Rewards and Employee Performance in Private Organisations in Uganda. The case of Hotel Africana Kampala – Uganda
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The study investigated how rewards affect employee performance at Hotel Africana - Kampala. It was carried out at the Hotel African Headquarters, Wampewo Avenue, Lower Kololo Terrace, Kampala covering a period of 4 years starting (2013—2016). It examined the following objectives: (i) To examine the effect of intrinsic rewards on employee performance; (ii) To analyze the relationship between extrinsic rewards and employers performance; and (iii) To assess the how working environment affects employees performance. The researcher employed a cross-sectional design to explore the relationship between rewards and employee performance at Hotel Africana Kampala in which both qualitative and quantitative approaches were utilized. The study involved 295 respondents including 292 lower level staff and 3 upper management staff. Both simple random sampling and purposive sampling were used to select respondents. From the study, it was established that although staff are given opportunity to decide on their own methods to do their job, it still required more powers to be given to them as a form of increasing their autonomy. Study findings further revealed that the hotel provides performance benefits to boost staff motivation as well as doing individual appreciations to those that perform well. Also, it was revealed that HA ensures to adequately equip its employees to ably execute their job tasks. From the findings, it was recommended that HA should ensure provision of more organizational freedom to its employees in order for them to realize their autonomy potential. HA should endeavor to create social interaction opportunities for its employees such as get together parties, hotel sports day events, team building sessions, etc. More still, it was expedient for HA to set up a very conducive and supportive environment in which employees can perform their duties in an efficient way to enrich hotel goals. Conclusively, intrinsic rewarding of employees serves as a motivational mechanism to enhance effectiveness and efficiency as exhibited in their performance trends. Extrinsic rewards being external are key motivators among HA employees whose orientation could be influenced by the provision of tangible items including though not limited to Christmas hampers (food packages), certificates, allowances, etc. Also, creating a conducive working environment in the work place is a profound ingredient in increasing employee efficiency and effectiveness.