StaffIncentives,WelfareProgramsandOrganizationalPerformance,aCaseofSelectedTea Factories in South Western Uganda

Abstract

Thestudyinvestigatedthecontributionofstaffincentives,welfareprogramsand remunerationpoliciesonorganizationalperformanceofteafactoriesinsouthern Uganda.Organizationalperformancewasexaminedbasingonemployeeproductivityin responsetoanincentive,welfareprogramandremuneration.Thestudyobjectiveswere toexaminetheimportanceofstaffincentivesonorganizationalperformance.Tofind outwhetherwelfareprogramscancontributetoorganizationalperformance,andtofind outthecontributionofremunerationpoliciesonorganizationalperformance. Thestudyadoptedadescriptivemulticasestudydesign,Datawascollectedusingapre -testedquestionnaire.Atotalof160respondentsparticipatedinthestudy.Datawas entered into StatisticalpackageforSocialScientists(SPSS),and analyzed using descriptive,inferentialstatistics and a multiple regression model.Findings were presentedintables,figuresanddescriptivestatements.Resultsrevealedastrong positiverelationshipbetweenorganizationalperformanceandstaffincentives,welfare programsandremunerationpolicieswithPearsoncorrelationof0.720,0.875and0.864 respectively.Themultipleregressionmodelshowedthatstaffincentives,welfare programsandremunerationpoliciespredict82.5%oforganizationalperformanceand remunerationpolicywasthehighestpredictorwithabetavalueof0.468. Basing on the results ofthe study,the study recommends thattea factory managementstoalwayshaveaclearlywell-knownremunerationpolicy/policiesthat shouldbewellexplainedandknowntoallemployeesaswellasaclearlydesigned rewardingprogramsbasedonstaffoutput,providefood,transport,medicalschemeand housingtostaffandthattrainingbeorganizedtoteachworkersoftheincentives, rewardsandremunerationoftheircompanies.