Masters of Arts in Human Resource Management
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- ItemQuality of work-life balance and employee performance in Kigali independent University(Kampala International University,College of Humanities and Social Sciences, 210-09) Umubyeyi, Angel RuzagirizaIn this study the researcher discussed about Quality of work —life and employee performance, case of Kigali Independent University and researcher attempted to assess the effect of quality of work-life balance on employee performance in that university, and this was verif~i true analysing the effects of flexible working hours on employee performance, to analyse the effect of dependent care initiatives on employee performance, to assess the influence of weliness program on employee performance, to determine the effect of reduced working hours on employee performance and to determine the effect of health and welfare on employee performance. The second chapter included discussions as to other related literature secondary sources were used for this purpose; they included books on Human resource and personnel management, journal and articles published both in print and online. The organisations documents (from human resource department) were also used to throw some light on issues pertaining to the university. Interviews and questionnaires were used to collect information and descriptive research help us with describing the characteristics of staff of Kigali Independent University, a sample size of 127 had been used to represent a total population of 187 employees that works in Kigali Independent University. Data are mainly primary and secondary data. Both qualitative and quantitative data analysis were used in analysing the data collected. Analysis and interpretation of findings revealed that there is a very strong relationship between quality of work life balance and employee performance, it revealed that there are consequence of unbalance between work and life at organizational level, family level and at individual level, bu
- ItemThe recruitment systems in district urban councils in Uganda: case study, Moroto District(Kampala International University, College of Humanities and social sciences., 2006-10) Abura Samuel, PirirBefore there can be an organization, there must be workers. Employees do not spring like Athens fully armed form the head of the Zeus. As is the case with the batteries for children’s toys, workers are not included in the organization package. Hence the attraction and recruitment of employees is an important, critical step in the development of the Organization. Recruitment is a twofold process. Its main purpose is to ultimately find the right person for the right job. Job analysis sets the stage by clearly defining what tasks and responsibilities are to be performed and what characteristics and skills are necessary and who matches these criteria. Recruitment strategy is the way to attract recruitment population. This strategy is affected by the Organization’s recruitment decisions: on nature of recruitment, during recruitment processes and on guidelines for managing the recruitment processes. If districts and urban councils are to achieve the plans and objectives, they set for themselves under Result Oriented Management, they must pursue equally bold, dynamic, developmental, professional and motivating Human Resource Policy that will ensure recruitment and retention of well trained, motivated, disciplined and efficient staff. This research concentrates on Recruitment in Decentralized Districts, City and Urban Councils in Uganda, in an effort to investigate if the Rules and Regulations regarding the fundamental principles, concepts and guidelines in respect to recruitment of staff are up-to-date and are being observed.
- ItemThe impact of recruitment procedures on employee performance in Private Universities in Uganda: Kampala International University as an illustrative example.(Kampala International University, College of Humanities and Social Sciences, 2006-10) Charity, Kagubaire. K.All organizations are made up of human beings (workers) and other non-human resources (Maicibi 2003). Watson (thee founder of IBM) asserted, “you can get capital and erect buildings, b Ut t takes p eople to build a business” (Chandan 2000:272). It was on this background that this research was prompted. Conversely, it has long been argued and established that, the quality of human resources has a high correl~tion with the level and quality of organizational performance and productivity. Consequently, organizations should strive to attract and retain the best quality of human resources (Maicibi 2003). Therefore, this research aimed at evaluating the impact of recruitment procedures on employee performance in private Universities and was guided by research objectives and questions whereby the general objective of the study was; to determine the impact of recruitment