烏干達(dá)電信公司員工酬薪與績(jī)效研究——以烏干達(dá)通信公司為例.pdf

1、This study is a result of an academic research entitled Employee Remuneration andemployees performance at MTN Uganda.The findings were collected from 130respondents.The study employed descriptive research design.The popu

2、lation of thestudy was 130.The study used descriptive statistics (frequencies, mean, and percentages)to answer the research questions posed for the study.The study found that there is asignificant positive relationship b

3、etween the extent of staff remuneration and the level ofemployee performance at MTN.Having examined the critical issues raised by therespondents, it has come to light that the importance of motivation should not beoverlo

4、oked.Indeed the long-term survival of any organization depends largely on themotivation of its employees be it financial or non financial.Generally, good wagesshould not be regarded as purely a basic need factor as in Ma

5、slow's Theory of motivation,but a factor that can lead to motivation may also have the potential to de-motivateemployees.
　　Although an important motivational factor has been identified as wages by previousstudies, si

6、nce the things that motivates people to perform their best are different anddistinct.Learning about what workers wants from their jobs, or what is more importantfor them, may generate essential information for effective

7、human resource management.Money is certainly a motivator and a major one at that.Success of companies such as thatof telecom companies at least to some extent, a result of such motivation.There are otherfactors particula

8、rly job satisfaction as shown in the study.Rewarding employeesfmancially does improve levels of employee motivation and thus enhance performance,which ultimately translates into increase in productivity.
　　The result

9、obtained from the analysis showed that there existed relationship betweenemployee motivation and the organizational performance.The study reveals that extrinsicmotivation given to workers in an organization has a signifi

10、cant influence on the workersperformance.The findings of this study can be handy tool which could be used toprovide solutions to individual conflict that has resulted from poor reward system.It isvery pertinent at this j

11、uncture to suggest that more research should be conducted on therelationship and influence of rewards on workers performance using many private andpublic organizations.It is important for further studies to be carried ou

12、t in order to dojustice to all the factors that influence workers performance.With the limitationsidentified above, the ability to generalize the result of this study is restricted.
　　The researcher therefore suggest

13、that more research should be conducted on therelationship and influence of rewards on workers performance using many private andpublic organizations which will be a handy tool that could be used to provide solutions toin

14、dividual conflict that has resulted from poor reward system.It was thereforerecommended that motivation should be management's topmost priority in order foremployees to deliver excellent service to its valued customers.M