TABLE OF CONTENT
DECLARATION
APPROVAL
DEDICATION iii
ACKNOWLEDGEMENT jv
TABLE OF CONTENT v
LIST OF TABLES viii
LIST OF FIGURES ix
ABSTRACT X
CHAPTER ONE: INTRODUCTION I
1.0 Introduction I
1. Background to the Study 1
1.2 Statement of the Problem 4
1.3 Purpose of the study 4
1.4 General Objective 4
1.4.1 Specific Objectives 4
1 .5 Research Questions 4
1.6 Scope of the Study 5
1.6.1 Geographical scope 5
1.6.2 Content scope 5
1.6.3 Time Scope 5
1.7 Significance of the Study 5
1.8 Conceptual Framework 6
CHAPTER TWO: LITERATURE REVIEW 7
2.0 Introduction 7
2.1 Theoretical framework on Rewarding systems 7
2.1.l Types of rewarding systems 11
2.1.2 Effects of employee rewarding 13
2.2 Relationship between employee rewarding and staff performance 14
CHAPTER THREE:RESEARCH METHODOLOGY 16
3.0 Introduction 16
3.1 Research Design 16
3.2 Area and population target 16
3.2.1 Study area 16
3.2.2 Study population 16
3.3 Sample size and selection 16
3.3.1 Sample Size 16
3.4. Sampling Procedure 17
3.5 Data collection sources, Methods and Instruments 18
3.5.1. Sources of Data 18
3.5.2 Data collection methods and Instruments 18
3.5.3 Interview Guide 18
3.5.4 Questionnaires 18
3.5.5 Documentary Analysis 18
3.6 Data Processing and Analysis 19
3.6.1 Data processing 19
3.6.2 Data analysis 19
3.7 Validity and reliability 19
3.7.1 Validity 19
3.7.2 Reliability 19
3.8 Limitations of the study 19
CHAPTER FOUR: PRESENTATION, INTERPRETATION AND DISCUSSION OF FINDINGS 21
4.0 Introduction 21
4.1 Findings on demographic background of respondents 21
4.1.1 Gender of the respondents 2 1
4.1.2 Age of the respondents 22
4.1.3 Class or department of the respondents 23
4.1.4 Academic qualifications of the respondents 23
4.2 Findings about employee rewarding systems 25
4.2.1 Response about whether Effective rewarding systems are in place 25
4.2.2 Response about rewarding systems promoting employee performance 26
4.4.3 Relationship between rewarding systems and employee performance 34
CHAPTER FIVE:SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS 36
5.0 Introduction 36
5.1 Conclusion from the study findings 37
5.2 Recommendations from the study findings 38
5.3 Suggestions for further research 39
REFERENCES 40
APPENDICES 42
QUESTIONNAIRE TO THE RESPONDENTS OF UGANDA CLAYS LIMITED, KAJJANSI 42
ABSTRACT
The main purpose of the study was to examine staff performance and employee rewarding using a cases study of Uganda Clays Kajjansi limited. The study was guided by three objectives including: To identify the different types of rewarding systems being used by Uganda clays Kajjansi Limited. To establish the effects of employee rewarding on staff performance in Uganda clays Kajjansi limited. To establish the relationship between employee rewarding and staff performance in Uganda clays Kajjansi limited. The study used a sample size of 45 respondents from the various departments such as Production department, marketing department, sales department, accounting department and top management through interviews and filling in questionnaires. Data was analyzed using descriptive statistics and tables. The study findings reveled that the management at Uganda clays limited is using rewarding systems such as, increased pay, Bonuses. Recognition, Profit Sharing, over time pay and Promotions. The study findings also reveled that rewarding systems have both positive and negative effects on staff performance. The positive effects included increased Job commitment; Empowerment of employees, reduced labor turns over, Job satisfaction and increased productivity. And the negative effects included increased costs of production and unfairness in the rewarding system. The study findings also reveled that there is a strong relationship between employees rewarding and staff performance .The study recommended that in designing a reward program, the management needs to separate the salary or merit pay system from the reward system. In order to reap benefits such as increased productivity, the management designing a reward program must identify company or group goals to be reached and the behaviors or performance that will contribute to this. The study further recommended that the management at Uganda clays Kajjansi has to make sure that properly measuring performance to ensure that the different programs pays off in terms of organizational goals. The study suggested further research on the different need to separate the salary or merit pay system from the reward system so as to separate financial rewards from the non financial rewards.
EMMY, O (2022). Staff Performance and Employee Rewarding: A Case Study of Uganda Clays Kajjansi Limited. Afribary. Retrieved from https://tracking.afribary.com/works/staff-performance-and-employee-rewarding-a-case-study-of-uganda-clays-kajjansi-limited
EMMY, OGWENG "Staff Performance and Employee Rewarding: A Case Study of Uganda Clays Kajjansi Limited" Afribary. Afribary, 18 Aug. 2022, https://tracking.afribary.com/works/staff-performance-and-employee-rewarding-a-case-study-of-uganda-clays-kajjansi-limited. Accessed 22 Dec. 2024.
EMMY, OGWENG . "Staff Performance and Employee Rewarding: A Case Study of Uganda Clays Kajjansi Limited". Afribary, Afribary, 18 Aug. 2022. Web. 22 Dec. 2024. < https://tracking.afribary.com/works/staff-performance-and-employee-rewarding-a-case-study-of-uganda-clays-kajjansi-limited >.
EMMY, OGWENG . "Staff Performance and Employee Rewarding: A Case Study of Uganda Clays Kajjansi Limited" Afribary (2022). Accessed December 22, 2024. https://tracking.afribary.com/works/staff-performance-and-employee-rewarding-a-case-study-of-uganda-clays-kajjansi-limited