Enhancing Employee Performance in the Civil Service: Does Positive Recognition Matter?

Ntshalintshali Thabisile Tekhaya & Kule Julius Warren
Department of Business Administration
Faculty of Commerce
University of Eswatini
ORCID – https://orcid.org/0000-0003-3029-7899
Email: ntshalintshali.zekhaya.2016@gmail.com/ jwkule@uneswa.ac.sz

Abstract: This study investigated the impact of positive recognition on employee performance within the Ministry of Finance in the Hhohho Region of Eswatini. The research focused on identifying the effect of positive recognition on employee performance. A quantitative approach was employed, with data collected through structured questionnaires from a sample of 252 civil servants. The study utilised inferential statistical analysis to examine the relationship between positive recognition and employee performance, particularly in areas such as engagement in decision-making and appreciation from superiors. The results revealed that positive recognition significantly enhances employee performance(F-value = 43.738, p < 0.001).. Aspects such as managers involving staff in decision making, and managers seeking employees’ opinion in meetings were identified as key positive elements of recognition. The findings highlight the importance of fostering a supportive work environment through effective recognition practices to improve overall employee performance. The study concludes that workers’ engagement in decision-making and appreciation from management should be implemented to improve recognition in the Eswatini Public Sector in order to enhance motivation and productivity of their workforce.