Remuneration and employee performance in Namayingo district Uganda: a case study of Lolwe subcounty
| dc.contributor.author | Munyolo, Daddy | |
| dc.date.accessioned | 2020-08-05T10:43:19Z | |
| dc.date.available | 2020-08-05T10:43:19Z | |
| dc.date.issued | 2016-09 | |
| dc.description | A Dissertation Submitted To The College Of Humanities And Social Science As A Partial Fulfillment For The Award Of Bachelor’s Degree In Public Administration Of Kampala International University | en_US |
| dc.description.abstract | remuneration on employee’s performance in Lolwe sub county Uganda. The study specifically aimed at assessing the extent of remuneration of employees in Lolwe Sub County, to examine the effect of giving remuneration to employees in Loiwe Sub County, to establish the relationship between remuneration and employees performance in Lolwe Sub County. The literature review was conducted with the aim of establishing and giving more light on the effects of remuneration on employee’s performance. Different authors clearly agreed that. Remuneration is a determinant of employee performance: however remuneration was not synonymous with employee performance. Remuneration does not wholly account for better employee performance but it is an important factor on bringing it about (Raymond et al 2004). Organizations that strive to meet the need of the employees reap certain benefits. Maslow’s theory provides guidance with respect to the needs that employees are motivated to achieve. The study used an exploratory methodology in collecting the necessary data which included questionnaires and interview methods of data collection. The data was tabulated and then analyzed in order to draw inference from the data collected. The information collected from the respondents through questionnaires and interview guide questions were used in order to answer the objectives of the study. More so, the study contained the summary of the findings, conclusions, recommendation. Various findings were obtained from chapter four where clear and satisfactory conclusions and recommendations were made on the basis of the research objective stipulated in chapter one. It was evident from the findings that there is a close relationship between remuneration and employee performance. It was therefore found out that organizations cannot prosper if remuneration and employee performance are not catered for as an important elements in an organization. The study further noted that productivity/output, workers’ relationship and standards of living among the employees had improved as a result of remuneration hence employee’s performance. It was recommended that Lolwe sub county should create a culture of rewarding employees who meet the set expectations so that they attract employees hence effectiveness. | en_US |
| dc.identifier.uri | http://hdl.handle.net/20.500.12306/13394 | |
| dc.language.iso | en | en_US |
| dc.publisher | Kampala International University, College of Humanities and Social Sciences | en_US |
| dc.subject | Remuneration | en_US |
| dc.subject | Employee performance | en_US |
| dc.subject | Namayingo district | en_US |
| dc.subject | Uganda | en_US |
| dc.subject | Lolwe sub county | en_US |
| dc.title | Remuneration and employee performance in Namayingo district Uganda: a case study of Lolwe subcounty | en_US |
| dc.type | Other | en_US |