Bachelor of Human Resource Management

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https://scholar.ucu.ac.ug/handle/20.500.12311/84

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The role of employee motivation strategies on staff retention in the hospitality industry: a Case of Hotel Golden Tulip Canaan Kampala
(Uganda Christian University, 2026-05-06) Charlotte Akankwatsa
The purpose of the study was to investigate the impact of motivation on employee retention in the hospitality industry using Hotel Golden Tulip Canaan as a case study. The study was guided by three research objectives namely: to examine the various types of motivation strategies at Hotel Golden Tulip Canaan, to find out the challenges and possible solutions in motivating employees at Hotel Golden Tulip Canaan and to identify factors influencing staff retention in the hospitality industry. The study was guided by the Herzberg's Two-Factor Theory which stated that employees are motivated by two factors such as hygiene and motivational factors. The study population consisted of employees of Hotel Golden Tulip Canaan. Out of the 60 employees, a sample 52 respondents was determined according to the Krejcie and Morgan (1970). The study adopted a simple random sampling technique to collect data because this technique is very useful for situations where there is need to reach a targeted sample. Findings revealed that there are the various types of motivation strategies at Hotel Golden Tulip Canaan for example employees reported being motivated through rewards for excellence, the provision of work-life balance initiatives, and training opportunities that help them improve their skills, some employees feel that management listens to employee feedback, some work hard because their want to earn promotions or bonuses, some take pride in their achievements at work and are motivated by the salary and benefits. Finding revealed the challenges and possible solutions in motivating employees at Hotel Golden Tulip Canaan and these include flexible work schedules and wellness programs help me stay motivated despite long working hours and irregular shifts, training and support from supervisors help me manage stress caused by high customer expectations, management considers individual employee needs and backgrounds when implementing motivation strategies, clear career development opportunities in this hotel motivate me to perform better in my job, the compensation and benefits among others. Findings revealed that there are different factors influencing staff retention in the hospitality industry employee retention and these include I feel more committed to staying with my company, opportunities for growth and development increase my desire to remain in this job, when I feel motivated at work, I am less likely to consider leaving the company, I am likely to stay longer with the company when my contributions are valued and a positive and motivating work environment influences my decision to stay.
The effect of work stress on employee productivity: Case study of Uganda Christian University
(Uganda Christian University, 2026-05-19) Ruth Phiona Acwee
Due to the negative implications on the wellbeing of the employees and the performance of an organization, the issue of work-related stress has gained prominence in the contemporary organizations. Major changes in the workplace of institutions of higher learning have escalated the levels of stress among employees due to the growing workloads, role multiplicity, and stress on performance. This paper discussed the impact of job stress on the productivity of employees in Uganda Christian University (UCU). The study relied on the Job Demands-Resources (JD-R) Model and the Transactional Theory of Stress, which is why the selected research design is a cross-sectional survey design with a mixed-method approach. Structured questionnaires were used to obtain the data of 23 academic and administrative staff. A form of descriptive statistics, frequency and percentage, was used to analyse quantitative data. The results showed that workload, multi-tasking, lack of supervisory support, and worklife imbalance were the biggest contributors to the work-related stress in employees who worked in UCU. Even with the stress, employees have indicated that they had high productivity in terms of meeting deadlines, quality work, and were motivated. Nonetheless, the findings showed that stress decreases employee productivity and concentration, which is a threat to the long-term productivity in case it is not adequately addressed. The research arrived at the conclusion that work stress adversely affects the productivity of employees at UCU especially in decreasing efficiency and work effectiveness. The research suggests that additional personnel should be hired to lessen the workload, improve the supervisory aspect, foster work-life balance, and introduce stress management programmes to improve employee wellbeing and maintain productivity in tertiary education institutions.
