School of Business (SB)

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  • Item
    The relationship between reward management practices and attitude of staff towards work.
    ( 2005) Okecho, Henry
    This study focused on the relationship between reward management practices and the attitude of staff towards work, at Uganda Travel Bureau 2004 Ltd. The purpose of the study was to establish the relationship between the various reward management practices that is, basic pay, additional pay and employee benefits, and the attitude of staff towards work, at Uganda Travel Bureau 2004 Ltd. The study covered all categories of staff at Uganda Travel Bureau 2004 Ltd. The primary data was collected from the staff by use of a self-administered questionnaire and an interview guide. Secondary data was obtained from established records to enhance the raw data collected. The data collected was entered in the Computer and analyzed using the Statistical Package for Social Scientists (SPSS). The hypotheses of the study were analyzed using the Pearson Product Moment Correlation based on certain conditions that described the data. The findings indicate that, there is a close relationship between basic pay and the employees’ attitude towards work. It was also established that there is a close relationship between the additional payments given to employees and their attitude towards work. This was confirmed by the Pearson Product Moment Correlation that showed positive results. The findings further indicate a significant relationship between benefits paid to employees and their attitude towards work. These benefits either encourage employees to work harder when provided, or create dissatisfaction if not provided, or are provided in a way that is not satisfactory to the employees. The findings also indicate that the respondents are bitter about the basic pay and vigorously appeal for an increment. The respondents indicated lack of equity in its provision, and felt it was very low in comparison to the work they did, and bearing in mind the profits the company generates. Basic pay can be improved by matching it to the effort of the employee and taking into consideration the workers valued skill. Additional pay and employee benefits were also found to be a cause of discontent among some staff hence, undermining morale and performance. Most of the staff expressed dissatisfaction with the way they were provided, which meant some of the employees were not receiving them at all. Conclusions are drawn therefore that among other factors, the attitude of staff towards work at Uganda Travel Bureau 2004 Ltd is affected by the basic pay, additional pay and employee benefits received. The researcher therefore recommends increment in basic pay, and a uniform provision of additional pay and employee benefits. Management ought to value the provision of special benefits to employees because they were found to affect employees’ attitudes towards work. Management therefore needs to put up in place a policy that governs the provision of additional pay and employee benefits, so that the members of staff know precisely, the circumstances under which they would be offered.
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    The causes of rural poverty in Uganda: a case study of Wakiso Sub County, Wakiso District.
    ( 2005-12) Kasule, Ahmed Twaha
    The problem of rural poverty in Uganda has persisted despite the various efforts by the government to alleviate it and its continued existence has impacted negatively on the overall development efforts in the country. This study sought to investigate the causes of rural poverty in Uganda, with a specific focus on Wakiso Sub-County found in the central part of the country. The results from this study have confirmed the observed phenomenon of a high level of rural poverty in Uganda. The most significant causes were found to be; large size of households, low education levels attained by the household heads, low asset holdings and insufficient expenditure on essential needs of life. It was recommended that greater attention should be focused on the provision of education to the poor, greater support for alternative income generating activities and encouraging the population to control the sizes of their families. Other recommendations included the provision of low rate credit facilities and encouraging the poor to diversify their asset holding.
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    Teamwork, organisational controls, Organization Citizenship Behaviour (OCB), decision making and performance management in Mulago hospital
    ( 2006) Naluzze, Jesca
    There is increasing deterioration of delivery of health services in Mulago Hospital as exhibited in this study and the health sector in general. In this study, the relationships among organizational controls, teamwork, OCB, decision-making, and performance management were investigated in Mulago Hospital. The study used a survey design and the respondents Questionnaires and interview guides were the research instruments used to collect data from the respondents. Measurements of the study variables were the already established, published, reviewed and validated by the previous scholars. The instruments were also tested for validity and reliability and the indexes were above 0.7 thus the question used was proved appropriate for this study. It was established that; Increasing loss of morale and teamwork amongst the health workers has created a workforce that acts not from duty – consciousness, but out of desperation to survive, without any due regard to the patients’ health. It is becoming more difficult to achieve national health targets and hospital objectives as most health workers are more preoccupied with their meager pay as well as covering what cannot be covered financially at their workplaces rather than the performance required of them to achieve pre-set targets and objectives thus affecting the proper attendance to patients. Data was collected using questionnaires and interview guides, and analyzed for the degree of variances between and within the variables and its impact on the development of human resources and performance management within Mulago hospital. The results show that there is strong correlation between teamwork and performance management and none between OCB and decision-making. These results are discussed in light of the prevailing health service delivery system in Uganda. Recommendations and areas for further research are also explored.
