Browsing by Author "Kiiza Kansiime, Noel"
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Item Implementation Challenges of Corporate Social Responsibility Programs among Commercial Banks in Uganda. A Case of Absa Bank Mbarara(Bishop Stuart University, 2023) Dennis, Kakuba; Betrum, Namanya; Kiiza Kansiime, NoelThe purpose of this survey was to establish the implementation challenges of corporate social Responsibility (CSR) programs among commercial banks in Western Uganda using a case of Absa Bank Mbarara. In this study, descriptive research design was adopted where qualitative and quantitative approaches of data collection were used. Both questionnaire survey and interview methods were used to collect data from staff of Absa Bank. To ensure validity and reliability, research instruments were pretested and appropriate strategies taken. Content Validity index was used for validity while Cronbach Alfa was used for reliability. Using both qualitative and quantitative methods, the findings portray negative perception by the public, competition and financial challenges as major hindrances of CSR programs among commercial banks in Western Uganda since they are profit making financial institutions. The study concludes that commercial banks use community related programs as their CSR programs. The study encourages commercial banks to partner with other organizations such as civil society organizations and government in funding CSR activities since they are essential for the improvement in wellbeing of the peopleItem Salary Differentiation and Job Performance of Employees in DE concentrated Units of the Ministry of Water and Environment(American Research Journal of Humanities & Social Science (ARJHSS), 2023) Elison, Kiiza; Kiiza Kansiime, Noel; Twinamatsiko, MedardSalary is a fundamental ingredient that plays a crucial role on employees‟ job performance in an organisation. It was important to undertake this study to examine whether salary differentiation influences employees job performance in the DE concentrated units of the Ministry of Water and Environment in Uganda. The study adopted a descriptive survey design and a correlational research design for qualitative and qualitative parts. A sample of 176 respondents participated in the study. Data was collected using Questionnaires and Interview guide. Quantitative data was analysed using; descriptive statistics, correlation coefficient and regression coefficient. Qualitative data was analysed using thematic content analysis. From the findings, the major determinants of salary differentiation in the DE concentrated units of the Ministry of Water and Environment were seniority that contributes most to employees „job performance followed by different responsibilities while discriminatory differences like nepotism contributes the least to employees‟ job performance. Findings further showed that the level of employees‟ job performance relates positively with salary differentiation. Findings showed that employee‟s job performance is influenced by salary differentiation in the DE concentrated units of the Ministry of Water and Environment. The study findings indicate that the level of employees‟ job performance relates positively with salary differentiations. The study findings also indicated that employees‟ job performance is influenced by salary differentiations in De concentrated units of the Ministry of Environment. Local contract employment now accounts for 95% of total staff employed in the DE concentrated units of the Ministry of Water and Environment. It was concluded that different responsibilities contribute most to employees‟ job performance, followed by seniority while discriminatory differences like nepotism contributes the least to employees job performance. It is recommended that the Ministry of Water and Environment should foster the quality of policies to reduce inequalities in salaries.Item Salary Differentiation and Job Performance of Employees in DE concentrated Units of the Ministry of Water and Environment(American Research Journal of Humanities & Social Science (ARJHSS), 2023) Elison, Kiiza; Kiiza Kansiime, Noel; Twinamatsiko, MedardSalary is a fundamental ingredient that plays a crucial role on employees‟ job performance in an organisation. It was important to undertake this study to examine whether salary differentiation influences employees job performance in the DE concentrated units of the Ministry of Water and Environment in Uganda. The study adopted a descriptive survey design and a correlational research design for qualitative and qualitative parts. A sample of 176 respondents participated in the study. Data was collected using Questionnaires and Interview guide. Quantitative data was analysed using; descriptive statistics, correlation coefficient and regression coefficient. Qualitative data was analysed using thematic content analysis. From the findings, the major determinants of salary differentiation in the DE concentrated units of the Ministry of Water and Environment were seniority that contributes most to employees „job performance followed by different responsibilities while discriminatory differences like nepotism contributes the least to employees‟ job performance. Findings further showed that the level of employees‟ job performance relates positively with salary differentiation. Findings showed that employee‟s job performance is influenced by salary differentiation in the DE concentrated units of the Ministry of Water and Environment. The study findings indicate that the level of employees‟ job performance relates positively with salary differentiations. The study findings also indicated that employees‟ job performance is influenced by salary differentiations in De concentrated units of the Ministry of Environment. Local contract employment now accounts for 95% of total staff employed in the DE concentrated units of the Ministry of Water and Environment. It was concluded that different responsibilities contribute most to employees‟ job performance, followed by seniority while discriminatory differences like nepotism contributes the least to employees job performance. It is recommended that the Ministry of Water and Environment should foster the quality of policies to reduce inequalities in salaries