Examining the influence of information technology in the recruitment process: case of Hofokam Micro Finance LTD Hoima Branch
(Uganda Christian University, 2026-04-08) Lillian Ritah Murungi
The purpose of this study was to investigate the influence of information technology on recruitment efficiency with specific reference to Hofokam Microfinance Limited, Hoima Branch. The specific objectives of the research were to investigate the influence of e-recruitment platforms and digital applicant databases on recruitment efficiency with specific reference to Hofokam Microfinance Limited, Hoima Branch. The research was cross-sectional and employed both quantitative and qualitative research approaches. The research was conducted among 45 respondents consisting of HR personnel, recruitment officers, and recent job applicants. The Correlation Analysis revealed that Digital databases showed the strongest positive correlation with recruitment efficiency (r=0.82,p<0.01)., E-recruitment platforms followed (r=0.78,p<0.01) and Social media also had a strong correlation (r=0.74,p<0.01).Regression Analysis results established that The three IT factors together explained 76% of the variance in recruitment efficiency (R2=0.76,F(3,41)=43.6,p<0.001).Digital databases made the strongest unique contribution (β=0.47,p<0.001), E-recruitment platforms contributed significantly (β=0.33,p=0.001) and Social media also had a meaningful impact (β=0.30,p<0.001). It was concluded that Information technology has a strong, positive, and significant influence on recruitment efficiency. Digital databases were identified as the most impactful tool. The following Recommendations were made; strengthen digital infrastructure, Enhance database maintenance practices, Develop a clear social media policy and Provide digital literacy support for applicants.
Human Resource Management Information Systems and organization performance.
(Uganda Christian University, 2026-05-11) Charity Saida Tiberious
This study examined the influence of Human Resource Management Information Systems (HRMIS) on organizational performance at Uganda Red Cross Society, Mukono. The study was guided by three objectives, which included examining the effect of HRMIS on recruitment efficiency, assessing the influence of HRMIS on staff development and training effectiveness, and evaluating the impact of HRMIS on organizational performance in terms of efficiency, productivity, and service delivery. The study adopted both qualitative and quantitative research approaches using questionnaires and interviews as data collection methods. The findings of the study revealed that HRMIS significantly improves recruitment efficiency through faster processing of employee information, improved record management, and enhanced decision-making. The study further established that HRMIS positively influences staff development by improving performance appraisal, training coordination, and employee monitoring. In addition, the study found that HRMIS has a strong positive effect on organizational performance through improved efficiency, productivity, communication, and service delivery. Correlation and regression analysis confirmed that HRMIS variables significantly influence organizational performance. The study concluded that HRMIS is an important strategic tool that contributes significantly to organizational performance when effectively implemented and utilized. However, challenges such as inadequate employee training, technical failures, and limited technical support affect the full utilization of the system. The study therefore recommended continuous employee training, strengthening technical support, improving HRMIS infrastructure, promoting positive attitudes towards technology, and enhancing data security within organizations.
The influence of human resource policies on employee turnover: a case study of Ngora District Local Government in Uganda
(Uganda Christian University, 2026-05-08) Margret Aguti
the purpose of this study was to assess how human resource policies affect employee turnover. A case study of Ngora District local government in Uganda. The objectives of the study were. To find out how compensation affects employee turnover. To determine the effect of communication policy on employee turnover. To determine how performance appraisal affect employee turnover within Ngora District Local Government. The research utilized a cross-sectional research design, where data was collected from 50 respondents and 55 staff, of which some were permanent and others contract employees across all major departments and sectors. E.g. Management and administration, health services, education and sports, finance, production and marketing, works and technical service, community-based services, natural resources, planning, internal audit, trade industry and commercial services, statutory bodies, political wing, office of resident district commissioner, information and ICT unit, district procurement and disposal unit, lower local government administration, specialized units within departments e.g. registry and statistics. The research findings revealed that there were unclear compensation structures, poor communication channels and ineffective performance appraisal systems contributing to low job satisfaction and high turnover among employees. The study recommends that Ngora district local government prioritizes fair and competitive compensation, clear communication of HR policies, implement effective performance appraisal systems focusing on fair promotions, feedback and career growth to increase retention and reduce employee turnover.
