Relationship of motivation practices and performance of non-academic staff in Uganda Christian University.
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The study investigated motivation practices and performance of non-academic staff in Uganda Christian University, Mukono. It was basically guided by three objectives namely; to establish the relationship between remuneration and performance; to examine the relationship between promotion and employee performance; and to find out the relationship between training and employee performance. The study employed questionnaires to collect primary data. Whereas the findings revealed that remuneration was not significantly related to employee performance of non- academic staff in Uganda Christianity University, it was also revealed that promotion was significantly related to employee performance of non -academic staff. And lastly, the study revealed that there was no significant positive relationship between training and employee performance. The study then concluded that even when non- academic staff are given good remuneration or not it will not affect their performance hence no relationship between remuneration and employee performance. Also, promotion as a motivation practice affects the level of performance of staff in that they work better with promotions which come with proper, fair and clear policies of promotion. Lastly, the study concluded that whether one is trained or not it will not affect their performance. Basing on the above, the study recommended that since remuneration as a motivation practice is not crucial in determining employee performance, UCU should not concentrate on monetary benefits but concentrate on other things too like how to recognize their effort, promotion, working condition etc. Also, the UCU Human Resource office should prioritize promotions plus putting in place a fair and clear promotion policy that are missing in the university, make them public to all staff without discrimination. Lastly, since it has come out clearly that training as a motivation practice is not crucial in determining employee performance, UCU should not tag poor performance and demotivation to training but concentrate on other things too like how to . The Human resource office should also look into development as a whole together with training other than looking at them independently. For future researchers, there is need to study more on how intrinsic motivators motivate staff to perform better. Also, to investigate on the comparison of what motivates academic staff and non- academic staff.