procedures on employee performance at Ku. It has been evident that, the issue of Recruitment presents one of the greatest challenges to organizations performance and this appears more rampant in private Universities. However, there has not been much done, to look into this challenge and literature about the same remains limited. Therefore, though such a system of recruitment exists, no one seems to come up with an analysis on its impact on the general employee performance. Theoretical and empirical literature was reviewed with reference to ardent scholars like; Armstrong (2001), Cole (2002), Scullion and Linehan (2005), Maicibi (2003), Subba (2001). Generally these scholars agree that, though recruitment procedures have an impact on employee performance, there are, other factors for instance, labor turnover, and employee motivation among others and are indeed critical. Further, major findings of the study concur with the literature that recruitment procedures have an impact on the employee performance. For data collection, a questionnaire (Appendix III) and an interview guide (Appendix IV) were used to generate the data. In addition, the d ata collected was entered using Epidata 3.1(Appendix V) for validation and was later analyzed using a computer-aided tool, the Statistical Package for Social Sciences (SPSS) for windows version 12.0. Bivariate and descriptive statistics were applied to derive cross Tabulation, Chi-square tests to arrive at the Tables and charts in chapter four. More so the study findings revealed that there is a significant relationship between recruitment procedures and employee performance although it also indicated that there are other factors that are related to employee performance. However this does not guarantee the generalization of the findings to all private Universities. This was due to major constraint on the respondent’s part that limited them from answering the questionnaires. Therefore, from the major findings, the researcher suggested that, it would be worthwhile for KTU to consider streamlining the recruitment procedures on account of an associative relationship w ith employee performance. Conclusively, the researcher suggests that in future, research should be conducted to find out how other factors, other than recruitment procedures affect the employee performance in any organization.
- ItemThe effect of staffing on organizational productivity: a focus on filling up of positions in Ngara District council in Tanzania(Kampala International University,College of Humanities and Social Sciences, 2007-10) milian, Rugainamula; RwegasiraThis study investigated into the effect of staffing on organizational produ~)1Q~ I focused on filling up vacant posts in Ngara District Council. In this study, causes of inadequate workforce, impact of inadequate workforce on organizational performance and measures taken to curb the situation were dealt with. The study was prompted by unsatisfactory performance in staffing practices of District Council. The population studied was 268 persons comprised of Councilors, Heads of Departments and other Council employees. The sample of 114 respondents was used to get the findings. Data collection instruments used in this study were unstructured questionnaires, interview guides, observation and documentary review. From the research, the findings indicate that staffing practice at NDC is facing several problems among which are too bureaucratic procedures on acquiring staff coupled with various appointing authorities, lack of detailed assessment on human resources requirement, acute shortage of staff, relatively poor remuneration which does not attract staff from private sectors, inadequate preparation of staff for open competition in filling up vacant promotional posts, as well as insecurity environment of NDC that scares away prospective applicants. On the other hand it has been found that it is quite significant to the organization to have all its established posts filled as it improves performance by rationalizing the workload to required human resource strength. It was also noticed that different steps have been taken to curb the existing human resource requirement. Some of these include spending extra hours to cover the pending assignment, rescheduling of the job description to the existing staff, collaborating with other staff from other institutions, contracting out certain assignment and forfeiture of employees’ annual leave. Basing on those findings, the recommendations made include: shortening the long process of recruitment, selection and placement; waving some bureaucratic procedures in recruitment process with particular consideration of Ngara District Council that is in such unattractive geographical location, improving salaries and benefits, develop the training and development policy which will among other things restrict the trained staff from transferring to other district councils.
