Reward system within organizations. a case study of Makerere university:

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Kampala International University, College of Economics and Management.
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.
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.
Reward system, Makerere university