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|Title:||Influence of reward system on the performance of employees in an organization: a case study of Standard High School, Zzana|
|Authors:||Ismail, Ahmed Mohamad|
|Publisher:||Kampala International University.College of Economics and Management|
|Abstract:||This study determines the influence of reward system on the performance of employees at Standard High School, Zzana Further sought in the study was, to determine the extent of reward system methodology as employed by directors and head teachers, to determine the level of concern and reward for performance by directors and head teachers, and to determine the relationship between reward system methodology and performance rate of employees of standard high school Zzana The study used a case study research design with a sample size of30 respondents. The sampling method used was simple random sampling. Data was collected using self administered questionnaires. The data was analyzed using frequency tables, percentages, Pearson r was used to establish the relationship between reward system and performance rate. The major finding from the study clearly stipulated that the employees are simply praised but not rewarded with gifts or financial terms. This has affected the spirit of the employees and hence leading to poor performance. Findings on the relationship between reward system and performance rate was found to be positive at 0.546 as represented by Pearson's correlation coefficient. Some major recommendations towards good performance of staff are by involving the employees in the reward systeni methodology ensure good communication with top management and also analyse their performance so that the employees can be rewarded after some tremendous achievement.|
|Description:||Thesis submitted to the School of Postgraduate Studies and Research in partial fulfilment of the requirements for the award of the degree of master of Arts In Human Resource Management of Kampala International University|
|Appears in Collections:||Masters of Arts in Human Resource Management|
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