The Role of Incentives on Employee Performance in Uganda Case Study: St. Francis Hospital Naggalama

Abstract

The study was set to examine the role of Incentives on employee performance at St. Francis Hospital Naggalama.

The dimensions of the independent variable included; Group incentives, Individual incentives and social non-monetary incentives whereas the dimensions of the dependent variable were; Customer care, Team work and Time management.

The objectives of the study were: To establish the relationship between individual incentives and employee performance, to establish the relationship between group incentives and employee performance, and to determine the relationship between Social non-monetary incentives and employee performance.

The study employed a case study research design and also adopted both quantitative and qualitative approaches. The sample size was determined by the Krejcie and Morgan (1970) table which obtained a sample size of 60 respondents. Closed ended questionnaires and interview guide questions were used to collect data for the study.

The study findings revealed that group incentives improve relationship between staff and management and as well as improving employees’ behavior. It was also revealed that Individual incentives create a positive work environment for the employees and this makes them feel more motivated to work. With Social non – monetary incentives, employees are able to create positive emotional results without assigning a monetary value to their achievement.

The study concluded that there is a positive relationship between incentives and employee performance given that majority of the respondents agreed that incentives encourages more sincere relationships between staff and management of the organizations and carries utility beyond the pure consumption value of incentives. Incentives also encourage positive employee behavior and this creates an environment in which employees can work effectively.

Finally, it can be recommended that St. Francis Hospital Naggalama ensures that group incentives, individual and social non-cash incentives are given in proportion to work performed in order to ensure effective and efficiency in employment performance.

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