Masters of Arts in Human Resource Management

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    Conflict resolution strategies and employee performance in Kampala Capital City Authority, Uganda
    (Kampala International University, College of Humanities and Social Sciences, 2019-12) Tumwebaze, Ester
    This study investigated the effect of conflict resolution strategies on employee performance in Kampala Capital City Authority (KCCA). The following objectives guided the study: i) to establish the effect of negotiation as a conflict resolution strategy on employee performance in KCCA; ii) to establish the effect of third party intervention as a conflict resolution strategy on employee performance in KCCA; and iii) to establish the effect of compromise as a conflict resolution strategy on employee performance in KCCA. This study adopted descriptive crosssectional survey design. The target population was 498 participants and the sample was 222 respondents. The study used simple and purposive sampling technique. The main research instruments included: questionnaires and interviews. Data was analyzed using frequency and percentage tables, mean and standard deviations, and linear and multiple regression analysis. The study made the following conclusions: The study revealed that Negotiation significantly affects employee performance at KCCA due to the use of win-win, and win-lose strategy that enables employees to amicably address their grievances successfully to their satisfaction(Adjusted R Square=0.079, p=0.00). In addition, the study revealed that Third party intervention significantly affects employee performance at KCCA due to the involvement of the third party whom the conflicting parties are well acquainted with hence the best way of resolving conflicts (Adjusted R Square=0.173, p=0.00). Similarly, the study also revealed that Compromise significantly affects employee performance at KCCA because the compromise strategy of conflict resolution is the easiest and cheapest means of solving a conflict (Adjusted R Square=0.243, p=0.00).Therefore the study concluded that conflict resolution has significant effect on employee performance. Thus the study made the following recommendations: KCCA management should adopt the use of negotiation so as to address issues that can lead to conflicts before they break open. KCCA management should adopt the use of third party intervention as a form of conflict resolution strategy. The management of KCCA should also encourage the use of compromise as a conflict resolution strategy. Contribution to Knowledge: Several studies have been done in the area of conflict resolution and employee performance but with mixed results, e.g. studies by Olang (2017); Ajike et al., (2015); Awan and Saeed (2015); Toku (2014). However, the current study adds to the body of knowledge that three different types of conflict resolution strategies, that is, negotiation, third party intervention, and compromise all have significant influence on employee performance, with compromise strategy providing the greatest evidence of improvement in employee performance.
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    Performance appraisal system and organizational productivity of Golis Telecommunication In Bosaso, Somalia
    (Kampala International University, College of Humanities and Social Sciences, 2019-11) Awil, Ismail Mohamed
    This study examined the effect of performance appraisal system on organizational productivity in Golis Telecommunication in Bosaso, Somalia. The problem of the study was poor organizational productivity in Golis Telecommunication in Bosaso, Somalia. The following were the objectives of the study: (i) to examine the effect of management by objectives on organisational productivity of Golis Telecommunication in Bosaso Somalia, (ii) to establish the effect of training of appraisers on organisational productivity of Golis Telecommunication in Bosaso Somalia, and (iii) to assess the effect of appraisal feedback on organisational productivity of Golis Telecommunication in Bosaso Somalia. The study based on a cross sectional research design. Quantitative approaches were employed to conduct this study on the effect of performance appraisal system on organizational productivity in Golis Telecommunication in Bosaso, Somalia. The target population was 80. The sample size of the study consisted of 67 respondents from the target population. Secondary data was obtained from recorded documents, earlier studies and some publications on performance appraisal system and organizational productivity in Golis Telecommunication in Bosaso, Somalia. Other information was obtained from the internet. The coded data was entered into the Computer, checked and statistically analyzed using the statistical package for social scientists (SPSS) software to generate descriptive and inferential statistics. Descriptive analysis was applied to describe the primary variable and associated indicator items related to the study objectives. The findings indicated that management by objectives significantly affects organisational productivity, training of appraisers has a significant effect on organizational productivity, and appraisal feedback has a significant effect on organizational productivity of Golis Telecommunication. The researcher concluded; the more training of appraisers is effective it improves the organizational productivity of Golis Telecommunication in Bosaso Somalia. It was recommended that; Golis Telecommunication should select the right people in the first place through behaviorbased testing and competency screening.