- ItemAn evaluation of human resource capacity building initiatives in local governments of Uganda a case of Kampala City Council.(Kampala International University, College of Humanities and Social Sciences, 2007-10) Nekesa, SylviaIn order o proceed with decentralization in Uganda, it is necessary to improve the quality of the local government employees who will actually handle the administrative work. According to Rwengo, (2004) most district level institutions lack capacity to adequately perform their functions. Additionally very often they lack financial as well as administrative authority, which is over arching concern regarding the nature of decentralization attempts in Uganda. The general situation in Africa today suggests that capacity building is required in many areas. The degree and emphasis given would vary according to the level and complexity of existing human and institutional capabilities, the economic and financial means to support capacity, the relative roles of the public and private sectors d the degree of civil society in the decision making process of the country (Becker, 2004). in a nutshell the study sought to asses human resource capacity building initiatives in Local Government of Uganda a case of Kampala City Council. The stun was driven by four objectives, to identify areas in local governance that face in i adequate human resource capacities building ,to asses the efforts put in place to improve human resource capacity, to examine the nature of human resource building implemented in local government and finally to suggest policy recommendations to improve on human resource capacity in local government. To achieve this objectives, the researcher sampled 100 respondent at Kampala city council the study utilized both qualitative and quantitative research methods two data collection instruments were used : structured questionnaire and key guide lines for the focus group discussions. The collected data was presented in tabular and figurative forms and analysed statistically in order to decipher the findings.
- ItemRecruitment policy and institutional performance: a case study of Rukungiri District Local Government(Kampala International University, College of Humanities and social sciences., 2008-08) Ntamwesigire George, EricRecruitment is a great challenge to the organizations because of its impact on performance. The study is set out to examine the recruitment policy and institutional performance a case study of Rukungiri District Local Government. The study was prompted by findings from performance appraisal reports of staff and complains about low productivity/ performance of Rukungiri District Local Government Staff The researcher 80 respondents which included Rukungiri district staff. Methods such as direct interview from sampled staff, questionnaires from selected staff, books and journals on human resource management as well as internet literature were used. The Researcher was guided by the following questions. What is the relationship between recruitment policy and institutional performance? What are the constraints to recruitment policy and how best can they be overcome? What are the methods used by Rukungiri district local government to recruit its staff? Findings of the study were that there were glaring shortfalls performance in Rukungiri District Local Government due poor staffing practices. poor human resource planning and poor recruitment methods. The researcher recommended that staffing be marched with the local government’s needs. handbrakes to forestall constraints of recruitment be provided, and methods of recruitment that are used in Rukungiri be improved on.
- ItemCauses and impact of inadequate workforce on organizational performance: a case study of Bukoba Urban District Council, Tanzania(Kampala International University, College of Humanities and Social Sciences, 2008-10) Kamugisha, Ishengoma; EmilyThis study carried out an investigation on the causes and impact of inadequate workforce on organizational perfbrmance in Bukoba Urban District Council found in Tanzania. The study was guided by the following specific objectives: to identi& the causes of vacant positions in BUDC. examine the effect of inadequate workforce in BUDC. and to assess the measures put forward by BUDC in filling the vacant positions. This study employed Descriptive Research Design utilizing 114 respondents chosen randomly and purposively. Questionnaires, interview guides and documentary reviews were used to get the views and opinions from the respondents on the subject of investigation. Research findings revealed that staffing practices at BUDC faces several challenges and some of them include: rigid and bureaucratic procedures on acquiring staff, lack of a detailed assessment on human resources requirement, acute shortage of stalL poor remuneration which does not attract stafffrom private sectors, inadequate preparation ofstaff for open competition in filling up vacant promotional outlets among other challenges. On the other hand, it has been found out that it is significant to the organization to have all its established vacant posts filled as it improves performance by rationalizing the workload to required human resources strength. It was also noticed that different steps have been taken to curb the existing human resource requirement. Some of these include among others: spending extra hours to cover the pending assignment. rescheduling of the job description to the existing stalL collaborating with other staff from other institutions, contracting out certain assignment and forfeiture ofemployee? annual leave. Basing on the findings, the researcher put forward the following recommendations: shortening the recruitment process. selection and placement of qualified strait waving out bureaucratic procedures in recruitment processes, improving staff salaries and benefits. developing training and development programmed for employees which will among other things restrict the trained staff from transferring to other district councils in Tanzania
