Browsing by Author "Kateshumbwa Mwesigye, Edgar Mwesigye(Supervisor)"

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Organisational Factors Influencing Employee Retention in Rakai Area Development Programme of the World Vision, Uganda
(Uganda Management Institute, 2015-01) NAMARA, BagumaCharity; Kateshumbwa Mwesigye, Edgar Mwesigye(Supervisor); Kyohairwe, Stella (Supervisor)
The study examined organizational factors influencing employee retention at Rakai Area Development Programme of the World Vision Uganda. The study was premised on the following research objectives: to examine the influence of work place policies on employee, to establish the influence of work place culture on employee retention, to assess the relationship between work place leadership style and employee retention and to establish the influence of job design on employee retention at Rakai Area Development Programme of the World Vision Uganda. The study employed a cross sectional survey design and both quantitative and qualitative approaches. In total, a sample of 33 respondents was chosen who included staff and support staff of Rakai Area Development Programme of the World Vision Uganda. In collecting the data, the researcher used questionnaires and interviews and data was analyzed using Pearson correlation coefficient and regressions analysis. The study findings revealed that that there is a positive significant relationship between work place policies and employee retention, further more findings revealed that there is a positive significant relationship between work place culture and employee retention, further more findings revealed that there is a positive significant relationship between work place leadership style and employee retention and lastly job design and employee retention are positively significantly related. It was observed that the policy of being sent to an area where somebody cannot easily get acclimatized to the existing conditions presses the employees so hard. It was observed that it is a policy that each staff should reside in her parish of work. Vehicles should be parked at 6pm. The most notable cultural practice was religious devotion and decent dressing. It was observed that leadership style is not democratic but authoritarian. Under this style, some employees desire to be pushed. Whenever they are not pushed there is delay in delivery of results. Findings further revealed sometimes the employees are given unclear roles and responsibilities. It was further revealed that some tasks are allocated on the basis of friendship at Rakai Area Development Programme. It was recommended that: there is need to design policies that are employee friendly or socialization policies. Policies that limit employ accessibility to company property like vehicles should be discarded. The organization should strengthen the culture of training. Providing ample training and development opportunities can discourage turnover by keeping employees satisfied and well-positioned for future growth opportunities. Managers need to reinforce employee productivity and open communication, to coach employees and provide meaningful feedback and inspire employees to work as an effective team. In order to achieve this, organizations need to prepare managers and supervisors to lead and develop effective relationships with their subordinates. World Vision can hire third party specialists to pinpoint the root causes of their workforce challenges. By identifying the root causes, customized action plans can be tailored to fit your organization’s need to and create a retention program customized to your organization.
Reward Systems and Job Satisfaction in Private Hospitals in Uganda: A case Study St Stephen’s Hospital Mpererwe Church of Uganda. (C.O.U).
(Uganda Management Institute, 2016-01) NALUWEMBA, Juliet; Kateshumbwa Mwesigye, Edgar Mwesigye(Supervisor); Kiwanuka, Micheal (Supervisor)
This study investigated the effect of reward systems on job satisfaction at St Stephen’s Hospital Mpererwe C.O.U in order to advise on how to improve the reward systems of the institution.This study was prompted by the persistent dissatisfaction of St Stephen’s Hospital Mpererwe C.O.U since it has always been able to provide only a few rewards in place. The study adoptedthe correlation cross- section at case study design using both qualitative and quantitative approaches. The data was collected from two members of the top management and 40 members of the sampled staff. The sample consisted of 45 members of staff. The response rate was 100%.The data collection methods employed included questionnaire survey, interviews, and documentary reviews. The instruments used were: questionnaires, interviews and the documentary reviews guide. Data was analyzed using descriptive and inferential statistics. The study revealed that monetary rewards and non-monetary rewards significantly influenceemployee job satisfaction at St Stephen’s Hospital Mpererwe C.O.U. and therefore it was concluded that the two kinds of rewards have a bearing on employee job satisfaction however, St Stephen’s Hospital has some rewards in place, they are not sufficient to satisfy the employees.Whereby the current rewards are few to enhance employee job satisfaction. The studyrecommends that St Stephen’s should consider non-monetary rewards in order to boost employeejob satisfaction. It should put in place a mechanism to improve on the monetary rewards in order to satisfy the employees in the organization.