The effect of the rewards based system on employee performance in private companies: A case study of HARRIS International Limited
MetadataShow full item record
The main objective of this study was to analyze the effect of the reward based system on the performance of employees in the private companies in Uganda. The study also had three specific objectives which were; to examine the relationship between working condition and employees’ performance, to establish the relationship between performance bonus and employees’ performance and to understand the effect of salary on employees’ performance. The hypotheses were; there is a significant relationship between working condition and employees’ performance, there is a significant relationship between performance bonus and employees’ performance and there is a significant relationship between salary and employees’ performance. The study population comprised of both male and female workers of Harris International in Kawempe, Kampala District. Data to be used in this study was collected from 50 Harris International Company workers in Kawempe division in Kampala District. The researcher collected primary data using self-administered questionnaires to get information from the employees of Harris international company. The process of data analysis involved several stages; the completed questionnaires were edited for completeness and consistency, checked for errors and omissions and then coded. Tables, Pie charts and other graphs were used as appropriate to present the data collected for ease of understanding and analysis. The Likert scale results showed that majority (80%) of the respondents agreed that the organization working condition enhances their performance. The Likert scale results also showed that majority (54.9%) of the respondents agreed that organization assesses their chances of salary improvement periodically. Furthermore, the Likert scale results also showed that majority (61%) of the respondents disagreed that the organization recognizes your extra effort with bonuses. Furthermore, the study results revealed that there is a strong positive significant correlation between performance bonuses and employee performance Study results further revealed that there is a weak positive significant correlation between salaries and employee performance. Moreover, regression results revealed a statistically significant negative relationship at between working hours and employee performance in this study since its P-value is less than 0.05 and the regression results also showed a statistically significant positive relationship between allowances and employee performance at Harris International Limited in this study since its P-value is less than 0.05. The study therefore recommends that more research is needed to determine what aspects of reward systems are most important for specific desired outcomes.