Abstract:
The hawthorn study of Elton Mayo brought a paradigm shift in the history of work motivation
which altered the thought of economic man. Since then, a myriad of research conducted to
identify what what motivates employees most and various motivational techniques and tools devised
and come to effect in various organizational settings. However, whatever types of motivation
models available, it is up to the management own accord to apply in motivating its employees.
The purpose of this research paper is to examine the policies and practices of employees'
motivation and leadership in commercial bank of Ethiopia, especially in Jimma district
workplace. A mixed of both qualitative and quantitative research methods was applied. A
survey questionnaire of ten motivation factors and six leadership characters designed from
motivation factors proposed by Fredric Herzberg, Kenneth Kovach, and Bob Nelson, the gurus
of motivation who conducted intensive research on the area blended with the company's
motivational tools, to identify the the most motivating factors. The questionnaire distributed to
employees under the district using quota sampling technique. The collected descriptive data
was then analyzed to identify the level of motivation and leadership practices in the district by
highlighting the average means of the responses of the designed sixteen factors of motivation
and leadership practices. The key informant interviews responses used to triangulate the
descriptive results. The result indicated that level of motivations and leadership practices in
the district are good for the majority factors. The findings of the research showed that the pay
and benefit packages of the bank is attractive and competitive at the current market level.
Moreover the result revealed that interesting work and doing meaningful job are
overwhelming motivational factors with the highest scores. Promotion & growth, and
performance management practices are unsatisfactory/low. And also the research revealed
that low performance in providing necessary working materials. Based on the findings, the
management should take necessary action to improve promotion & growth, performance
management, and work materials to motivate employees for the desired level of motivation.
