Staff Performance and Employee Rewarding: A Case Study of Uganda Clays Kajjansi Limited
| dc.contributor.author | Ogweng, Emmy | |
| dc.date.accessioned | 2019-11-25T08:38:52Z | |
| dc.date.available | 2019-11-25T08:38:52Z | |
| dc.date.issued | 2014-02 | |
| dc.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. | en_US |
| dc.description.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. | en_US |
| dc.identifier.uri | http://hdl.handle.net/20.500.12306/4491 | |
| dc.language.iso | en | en_US |
| dc.publisher | Kampala International University, Colleges of humanities and social sciences | en_US |
| dc.subject | Staff Performance | en_US |
| dc.subject | Employee Rewarding | en_US |
| dc.subject | Uganda Clays Kajjansi Limited | en_US |
| dc.title | Staff Performance and Employee Rewarding: A Case Study of Uganda Clays Kajjansi Limited | en_US |
| dc.type | Other | en_US |