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    Teamwork, organisational controls, organisational citizeniship behaviour (OCB), decision making and performance management in Mulago Hospital.
    ( 2006) Naluzze, Jesca.
    There is increasing deterioration of delivery of health services in Mulago Hospital as exhibited in this study and the health sector in general. In this study, the relationships among organizational controls, teamwork, OCB, decision-making, and performance management were investigated in Mulago Hospital. The study used a survey design and the respondents Questionnaires and interview guides were the research instruments used to collect data from the respondents. Measurements of the study variables were the already established, published, reviewed and validated by the previous scholars. The instruments were also tested for validity and reliability and the indexes were above 0.7 thus the question used was proved appropriate for this study. It was established that; Increasing loss of morale and teamwork amongst the health workers has created a workforce that acts not from duty – consciousness, but out of desperation to survive, without any due regard to the patients’ health. It is becoming more difficult to achieve national health targets and hospital objectives as most health workers are more preoccupied with their meager pay as well as covering what cannot be covered financially at their workplaces rather than the performance required of them to achieve pre-set targets and objectives thus affecting the proper attendance to patients. Data was collected using questionnaires and interview guides, and analyzed for the degree of variances between and within the variables and its impact on the development of human resources and performance management within Mulago hospital. The results show that there is strong correlation between teamwork and performance management and none between OCB and decision-making. These results are discussed in light of the prevailing health service delivery system in Uganda. Recommendations and areas for further research are also explored.
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    Influence of HIV/AIDS on organization climate and operational effectiveness in secondary schoolsin Uganda: A study of Kampala District.
    (Makerere University, 2006-02) Maturu, Rose
    The purpose of the study was to examine the influence of the HIV/AIDS epidemic on the organization climate and operational effectiveness in secondary schools in Uganda. Thus, the researcher examined whether HIV/AIDS influenced the organization climate (knowledge, attitudes and practices of staff). In addition, the researcher examined whether the organization climate (knowledge, attitudes and practices of staff) influenced the operational effectiveness (staff attrition and recruitment, institutional functioning and budgeting). The researcher examined whether HIV/AIDS influenced the operational effectiveness (staff attrition and recruitment, institutional functioning and budgeting). To achieve the above mentioned, the researcher adopted an association research design. The study was carried out in secondary schools within Kampala. The study targeted a sample of 160 respondents but managed to get 133 respondents. Stratified sampling was used to select boys only, girls only and mixed schools. Systematic random sampling was also used to select staff members. Purposive sampling was used to select education officials. Analysis involved calculating frequencies and percentages, accompanied with a chi-square test. Findings indicated that the effect of HIV/AIDS on the organization climate was that most staff members resorted to behaviors that enabled them to avoid contracting HIV/AIDS. However, despite the HIV/AIDS, there were still some members of the staff engaged in HIV/AIDS risk behavior. The study findings further revealed that there was poor quality/inadequate knowledge by staff about the HIV/AIDS, negative attitude of staff members towards HIV/AIDS and inappropriate behavior practices have increased staff attrition, poor school functioning, and poor school budgeting. In addition, the findings revealed that HIV/AIDS epidemic has compromised secondary education, affected staffs’ savings, reduced teachers' productivity, increased death rates among teachers and administrators. It was concluded that HIV/AIDS influences teachers knowledge, attitudes and practices and that this tern influences the operational effectiveness of schools in terms of staff attrition, staff recruitments, budgeting and school functioning. It was recommended that there is need for HIV/AIDS interventions to help teachers and the school administration to improve the organization. This will lead to operational effectiveness of the schools.
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    The relationship between competencies, counterproductive work behavior, organizational citizenship behavior, and performance of District Tender Board members in Uganda
    (Makerere University, 2006-07) Musherure, Timothy
    The purpose of the study was to determine the relationship between operant competencies, counterproductive work behavior (CWB), organizational citizenship behavior (OCB), and performance of district tender boards in Uganda. The specific objectives were to: determine whether the district tender board leadership members possess the necessary operant competencies; establish the relationship between operant competencies and CWB; establish the relationship between operant competencies and OCB; and establish the relationship between operant competencies, CWB, OCB and performance. A cross-sectional research design was adopted. Purposive sampling was used to select 103 tender board members but 98 participated in the study. Frequencies, percentages, correlation and regression were used to analyze the status of and relationships between operant competencies, CWB, OCB, and performance. Findings revealed that operant competencies negatively related to CWB. Operant competencies positively related to OCB. CWB negatively related to OCB. OCB positively related to performance. CWB negatively related to performance. It is recommended that competence analysis and profiling of district tender board members should be frequently conducted to identify the necessary operant competencies that would combat CWB and encourage OCB in the district tender boards and thus improve the performance of district tender board members.