Recruitment and employee performance in ministry of local government
(Uganda Christian University, 2026-05-05) Shakirah Mutoni Nansubuga
This study examined the effect of recruitment on employee performance in the Ministry of Local Government in Uganda. Specifically, the study assessed the role of internal recruitment, examined the effect of external recruitment, and established the relationship between recruitment practices and employee performance. A descriptive research design was adopted, employing both qualitative and quantitative approaches. Data were collected from a sample of 109 employees across various departments using questionnaires and interviews, with a response rate of 89.9%. Quantitative data were analyzed using SPSS, while qualitative data were analyzed through thematic content analysis. The findings revealed that recruitment practices in the Ministry are generally inadequate, characterized by lack of transparency, limited merit-based decision-making, and political interference. Internal recruitment was found to have minimal positive impact on employee performance due to favoritism in promotions and transfers, which negatively affected employee motivation and morale. External recruitment, on the other hand, was found to introduce new skills and innovation, although its effectiveness was undermined by procedural weaknesses and inadequate orientation of new employees. The study further established a moderate to strong positive relationship between recruitment and employee performance (r = 0.624), with recruitment practices explaining 38.9% of the variation in employee performance. The study concludes that effective, transparent, and merit-based recruitment is critical in enhancing employee performance and improving service delivery in public institutions. It recommends strengthening merit-based recruitment systems, minimizing political interference, improving transparency in both internal and external recruitment processes, and enhancing onboarding programs for new employees
Role of training on employee performance: a case study of Century Bottling Company Ltd, Namanve
(Uganda Christian University, 2026-04-29) Norman Rukaari
This study examined the role of training on employee performance at Century Bottling Company Ltd (CBCL) in Namanve, Uganda. The research evaluated how on-the-job and off-the-job training impact staff productivity. Data was collected from a sample of 105 employees using a descriptive research design that integrated questionnaires and document reviews. On-the-Job Training: Improved technical skills and confidence for 67% and 65% of respondents, respectively. However, 72.2% reported that this training was not relevant to their specific job descriptions. Off-the-Job Training: Fostered creativity for 59% of respondents and updated industry knowledge for 56%. Over half (53%) found these skills easy to apply at work. Performance Levels: While 68% saw improved output quality, only 31.5% consistently met formal Key Performance Indicators (KPIs). Conclusion & Recommendations The study concludes that training is vital for organizational growth but is currently hampered by a lack of specialization. It recommends that management designs specialized training programs directly matched to individual job descriptions to bridge the existing performance gap and ensure efficiency.
Motivation and productivity of staff:an empirical study of the Ministry of Finance, Planning and Economic Development
(Uganda Christian University, 2026-04-24) Nashiba Ahmed Kaudha
This study examined the relationship between employee motivation and staff productivity at the Ministry of Finance, Planning and Economic Development (MoFPED) in Uganda. The study was motivated by persistent performance challenges within the public sector, including low employee morale, limited recognition systems, constrained career advancement opportunities, and concerns about overall productivity. The main objective was to assess how intrinsic and extrinsic motivational factors influence productivity and to propose practical remedies to address identified challenges. A mixed-methods research design employing concurrent triangulation was adopted. Quantitative data were collected from a stratified random sample of 36 employees using structured questionnaires, while qualitative data were gathered through in-depth interviews and focus group discussions with 15 key informants. Quantitative data were analyzed using descriptive statistics, correlation, regression, factor analysis, and ANOVA, while qualitative data were analyzed thematically to complement statistical findings. The findings revealed generally low satisfaction with existing motivational strategies, particularly in areas of career advancement, recognition systems, and performance-based incentives. Inadequate salary and limited promotion opportunities emerged as the most significant motivational challenges. Despite these concerns, staff reported moderate levels of productivity, particularly in meeting work targets and maintaining quality standards. Statistical analysis demonstrated a strong positive and significant relationship between motivation and productivity (r = 0.682, p < 0.01), with motivation factors explaining 52.6% of the variance in productivity. Reward systems were identified as the strongest predictor of productivity outcomes. The study concludes that employee motivation significantly influences productivity at MoFPED and that strengthening both reward and development systems is essential for improved organizational performance. It recommends enhancing recognition programs, establishing clear career progression pathways, improving working conditions, and implementing transparent performance management systems to strengthen the motivation–productivity nexus in Uganda's public sector.
