Reward Strategies and Performance of Kenya School of Law, Employees in Nairobi City County, Kenya
Loading...
Date
2024-06
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
Kenyatta University
Abstract
Without doubt, the most significant valuable asset for every company is its workforce. Retaining and satisfying staff is the hardest thing a business can do in today's cutthroat economy. Being a business owner means you have to find ways to cut expenses without sacrificing the quality of your net outcome. Therefore, although employers want more from their staff, employees also want more from them. Rewarding workers for putting out their best effort to come up with innovative ideas that improve company efficiency and further enhance both the financial and non-financial performance of the firm is one of the most effective ways to inspire employees. Kenya School of Law faces challenges pertaining rewards strategies due to inadequate budgetary allocation and prolonged policy development processes that have affected employee performance. Recently, Kenya School of Law reported reduced staff and staff dissatisfaction as among the reasons for not meeting its objectives. This thus justified the need as to why this study was carried out, with the aim to examine reward strategies and performance of employees in Kenya School of Law. The specific objectives of the study was: to analyze effect of healthcare benefits on performance employees in Kenya School of Law; to examine effect of flexible work schedules on performance employees in Kenya School of Law; to assess effect of financial benefits on performance employees in Kenya School of Law and to assess effect of performance based pay on performance of employees in Kenya School of Law. The study was underpinned on three theories, which include ability motivation, and opportunity theory; equity theory; and behavior reinforcement theory. The study utilized a descriptive research design. The study targeted 155 respondents who are employees of the Kenya School of Law. The census approach was adopted as a result of the limited size of the research population. Both open and closed ended questions in questionnaire tool were employed to collect primary data from the respondents. Quantitative data was analyzed through descriptive statistics using Statistical Package for Social Sciences version 22 and Microsoft Excel and through inferential statistics mainly through multiple regression analysis. The study findings were displayed by through bar charts, graphs, tables and pie charts. The study findings showed that all the four elements of reward strategies assessed in the study had a significant effect on employee performance at the Kenya School of Law. The study concludes that healthcare benefits, flexible work schedules, financial benefits and performance-based pay should be taken into consideration since they had a positive and significant effect on the performance of employees at the Kenya School of Law. The study recommends all the four reward strategies the key to effective employee performance at the Kenya School of Law and therefore they should be allocated adequate resources and time.
Description
A Research Project Submitted to the School of Business, Economics and Tourism in Partial Fulfilment of the Requirement for the Award of Degree in Master of Business Administration (Human Resource Management) Of Kenyatta University, June, 2024
Supervisors:
Hannah Bula