Motivation and employee performance in Kampala city council authority
| dc.contributor.author | Aya, Sarah | |
| dc.date.accessioned | 2020-01-17T12:59:25Z | |
| dc.date.available | 2020-01-17T12:59:25Z | |
| dc.date.issued | 2014-07 | |
| dc.description | A research report submitted to the college of humanities and management sciences in partial fulfillment of the requirement for the award of bachelor’s degree in social work and social administration of Kampala International University | en_US |
| dc.description.abstract | This study set out to determine the degree of effectiveness of Motivation on employee performance in Kampala City Council Authority. The study was based on five specific objectives: (i) to determine the profile of respondents in terms of gender, age, marital status, level of education, position in the organization, length of service, (ii) to determine the extent of Motivation among KCCA employees, (iii) to determine the level of employee performance in KCCA (iv) to determine if there is a significant relationship between Motivation and employee performance in KCCA and (v) to recommend strategies that will further enhance employee performance basing on the findings of the study. It was based on descriptive correlation survey design. SAQ were used to collect primary data from 175 out of 310 employees, using simple random sampling. Data analysis was done using SPSS’s frequencies and percentages; means; and Pearson’s Linear Correlation Coefficient. The findings showed that majority of the respondents were male, with age range of 26— 39 years, more than half were single; holders of Degree’s degree and above, it was dominated by KCCA clients and majority with experience of more than three years. It went ahead to revealed that the level of Motivation at mean ~2 (low level). On the other hand the level of employee performance in stands at a mean z3 (high level). The findings from PLCC showed a positive and significant relationship between Motivation and employee performance at (r = 0.894, sig. = 0.000).The researcher recommended that if employee performance to be improved in KCCA, management should; a) ensure that employee salary is paid in time, (b) improve! increase on the salary scale, (c) introduce a system of giving employees fringe benefits and (d) ensure that there is gradual introduction of new institution policies and programs among others. | en_US |
| dc.identifier.uri | http://hdl.handle.net/20.500.12306/7301 | |
| dc.language.iso | en | en_US |
| dc.publisher | Kampala International University, College of Humanities and Social Sciences | en_US |
| dc.subject | Motivation | en_US |
| dc.subject | Employees’ performance | en_US |
| dc.subject | Kampala city council authority | en_US |
| dc.title | Motivation and employee performance in Kampala city council authority | en_US |
| dc.type | Other | en_US |