Reward systems and employees performance in ministry of telecommunication and postal service in Mogadishu, Somalia.

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Kampala International University, College of Humanities and Social Sciences
The general objective of the study was to establish the relationship between Reward system and Employee Performance in Ministry of Telecommunication and postal service Mogadishu, Somalia. Study used a cross-sectional study design on a sample of 105 respondents. Data was collected using a questionnaire and was presented using frequencies and percentages, mean and standard deviation, correlation and regression analyses. The study found out that although there was a high level of use of a multiplicity of bonus schemes to reward employees, there was a low level of external pay equity or fairness, consideration of cost of living adjustment, meeting labor market trends, basic salary and merit pay in the monetary reward system usage. The study found a very high level of opportunities offered by the organization in the none-monetary reward system and a high level of observance of non-monetary rewards. The non-monetary rewards were low in areas of provision of challenging job opportunities and a very low level of fairness in the promotion and transfers in Ministry of telecommunication and postal service Mogadishu, Somalia. The study found that employee performance was high in relation to being on duty in time but was low in relation to meeting performance targets, satisfaction of supervisors with the quality of work produced, quality of work outputs and attending to the required number of customers. The study found out that employee reward system had a high positive significant relationship with the level of employee performance. The study recommends that to achieve the desired level of employee performance in the ministry of communications and telecommunication services, the government of Somalia should conduct job evaluations to establish the level of pay similar organizations in the private and public sector pay for similar positions to restored external pay equity or fairness, and meeting the labor market trends.
A Thesis Presented to the College of Higher Degrees and Research Kampala International University Kampala, Uganda in Partial Fulfillment of the Requirements of the Master of Arts Degree in Public Administration and Management
Reward systems, Employees performance, Ministry of telecommunication, Postal service, Mogadishu, Somalia