1 1 Workshop on Human Resources Management and Training in Statistical Offices September 2010 Performing more than can be expected Motivation in NSIs in Sub-Saharan Africa By Dag Roll-Hansen Division for international development cooperation in Statistics Norway

2 The base of motivation Employees work harder as a result of more involvement, commitment and affection, resulting from a high degree of autonomy and control over work processes. Employees work smarter because they are encouraged to develop their skills and competence in general. Employees work more responsibly, because more responsibility is in their hands. Pfeffer, J., and Veiga, J. F. (1999), "Putting people first for organizational success", Academy of Management Executive, Vol. 13 No. 2, pp

3 Motivating factors Decent working conditions Friendship with colleagues Good relationship with supervisor Recognition for work Having a say Challenging work Control Growth and learning opportunities Status in the organization More time off

4 Southern Sudan Africa's longest civil war, ended in 2005 Conflict between the northern and southern part South has extended home rule since 2005 The peace agreement makes it possible for southern Sudan to gain independence in The government needs information on the living conditions of the population and the economic situation

5 Cooperation between Southern Sudan Centre for Census, Surveys and Evaluation (SSCCSE) and Statistics Norway SSCCSE published a consumer price index since April 2007 Reconciliation: SSCCSE and their colleagues in the north have recently conducted a population Census and a survey on living conditions 5

6 Malawi One of the poorest, least developed and most densely populated countries in Africa Dependent on agriculture People live mostly at the countryside Large challenges in supplying health services, education and economic development 6

7 Cooperation between the National Statistical Office of Malawi and Statistics Norway The core of the cooperation is to transfer competence and technology for production of statistics Describe the agriculture production Give key indicators for the economic development Give key indicators for living conditions The National Statistical Office now calculate the share of the population living in poverty every year 7

8 Autonomy, competence and responsibility has proven to be effective in making employees perform more than can be expected. I try to inspire them to work for their country. I give them hope, tell them that there are chances for education, opportunity for growth, even though I do not know if it is true. I tell them that we are pioneers, we are establishing something no-one has ever done before. Martin Gama Abucha, IT Director, Southern Sudan Centre for Census, Statistics and Evaluation (SSCCSE)

9 Motivation from inside or outside From inside: Genuine part of the employee. Wanting to do a good job, because the joy of work, work for its own sake. It is being motivated because the task itself is attractive, because you are looking forward to plan it, do it and see the results of it. From outside: An urge to achieve something other than work itself, like pay or compliance to cooperate norms. Research: Internal motivation best for complex tasks – like making statistics.

10 Rewards Inspire joy of work Inspire cooperation Is perceived as fair

11 What creates obligations and goals? Building the nation? Clear expectations? Challenging but achievable goals? You do not know what is happening in the local offices and we do not know what is happening here at the headquarter. Do you know what I do when my people are sleeping? I join them. Director of local NSI office

12 Where do we go? Treating staff with respect, giving them influence over work and making them feel invested in, increases productivity, quality and reduces turn-over. Not trusting your colleagues tear down their motivation and creates a scene where conflict is a core element. Even though counterproductive, still control remain a core element in many national statistical institutes. To have staff work harder, smarter and more responsible we have to involve all employees, give them autonomy, encourage them to develop their competence and place more responsibility is in their hands.