Objectives of this research were 1. To study the working motivation for personnel of Sakaew Municipality, Sakaew Province, 2. To compare the working motivation for personnel of Sakaew Municipality, Sakaew Province and 3. To study the problems, obstacles and guidelines for the working motivation for personnel of Sakaew Municipality, Sakaew Province.

Methodology was the mixed methods: The quantitative research conducted by survey method, collecting data from 95 samples out of 124 personnel of Sakaew Municipality with questionnaires which was reliability at 0.985, analyzing data with Frequency, Percentage, Mean, Standard Deviation, t-test, F-test and One way ANOVA, and the Least Significant Difference: LSD. For qualitative research, Data were collected from 12 key informants by face-to-face-in-depth-interviewing and analyzed by descriptive interpretation.

Findings of this research were as follows:

1. The personnel’s work motivation level of Sakaew Municipality, Sakaew Province by overall was at high level ( = 3.59). Each aspect indicated as:

1) Motivation factor, the success of the work aspect was at high level
(  = 3.84), the nature of the work aspect was at high level (  = 3.65), the aspect to be respected was at high level (  = 3.60), responsibility aspect was at high level (  = 3.51), the progress in the job aspect was at high level (  = 3.43), and all aspects were at high level. 

2) Supporting factor: policy and administration aspect were ( = 3.59), working environment aspect was at high level (  =3.62) interpersonal relationship aspect was at high level (  = 3.59), governance and command aspect were at high level (  = 3.47) and salary and benefits aspect were at high level (  = 3.42), In conclusion, all aspects were at high levels.

2. The comparison of personnel’s performance motivation of Sakaew Municipality, Sakaew Province, classified by personal factors were found that personnel with different gender, age, educational background, position and salary by overall did not have different opinions, rejecting  the set  hypothesis.

3. Problems, guideline and motivation in the work performance of Sakaew Municipality personnel, Sakaew Province revealed that bosses and the colleagues were not sincere, did not pay attention to caring responsibility. Not helping solve the problems that occurred in the operation. Both supervisors and colleagues used emotions rather than thoughts. There were conflicts within the agency. The atmosphere in the work place was not pleasant. The work outputs were not satisfactory due to improper distribution. Employees were overworked and the tasks were not finished in due time. The salary is not appropriate for the job and responsibility, not suitable for economy era 4.0

Guideline for developing motivation of the personnel’s work performance of Sakaew Municipality, Sakaew Province was that Supervisors and colleagues should pay attention to caring responsibility and solving problems when they arise, just like everyone in the organization is in the same family, encouraging all employees to work together with love, warmth and mutual understanding. Sympathy will make the performance effective. Authority should be managed properly. Responsibility, work distribution should be distributed to suit the capabilities of employees. Supervisors encourage employees to attend training meetings to increase their knowledge and skills. There should be organized training about Dharma. There should be well planned working procedure with appropriate time. Some working procedures could be reduced in accordance with the rules of operation. Employees’ salaries should be adjusted to suit their responsibilities.

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