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    Human resource management practices and employee commitment in telecommunication industry in Banadir-Region, Somalia
    (Kampala International University, College of Humanities and Social Sciences, 2019-11) Abdikafi, Abdullahi Mohamoud
    The study examined the effect of human resource management practices and employee commitment in Telecommunication Industry in Banadir Region, Somalia. The statement of the problem stated that majority of the telecom companies in Banadir are experiencing issues resulting from inappropriate application of HRM practices, Inappropriate HRM policies and practices of some of these organizations due to non-existence of HRM specialists. The study was guided by three specific objectives; (i) To establish the effect of training and development on employee commitment (ii) To examine the effect of employee engagement on employee commitment and (iii) To examine the effect of motivation on employee commitment. The study employed a descriptive research design. The study had a population of 250 and a sample size of 152 respondents. The study employed both purposive and random sampling techniques in selection of the study sample. The study used questionnaire and data was analyzed using descriptive tabulations using SPSS software. However the findings of the study revealed that HRM Practices have a significant effect on the commitment of employees of the telecom industry. The results from the regression analysis indicated that training and development significantly affects the level of commitment of employees in the telecommunications sector of Somalia, at the rate of 48.5% and this was indicated by the r-squared of 0.485, meaning that training and development significantly influence 48.5% on the level of employee commitment of the telecom sector. Regression analysis on the effect of employee engagement on employee commitment revealed that the employee engagement significantly affects employee commitment in the telecom sector, at a rate of 48.5% and this was indicated by the rsquared of 0.485, indicating that employee engagement significantly influences 48.5% on the employee commitment, while the Regression analysis results on the effect of motivation on employee commitment revealed that the motivation accounted for 53.4% on Employee Commitment of Telecom industry and this was indicated by r-squared of 0.534 implying that motivation significantly contributes on to employee Commitment of Telecom industry. The study findings conclude that; training and development has a significant effect on the commitment of employees of the telecom industry, employee engagement also has a significant effect on the commitment of employees of the telecom industry and motivation has a positive significant effect on the commitment of employees of the telecom industry. However, the study recommends that, there is a need to carry out research on the various methods of employee training and development best suited for their employees and the organization at large, there is also need that telecommunication organizations should ensure that the employee engagement system is consistent, and there also there is also need that the telecommunications industry should find out various kinds of motivation systems of employee best suited for the telecommunication industry in Somalia. Contribution of knowledge is set early expectations and gives frequent feedback.
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    The Influence of Job Satisfaction on the Performance of Employees: A Case Study of Mtn Uganda
    (Kampala International University,Master of Arts Human Resource Management, 2010-09) Mohammed Abdile, Abdirtaffir
    The purpose of this study was to describe the effect of job satisfaction on the employees’ performance in MTN Uganda. The objectives of the study were to investigate the factors that influence job satisfaction, assess the indicators of job satisfaction and assess the influence of job satisfaction on the performance of employees. The method used for data collection was through questionnaires distributed to the employees and interviews conducted with the top management of MTN. Data collected. presented and analyzed on the first objective indicated that MTN Uganda has a reward system that has enabled the employees to be satisfied with their jobs. Most respondents 50 (66.7%) reported that MTN Uganda provides one or another types of rewards to its employees. The second objective shows that 86.7% of respondents respected their fellow workers which had a huge impact on building an environment of good personality. The research discovered that an overwhelming majority of respondents 98.7% agreed that job satisfaction builds an environment of good personality. The recommendations of the study are that; MTN should revise the policies to suit the needs of all employee fairly which will result to job satisfaction. MTN Uganda should make sure that the recording system is based on merit not on education and experience as mentioned by employees. MTN is recommended to base promotions on merit and competency in order to raise the employees’ morale for a better performance. It is recommended that all MTN employees whether new or long time serving should be given some form of motivation to arouse their satisfaction for a better performance.
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    Assessing the effect of motivation on employees' performance in organizations :
    (Kampala International University, College of Humanities and Social Sciences, 2009-11) Sakay, Mohamed Adow
    The 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.