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    Human resource management practices and job satisfaction of health workers in mission hospitals under Gulu Catholic Archdiocese
    ( 2007) Owor, Francis Charles
    The researcher set out to conduct a study on human resource management practices and job satisfaction of health workers in mission hospital under Gulu Catholic Archdiocese in Northern Uganda. The study was prompted by the Uganda Catholic Medical Bureau Report (2003) that there is inadequate human resource capacity particularly management capacity in the Catholic Health Services even where staffing may sufficient. This coupled with other human resource problems implicate job satisfaction of health workers. The purpose of the study was to investigate how human resource management practices affect job satisfaction of health workers in mission hospitals under Gulu Catholic Archdiocese. This was in light of the inadequate management capacity and continuous movement of health workers into the civil service suggesting a state of job dissatisfaction. Specifically, the objectives of the study were as follows: • To determine the effect of reward management practices on job satisfaction. • To investigate the effect of employee relations practices on job satisfaction. • To establish the effect of employee development practices on job satisfaction. From the above objectives, research questions and hypotheses were formulated. Data were obtained from both primary and secondary sources. The primary sources of data for this study were the medical superintendents, senior nursing officers, hospital administrators/personnel officers and some senior staff. Secondary sources of data were also accessed from Ministry of Health (MOH) publications, Uganda Catholic Medical Bureau (UCMB) bulletins, conference publications, hospital annual reports, charters and employment manuals. The target population was 180 comprising of doctors, clinical officers, nurses and midwives. The sample size was 125. Data was collected during March and April 2006. The instruments used for data collection were questionnaire, interview guide and some relevant document. Data obtained were subjected to presentation, interpretation and analysis. The report was compiled using both qualitative and quantitative methods. The techniques used to analyze data were descriptive statistics, ANOVA and independent samples test. Pearson product moment correlation was used to verify the hypotheses. The study findings revealed that there is relationship in mean job satisfaction for the health workers in the three hospitals. ANOVA tests for mean job satisfaction by various background variables showed that the variability in job satisfaction was not significantly different for the three hospitals. Correlation analyses with the hypotheses gave significance level greater than Alpha 0.05. The interpretation is that the null hypotheses were accepted while the research hypotheses were rejected as per the probability value approach. However, qualitative findings reveal contrary views indicating that health workers are not comfortable with most of the practices in place. This phenomenon is partly responsible for the inadequate management capacity and high attrition rates in these hospitals. The study concludes that reward management practices, employee relations practices and employee development practices do not affect job satisfaction of health workers in mission hospitals under Gulu Catholic Archdiocese as per quantitative findings. However, from qualitative findings, there are some problems in areas of reward management, employee relations, and employee development which need to be addressed. Therefore, the following recommendations have been made by the researcher in order to improve the practices. (i) The reward management practices be improved in terms of structure, strategy and system while exercising both distributive justice and procedural justice. (ii) Employee relations practices should address issues on relationship, teamwork, organizational communication as well as formal terms and conditions of employment. (iii) Employee development practices are streamlined in accordance with the human resource demands and challenges to organizational development in the contemporary world. Therefore, it should consider designing staff development programme based on assessment centres, needs assessment criteria, transfer of expertise and so on.
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    Corporate governance and the performance of commercial banks
    (Makerere University, 2007) Kawere, Andrew B.
    The study investigated the relationship between Corporate Governance and the Performance of Commercial banks. The study objectives were to examine the relationship between Corporate Governance and performance of commercial banks, the relationship between leadership and balance of power and performance, and the relationship between laws and best business practices and performance. A cross sectional study design combined with a descriptive design was used in which questionnaires were distributed to corporate board members, managers and other staff. Data was analyzed using SPSS aided by Correlation coefficients to establish the relationships between the variables of interest, and Regression analysis to find out the extent to which Corporate Governance explains performance. It was found that there exists a strong positive relationship between Corporate Governance and the Performance of commercial banks. Internal controls and Accountability were also found to be key predictors of performance of banks. It is recommended that commercial banks ensure that they have in place sound corporate governance principles since up to 55.5% of performance can be attributed to Corporate Governance. Internal controls that cover both accounting aspects and personnel management practices are also highly recommended if performance of banks is to improve.
