Effectiveness of Various Monetary Incentive Structures in Influencing Staff Productivity at the Kenya National Library Service (KNLS)
Main Article Content
Abstract
This study investigates the effectiveness of various monetary incentive structures in influencing
staff productivity at the Kenya National Library Service (KNLS). Despite implementing different
incentive schemes, KNLS has experienced a persistent decline in productivity among library
staff, prompting an examination of how these incentives affect motivation and performance. The
primary objectives of the study were to examine the impact of salary increases on staff
productivity at the Kenya National Library Service (KNLS) and to assess the effectiveness of
salary bonuses in enhancing staff productivity at the Kenya National Library Service (KNLS).
The significance of this research lies in its potential to inform strategic decision-making within
KNLS, offering insights that can enhance staff motivation and overall library services. The
research is grounded in Herzberg's Two-Factor Theory and Vroom's Expectancy Theory, which
emphasize the need for incentives to align with employee motivations and expectations. This
study contributes to the field of library and information science by providing a framework for
understanding the relationship between incentive structures and staff productivity, ultimately
guiding organizations in enhancing workforce performance and service delivery. The study used
a mixed-methods research design, combining quantitative surveys and qualitative interviews to
collect data from a target population of 85 public librarians, yielding a 96% response rate.
Findings revealed varying perceptions of monetary incentives, with profit-sharing plans rated
most positively, while performance-based pay was viewed as less effective. The study's
conclusions indicate that while the current incentive framework has a moderate impact on
productivity, it requires refinement to better align with employee expectations.
Recommendations include developing tailored incentive programs, revising performance-based
pay structures, and increasing focus on non-monetary incentives to enhance motivation.
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