Effects of reward systems on performance of teachers in private secondary schools in Uganda. A case study of Rubaga Division
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Teacher’s performance is very important in the schools as it is the core matter and backbone of the school activities. This study covers the effects of reward systems on performance of teachers in private secondary schools in Rubaga division. The objectives are to determine the; extent to which payment reward, promotion, recognition and appreciation influence teacher’s performance. The research used a cross section survey design, simple random sampling to select the respondents. The total sample was 48 teachers from private secondary schools in Rubaga division. The data collection tool that was used was the structured questionnaire which was issued to the teachers and data analysis was carried out using Stata version 15.1. The study findings from the analysis were interpreted to mean that, in the univariate stage majority of the respondents were male (66.7%) of the participants. Slightly more than the respondents were aged between 18-30 (52.1%), with a degree as the highest level of education (62.5%) and slightly more than the respondents had a working experience between 1-10 (54.2%). Under bivariate stage, using p-values for categories under each variable, special facility equipment under promotion techniques, verbal recognition in public under recognition techniques and Certificates awarded to teachers under appreciation techniques have p-values that are less than 0.1 and at multivariate stage, Verbal recognition in public under recognition techniques was found to be significant. The study adopted the following recommendations for the study, other forms of rewards including pay, promotion and appreciation however despite having being established not to have a direct impact on the teacher’s performance, could be re-evaluated to ensure they are more inclusive so that they can have an impact. External rewards should be introduced and encouraged in the organizations setting to act as extrinsic sources of motivation which can influence teacher’s performance due to the reinforcing nature of the extrinsic motivation. Organizations such as the Ministry of education should strive to come up with a legal framework that will govern the reward systems in the various structures.