The influence of reward systems on employee performance: a case of Hima Cement Limited
(Uganda Christian University, 2026-04-24) Emmanuel Okello
The impact of reward systems on the performance of the employees in the Hima Cement Limited as a case study has been discussed in this paper. The study has been informed by three objectives; the plan was to determine the impact of monetary reward systems, to compare the impact of the non- monetary reward systems and the overall impact of the two reward systems on the performance of the employee. The method and research design is quantitative approach and cross-sectional. The sample used to provide data was one hundred and thirty-three (123) out of 180 employees sampled to use purposive and simple random sampling methods. Primary data were collected using structured questionnaires, and were analyzed using descriptive statistics, Pearson correlation analysis, and multiple regression analysis. These results showed that monetary rewards influence positively employee performance significantly but cannot be adopted because they possess a number of weaknesses like late payment and subjectivity. It was also realized that the non-monetary rewards were better and lasting on the performance of the staff, specifically the increase of motivation, job satisfaction and commitment. The research also indicated that a mix of the monetary and non-monetary reward systems bring significant percentage change to workers performance and hence reward systems combined are more effective than those that employ one reward system. The conclusion of the paper is that the application of financial rewards is important on a larger scale but may not be applied independently to encourage the workers to work regularly. Non monetary rewards would be of great significance since the promotion of the intrinsic motivation and balanced reward system is also essential to get the best results. This study concludes that the management of the Hima Cement Limited should contemplate the adoption of a holistic total reward strategy that not only incorporates a non-monetary element but also a monetary element, but must be fair, transparent and must be adopted in good time. This will boost the morale, output and performance of the organization.
Impact of reward system on the employee performancee: case Study of Centenary Bank Mukono Branch
(Uganda Christian University, 2026-04-21) Laurine Mary Nabukenya
This research report examines the impact of the reward system on employee performance at the Centenary Bank Mukono Branch. The study is structured into five chapters, each addressing critical components of the research. Chapter One introduces the concept of the reward system and its significance in enhancing organizational performance. It outlines the background of the study, emphasizing the relationship between reward systems and employee performance. The chapter states the research problem, objectives, and questions, alongside the scope and significance of the study. Chapter Two reviews existing literature on the relationship between reward systems and employee performance, providing key theoretical foundations and presenting various models. The chapter defines the objectives of the study, which include: - Assessing the relationship between the reward system and employee performance. - Evaluating the effect of extrinsic rewards on employee performance. - Investigating the effects of intrinsic rewards on employee performance. Chapter Three discusses the research methodology, specifically employing a quantitative approach and a descriptive survey design. It details sample selection, data collection methods, and instruments, such as questionnaires. The chapter highlights the findings, indicating that a well-structured reward system significantly influences employee motivation and performance. Results show that both extrinsic and intrinsic rewards lead to enhanced employee engagement and satisfaction, showcasing a clear connection between effective reward mechanisms and improved organizational effectiveness.
The contribution of organizational justice on employee engagement. Study of 7 star cleaning services Mukono Uganda
(Uganda Christian University, 2026-04-10) Mirabu Gimbo
The resolution of this study remained to observe the character that managerial justice may play in worker assignation at 7 Star spring-cleaning facilities corporation. It further examined the level of determination among employees and the association amongst organizational justice and employee engagement. It involved quantitative approach of data collection from employees of the company of which data was investigated using software of SPSS style 23. Constructed on the results of this study, it remained noted that many of the defendants are not well complex in this company since of the one-sided measures, restrictive and nearly unfriendly them off from their dynamic contribution in decision making procedures assumed following to the company. The training had a major restriction where some people were not assessed since the company had they were inattentive, others stood uninformed then also inadequate funds. This study offers first-hand ideas addicted to in what way objectivity in administrations echoes full in how staffs participate easily on the residence of labor.
