Rewards Systems and Staff Performance in National Authorities in Uganda: A case of Uganda National Meteorological Authority
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This study aimed at investigating the relationship between reward systems and staff performance at The Uganda National Meteorological Authority (UNMA). This theme was considered by the study because of the reward systems in National Authorities which are not effective to facilitate staff performance as observed by Therkildsen & Tidemand (2007). The study was anchored on Financial and nonfinancial Reward Systems Model and had two specific objectives which it sought to address. The two objectives were; 1. To examine the relationship between financial reward systems and staff performance at Uganda National Meteorological Authority 2. To assess the relationship between non-financial reward systems and staff performance at Uganda National Meteorological Authority. To deliver answers to the above objectives, the study adopted a correlation design to guide the whole study process. The questionnaires and the interview guides were used as methods of data collection. Seventy eight (78) questionnaires were administered with a response rate of 74%, and 8 Interview guides were administered to the sampled respondents with a response rate of 100%. The findings of the study revealed that, Financial Reward Systems had a very strong positive relationship at 88.4% (r=0.884, P<0.05) with staff performance and Non-Financial Reward Systems had a significantly strong positive relationship at 73.8 % (r=0.738, P<0.05) with staff performance. The implication of the study findings is that once both financial and nonfinancial reward systems are implemented systematically with much emphasis on financial reward systems, UNMA will highly likely to achieve desired Staff Performance. Based on these findings therefore; the key recommendations of the study are; UNMA should adopt and strengthen financial reward system in order to improve staff performance. It is also recommended that Incentive System of Non-financial reward system be adopted and given priority to help rally the staff towards higher performance levels.
- Theses and Dissertations