feel valued, knowing that the organization wants to find a good fit for their abilities.