Abstract
In this study, the researcher studied reward system and employee performance in three selected private universities in Mogadishu. The study was guided by the following objectives; to examine the method of rewarding system in three selected private universities in Mogadishu, to determine the level of employees’ performance in three selected private universities in Mogadishu, to establish the relationship between the methods of rewarding system and employee’s performance The research design used was cross sectional survey design. Data was collected from both primary and secondary sources using questionnaires to collect primary data from a sample size of 120 respondents, from the target population of 400. Frequency, percentages, weighted mean was used to analyze the data. The study indicated the majority of the respondents said that the three selected private Universities in Mogadishu have no effective reward system that intended to the employee in the University. This study revealed that the level of performance in the three selected universities’ employees is not the highest level but is increasing slowly. And also the study reveals that there is no relationship between reward system and employee’s performance in these private universities since the reward is not effective. The findings of our study shows that the r-value is equal 0.189 and according to tables of critical values is equal 0.195. So the critical value is greater than r-value 3 and therefore the null hypothesis is rejected. This interprets that there is no significant relationship between reward system and employee performance in selected private universities in Mogadishu —Somalia. In our findings indicates that the universities give their employee financial and also non financial reward while the non financial reward is the gifts, holidays, healthy and safety and other non financial reward, although these universities pay monetary and non monetary financial reward the universities reward is not effective with relation to the performance so these universities must make a system to their rewarding of employees.
TABLE OF CONTENTS
DECLARATION A I
DECLARATION B ii
APPROVAL WORKSHEET III
DEDICATION IV
ACKNOWLEDGMENT v
TABLE OF CONTENTS VI
LISTofTABLES 1
CHAPTERONE s
Background of the study 5
Statement of the problem 7
Purpose of the study 8
General objectives 9
Specific objectives 9
Research questions 9
Scope of the study 10
Conceptual frameworks 12
CHAPTERTWO 14
REVIEW OF RELATED LITERATURE 14
Introduction 14
Concept of related literature 14
Employee motivation 15
Employee job satisfaction and self actualization 16
Attracting and retaining talent 16
Product quality improvement .17
Increasing productivity 18
Reward and employee performance 18
Importance of reward 19
Effective reward system 20
Must apply to everyone 20
Must have a personal touch to it 20
Must have a clear relationship between rewards and job performance 21
Must be immediate 21
Performance, Equity, and reward 21
CHAPTER THREE 24
METHODOLOGY 24
Research design 24
Sampling procedure 24
Target population and sample size 25
Sources of data collection 25
Data collection instruments 25
Research procedure 26
Data analysis 26
Ethical consideration 26
CHAPTER FOUR 27
PRESENTATION, ANALYSES AND INTERPRETATION OF DATA 27
Introduction 27
Personal information of the respondents 27
Gender profile of the respondents 27
Table 4.2 Age distribution of the respondents 28
4.1.3 Level of education of the respondents 28
Table: 4.4 Reward is paying money only to employee 29
Table 4.6 Non financial reward of housing 31
Table 4.7 Monthly wage bonus 31
Table 4.8 Employees incentive benefit 32
Table 4.9 Financial reward of the staff 33
Table: 4.10 Relationship between reward and performance 34
Table: 4.11 Effective reward system 35
Table 4.12 Poor reward system 36
Table 4.13 Reward system and motivation of employees 37
Table 4.14 an affective reward and performance 38
Table 4.15 Performance of the staff related to reward 39
Table 4.16 the performance of staff is increasing 40
Table 4.17 Performance of the staff and effectiveness of reward 41
Table 4.18 Employees’ contribution at work 42
Table 4.19 Poor reward system and employee’s performance 43
Table 4.20 Poor reward system and employee satisfaction 44
Table 4.21: Reward questions 45
Table 4.22: Performance questions 47
Table 4.23 Pearson’s correlations 49
CHAPTER FIVE 50
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS 50
Introduction 50
Summary of findings 50
The methods of rewarding system .50
Level of employees’ performance 51
Conclusion 52
The methods of rewarding system 52
Performance of employees 52
Recommendations 53
REFERENCES 56
APPENDIX A 58
APPENDIX B 59
Questionnaire for managers 59
Consults, E. & Abdulle, A (2023). The Contribution of Reward System on Employees Performance in Three Selected Private Universities in Mogadishu. Afribary. Retrieved from https://afribary.com/works/the-contribution-of-reward-system-on-employees-performance-in-three-selected-private-universities-in-mogadishu
Consults, Education, and Adam Abdulle "The Contribution of Reward System on Employees Performance in Three Selected Private Universities in Mogadishu" Afribary. Afribary, 27 Apr. 2023, https://afribary.com/works/the-contribution-of-reward-system-on-employees-performance-in-three-selected-private-universities-in-mogadishu. Accessed 02 Nov. 2024.
Consults, Education, and Adam Abdulle . "The Contribution of Reward System on Employees Performance in Three Selected Private Universities in Mogadishu". Afribary, Afribary, 27 Apr. 2023. Web. 02 Nov. 2024. < https://afribary.com/works/the-contribution-of-reward-system-on-employees-performance-in-three-selected-private-universities-in-mogadishu >.
Consults, Education and Abdulle, Adam . "The Contribution of Reward System on Employees Performance in Three Selected Private Universities in Mogadishu" Afribary (2023). Accessed November 02, 2024. https://afribary.com/works/the-contribution-of-reward-system-on-employees-performance-in-three-selected-private-universities-in-mogadishu