Reward and employee performance in public sector Organisations in uganda: a case study of Kiboga district.

Abstract

The purpose of the study was "to examine the relationship between Rewards and Employee Performance in the public sector organization a case study of Kiboga District". The study was guided by the following specific objectives to: analyze the relationship between monetary rewards and employee performance in Kiboga District, assess the relationship between non-monetary rewards and employee performance in Kiboga District and assess the effect of reward strategies on employee performance in Kiboga District. In this research a case study design with a triangulation of methods of data collection was used. A case study design was used data was collected by administering self-close ended questionnaires to 101 respondents who comprised of operatives and support staff. Interviews were conducted for 10 administrators using the interview guide to collect data for supplementing the questionnaires .The quantitative data was coded and analysed using the Statistical Package for Social Scientists (SPSS) while qualitative data was interpreted using thematic areas. The findings indicated that, there is a positive relationship between monetary rewards and employee performance because the two variables are moving in the same direction (Pearson (r)= .246**) sig value P (value) being O.Ol>.000. There existed a positive relationship between non-monetary rewards and employee performance because the two variables are moving in the same direction (Pearson (r)= .276**) sig value P(value) P < 0.05=000. There is a positive relationship between reward management and employee performance because the two variables are moving in the same direction (Pearson (r)= .252**). Inadequate monetary rewards, insufficient non-monetary rewards and improper implementation of reward strategies have led to decrease in quality and quantity of services, work excellence and commitment of employees and limited client satisfaction in the District. It was also established that the unfair and unreliable rewards system, lack of flexible remuneration system led to low performance of employees. The study also found out that there was great need for the public sector to invest in the remuneration programmes if they are to improve employee commitment and realize efficient and effective employee performance. The study recommends that The Central Government should consider salary increment for employees commensurate to their value to the organization and timely payment of salaries, the District should endeavor to advance allowances to employees that they are entitled to, the management of non-monetary rewards should be improved and transparent and the development and implementation of reward strategies should be improved/reviewed in order to improve employee performance. The study suggested that further research should be conducted to; assess the challenges faced in the development and implementation of reward strategies, analyze the factors that hinder advancement of allowances to the employee in public sector and examine the Procedure for determining rewards in organisations.