Staff Performance and Employee Rewarding: A Case Study of Uganda Clays Kajjansi Limited
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Date
2014-02
Authors
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Publisher
Kampala International University, Colleges of humanities and social sciences
Abstract
The main purpose of the study was to examine staff performance and employee rewarding
using a cases study of Uganda Clays Kajjansi limited. The study was guided by three
objectives including: To identify the different types of rewarding systems being used by
Uganda clays Kajjansi Limited. To establish the effects of employee rewarding on staff
performance in Uganda clays Kajjansi limited. To establish the relationship between
employee rewarding and staff performance in Uganda clays Kajjansi limited. The study used
a sample size of 45 respondents from the various departments such as Production department,
marketing department, sales department, accounting department and top management through
interviews and filling in questionnaires. Data was analyzed using descriptive statistics and
tables. The study findings reveled that the management at Uganda clay limited is using
rewarding systems such as, increased pay, Bonuses. Recognition, Profit Sharing, over time
pay and Promotions. The study findings also reveled that rewarding systems have both
positive and negative effects on staff performance. The positive effects included increased
Job commitment; Empowerment of employees, reduced labor turns over, Job satisfaction and
increased productivity. And the negative effects included increased costs of production and
unfairness in the rewarding system. The study findings also reveled that there is a strong
relationship between employees rewarding and staff performance .The study recommended
that in designing a reward program, the management needs to separate the salary or merit pay
system from the reward system. In order to reap benefits such as increased productivity, the
management designing a reward program must identify company or group goals to be
reached and the behaviors or performance that will contribute to this. The study further
recommended that the management at Uganda clays Kajjansi has to make sure that properly
measuring performance to ensure that the different programs pays off in terms of
organizational goals. The study suggested further research on the different need to separate
the salary or merit pay system from the reward system so as to separate financial rewards
from the non financial rewards.
Description
Dissertation Submitted to the College of Humanities and Social Sciences in Partial Fulfillment of the Requirements for the Award of Bachelor’s Degree in Development Studies of Kampala International University.
Keywords
Staff Performance, Employee Rewarding, Uganda Clays Kajjansi Limited