Browsing by Author "Kiwanuka, Micheal (Supervisor)"

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Human Resource Management Practices and Delivery of Justice in the Judiciary in Uganda: A case of Gulu Chief Magistrates Court.
(Uganda Management Institute, 2016-01) EDIMU, Hellen; Mwesigye, Edgar (Supervisor); Kiwanuka, Micheal (Supervisor)
The study examined how staff orientation and transfers, compensation and incentives and performance management affect justice delivery in the judiciary in Uganda, using Gulu Chief Magistrate’s court as a Case study. The study specifically investigated the extent to which staff orientation & transfers, the effect of compensation and incentives and how performance management affects justice delivery in Gulu Chief Magistrate’s court. A case study design was employed and both qualitative and quantitative techniques were used. Data was collected using questionnaires, interview guide and document analysis. The key findings indicated that there is a statistically significant positive correlation between staff orientation/ induction and routine transfers and justice delivery. There is a statistically significantly influences between Compensation & incentives practices and justice delivery in Gulu Chief Magistrates’ court. There is also a statistically significant positive correlation between Performance Management and justice delivery in Gulu Chief Magistrates’ court. It is recommended in this study that Gulu Chief Magistrate’s court management should provide opportunities to discuss any placement with new staff, check staff satisfaction with their work, properly train in knowledge and skills of the job before staffs begin work. Incentives should be given depending on employees' performance, recognition of employee performance to motivate them and offer package which enables effective delivery of work. Management should endorse key performance management aspects like target setting, continued monitoring and mentoring, regular appraisals and feedback to staff improve performance and hence enhance effective and efficient delivery of justice.
Institutional Factors Affecting the Performance of Urban Local Governments in Uganda:- A case of Bugiri Town Council
(Uganda Management Institute, 2014-05) OFWONO, Emmanuel; Karyeija, Gerald K.(Supervisor); Kiwanuka, Micheal (Supervisor)
This study examined the Institutional factors affecting the performace of Urban Local Governments in Uganda, taking a case of Bugiri Town Council, with specific focus on: The relationship between formal and informal Institutional factors with performance of Bugiri Town Council, and the moderating effect of Infrastructure on the performance of Bugiri Town Council. The study used a case study design, conducted to a cross section of a sample size of 92 respondents. Data was collected using self administered questionnaires and interview guides. Quantitative data was analysed with the aid of the statistical package for Social Scientists, and presented as descriptive statistics, Correlation coefficients and regression models. On the other hand, qualitative data was sorted, summarised and presented against the study themes. Results indicated a positive but very weak relationship between institutional factors and Urban local governmnets performance; the regression model results showed that informal institutional factors were responsible for 3.2% of the variation in local governments performance, while infrastructure affected the relationship between institutional factors and urban local governments performance by 7.6%. Basing on the findings, it was concluded that; there was need to emphasise leadership, policies and regulations for improved performance; values, norms, attitudes, beliefs, ethical standards, and codes of conduct should be positively promoted for better performance; and, during planning and resource allocation priority should be put on infrastructure development.The study recommended that; Ministry of Public Service should strengthern leadership in Uganda Urban Councils; Governance should be strenghthened and emphasized for improved performance; informal Institutional factors like Morals and norms, Culture and Traditions, Habits, Attitudes & beliefs should be followed for better performance; and infrastructure development should be prioritized in planning and resource allocation.
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.