REWARD MANAGEMENT PRACTICES AND PERFORMANCE OF EMPLOYEES IN KENYA
A CASE STUDY OF KENYATTA NATIONAL REFERRAL HOSPITAL
Abstract
This research investigated the role of monetary rewards; salaries, wages and allowances on the performance of employees at the Kenyatta National referral hospital and secondly it established the effect of non-monetary rewards; better housing, medical cover, carrier advancement, job training and thirdly employee recognition, promotion on the performance of employee at KNRH. The study targeted the 5,522 employees working at the Kenyatta National Referral Hospital. The research was steered by expectancy theory, the Maslow’s hierarchy of needs theory, and the equity theory. The research study used a case study research design and both purposive and stratified sampling procedure to find the sample size from the staff who were categorized in stratus of senior, middle and lower cadre staff working at the KNRH. The study used both open ended and closed questionnaires to gather data from the selected samples. The research tool was pretested during the pilot study to measure the validity and reliability of the tools. Before the main research, the researcher did Piloting of 38 randomly selected respondents undertaken at Mbagathi referral Hospital. The quantitative type of data collected was analyzed using SPSS, whereas the qualitative data collected was analyzed using content analysis. The collected and analyzed data was conferred in the format of, percentages, different types of charts, frequency tables and graphs. The research concluded that salary payment, and bonuses for extra work put had a positive effect on their performance. A substantial association exists between compensation and performance. Putting structured workers’ recognition plans in place for rewarding employees who have outstanding performance a factor that leads to that optimum performance. The research study results would be used as reference materials for further studies involving reward system as well as provide secondary data in the employee performance.
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