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dc.contributor.advisorFelistus H. Makhamaraen_US
dc.contributor.authorMuhati, Maureen
dc.date.accessioned2023-08-04T08:08:17Z
dc.date.available2023-08-04T08:08:17Z
dc.date.issued2023
dc.identifier.urihttp://ir-library.ku.ac.ke/handle/123456789/26533
dc.descriptionA Research Project Submitted to the School of Business, Economics and Tourism in Partial Fulfillment of the Requirement for the Award of the Degree of Master of Business Administration (Human Resource Management Option) Kenyatta University, April, 2023.en_US
dc.description.abstractThere is an increasing need for organizations to providing an effective reward system that drives employee performance and productivity. Organizations are fast becoming unconcerned in the practicing of effective reward system as most rewards offered by management of organizations tends not to be appreciated by their employees. In most cases, these rewards are not based on the employee needs and innermost desires. However, how people are compensated has a significant impact on whether a company or institution survives. As a result, it is crucial that reward systems be reassessed in light of the value that those people contribute. There have been research on reward systems and worker performance, however they were conducted in other nations and cannot be applicable to Kenya or other industries, including the Technical University of Kenya. Examining the staff performance and incentive mechanisms at Technical University of Kenya is the goal of this study. Assessing the impact of monetary incentives, employee recognition, promotion, and training on employee performance will be one of the study's particular goals. The study's guiding theories will include Herzberg's Two Factor Theory, Expectancy Theory, and Equity Theory. The research study design used in this investigation is descriptive. Additionally, stratified random sampling will be used. 361 employees—153 academic staff and 208 administrative workers—from both the academic and administrative spheres will make up the study's target group. Stratified sampling will be used in this. Piloting will be done on 10% of the sample size of 108 to ascertain the validity and reliability of the instrument. This will be done through professional advice, content, and construction. Primary data will be gathered via semi- structured questionnaire and rated on a 5-point Likert scale. After receiving permission to gather data from the management of the university administration and National Council for Science and Technology, a questionnaire with closed-ended questions will be delivered to the respondents. With the assistance of the statistical package for social sciences version 20, inferential and statistical statistics will be used in the analysis of quantitative data. Also used will be descriptive statistics like percentages, frequency distribution, standard deviation, and mean. The link between the variables will also be demonstrated using multiple regression. The study's findings will subsequently be presented in text, graphs, and tables. This study will adhere to ethical standards as required. The results on cash incentives indicators which included; bonuses, remuneration, increase in pay and allowance presented that majority of the respondents indicated that cash incentives improves their performance and productivity. The results on employee recognition related to employee appreciation, involvement in decision making, recognition of efforts and letter of commendation. Generally, the results indicated that recognition of employees was moderately done. The results indicated that moderately employees get promotion, moderately promotion comes with more responsibility and higher pay, moderately promotion increased employee performance, moderately helped in gaining more skills. The result indicates that to a great extent seminars, conferences and summit were organized frequently and that the university had a corporate policy for organizing training respectively. The result on employee performance indicated that the management receives feedback from employees in regards to their efficiency. The study concluded that cash incentives, promotion, training and employee recognition significantly affects employee performance.en_US
dc.description.sponsorshipKenyatta Universityen_US
dc.language.isoenen_US
dc.publisherKenyatta Universityen_US
dc.subjectReward Systemsen_US
dc.subjectEmployee Performanceen_US
dc.subjectTechnical Universityen_US
dc.subjectKenyaen_US
dc.subjectNairobi City Countyen_US
dc.titleReward Systems and Employee Performance at the Technical University of Kenya, Nairobi City Countyen_US
dc.typeThesisen_US


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