Theses and Dissertations
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Item The Influence Of Non-monetary Rewards On Employee Performance In Muranga Water And Sanitation Company, Murang’a County(KCA University, 2014) Zachary, Ngatia M.Employee performance is fundamental component that facilitates organizational growth and sustainability. This study was done objectively by assessing the influence of recognition, career development, employee independence and flexible schedules on employee performance in Muranga water and sanitation company, Murang’a County. The study used descriptive survey research design by using quantitative as well as qualitative research methods. The target population of this study was all the 87 employees working at Murang’a Water and Sanitation Company, comprising of 3 top managers, 21 middle level employees and 63 lower level employees from Murang’a Water and Sanitation Company. This study used a census survey method of selecting the sample size, a sampling method that targets all the respondents indicated in the study population for effective information, and also because the number of respondents is small. Therefore, the sample size for this study was 87 respondents. Data was collected using a questionnaire as the primary data collection instrument, which was administered by the researcher so as to achieve a higher feedback rate. Analysis of the collected data was done via qualitative content analysis for open-ended questions, and quantitative data analyzed by the use of SPSS (statistical package for social sciences), and frequency tables, charts and percentages will be used to present and interpret the data. This study was expected to establish how non-monetary rewards can be used to improve employee performance. This study found out that there is a strong relationship between employee independence and performance. Also, the study found out that recognition has a significant impact on employee’s satisfaction and productivity, and that employees attach great value to recognition as part of rewards. In addition, the study found out that a high level of level of organizational effectiveness is achieved when organizations adopt career development as a way of boosting employee performance to a great extent. Finally, the study found out that flexible working schedules render employees great flexibility in how their jobs are done, creating good morale can help in keeping stress at low levels, and so employees are not only happier but healthier, lead to improved productivity. This study concluded that recognition has a significant impact on employee’s satisfaction and productivity, a high level of level of organizational effectiveness is achieved when organizations adopt career development as a way of boosting employee performance to a great extent, and that flexible working schedules render employees great flexibility in how their jobs are done, creating good morale can help in keeping stress at low levels, and so employees are not only happier but healthier, lead to improved productivity. This study recommends that the management in organizations minimizes its emphasis on monetary rewards like bonuses, to capitalize on non-monetary rewards, majorly by recognizing, allowing independence, offering flexible working hours as well as promoting career development for their employees, because these forms of rewards are likely to boost employee performance to a great extent, and in turn enhance organizational performance.Item Factors Affecting Performance Of Government Budget Officers Of Public Finance In Kenya(KCA University, 2014) Kihia, Ben M.Although the Government of Kenya (GoK) has been undertaking a various public sector reform measures to improve its performance, there has been poor performance of the budget function resulting from the poor performance of the budget officers Over time the Government of Kenya has not been able to enhance budget officer performance by addressing the factors leading to employee satisfaction and this resulted to poor work performance by these officers. The lack of satisfaction on budget officers caused by their poor performance leads their poor work performance and ineffective budgets and is attributable to; work environment, salary and allowances, job security, and individual related factors (IRF). Although studies have been conducted globally, regionally, and locally on employee performance, there is scanty information that explains the performance of budget officers in public sector of Kenya as being influenced by; their work environment, salary and allowances, job security, and individual related factors jointly. The concerns raised by this status of affairs drove the need to conduct the present study with the goal of filing this knowledge gap and make recommendation to ensure that performance of the budget officer in Kenya is commendable and the budgets are effective. The main objective was to assess the factors affecting performance of Government budget officers in Kenya. The study target population was the 82 budget officers of public service in Kenya and the study used census where the entire population participated as respondents. The study collected primary data by the administration of a structured questionnaire. The questionnaire was personally delivered to the respondents, who were assisted in filling. Data was analysed using descriptive statistics and inferential analysis, where the study analysed with assistance of Statistical Package for Social Sciences (SPSS) ver. 20.0. Inferential statistics was useful in estimating a study model, where using multiple regressions the study established the relationship that exists between independent variables and the dependent variable. The study findings reveals that; work environment highly affects the employee performance; Salary and allowances highly affects the employee performance; job security highly affects the employee performance and individual related factors moderately affect employee performance. The study recommends that the Government of Kenya should; ensure a conducive work environment for its budget officers to ensure that their; review the salary and allowances of its budget officer to enhance or improve their performance; ensure that the job security of budget officers in Kenya is ensured to influence their performance. The study further recommends that budget officers in Kenya should handle and manage their individual related factors, which might affect their performance. Further studies should be conducted to establish the extent to which the factors; Work environment, salary and incentives, job security, and individual related factors influence the employee performance using quantitative data