EFFECT OF MOTIVATIONAL PRACTICES ON EMPLOYEE PERFORMANCE OF REACH THE CHILDREN OF RWANDA
Abstract
The study assessed the effect of motivational practices on employee performance in Rwanda at Reach the children of Rwanda. The following were the specific objectives that guided the study variables: To establish the effect of Compensation on employee performance at Reach the children of Rwanda, To evaluate the effect of Reward and Recognition on employee performance at Reach the children of Rwanda, To analyze the effect of Employee Promotions on employee performance at Reach the children of Rwanda, to establish the effect of Interpersonal relations on employee performance at Reach the children of Rwanda. This study was conducted in Kigali Rwanda. At headquarter of Reach the children of Rwanda. The time was limited in the period of 2020-2022. This study adopted a descriptive study design. The study, involved collection of data at a single point in time in the target population. Descriptive means that the study described phenomenon as it is without doing any form of manipulation. Purposive sampling procedure was used to cover senior management officials at Reach the children of Rwanda and simple random sampling procedure was employed to cover supporting staff and clients in the organizations. A population of was 153 and the sample size was 150. The sources of data were primary and secondary data. To get primary data, the researcher went to the field and collected raw data from respondents, in this study, questionnaires, interviews and observations were used to collect primary data. Secondary data were collected by way of document reviews. After data collection, the research cleaned and used SPSS for data analysis. The researcher used multiple linear regression models. A majority of staff (47.3% strongly agreed, 34.7% agreed) have been receiving cash allowances in the past three years at Reach the Children of Rwanda. This suggests that the provision of cash allowances is a common practice in the organization. A significant majority of respondents (68.7% strongly agreed, 24.0% agreed) believe that travel allowance has been a key tool for improving performance at Reach the Children of Rwanda. This indicates that travel allowance is perceived as beneficial for enhancing employee performance. A majority of respondents (32.7% strongly agreed, 59.3% agreed) believe that employees get overtime allowance every year at Reach the Children of Rwanda. The majority of respondents (80.0%) agreed that there is a good promotion criterion for junior staff to be senior staff at Reach the Children of Rwanda. However, 16.7% are undecided, which suggests that there may be some ambiguity or lack of clarity around the promotion criteria. About the second statement; a high percentage (94.0%) agreed that staff loyalty has been registered in Reach the Children of Rwanda.
Key Words: Compensation, Reward and Recognition, Employee Promotions, Interpersonal Relations
CITATION: Nimubona, P., & Wabala, S. (2024). Effect of motivational practices on employee performance of reach the children of Rwanda. The Strategic Journal of Business & Change Management, 11 (4), 1053 – 1076. http://dx.doi.org/10.61426/sjbcm.v11i4.3139
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DOI: http://dx.doi.org/10.61426/sjbcm.v11i4.3139
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