Browsing by Author "Besigye, Rowland"

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    The impact of employee relations on labour stability: A case study of Ssabagabo Sub-county Headquarters-Makindye.
    (Kampala International University, College of Economics and Management Sciences ., 2009-01) Besigye, Rowland
    The study intended to investigate the Impact of Employee Relations on the rate of Labour Stability mainly at SCHQs- Makindye while being guided by a problem statement that is to say Employee Relations is a gate way to labour stability justified by foreign countries like United States where employees are treated as great resources resulting into lower labour turnover rates in the country (Pastay G. 2001). However, at SCHQs- Makindye, the concept seemed to have been taken for granted which forced the researcher to end up conducting a detailed research in order to examine the impact of employee relations on the rate of labour stability. The main specific objectives of this study were to investigate the relationship that existed between industrial democracy on the rate if labour stability, the importance of participation and involvement on the rate labour stability and lastly the effects of leadership style on the rate of labour stability respectively. In data collection process, the researcher employed instruments like closed and self administered questionnaires and interviews for primary data and extensive library research for secondary data which were all analyzed using Microsoft excel, presented in tables and pie charts for easy interpretation. In as far as findings are concerned, the study found out that industrial democracy is a road map to knowledge management and a way of streamlining sub-county activities using methods such as delegation, motivation, transparency and good leadership styles. the study further found out that participation and involvement are practices important in promoting decision making process and problem solving activities and that leadership is an integral part of management AND every one's business in an organization justified by the participate style that was popularly used at the sub county. However, the study revealed that the activities which this research rotated on such as industrial democracy, participation and involvement plus leadership style were practiced in favour of the ruling party while segregating other parties at the sub-county. Further more the study found out that the sub-county had inefficient suggestion boxes and poor treatment of employees revealed by low wages and salaries that they were getting compared to the standards of living. Thus, it can be recommended that all sub-county employees should be allowed to participate in the sub-county activities regardless of the political party in which they belong and financial rewards should be properly integrated in the total systems of promoting good employee relations in order for labour stability to prevail at the sub-county.
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    Reward systems and employee motivation in Kampala International University main campus, Kampala, Uganda.
    (Kampala international University college of economics and management, 2011-08) Besigye, Rowland
    This study on Reward systems and employee motivation in Kampala International University was conducted with the main purpose of establishing the relationship between reward systems and employee motivation. The researcher carried out this study while being guided by four research objective that were oriented towards determining the respondents profile in terms of gender, age, level of education, type of employment and length of service, to determine the level of existing reward systems in KIU main campus Kampala Uganda, the level of employee motivation in KIU main campus Kampala Uganda, to establish the relationship between reward systems and employee motivation in KIU main campus Kampala Uganda. Literature on the study variables suggests that financial rewards cannot solely motivate employees but a mix of both financial and non financial can. So if properly integrated in Kampala international total reward system employee motivation would be achieved.The study employed both descriptive correlation research design. The population of this study was characterized by academic staff and administrators chosen basing on the faculties where they belong and length of service. Stratified random and purposive sampling techniques were also used to obtain 175 respondents that acted as sample size. The research findings revealed that Reward systems expressed in form of financial and non financial rewards, have got a significant and positive relationship with employee motivation KIU main campus Kampala Uganda (r=0.491, sig=0.000). More still regression analysis, proved it that all the two aspects of reward systems included in the regression model contribute over 33% towards variations in employee motivation in KIU main campus Kampala Uganda (Adjusted R2 =0.333) and of two rewards administered in KIU main campus, non financial rewards have the biggest impact with a beta value of 0.421, suggesting that non financial rewards contribute alone contribute over 42% towards variations in employee motivation followed by financial rewards that contributes over 25% (Beta=O.255) towards variations in employee motivation. The researcher recommended that there should be a unified system of ensuring that all workers get equitable rewards and benefits in order to eradicate the prevailing de-motivation arising of reward and benefits differentials among employees of the same rank and qualifications and in the same geographical areas though in different faculties. Furthermore employees’ salaries and other financial benefits should be pegged on labour market conditions, cost of living, and performance in order to leave employees in a reasonable saving position whenever inflation rates and cost of living rise.