REWARD MANAGEMENT AND EMPLOYEE PERFORMANCE AT ICOBI – SHEEMA DISTRICT, UGANDA

Abstract

The study investigated the relationship between reward management and employee performance at ICOBI. The objectives were to establish the relationship between pay, training, promotion opportunities and employee performance at Integrated Community Based Initiatives (ICOBI). The study population was 120 where a sample size of 100 was selected and of these respondents, 70 responded (70% response rate). Data was collected using the interview guide, a questionnaire and analyzed using SPSS. The study is underpinned by Adam Stacy’s Equity Theory of motivation and Victor Vroom’s Expectancy theory; the findings revealed that 1% increase in training will result in employee performance increase by 78.3%. The study findings indicated that there is a positive strong statistically significant relationship between promotion and performance. The study concluded that rewards motivate staff, however, some of the respondents disagreed that lack of motivation has hindered me to perform as expected, and there is positive impact in the department performance due to training. The study also concluded that promotion increase employee performance which increases job commitment. The study recommends that administrators at ICOBI should improve motivation packages; it also recommends that administrators should continue and increase training since training benefited job performance. Lastly, it recommends that ICOBI should setup a system for promotion, majority of respondents disagreed that criterion used for promotion.