Reward Management System Model For University Governance
Volume 4 - Issue 4, April 2020 Edition
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The Progressive Reward management system Model
The study set out to analyse the contribution of the Reward Management System (RMS) on the Performance of Academic Staff (ASP) in Selected Private Universities in Uganda as mediated by the cost of living (COL). A cross-sectional survey design using both qualitative and quantitative approaches was used. Data were collected using questionnaires, focus group discussions and interviews from 250 respondents. Data was analysed by descriptive and inferential methods. Descriptive analysis involved frequencies, percentages and means. Inferential analysis involved correlation and regression analyses. The results revealed that there was a positive significant relationship between RMS and COL, significant relationship between the COL and the ASP. RMS and Performance were found to be moderately and significantly related. The study concluded that there was a relationship between RMS, Col and ASP. A Progressive RMS Model was proposed, which when subjected to simulation, exhibited a raise in academic staff performance by up to 58.7 percent. This model redefines performance of academic staff to include and reward both technical and behavioural aspects, as well as factoring into the reward formula the effect of changes in the cost of living. universities adopt the Progressive Reward Management Model to improve motivation of staff, stability and sustainability of institutional achievement.
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