Administrative practices and its effects on employee job satisfaction in local governments of Uganda: a case study of Kasese District
MetadataShow full item record
The study set out to establish the administrative practices had employee job satisfaction. The study was guided by four objectives namely; to investigate the effects of reward types on employee job satisfaction in Kasese district; to establish how policies influence employee satisfaction in Kasese district; to examine the extent to which goal setting affects satisfaction in Kasese district and to find out how identification of priorities affects employee job satisfaction in Kasese district local government. The study adopted a case study design (and studied Kasese as a case) with the purpose of understanding the study in depth so as to get solutions to the problems in Kasese district local government. The researcher employed questionnaires and an interview guide for the purpose of data collection. Secondary data was captured by reviewing exiting documents (e.g. District three year development plans, District council minutes, and related administrative practices in relation to the topic under consideration. The study established that there was a significant relationship between the study variables (dependent and independent). It was established that pay, working environment and other forms of rewards (both intrinsic and extrinsic) had a direct impact on employee job satisfaction in local governments. Further, it was established that factors such as the resource envelope and the way councilors are paid have a direct relationship on the implementation of administrative practices in the district. Further, the study established that Administrative practices has to a great extent facilitated fast delivery of services in the district and the community is now much more involved in the formulation of plans and their implementation and this has increased the level of ownership. The study recommended that Local governments should establish equitable rewards and pay structures so as to motivate employees’ job satisfaction as this is really lacking. There is need for reward systems that are understandable, acceptable and workable, therefore the local government should design and implement pay systems that are understandable, acceptable and workable. Highly competent and qualified staff should be paid according to their competences and qualifications. They should be provided with equitable reward and good as well as clear pay structure as at moment it is lacking in the local government.