An investigation on the effects of rewards on employee performance among operational staff at Kenya bureau of standards

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dc.contributor.advisorNzulwa, R. D.
dc.contributor.authorNthambi, Catherine Kalondu
dc.date.accessioned2014-06-23T13:01:28Z
dc.date.available2014-06-23T13:01:28Z
dc.date.issued2014-06-23
dc.descriptionDepartment of Business Administration, 56p. 2011en_US
dc.description.abstractThe study focused on exploring the performance management process and how rewards can be linked to employee performance in government corporations in Kenya with specific reference to Kenya Bureau of Standards. The major objective of the study was to establish the relationship between rewards can be linked to better employee performance. The specific objectives were to establish the relationship between employee services, salary reviews, health benefits and training programs and employee performance at Kenya Bureau of Standards. The study was carried out at the Kenya bureau of Standards Headquarters in Nairobi and focused on the operational staff in the six major departments in the organization. The study discussed various aspects of rewards such as employee services, salary reviews, health benefits and training programs and how they impact on employee performance. Employee performance can be defined as what people does, produces, and accomplishes on behalf of its key stakeholders. In order to improve performance the management needs to provide their employees with the right framework, the right environment and the right opportunities. In the modern world the rising dependencies on global markets places an ever greater burden on the delivery of products and services. The concept of employee welfare has been used by many organizations as a strategy of improving productivity of employees since work related problems can lead to poor quality of life for employees and a decline in performance. Each year most organizations at a set time review their salaries and remuneration packages for their staff. Salaries need to be at a certain level so that it is no longer a primary concern for employees to drive commitment to the organization. Health benefits are an important part of most employees benefit packages which explains why many organizations offer them to their worker to boost morale and commitment to the organization. The employees being the major assets of the organizations play a very crucial role that can never be underestimated. Therefore they should be equipped with the right knowledge through effective training to enable them to be productive hence improved performance. The study employed descriptive research design because it dealt with the aggregate of all responses using descriptive statistics such as mode, mean, percentages and frequencies through self-administered questionnaires and stratified random sampling procedure was used to select the sample that represented the whole population. This sampling technique would be appropriate because the target population is heterogeneous. The researcher targeted 224 employees from the six departments at the headquarters and a sample size of quantitative techniques. Results were analyzed qualitatively by data being sorted, coded and narrative explanation given. Quantitative data on the other hand was analyzed by use of tables, charts, graphs and interpretation derived thereof for ease of understanding. The statistical package for social sciences (SPSS) was used by the researcher for data analysis.en_US
dc.description.sponsorshipKenyatta Universityen_US
dc.identifier.urihttp://ir-library.ku.ac.ke/handle/123456789/10060
dc.language.isoenen_US
dc.titleAn investigation on the effects of rewards on employee performance among operational staff at Kenya bureau of standardsen_US
dc.typeThesisen_US
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