乌干达电信公司员工酬薪与绩效研究——以乌干达通信公司为例

摘要

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 population 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 between 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 beoverlooked.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 Maslow'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, since 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 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 particularly 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 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 significant 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 juncture 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 out 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 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 toindividual 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.Management of telecomcompanies should thus motivate the employees with what they need most and this willtransform into a higher level of performance on part of the employees.

目录

声明

Abstract

LIST OF ACRONYMS

Contents

1．Chapter one：Introduction

1．1 Background

1．2 Statement of the problem

1．3 Objectives of the study

1．4 Research questions

1．5 Importance of the Study

1．6 Scope and limitations of the study

1．7 Conceptual Framework

1．8 Theoretical scope

1．9 Operational Definitions of key terms

2．Chapter two：Literature Review

2．0 Introduction

2．1 Employee remuneration

2．2 Theoretical perspective

2．3 Related Studies

2．3．1 Extent of employee remuneration

2．3．2 Level of employee performance

3．Chapter three：Research methodology

3．1 Research Design

3．2 Research Population

3．3 Sample Size

3．4 Sampling Procedures

3．5 Research Instruments questionnaires

3．6 Data Gathering Procedures

3．7 Data Analysis

3．8 Ethical Considerations

3．9 Limitations of the Study

4．Chapter four：Presentation，Analysis and Interpretation of Data

4．0 Introduction

4．1 Variance in the targeted and actual respondents

4．2 Demographic

5．Chapter five：Findings，Conclusions and Recommendations

5．1 Findings

5．2 Conclusions

5．3 Recommendations

References

APPENDIXES

Acknowledgements