- ItemPayment and condition of service as determinants on ‘life performance of teachers in the Universal Primary Education: a case study of Bulamagi Subcounty In Iganga District(Kampala International University,school of Postgraduate studies and research, 2008-11) Samanya, BulhanThe topic was about payment and condition of service as determinant on the performance among Universal Primary Education a case study ofBulamagi Sub County The objectives of the study include finding out when payments are effected, the performance ofteachers and the relationship between payment and performance The methodology was the survey design, the research was a descriptive research where both qualitative and quantitative techniques of data collections were used. The population of teachers is 383 and the head teacher are 23 but the 44 was used representing all whole population The instruments used included Questionnaires, Interviews and Focus Group Discussion to obtain data from the respondents. The study concluded that salary comes late, but still teachers worker because they are coerced by the district officials and the performance is relatively high The recommendations of the study say that that the government should practice routine performance appraisal in terms of quarterly, semi annually and annual performance appraisal, use all other measures to improve performance including motivation in terms of promotion, increased salaries and wages and improves working conditions on top of paying with in the month
- ItemAn assessment of small and medium enterprises managers’ performance and their strategic market choice in Kampala Business District: a case study of Private Sector Foundation of Uganda (PSFU).(Kampala International University, College of Humanities and social sciences., 2008-11) Christian R., NahimanaFrom time to time new tactics are being employed by organizations to ensure that management performance and regulatory processes are providing the necessary and accurate information for managerial decisions to be made with due regard to all ethical protocols being observed. Therefore, there is need for SMEs managers to ethically manage markets. A strategic market is a major unpredictable market which can threaten to harm an organization and its stakeholders for management, it is a process that can allow an organization to concentrate its limited resources on the greatest opportunities to increase sales and achieve a sustainable competitive advantage. Although good managerial practices are predictable, they are not unexpected. Poor management practices can affect all segments of society — businesses, churches, educational institutions, families, not-for-profit and the government and are caused by a wide range of reasons. Although the definitions can vary greatly, three elements are common to most definitions of management crisis: a threat to the organization, the element of surprise, and a short decision time. The study was driven by three objectives: to identify managerial skills that facilitate organizational effectiveness in SMEs, to identify the challenges experienced by managers in effective SME performance and strategic market choice, to identify the possible management and market strategies that can be used to improve SMEs economic growth base. To achieve these objectives the researcher sampled 60 respondents from Private Sector Foundation of Uganda and their clients. The study utilizes qualitative research methods. Two data collection instruments were used: structured questionnaire and interviews. The collected data was presented in tabular and figurative forms and analyzed statistically to decipher findings.
- ItemDeterminants of loan repayment in rural areas: a study of Lyamujjungu Cooperative Bank, Kabale District(Kampala International University, College of Humanities and social sciences., 2009-08) Nabeeta, Karanzi SoteriThe study examined the factors affecting loan repayment in Maziba Sub-county_ Ndorwa County-Kabale district. The objectives of the study were to examine social, economic and managerial factors affecting loan repayment in loan repayment in Lyamujungu Cooperative Bank. Empirical data was collected by the use of questionnaires, interview guide and documentary review and analyzed using thematic and content analysis. The findings show that loan repayment increased if the group had initial savings or if group members could repay the loan in case of default and when the group has written rules and regulations. The economic factors included the borrowers financial status, the homogeneity of the group members in terms of their economic background and the pooling ability to repay the loan. The findings further show that most respondents most of those borrowers who diverted the money for other uses other than specified in the loan application forms failed to pay back. Managerial related reasons in failure to follow up is one of the causes of none payment as well as the repayment period, high interest rates, poor attitude of the respondents in repaying the loan, and failure to acquire the money in time. These combined to have an impact on the ability of the borrowers to repay the loan. The researcher concludes that there is a significant relationship between the financial status and loan repayment and a significant relationship between managerial factors and loan repayment. The researcher recommends that lending institutions must emphasize collateral and improve loan management strategies as a means of improving loan recovery.
