Employee Rewarding And Staff Performance In Uganda A Case Study Of Uganda Clays Limited Wakiso District

ABSTRACT

The main purpose of the study was to examine staff performance and employee rewarding

using a case study of Uganda Clays Kajjansi limited. The study was guided by three

objectives including: To identify the different types of rewarding systems being used by

Uganda clays Kajjansi Limited. To establish the effects of employee rewarding on staff

performance in Uganda clays Kajjansi limited. To establish the relationship between

employee rewarding and staff performance in Uganda clays Kajjansi limited. The study used

a sample size of 45 respondents from the various departments such as Production department,

marketing department, sales department, accounting department and top management through

interviews and filling in questionnaires. Data was analyzed using descriptive statistics and

tables. The study findings revealed the management at Uganda clays limited was using

reward systems such as, increased pay, Bonuses, Recognition, Profit Sharing, over time pay

and Promotions. The study findings also revealed that rewarding systems have both positive

and negative effects on staff performance. The positive effects included increased Job

commitment; Empowerment of employees, reduced labor turns over, Job satisfaction and

increased productivity. In addition, the negative effects included increased costs of

production and unfairness in the rewarding system. The study findings also revealed that

there was a strong relationship between employees rewarding and staff performance .The

study recommended in designing a reward program, the management needs to separate the

salary or merit pay system from the reward system. In order to reap benefits such as increased

productivity, the management designing a reward program must identify company or group

goals to be reached and the behaviors or performance that will contribute to this. The study

further recommended that the management at Uganda clays Kajjansi has to make sure in

measuring performance to ensure that the different programs pays off in terms of

organizational goals. The study further suggested research on the different need to separate

the salary or merit pay system from the reward system to separate financial rewards from the non-financial rewards.