Motivation Factors Impacting the Civil Servant Performance in Local Public Administration in Kosovo

Abstract

Motivation is defined as the willingness to exert high level of effort to reach organizational goals, conditioned by the ability of these efforts to satisfy some individual needs. As motivating factors are: wage increase in career, work place safety, work contracts, working conditions, organizational culture, leadership in working organizations, the level of responsibility at work, and rewards. All these factors have different scale in motivating employee performance. Based on the theory of many authors in the field of human resources, the conclusion is that the salary is one of the most important motivating factors for employee performance level. Research questions are: Which is unsatisfactory level within worker's salary? What is the salary structure? What is actual legal framework? The paper used combined methodology: collection of primary data, secondary data, and interviews, with the objective to draw scientific conclusions of this research. The purpose of this research is to come out with recommendations for institutions to develop policies, help human resource and executives managers at all levels, but also for its employees to develop policies and apply procedures which will enable management technology to increase the salary management system as a key influential factor for higher performance level within public sector in Kosovo. Efficient and professional public administration prepared to respond to citizens' demands is the common aspiration of all the institutions of the Republic of Kosovo. To achieve this goal, of special importance is the establishment of standards that contribute not merely to increasing the effectiveness and quality of operations