Employee compensation and organizational performance in the selected conservational areas in western Uganda.
| dc.contributor.author | Buhamba, Ephraim | |
| dc.date.accessioned | 2020-01-08T08:54:31Z | |
| dc.date.available | 2020-01-08T08:54:31Z | |
| dc.date.issued | 2018-05 | |
| dc.description | A research report submitted to the college of economics and management in partial fulfillment of the award of bachelors degree in tourism and hotel management of Kampala International University | en_US |
| dc.description.abstract | The research study was employee compensation and organizational performance in the selected conservational areas in western Uganda. The study was guided by the following research objectives to determine the respondents’ pro file in terms of age, gender, level of education, marital status and experience, to establish the level of effectiveness of employee compensation in the selected conservational areas of western Uganda, to determine the level of organizational performance in Selected conservational areas of western Uganda and to establish if there is a significant relationship between employee compensation and organizational performance in the selected conservational areas of western Uganda. The researcher used questionnaires to solicit information from the respondents. The questionnaires contained open and close ended questions to enable the respondents choose from the options given and also make their own contribution. The respondent gave enough time to respondent to avail accurate answers and option. The Questionnaires were used because; they were convenient to the respondents and they do not consume a lot of respondents’ time and they provide a wider coverage. The study findings found out that the hotel uses many different compensation systems to motivate its employees. These include; provision of fringe benefits, paying bonuses to workers ~\ho put in extra effort, giving a sense of responsibility, promotion of consistently hardworking employees and treating the workers equally. From the findings, it can be concluded that compensation can be categorized in two types basing on whether the compensation states are internally or externall) derived. These included intrinsic motivation and extrinsic motivation. It can also be concluded that there are two types of motivation tools an organization can use; the financial and the non-financial tools, It can also be said that though the non-financial tools such as reducing the workload, job security, acknowledgment are all good motivators, financial tools such as salary and performance related pay are better motivators. The researcher recommended that The hotel should consider further informing and training of its staff to equip them with more skills in order to improve their performance. Also informing the employees about the procedures that must be gone through if they want for example, a salary increment is recommended.It was found out that the compensation systems the hotel uses to motivate its employees are not exactly the motivations that can motivate the employees. The researcher therefore recommends that the hotel should carry out a study before using a particular system. | en_US |
| dc.identifier.uri | http://hdl.handle.net/20.500.12306/6555 | |
| dc.language.iso | en | en_US |
| dc.publisher | Kampala International University, College of Economics & Management | en_US |
| dc.subject | Employee compensation | en_US |
| dc.subject | Organizational performance | en_US |
| dc.subject | Conservational areas | en_US |
| dc.subject | U | en_US |
| dc.title | Employee compensation and organizational performance in the selected conservational areas in western Uganda. | en_US |
| dc.type | Other | en_US |