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    Trade liberalization policies and the competitiveness of export firms in Uganda
    (Makerere University, 2007) Naluyombya, Lukiya
    Uganda has implemented trade liberalization policies since 1987. Deregulation, market opening and privatisation are expected to spur productivity, foster export competitiveness and improve resource allocation. Export firms are expected to take full advantage of the special measures and more favorable provisions to improve their competitiveness. Despite the efforts to establish conditions that will facilitate exporting activities, the response of export firms to the opportunities to improve their competitiveness is not adequately assessed. The study was intended to establish whether trade liberalization policies stimulated export firms to adjust allocation and utilisation of resources in order to improve their competitiveness. A cross sectional survey was done across firms in Wakiso, Kampala and Mukono districts. Measurement of variables was done using correlation and regression analyses. Results showed that trade liberalization increased output, domestic competitiveness but has not been effective in fostering export competitiveness and improving resource allocation.
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    A critical examination of the budgeting procedures and budget execution in Uganda Local Governments: The case of Kabale District
    ( 2007) Muhwezi-Murari, Maurice Alex
    A budget is a tool for management to express in figures its future intentions. It provides a yardstick by which individuals or groups can be measured and rewarded. It provides room for decentralisation of authority without losing information required for purposes of control. Budgets provide a mechanism to control in detail the revenue, costs, cash and capital expenditure. (Nugus, 1998, P 2). Budgets must be managed and controlled. This is to ensure proper utilisation of the limited resources. Budgetary control is a system of controlling costs, which includes the preparation of budgets, co-ordinating the departments and establishing responsibilities, comparing actual performance with the budgeted and acting upon results to achieve optimum resource utilisation.
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    Marketing culture and sales performance in privatised organisations in Uganda.
    ( 2007) Rwabwera, Sausi Stephen
    This study examines the relationship between Marketing Culture and Sales Performance in Privatized organizations in Uganda. It was a cross-sectional and correlation study. A quantitative and qualitative survey was employed and self administered questionnaires were distributed to the targeted groups. The data collected using instruments with close ended questions were measured on a five-point likert scale. Thirty privatized organizations were researched on by targeting 210 respondents (composed of staff members (especially senior managers and those in sales and marketing) and clients to these organizations). The data showed that all elements of marketing culture have a positive and significant relationship with customer loyalty. It also revealed that customer loyalty has a positive and significant relationship with sales performance. The study also revealed that Interpersonal relations and customer loyalty are the more predictors of sales performance than the other elements of marketing culture. There is need for privatized companies in Uganda to improve their customer service quality, interpersonal relations & communication, streamline sales tasks & sales organization, and encourage innovation and marketing research. This will build on the loyalty of their clients and hence result into a better sales performance.
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    Management of change : the decentralization process in Uganda
    (Makerere University, 2007) Okello, John Charles
    The study, involved the use of competency model in highlighting the importance of change management competencies in managing change in organizations. Using a case study involving 73 respondents from 5 different local governments, it investigated the relationship between change management competence and performance, empowerment and performance, change management competency and resistance to change. The study also sought mechanism through which change management competencies can be developed to support the successful implementation of decentralization in Uganda. The study used a descriptive survey design which involved the development of a tool to rate the competency of local government staff based on competency analysis. it also incorporated other instruments to capture mechanism to develop change management competencies. The study revealed a significant positive correlation and thus relationship between: a) Change management competencies and performance of the local governments; b) empowerment and local government performance; c) change management competencies and resistance to change among local government managers. The study also established using regression analysis that change management competencies, resistance to change, and empowerment predict up to 54% of local government performance.
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    Competence, reflective and organisational learning, organisational commitment, task performance and organisational citizenship behavior: a case study in Bank of Uganda
    ( 2007-06) Musoke, Laura M.