- ItemChallenges of manpower recruitment in organization: a case study of women legal aid centre, sahringon and catholic relief service in Tanzania:(Kampala International University, Colleges of humanities and social sciences, 2009-09) Theodosia, Mukulo MahrmiThis study looks at the challenges of manpower Recruitment and Selection in Non-governmental organization in Tanzania. The procurement of manpower for an organization is one of the most important functions in the management process. The purpose of this research was to investigate the challenges of recruitment in the organization. The study explored challenges which management faces in recruitment process in organization and suggests ways of overcoming any recruitment drawbacks. The researcher adopted a quantitative and qualitative technique and used descriptive survey design. A total population of the study was 60 respondents and a sample of 30 respondent were selected using a stratified random sampling technique. The research instruments used include questionnaires and interview guides. The researcher found the challenges of manpower recruitment as revealed by respondents, that 24% stressed the lack of knowledge on recruitment process, 12% stressed remuneration obstacles in recruitment, and 48% stressed lack of clear policy on recruitment process whereas 12 % of respondent stressed the lack of ethics on recruitment process. The study carried out revealed poor recruitment and selection practices. It is my concern that such little attention is being given to what must be seen as the most important human resource function resulted in it by developing a best practice Toolkit on manpower recruitment and selection in organization
- ItemCommunication apprehension in the work place and its effects on employee job satisfaction: a case study of global family rescue (GFR) Uganda(Kampala International University,College of Humanities and Social Sciences, 2009-10) Fidel, PeterThis report is a result of the study conducted at Global Family Rescue-Uganda with intention of investigating how communication apprehension affects employees in this organization and how it relates to their level ofjob satisfaction. The objectives of this study were to identifSi the types of communication apprehension facing employees of Global Family Rescue; find out causes of communication apprehension in GFR and investigate effects of communication apprehension on job satisfaction of Global Family Rescue employees. In order to achieve these objectives and answer research questions, an explanatory research design was used and the study was conducted through a case study. Semi-structured questionnaire was applied when survey were completed and returned, data was entered into SPSS for analysis, several tests were run on the data, and significant findings were presented. Writing apprehension was observed to be the main type of communication apprehension affecting GFR employees. While in context based CA, GFR employees proved to be more apprehensive in group discussions and meetings rather than in conversation and public speaking, on the side of audience based CA, GFR employees are more apprehensive when communicating with strangers than when communicating with friends or acquaintances. It was revealed that communication apprehension among GFR employees is mainly caused by the relationship between managers and subordinates as argued by almost three quarter of respondents. This is sometimes due to unclear expectations from supervisors to subordinates. Another fact that causes communication apprehension is the employees’ level of communication skills. Finally, it was discovered that communication apprehension affects employees’ job satisfaction in one way or another. Employees with high level of communication XII apprehension prefer jobs with as little communication as possible, and they are not generally as dominant as those with a low level of communication apprehension. In addition, they are unlikely to volunteer for team projects, rather preferring to work alone, and tend to interact less frequently with small groups, and when they do interact, their quality of contribution is usually far less extensive than that of their peers who do not suffer from high communication apprehension. It was recommended that GFR management should have internal training and development department dedicated to the advancement of its employees as far as communication is concerned. This will help employees to overcome fear of communication.
