Remuneration and employee performance in local government in Uganda; a case study of Kawolo Sub County in Buikwe District
| dc.contributor.author | Nankayi, Phiona | |
| dc.date.accessioned | 2019-12-13T11:20:46Z | |
| dc.date.available | 2019-12-13T11:20:46Z | |
| dc.date.issued | 2016-07 | |
| dc.description | A dissertation report submitted to the college of humanities and social sciences in partial fulfillment of the requirements for the award of the Bachelor’s degree in development studies of Kampala International University | en_US |
| dc.description.abstract | The study looked at Remuneration and Employee performance in Local government in Uganda. The findings of the study also revealed that there is a strong negative relationship between remuneration and Employee performance. Most of the respondents strongly agreed with it. Also the study undertook to examine the components in the remuneration structure and it was found out that employee performance structure largely comprises of wages, salary and incentives. Furthermore, the study found out that the public/government organization has a clear salary structure, management that gives explanation in case of delayed payments, and that management conducts regular meetings that could reduce employee dissatisfaction. The following were found to be causes of employee performance in local government ie Work stress perception about their career, job dissatisfaction, competition for employee, prospect of getting a higher pay, and sickness. The study used an exploratory methodology in collecting the necessary data which included questionnaires and interview methods of data collection. Data was collected using self~administered questionnaires and interview guides. The study used stratified and purposive sampling techniques to draw representative samples and 60 respondents were involved in the study. The study also recommended the following; Regular meetings should be conducted to ensure good communication, government Officials are advised to set up a common rate for wages and salary, and also make regular pay increments in relation to workload and responsibilities. In Conclusion, basing on the objectives and research questions that were a guide in exploring the works of other scholars in relation to the study topic, the literature reviewed shows and agrees with their search that there is always need for Local Government to look into its Remuneration policies if it is to achieve its set goals. This is due to the fact that researchers like Harris and Brannick (1999), Bratton (1988) and others all agreed on the contribution of Remuneration as a motivator on employee performance in the organization. | en_US |
| dc.identifier.uri | http://hdl.handle.net/20.500.12306/5311 | |
| dc.language.iso | en | en_US |
| dc.publisher | Kampala International University,College of Humanities and Social Science | en_US |
| dc.subject | Remuneration | en_US |
| dc.subject | Employee performance | en_US |
| dc.subject | Local government | en_US |
| dc.subject | Buikwe District | en_US |
| dc.subject | Uganda | en_US |
| dc.title | Remuneration and employee performance in local government in Uganda; a case study of Kawolo Sub County in Buikwe District | en_US |
| dc.type | Thesis | en_US |