    The study involving the levels of organizational citizenship behavior in Bank of Uganda staff highlights the increasing importance of use of competences in all the human resource functions of the bank. A cross sectional survey design was employed. Using a case study involving 120 respondents comprising all the departments at Kampala head office and Jinja and Mbarara currency centers, a descriptive and co relational research design was used to investigate the relationship between competences, reflective/organizational learning, organizational commitment, task performance and organizational citizenship behavior. The findings indicated that all the independent variables had a significant positive relationship with the dependent variable (OCB). From the regressional model, task performance was found to be the major predictor of organizational citizenship behavior in Bank of Uganda, while ANOVA descriptive revealed that the longer the staff stayed in the Bank, the higher the organizational commitment
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    Management of change: the decentralisation process in Uganda
    (Makerere University, 2007-06) Okello, John Charles
    The study, involved the use of competency model in highlighting the importance of change management competencies in managing change in organization's. Using a case study involving 73 respondents from 5 different local government's, it investigated the relationship between change management competence and performance, empowerment and performance, change management competency and resistance to change. The study also sought mechanism through which change management competencies can be developed to support the successful implementation of decentralization in Uganda. The study used a descriptive survey design which involved the development of a tool to rate the competency of local government staff based on competency analysis. ft also incorporated other instruments to capture mechanism to develop change management competencies. The study revealed a significant positive correlation and thus relationship between: a) Change management competencies and performance of the local governments; b) empowerment and local government performance; c) change management competencies and resistance to change among local government managers. The study also established using regression analysis that change management competencies, resistance to change, and empowerment predict up to 54% of local government performance.
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    Organisational climate, competencies, empowerment, organisational commitment and organisational citizenship behaviour in the Directorate of Public Prosecutions (DPP) in Uganda
    (Makerere University, 2007-07) Lwanga, Damalie Nantudde
    The study set out to examine OCB by relating it to the Organizational Climate, Competencies, Empowerment, and Organisational Commitment in the Directorate of Public Prosecutions (DPP) in Uganda. The researcher developed a conceptual model, which illustrates the relationship between Organizational Climate, Competencies, Empowerment, Organisational Commitment, and OCB. The research objectives were developed to determine the significance of the correlation between the independent variables and the dependent variable. A cross sectional survey design was adopted to take a snapshot of events as they existed at that particular point in time and instruments were developed to capture the constructs. A sample size of 150 respondents was given questionnaires using the census method, of which 126 (84 %) were realized and considered satisfactory. The results indicate strong significant positive correlations between organizational climate, competencies, empowerment, organisational commitment, and OCB. Testing the strength of the relationship indicated that all the independent variables predict 57 % of the variance in OCB. The study concludes that the greatest predictor of the variation is reward related climate, a sub-variable of organizational climate, in relation to the magnitude of the standardised beta coefficient. The study therefore, recommends that pay-reform which includes better terms and conditions of service should be urgently considered by the policy makers, since poor reward related climate remains a major impediment to improved performance in the organisation.
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    Relational norms and tax compliance among individual income tax payers in Uganda
    ( 2007-08) Kakembo, George Batte
    The purpose of the study was to examine the relationship between relational norms and tax compliance among individual income taxpayers in Uganda. A cross sectional survey design (one short) was used. Data was gathered using a self administered structured questionnaire. Taxpayers in the various areas of Kampala filled the questionnaire. The respondents were drawn from the 3 major tax categories using a sample size of 131 respondents, data was analyzed using SPSS. The study revealed that relational norms are significantly positively related to intentions and attitudes. Mutuality one of the components of relational norms was also found to be significantly related to tax compliance and attitude. Intention to pay taxes was also observed to be significantly positively related to attitudes and tax compliance. The report concludes that relational norms greatly influence the taxpayers intentions to pay taxes. Attitudes and intentions to pay taxes also greatly affect the level of taxpayers compliance. A taxpayer with high intentions to pay will always have a positive attitude towards meeting his tax obligations and hence likely to be very compliant.
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    A study of Integrated Community Based Initiatives (ICOBI), Kabwohe Clinical Research Centre (KCRC) and Bushenyi Medical Centre (BMC)
    ( 2008) Mwebaze, Noel
    The main purpose of the study was to examine organizational citizenship behavior of the remaining employees in three sister organizations namely ICOBI, KCRC and BMC in relation to their survivor syndrome, occupational stress and psychological contract. The study was prompted by the decline in staff morale with the former having undergone massive restructuring. It was done by developing a conceptual framework that relates survivor syndrome, occupational stress, psychological contract and OCB. The specific objectives were to examine the relationship between survivor syndrome, occupational stress, and psychological contract against the remaining staff behaviors in their respective organizations. A correlation survey design was adopted using majority of staff within the three sister organizations. The research tool was a self administered structured questionnaire divided into two sets while the sample size was selected using a convenience simple random sampling with adequate representation. Using a sample of 82 respondents including supervisors and department heads, the study showed that positive relationships existed between survivor syndrome, occupational stress, psychological contract and organizational citizenship behavior. However, it did not show direct independent correlation between survivor syndrome and OCB and occupational stress and OCB variables in the organizations. The report concludes by giving recommendations for enhancing organization citizenship behavior and psychological contract as they do away with employees work related stress and sickness within these sister organizations.