- ItemWomen participation in the decision making process of private firms: A case study of city abattoir - old port bell road Kampala(Kampala International University. College of Humanities and Social Sciences, 2009-10) Nakajubi, SafinaThe study focuses on women participation in decision making process of private firms. It aims at finding out the extent to which women participate in leadership and decision making process at City Abattoir. ascerlalning the process followed in making decisions at Cit\ Abattoir. determining strategies used to empower women to participate in decision making and leadership at City Ahattoir. and identifying barriers preventing the participation of women in decision-making process at City Abattoir. To achieve the objectives of the study. a descriptive research design and a case study (City Abattoir) was used. To sample the population of the study. simple random method was used. Both primary and secondary source of data were considered. Semi-structured questionnaire was used to collect primary data. while books and documentaries were used to collect secondary data; finally SPSS was used to analyze collected data. The study realised that. at City Abattoir. women occupy high positions of decision making; however, their power to influence decisions is still uncertain. Therefore increase in the numerical representation of women in decision-making positions has to be complemented by increased substantive representation and the capacity to influence decision-making. It was also found out that decision making process starts with defining the problem and identifying goals to be achieved, it ends with evaluation of decision made. Throughout the process, information is gathered to discover possible alternatives to solve the identified problem. These alternatives are evaluated to assess risks associated with each and every alternative in order to select one with minimum risks. Once the decision is made, employees are called upon implementation. While women are given opportunity to improve their skills through education and training; inexistence of women’s association and lack of policies and/or legislation to ensure participation of women in decision making imply ineffective strategy to empower women to participate in decision making process at City Abattoir. With regards to barriers preventing women to participate in decision making process. it is concluded that family attitude is the main barrier discouraging women to participate in decision making process. it is n~commended to the management of city abattoir to put in place policies and regulations that ensure participation of women in decision making process. In addition. they should encourage women
- ItemImpact of staff performance appraisal on management staff at kakira sugar works (1985) limited:(Kampala International University, College of Humanities and Social Sciences, 2009-10) Rev. Bati, Johnson AndamaThe purpose of the study was to examine and evaluate performance appraisal when linked to performance of management staff of kakira sugar works and eventually generalize the results to employees in kakira sugar works. A conceptual framework relating to independent variables, staffs’ personal goals, frequency of performance appraisal, feedback and organizational productivity dependent variable organizational performance was developed together with moderating variables leadership styles, working conditions, motivation, commitment and training. A cross sectional survey design was used to collect data. Study used stratified random sampling method through interview schedule, interview guide, self-administered questionnaire with management staff. These were used to obtain information about the opinions, expectations and attitudes of the respondents that enabled the researcher to capture the objectives of the study. A representative sample of 240 respondents was selected from a total population of 600 management staff with a response rate of 182 respondents 75.8%. The data was analyzed by using content analysis centered on themes, items, concepts, various statements and observation of patterns related to the variables in the study. Data was presented by frequency counts and tables and interpretation of the results in reference to the literature review was done in chapter four. Summary of the findings, conclusions and recommendations have been critically made in chapter five basing on the available literature on performance management and objectives of the study. The study findings confirmed that in order to improve the productivity of the management staff, it is pertinent that management should re-design the staff performance review forms that should be participatory and recommendations given for promotion, further training should be communicated in the feedback and improve on leadership styles and working conditions.
- ItemFactors affecting effective execution of employee performance appraisals in organizations: a case of Plan International – Uganda(Kampala International University, College of Humanities and Social Sciences, 2009-10) Mbabazi, Teddy; MaryThe study Investigated the factors affecting effective execution of employee performance appraisals in organizations, using Plan International Uganda as a case study. The study was guided by the following main objectives: to find out how employee performance appraisal is done in Plan International Uganda; to establish the value employees of Plan International Uganda attach to employee performance appraisals; and to establish the factors affecting effective execution of employee performance appraisal In Plan International Uganda. The study employed a case study, descriptive as well as explanatory research designs; a self-administered questionnaire was used as the main method of data collection. The study found that: first, Plan International Uganda uses mainly two methods of employee performance appraisals, namely; essay method and 360 degree appraisal. Second, Employees of Plan International Uganda value employee performance appraisal highly because it is a dynamic and transparent system which enables them to link their Individual performance to their respective job descriptions, and thus, assist them to achieve their performance objectives. Management’s commitment to employee performance appraisals has contributed to enabling employees attach high value to the system. Third, despite the foregoing, lack of adequate interest by employees, lack of an established human resources system to effectively coordinate and harmonize employee performance appraisal Issues, unrealistic reward system, and inflexible management styles, were real factors affecting effective execution of employee performance appraisals in Plan International Uganda. To overcome the foregoing, the researcher recommends that Plan International Uganda should promote staff dialogue, enhance upward feedback, give adequate rewards basing on performance, and enhance employees’ opportunity to contributing and participating in performance reviews.
