The rationale of this study is to examine the effect of motivational strategies on performance of public servants in rural Local Governments in Eastern Uganda. To achieve this, the study focused on two specific objectives; examine the existing motivational strategies for public servants, and how the existing motivational strategies have affected public servants’ performance. The research adopted a descriptive design employing both qualitative and quantitative study approaches. 120 public servants were sampled, of which 40 were key informants from Local and Central Governments as well as development partners. Data was collected using questionnaires for all respondents and documentary review. It was analyzed both qualitatively and quantitatively using the Statistical Package for Social Scientists (SPSS). The study revealed that though payment is linked to performance, and expected to tightly stimulate aligned preferences, considerable public servants in rural Local Governments gain utility from non-monetary values. Such values are; provision of accommodation, building relationships, rewarding good work and other intrinsic concerns such as trust, altruism, goodwill, recognition, appreciation and praise for the good work. The study recommends; the introduction of “performance contract”, performance related pay (PRP), and bonus system concepts based on the principle of result-oriented management. It also recommends capacity building through training and promotion based on performance other than political affiliation, tribe and nepotism.

Keywords: Monetary and non-monetary motivational strategies, performance