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    Human resource practices, empowerment, procedural justice, commitment and teacher OCB in schools: a case of selected public secondary schools in Kampala and Wakiso Districts
    ( 2008-09) Nabanenya, Flavia Ntulume
    The main purpose of the study was the relationship between HR Practices, Empowerment, Procedural Justice, Commitment and Organizational Citizenships Behavior. The objectives of the study were the relationship between HR Practices and Empowerment, HR Practices and Procedural Justice, HR Practices and Commitment, HR Practices, Empowerment and OCB, and HR Practices, Procedural Justice, Commitment and OCB. The study was carried out by developing a Conceptual framework which was related according to the objectives. A survey was conducted using secondary school teachers and head teachers in the selected schools in Kampala and Wakiso Districts. A convince and persuasive sampling was used to select 220 respondents. The research methods employed included self-administered questionnaires for the teachers and a supervisor rated OCB questionnaire for the head teachers. The results revealed a positive significant relationship between HR Practices and Commitment. Commitment is strongly correlated with OCB than any other Variables. This report indicates that there is a need to improve on the HR Practices in secondary schools and how they are administrated, empower the teachers at all levels, design fair procedures which are accepted by all the school in order to make the teachers committed to their work, so that they are able to go an extra mile in what they do for the school thus OCB
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    Survivor syndrome, occupational stress, psychological contract and organizational citizenship behavior (OCB) among employees in Non-Governmental Organizations: a study of integrated community based intiatives (ICoBI), Kabwohe Clinical Research Centre (KCRC) and Bushenyi Medical Centre (BMC)
    ( 2008-11) Mwebaze, Noel
    The main purpose of the study was to examine organizational citizenship behavior of the remaining employees in three sister organizations namely ICOBI, KCRC and BMC in relation to their survivor syndrome, occupational stress and psychological contract. The study was prompted by the decline in staff morale with the former having undergone massive restructuring. It was done by developing a conceptual framework that relates survivor syndrome, occupational stress, psychological contract and OCB. The specific objectives were to examine the relationship between survivor syndrome, occupational stress, and psychological contract against the remaining staff behaviors in their respective organizations. A correlation survey design was adopted using majority of staff within the three sister organizations. The research tool was a self administered structured questionnaire divided into two sets while the sample size was selected using a convenience simple random sampling with adequate representation. Using a sample of 82 respondents including supervisors and department heads, the study showed that positive relationships existed between survivor syndrome, occupational stress, psychological contract and organizational citizenship behavior. However, it did not show direct independent correlation between survivor syndrome and OCB and occupational stress and OCB variables in the organizations. The report concludes by giving recommendations for enhancing organization citizenship behavior and psychological contract as they do away with employees work related stress and sickness within these sister organizations.
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    Brand equity, switching costs, customer satisfaction and customer loyalty: A study among selected oil companies in Uganda
    (Makerere University, 2009) Kesande, Eunice
    The purpose of this study sought to investigate the relationship between brand equity, customer satisfaction, switching costs and customer loyalty among commercial customers of several oil companies in Uganda. The methodology used took the form of a quantitative cross-sectional survey design with a study population of 165 respondents and purposive sampling techniques were employed in which the respondents were chosen based on a basic ratio analysis. Self-administered questionnaires, physical and personal interviews were used to collect responses. Measurement of the variables of brand equity, customer satisfaction, switching costs, and customer loyalty was done and subjected to rigorous data processing and analysis using the relevant statistical computer software packages. The findings indicated that most consumers affirmed to the fact they are brand aware, associate their supplier’s names with good quality and service, that the quality and pureness of products was high, said positive things about their suppliers to other potential customers and were generally satisfied with their suppliers. Most consumers were not sure whether switching to another supplier would necessarily mean improvement or that brand image necessarily contributed to their sticking to the same suppliers. The conclusions arrived at include the significant positive relationship between brand equity and consumer satisfaction, brand equity and customer loyalty, and switching costs with brand equity. The recommendations made include the need for oil companies in Uganda to remain focusing their marketing strategies in improved brand image which suggests brand quality in order to enhance their customer satisfaction and loyalty.