Abstract

This study examines the relationship between motivation and employee performance in Cameroon’s public service, focusing on the taxation departments of Kumba and Buea. Motivation plays a crucial role in determining the productivity and overall performance of employees in any organization, especially in the public sector, where employee output directly impacts service delivery to the population. The objective of the study is to assess how various motivational factors, such as financial incentives, job security, recognition, and career development, influence the performance of employees within these taxation departments.

A mixed-method research design was employed, combining quantitative and qualitative approaches. Data was collected through structured questionnaires distributed to a sample of 150 employees across the two taxation departments. In addition, in-depth interviews were conducted with department heads to gain insight into the motivation strategies in place and their perceived impact on performance. The data was analyzed using descriptive statistics to determine the extent to which different motivational factors affect employee performance, and content analysis was used to analyze the qualitative data from interviews.

The findings reveal that financial incentives, including salary and bonuses, were the primary motivators for employees. However, non-financial factors, such as recognition and job security, also significantly influenced employee performance. The study observed that employees who felt secure in their jobs and recognized for their contributions exhibited higher levels of engagement and productivity. Conversely, a lack of career advancement opportunities and inadequate training were identified as demotivating factors that negatively impacted performance.

The study concludes that a balanced approach to motivation, combining both financial and non-financial incentives, is essential for enhancing employee performance in Cameroon’s public service. The study recommends that the taxation departments of Kumba and Buea should implement more comprehensive motivational strategies that include regular performance appraisals, professional development programs, and clear pathways for career progression to improve overall productivity.

Keywords: Motivation, Employee performance, Public service, Financial incentives, Non-financial incentives, Taxation department, Cameroon, Job security, Career development.