Management Practices and Employee Performance in the Public Service a Case of Isingiro District Local Government.

Abstract

This study set out to establish the effect of Management Practices on Employee Performance of the Uganda Public Servants, a case of Isingiro District Local Government.

The study was guided by objectives: Examine the effect of Planning on Employee Performance, Establish the effect of Monitoring on Employee Performance and evaluate the effect of Rewards and Recognition on Employee Performance. It had Management Practices as Independent Variable with Dimensions; Planning, Monitoring, Rewards and Recognition of Performance and Employee Performance as Dependent Variable with dimensions; Target achievement, Efficiency and effectiveness and Cost minimization

The study adopted Locke’s Goal Setting Theory as the lead theory, with Vroom’s Expectancy Theory and Perceived Organizational Support Theory

The Research adopted the Stratified and Purposive random sampling techniques, as well as data collection methods which included questionnaires, interviews to gather data from 123 out of 131 respondents. A response rate of 94% was realised. Data was analysed using SPSS Version 21. Correlation and regression analyses were conducted to obtain answers in relation to the main research objectives. There was very high positive significant relationship between monitoring and employee performance with a correlation coefficient of 0.781**, significant at 0.01 level of a two tailed test with 123 number of items. A high positive significant relationship between planning and employee performance with a correlation coefficient of 0.703**, significant at 0.01 level of a two tailed test with 123 number of items and a moderate significant relationship between rewards and recognition and employee performance with a correlation coefficient of 0.560**, significant at 0.01 level of a two tailed test with 123 number of items. This implied that Employee Performance is best achieved through Monitoring.

The researcher recommended that management should make good use of the employee development plans to identify training and development needs for employees to remain focused. Meetings should be held regularly and tailored towards obtaining feedback and appraisal results should be discussed, strategies drawn in order to improve performance on employee performance. A policy reform on rewards and sanctions need to be implemented and enforced so as to improve on service delivery in the Public Service.

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