Reward system within organizations. a case study of Makerere university:
Loading...
Files
Date
2019-10
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
Kampala International University, College of Economics and Management.
Abstract
The study aimed at identifying the different reward forms, the challenges and the possible
strategies for improving reward systems. The study was guided by the objectives: To assess the
forms of rewards for academic staffs; establish the challenges associated with the
implementation of an effective reward system; and to investigate the strategies for implementing
an effective reward system in Makerere University. The study applied a cross sectional research
design along with a quantitative research approach. A sample size of 341 staff was selected using
simple random sampling from a total of 3,209. The study used a structured questionnaire, and its
validity was determined using expert judgment while reliability, using Cronbach Alpha
Coefficient. SPSS (Version 25) was used to analyze data and the results were presented using
descriptive statistics.
The study found that reward systems amalgamate both financial and non financial rewards.
Moreover, the study found that the most of the rewards are not being adhered to. Further, the
study found that most human resource practitioners are offering more non financial as compared
to financial forms of rewards. The study observed numerous challenges associated with reward
systems implementation and the most pressing were; some rewards to staff are not paid on time
and the reward system is not consistently implemented. The study also found that the most
perceived recommendations for reward systems implementation were; the university should offer
both financial and non-financial rewards and the reward system should become transparent.
This study concluded that rewards are important in all businesses and should be regarded as a
sensitive affair in any organizational setting. The study further concluded for a complete reward
system, both financial and non financial rewards are necessary. Moreover, organizations should
be aware that formulating a reward system is not a simple task. The study recommended
bench marking of rewards; paying all rewards in arrears and to consistently ensure that future
rewards are paid in time; providing clarity on the different reward; introduction of performance
based rewards and conducting internal surveys whenever they seek to improve employee rewards
in order to improve reward systems.
Description
a research dissertation submitted in partial fulfillment of the requirement of the award of a bachelor’s degree in human resource management of Kampala international university college of economics and management department of human resource and supplies management.
Keywords
Reward system, Makerere university