The effeteness of rewards in improving employees’ performance in private universities in Rwanda: a case study of University Libre Dekigali-Gisenyi Campus
| dc.contributor.author | Emmanuel Ndabarinze, Bukambiza | |
| dc.date.accessioned | 2019-12-18T09:39:29Z | |
| dc.date.available | 2019-12-18T09:39:29Z | |
| dc.date.issued | 2009-10 | |
| dc.description | A thesis submitted to the school of postgraduate studies in partial fulfillment of the requirements for the award of the degree of master of arts in human resource management of Kampala International University | en_US |
| dc.description.abstract | This report is a result of an academic research titled Effectiveness of reward in improving employees’ performance in private universities in Rwanda: A case study of ULK-Gisenyi. The objectives of the study were to analyze different techniques used in evaluating employees’ performance at ULK, to investigate various forms of reward given to employees of ULK and to analyze criteria used in rewarding employee. To answer research questions and achieve objectives, a case study was used as a case study; a sample random technique was used to sample the population of the study and a questionnaire was used to collect primary data. It is discovered that there are many techniques used in evaluating employees’ performance at ULK Gisenyi Campus. Graphic rating was discovered to be the main evaluation technique that is used as agreed by 92.5% of participants. Work standard approach is the second performance appraisal technique as agreed by 80% of participants. In this technique, management establishes the goals openly and sets targets against realistic output standards and essay writing appraisal which was observed to be the third technique. As far as this study is concerned, it was realized that nonmonetary rewards are the major forms of rewards given to employees of ULK-Gisenyi campus. Praise/recognition from supervisors was observed to be the main reward which is most of the time given to employees of this university. Paid leave is the second form of reward and is followed by professional growth and development opportunities. The third form of reward is very important on both employees and the organization at the same time. The results of the study revealed that at ULK, employees are rewarded based various criteria. However, quantity of work done was observed to be the most criteria that employers base on to reward the employees. The second criterion is the level of customer satisfaction. In conclusion, the rewards were found to be effective since people are rewarded based on known criteria and the process of rewarding employees start from performance evaluation, where each and every employee is evaluated against certain standards and objectives either set by the organization or employees. However, in order to make rewards more effective in enhancing employees’ performance, the researcher recommends that employees be should be involved in the design of reward system or in the choice ‘of appropriate reward which can motivate employees. Relatedly, appropriate appraisal techniques and approaches should be designed on each and every type of work or department since the evaluation criteria might differ and some of the techniques might have limitations which may not allow the manager to appraise employees’ work properly. | en_US |
| dc.identifier.uri | http://hdl.handle.net/20.500.12306/5502 | |
| dc.language.iso | en | en_US |
| dc.publisher | Kampala International University, College of Humanities and social sciences. | en_US |
| dc.subject | Improving employees’ | en_US |
| dc.subject | Performance in private universities | en_US |
| dc.title | The effeteness of rewards in improving employees’ performance in private universities in Rwanda: a case study of University Libre Dekigali-Gisenyi Campus | en_US |
| dc.type | Video | en_US |