The contribution of reward system on employees’ performance in three selected private Universities in Mogadishu
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Date
2010-10
Authors
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Publisher
Kampala International University, College of Economics and Management
Abstract
In this study, the researcher studied reward system and employee performance in three selected private universities in Mogadishu. The study was guided by the following objectives; to examine the method of rewarding system in three selected private universities in Mogadishu, to determine the level of employees’ performance in three selected private universities in Mogadishu, to establish the relationship between the methods of rewarding system and employee’s performance The research design used was cross sectional survey design. Data was collected from both primary and secondary sources using questionnaires to collect primary data from a sample size of 120 respondents, from the target population of 400. Frequency, percentages, weighted mean was used to analyze the data. The study indicated the majority of the respondents said that the three selected private Universities in Mogadishu have no effective reward system that intended to the employee in the University. This study revealed that the level of performance in the three selected universities’ employees is not the highest level but is increasing slowly. And also the study reveals that there is no relationship between reward system and employee’s performance in these private universities since the reward is not effective. The findings of our study shows that the R-value is equal 0.189 and according to tables of critical values is equal 0.195. So the critical value is greater than r-value and therefore the null hypothesis is rejected. This interprets that there is no significant relationship between reward system and employee performance in selected private universities in Mogadishu —Somalia. In our findings indicates that the universities give their employee financial and also non-financial reward while the non-financial reward is the gifts, holidays, health and safety and other non-financial reward, although these universities pay monetary and non-monetary financial reward the universities reward is not effective with relation to the performance so these universities must make a system to their rewarding of employees.
Description
A thesis Presented to the School of Postgraduate Studies and Research Kampala International University Kampala, Uganda in Partial Fulfillment of the Requirements for the Degree of Master of Arts in Human Resource Management
Keywords
Reward system, Employee Performance, Private Universities, Somalia