Factors affecting implementation of reward systems in local authorities: the case of the county council of Samburu, Kenya
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The adoption of reward systems in local authorities is part of the wider market-type reforms occurring in public services today. The main questions raised revolve around the factors that influence implementation of reward systems to which this study intends to respond to. Thus the study sought to determine the factors affecting the implementation of reward systems in Local Authorities with focus on the County Council of Samburu. The main objectives of the study were to find out the effects of organizational goals, industrial situation (Competitiveness) and Salary equity on the implementation of reward systems in the County Council of Samburu. The researcher selected the sample through a stratified random sampling method where the target population was categorized into the Management, Accounting and secretarial, Wildlife (game), Education, Cleaning, Technical, Security, Supplies and Sports segments within all departments of the council. A Sample of 132 employees in total was selected out of a population of 201 employees. The data was collected using a questionnaire that had both open-ended and c1osed- ended questions. The questionnaires were hand delivered and picked after some arranged time for analysis. The researcher used SPSS to analyze the data with the aid of the SPSS computer application. The Study on employee satisfaction with the reward systems showed that 30% were fairly satisfied, 23% were satisfied, 13% were extremely satisfied, 13% were unsatisfied, and 11 % were extremely unsatisfied. The study went ahead to give a fair verdict on employees understanding of business goals with 43% giving a fair rating, 24% gave a good rating, 16% gave a poor rating, 11 % gave a very good rating while the remaining 6% gave an excellent rating. The study compared council salaries with those of public service. The study results showed that 60% earned less than their public service counterparts, 21 % earned equal salary as another 15% earned more than those at the civil service. 4% of the respondent did not respond. An investigation on payments equity within departments led to 39% giving a poor verdict on equity, 20% said the payments were fairly equitable, 19% said equity in payments was good, 9% said it was very good while 5% gave an excellent rating. The main mode of salary determination according to this study was found to be through Union Pressure. This was according to at least 49% of all the sampled employees.