- ItemThe effeteness of rewards in improving employees’ performance in private universities in Rwanda: a case study of University Libre Dekigali-Gisenyi Campus(Kampala International University, College of Humanities and social sciences., 2009-10) Emmanuel Ndabarinze, BukambizaThis report is a result of an academic research titled Effectiveness of reward in improving employees’ performance in private universities in Rwanda: A case study of ULK-Gisenyi. The objectives of the study were to analyze different techniques used in evaluating employees’ performance at ULK, to investigate various forms of reward given to employees of ULK and to analyze criteria used in rewarding employee. To answer research questions and achieve objectives, a case study was used as a case study; a sample random technique was used to sample the population of the study and a questionnaire was used to collect primary data. It is discovered that there are many techniques used in evaluating employees’ performance at ULK Gisenyi Campus. Graphic rating was discovered to be the main evaluation technique that is used as agreed by 92.5% of participants. Work standard approach is the second performance appraisal technique as agreed by 80% of participants. In this technique, management establishes the goals openly and sets targets against realistic output standards and essay writing appraisal which was observed to be the third technique. As far as this study is concerned, it was realized that nonmonetary rewards are the major forms of rewards given to employees of ULK-Gisenyi campus. Praise/recognition from supervisors was observed to be the main reward which is most of the time given to employees of this university. Paid leave is the second form of reward and is followed by professional growth and development opportunities. The third form of reward is very important on both employees and the organization at the same time. The results of the study revealed that at ULK, employees are rewarded based various criteria. However, quantity of work done was observed to be the most criteria that employers base on to reward the employees. The second criterion is the level of customer satisfaction. In conclusion, the rewards were found to be effective since people are rewarded based on known criteria and the process of rewarding employees start from performance evaluation, where each and every employee is evaluated against certain standards and objectives either set by the organization or employees. However, in order to make rewards more effective in enhancing employees’ performance, the researcher recommends that employees be should be involved in the design of reward system or in the choice ‘of appropriate reward which can motivate employees. Relatedly, appropriate appraisal techniques and approaches should be designed on each and every type of work or department since the evaluation criteria might differ and some of the techniques might have limitations which may not allow the manager to appraise employees’ work properly.
- ItemRelationship between training and performance of the junior teaching staff in Kampala International University (KIU) main campus(Kampala International University, College of Humanities and social sciences., 2009-11) Joshua Byentaka, NelsonThe study set out to investigate the causes of poor performance of the junior teaching staff and its effect on graduates of Kampala International University. The position held by the junior teaching staff is very vital if the University is to fulfill its mission of producing competent graduates. However, in order to realize that mission, junior teaching staff must be trained. A qualitative and quantitative, correlational cross-sectional study based on variables measured with numbers and analyzed by SPSS (Statistical package for social scientists) was carried out on a sample size of 90 full time junior teaching staff. Data was collected primarily through self-administered questionnaires and triangulated with the face-face interviews. The study revealed that the approaches of training junior teaching staff in Kampala International University include on-the-job and off-the-job approaches. However, both of these approaches have not been given the value they are worth. According to the study, more than a half of the junior teaching staff have never received either of the above training approach. Some junior teaching staff received such training but on very rare basis. The study inferred that the absence of coherent training program for the junior teaching staff has resulted into poor performance of the junior teaching staff thus the production of incompetent graduates by Kampala International University. Empirical evidence on the ground exemplified the failure of the junior teaching staff to beat deadlines, unable to complete course outlines on time, failure to produce exam results/marking as scheduled, unable to handle students in crisis, unable to set targets for themselves, arriving late for lectures, failure to turn-up for lecturers without prior notifications to class representatives, unable to communicate effectively with students and so forth. All this has had a direct negative effect on the students who have gone through their respective course half baked. The good news however is that, the study has recommended to the management to revisit, redesign comprehensive training programs, implement, and constantly evaluate the training programs for the junior teaching staff in Kampala International University. As a means of motivation, the study has also recommended that training must be followed by rewards where effective performance becomes evident. This is the only way forward to combating poor performance of the junior teaching staff that has contributed to producing of incompetent graduates by Kampala International University.
