Influence of Motivational Leadership Features on Service Delivery in Koibatek Sub - County, Baringo County, Kenya.

Author: Jackson Kiplagat , Dr. Anth ony Alexis

Date: 2025

Abstract: This study examines the Influence of Motivational Leadership Features on Service Delivery in Koibatek Sub-County, Baringo County, Kenya. It is based on Vroom's Expectancy Theory, which emphasizes that motivation is driven by the belief that effort leads to performance, performance leads to desired outcomes, and these outcomes are valued by the individual. The researcher will use descriptive research design, to ensure adequate representation, the researcher has set a sample size of 235 respondents out of a total population of 300 individuals. This includes 8 top management managers, 32 employee lead managers, and 195 employees, questionnaires, interviews, and case studies. Data were analyzed using qualitative and quantitative methods, with results presented in tables, figures, and charts, offering actionable insights for improving service delivery and profitability in dairy societies. The findings indicated that the influence of motivational leadership on service delivery, focusing on four primary objectives. Each objective addressed different aspects of the relationship between leadership practices, employee motivation, and the quality of service provided within organizations. The results of this study confirm that key features of motivational leadership, such as recognition, encouragement, empowerment, and communication, significantly influence service delivery. Leaders who provide positive reinforcement, acknowledge employee achievements, and create an environment that fosters open communication contribute to higher employee satisfaction and performance. Motivated employees, in turn, exhibit higher levels of commitment to their work and better service delivery. These findings underscore the importance of motivational leadership features in shaping the organizational culture and influencing the overall service outcomes. Based on the findings of this study, several recommendations can be made to enhance the role of motivational leadership in improving service delivery within organizations. First, organizations should prioritize leadership training and development programs that emphasize motivational leadership skills. Leaders need to be equipped with the tools to recognize employee strengths, provide constructive feedback, and foster a culture of open communication. This will enhance the application of motivational leadership techniques and improve service delivery. Additionally, fostering a culture of recognition and reward is essential. Leaders should regularly recognize individual and team achievements, both publicly and privately, through verbal praise, bonuses, or other forms of acknowledgment. This not only boosts employee morale but also strengthens their commitment to delivering high-quality service. Another critical recommendation is to focus on personalized motivation strategies. Employees are motivated by different factors, and leaders should take time to understand the individual needs and aspirations of their team members. This could include offering career development opportunities, providing challenges that match an employee’s skills, or offering flexible work conditions. Personalized approaches to motivation are likely to lead to higher engagement and better service delivery.

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