Reward System and Employee Performance in Uganda Prisons Service;A case of Luzira Upper Prison

Abstract

This study established the relationship between reward systems and employee performance in Uganda Prisons Service: a case of Luzira Upper Prisons, Kampala, Uganda. The study was guided by three objectives; namely: finding out the relationship between financial rewards and employee performance in Luzira Upper Prison, investigating the relationship between recognition and employee performance in Luzira Upper Prison and examining the relationship between fringe benefits and employee performance in Luzira Upper Prison. A correlational case study and descriptive research design was employed using both qualitative and quantitative approaches. A sample of 128 respondents was used and the response rate was 82.8%. Data collected was presented using frequencies and percentages to show the distribution of respondents on different items. The collected data was prepared for analysis by editing, then categorizing and entering it into the computer using the Statistical Package for Social Sciences (Version 16). Pearson Linear Correlation Coefficient(r) was used to determine the level of association between variables. The study findings showed that: there was significant positive relationship between financial rewards and employee performance (r = 0.000, P<0.01), recognitions (r = 0.000, P<0.01) on employee performance in Luzira Upper Prison and fringe benefits (r = 0.001, P<0.01) on employee performance in Luzira Upper Prisons. The study concluded that reward systems have a positive significant relationship on employee performance. Therefore, the study recommended that the Management of Luzira Upper Prisons should pay their employees salary/wages which is enough and competitive compared to similar jobs in other organizations. Always recognize staff performance by way of praise. Promotion should be fair and based on performance. Offer houses always to employees as a reward for good performance. Provide meals to employees during working hours and the institution should expand education scholarship to enhance the effectiveness and the efficiency of employees.