- ItemAssessing the effect of motivation on employees' performance in organizations: a case study of MTN (Uganda)(Kampala International University, College of Humanities and Social Sciences, 2009-11) Adow Sakay, MohamedThe study looked at the role of motivation in promoting employees' performance in an organization taking into consideration MTN Uganda as a case study. The study also investigated the persistent cause of declining employee performance considering motivation as the key variable and performance as the dependent variable. The study was guided by the following objectives:- 1. To establish the factors which affect motivation of employees in a company ii. To describe the indicators of performance of employees iii. To investigate how motivation contributes to performance of employees iv. To explore what other factors influence performance Empirical data was collected from MTN employees through questionnaire guides for primary data and secondary data being the library, internet and analyzed using quantitative and qualitative approaches. Structured questionnaires were used to collect data from the respondents. Self-administered questionnaires were ideal. The questionnaires comprised of both closed-ended and open-ended questions. The researcher used simple random sampling, stratification and purposive methods, where 130 respondents were randomly picked; top level management, middle level management and support staff, selected from various departments. The key findings of the study suggest that: employee performance is significantly influenced by a number of motivating factors such as good working conditions, prompt payment of salaries, free accommodation and security, allowances, medical care while the absence of the above conditions affected the employee performance at MTN. The study therefore recommends that Managers should always find ways and means of creating and availing motivation means which at least suit the greater number of employees to enable them perform work to the expectation standards.
- ItemAssessing the effect of motivation on employees' performance in organizations :(Kampala International University, College of Humanities and Social Sciences, 2009-11) Sakay, Mohamed AdowThe study looked at the role of motivation in promoting employees' performance in an organization taking into consideration MTN Uganda as a case study. The study also investigated the persistent cause of declining employee performance considering motivation as the key variable and performance as the dependant variable. The study was guided by the following objectives:- 1. To establish the factors which affect motivation of employees in a company 11. To describe the indicators of performance of employees nr. To investigate how motivation contributes to performance of employees 1v. To explore what other factors influence performance Empirical data was collected from MTN employees through questionnaire guides for primary data and secondary data being the library, internet and analyzed using quantitative and qualitative approaches. Structured questionnaires were used to collect data from the respondents. Self-administered questionnaires were ideal. The questionnaires comprised of both closed-ended and open-ended questions. The researcher used simple random sampling, stratification and purposive methods, where 130 respondents were randomly picked; top level management, middle level management and support staff, selected from various departments. The key findings of the study suggest that: employee performance is significantly influenced by a number of motivating factors such as good working conditions, prompt payment of salaries, free accommodation and security, allowancef,. 'medical care while the absence of the above conditions affected the employee perform(;ce1it MTN. The study therefore recommends that Managers should always find ways and means of creating and availing motivation means which at least suit the greater number of employees to enable them perform work to the expectation standards.
- ItemEffect of change on organisational culture of national water and sewerage corporation Uganda limited(Kampala International University, 2010) Aketch, JackieThis research sought to explore the effects of change on the culture in National Water and Sewerage Corporation Uganda limited. The research was guided by these objectives: To find out the existing initiatives to change in National Water and Sewerage Corporation, To determine the perceived characteristics of organisational culture in National Water and Sewerage Corporation Uganda limited, and To determine the extent to which change affects organisational culture.