The effect of reward management practices on primary teacher’s performance: A case study of public schools in Kasambya sub county, Mubende district

Roberts, Ssaka

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dc.contributor.author	Roberts, Ssaka
dc.date.accessioned	2021-12-09T08:26:13Z
dc.date.available	2021-12-09T08:26:13Z
dc.date.issued	2018
dc.identifier.citation	ssaka, R. (2018) The effect of reward management practices on primary teacher’s performance: A case study of public schools in Kasambya sub county, Mubende district, Nkumba University	en_US
dc.identifier.uri	https://pub.nkumbauniversity.ac.ug/xmlui/handle/123456789/118
dc.description	Research report	en_US
dc.description.abstract	The study investigated the effect of reward management practices on primary teachers’ performance in selected public primary schools in KasambyaSub County, MubendeDistrict. The objectives which guided the study were to; 1. Establish the extent to which pay increase influences employee performance for Public Primary school teachers. 2. Determine the extent to which promotion of teachers influences the employee performance for Public Primary school teachers 3. Determine the extent to which recognition of teachers influences employee performance for Public Primary school teachers 4. Establish extent to which appreciation influences employee performance for Public Primary school teachers in Kasambya Sub County, Mubende District. The research employed a cross sectional survey research designusing both qualitative and quantative, a purposive sampling techniques of 180 respondents participated in this study. Pearson correlation was used to test the relationship between reward management practices that is; increase in teacher pay, promotion techniques, recognition methods and appreciation towards teachers’ performance. By the r values, the study revealed high relationship between increase in teachers’ pay, promotion techniques, recognition methods and appreciation towards teacher’s performance. It was found out that bonus are the most important methods used in increasing teachers’ payments among the selected schools in Kasambya sub-county, Mubende district. This was in approval of the findings where 90.2% agreed when they were asked whether teachers are given bonuses which mean that giving bonuses is one of the ways of increasing teachers’ pay at Kasambya Sub County, Mubende District. It found out that qualification and merit are the major factors of consideration where school managers are making promotions among teachers. This was in the approval of the findings where 85.0% agreed when they were asked whether they are promoted in relation to their qualifications and merit which means that teachers among the selected schools in Kasambya Sub County are promoted basing on their qualifications and merit. It was found out that seeing expertise in a teacher is used as a means of recognition for teachers of primary schools in Kasambya sub-county, Mubende district. This was in the approval of the findings where 91.7% when they were asked whether they are recognized when they see their expertise which means that observing expertise among employees is one of the techniques of recognition among teachers in Kasambya Sub County, Mubende District. It was found out that gifts are the most important means of appreciating teachers for the good teaching work done in schools. This was in the approval of the findings where 91.7% agreed when they were asked whether teachers are given gifts by the school committees which meanthat gifts given by school committees are the forms of appreciations for teachers’ performance. The study made the following recommendations; 1. Other forms of rewards including promotion and recognition however despite having being established not to have a direct impact on employee output could be re-evaluated to ensure they are more inclusive so that they can have an impact on the employee performance. 2. External rewards should be introduced and encouraged in the organizations setting to act as extrinsic sources of motivation which can influence employee output due to the reinforcing nature of the extrinsic motivation. 3. Schools should strive to have a documented procedure of rewarding employees so that employees can work expectantly knowing that if they work hard enough they will be rewarded for their efforts	en_US
dc.language.iso	en	en_US
dc.subject	Reward	en_US
dc.subject	Management	en_US
dc.subject	Primary teacher’s	en_US
dc.title	The effect of reward management practices on primary teacher’s performance: A case study of public schools in Kasambya sub county, Mubende district	en_US
dc.type	Thesis	en_US