Reward systems and employee performance in Kampala Capital City Authority

Abstract

The study intended to determine the effect of reward systems on employee performance at KCCA. The study was guided by the following objectives: To assess the reward systems used by KCCA; to know the employee performance trends in Kampala Capital City Authority and to know the relationship between reward systems and employee performance. A cross-sectional survey design was used. The study predominantly employed a quantitative approach but also used a qualitative approach. The study population consisted of 298 participants. A sample size of 80 respondents was selected. A simple random technique was used for all the respondents except for the Management officials and supervisors who were selected purposively. Quantitative data analysis mainly consisted of descriptive statistics (frequencies, percentages, means and standard deviation). The study revealed that on rewards; most staff were of the view that their salary was not prompt compared to staff doing similar work in other organizations, most staff were of the view that their salary was not prompt compared to staff doing similar work in other organizations. Most staff were of the view that they were not satisfied with their salary compared to staff doing similar work in other organizations, most staff were of the view that there was no regular increment of staff Salaries, most staff were of the view that their salaries matched with their workload, most staff were of the view that they are not given an allowance when they work overtime. On Performance trends, findings show that workers are dedicated because either good working conditions, most employees meet their target targets because they love their work, most KCCA workers dedicate their time to their jobs, KCCA activities are fulfilled well by KCCA staff, KCCA staff register with the authority on a daily basis and that KCCA staff to perform fully, they need minimal supervision. On relationships between reward systems and employ performance; Findings show that workers are dedicated because either good working conditions, most employees meet their target targets because they love their work, most KCCA workers dedicate their time to their jobs, KCCA activities are fulfilled well by KCCA staff, KCCA staff register with the authority on a daily basis and that for most KCCA staff to perform fully, they need minimal supervision. It was concluded that the higher the rewards, the higher the employee performance. The study recommends that KCCA management should improve on job security, allowances and employee advancement to improve on employee performance