MANAGEMENT PRACTICES AND EMPLOYEE PERFORMANCE IN ISINGIRO DISTRICT, SOUTH WESTERN UGANDA
Date
2023Author
Nimusiima, Willis
Rwangire, Milton
Turyamureba, Robert
Metadata
Show full item recordAbstract
Introduction:
The Public Service Reform in Uganda, initiated by the National Resistance Movement in 1986, aimed to improve service
delivery and fulfill the promises of the People's Revolution. Still, despite efforts, inefficiency persists, as evidenced by the
2008 National Service Delivery Survey. This study, therefore, examines management practices and employee performance
in local government in Uganda, a case study of Isingiro town council.
Methodology:
The study utilized a case study design, collecting qualitative and quantitative data through focus group discussions,
interviews, and questionnaires from government employees, obtaining ethical clearance from the Bishop Stuart University
Research and Ethics Committee.
Results:
Results indicated that 23 (57.5%) were permanent/probationary town council employees, 10 (25%) were political leaders
and 7 (17.5%) were casual workers. From the results on the relationship between effective communication and employee
performance, 19(48%) of respondents strongly agreed, 20 (50%) agreed while 1(2%) disagreed that there`s no timely flow
of information.
Conclusion:
Effective communication has a significant positive effect on employee performance. Therefore, if there is effective
communication, the resultant situation greatly improves employee performance. However, some employees noted a few
gaps like no timely flow of information. These areas must be addressed for effective communication to prevail and improve
employee performance. Furthermore, it is also noted that informed decision-making through meetings, expressing innovative
suggestions to senior management, regular discussions, taking all decisions by consensus, and working as a Teamwork has
a positive and significant relationship on employee performance.
Recommendations:
Management should involve all employees in employee performance to maximize productivity. Avoid departmental heads'
infrequent sharing of information. Performance measurement through goal setting and appraisal increases productivity, but
there's a gap in assessing employees according to their targets that need to be addressed.