Psychological wellbeing and employee engagement in organisations: a case study of "Welcome home" organisation in jinja district, Uganda
(Uganda Christian University, 2026-04-08) Shakira Namale
The study was conducted at Welcome Home Ministries Africa, a children's home serving young orphans in Jinja District, Uganda. The aim of the study was to examine the relationship between psychological wellbeing and employee engagement at Welcome Home Ministries Africa (WHMA). The specific research objectives were to: determine the influence of psychological wellbeing on employee engagement at WHMA; assess the levels of employee engagement among employees; investigate the relationship between psychological wellbeing and employee engagement; and identify factors influencing psychological wellbeing and employee engagement in the organization. Data was collected from a sample of 44 employees including caregivers, engaged for their response through survey and administrators, and support staff engaged through interviews. Quantitative data from the survey were analysed using SPSS software to generate Descriptive statistics including means, variance, standard deviations, mode and frequences and presented in tables and charts. Conversely, qualitative data arising from the interviews were analysed thematically using NVivo software and presented narratively. The study established that Psychological wellbeing among employees at WHMA is high across all measured dimensions; Employee engagement was exceptionally high, particularly in dedication and Vigor; There was strong descriptive evidence of a positive relationship between psychological wellbeing and employee engagement; and that, Organisational culture, positive relationships and growth opportunities are key drivers of wellbeing and engagement, while workload and stress variability represent areas for monitoring. In general sense, WHMA demonstrates characteristics of a psychologically healthy and highly engaged organisations, with minor areas requiring strategic reinforcement. The study thus recommended as follows: WHMA should establish or strengthen employee support initiatives to help employees cope with emotional demands associated with caregiving roles; Implement strategies to improve work-life balance to reduce potential stress and sustain employee wellbeing; Continue expanding training and professional development opportunities for employees to strengthen their competence and career growth; Introduce structured recognition programmes to reinforce employee motivation and engagement; nurturing a supportive and collaborative culture that encourages teamwork, open communication and mutual respect among staff members.
Employee training and job satisfaction: a case study of roofings Uganda
(Uganda Christian University, 2026-04-17) Patricia Duggan Nakabiito
This research examined the effect of employee training on job satisfaction of Roofings Uganda Limited, which is the major producer of construction materials in Uganda. The research was guided by three objectives: to identify the effect of current training programs on job satisfaction, to identify the challenges faced in implementing training programs and their impact on employee satisfaction, and to determine the effect of on job training on employee satisfaction. The research design was cross-sectional research design with a mixed approach. A sample of 44 respondents out of a population of 50 employees was used to gather the data through structured questionnaires with a five point Likert scale with a 100 percent response rate. Descriptive (frequency, percentages, means, and standard deviations) and inferential statistics (Pearson correlation and multiple regression analysis) were used to analyse quantitative data using SPSS version 26.0 and thematic analysis were used to analyse qualitative data. The results indicated that there was a strong positive correlation between the current training programs and job satisfaction (r = .623, p < .01; β =.312), but post-training feedback (Mean = 3.18) and recognition (Mean = 3.27) were weak. Technical issues during implementation especially lack of budgetary allocation (Mean = 3.61) and lack of training facilities (Mean = 2.89) had a negative impact on job satisfaction ( -.198 =.029). On-job training proved to be the most powerful indicator of job satisfaction (r =.715; 745 =.445, p <.001), and employees preferred mentoring and hands-on training (Mean = 3.75). The authors concluded that although formal training had a positive initial influence, the long-term effectiveness of formal training was undermined by ineffective engagement after training and system resource limitations; but on-job training proved to be the best modality of employee satisfaction. The research suggested formalisation of on-job training into company policy, ring-fencing of training budget, adoption of Kirkpatrick model of evaluation and participatory training needs assessment. Future studies ought to take into account longitudinal studies and moderating impact of organisational culture in the East African manufacturing environment.
The effect of intrinsic and extrinsic motivation on employee Performance in small and medium enterprises
(Uganda Christian University, 2026-04-17) William Ingabat
This study examined the effect of intrinsic and extrinsic motivation on employee performance in SMEs in Kampala City. Using a mixed-methods approach, data were collected from employees and managers through questionnaires and interviews. The findings revealed that intrinsic motivation such as job satisfaction and personal growth and extrinsic motivation such as salary and rewards both positively influence employee performance. However, a combination of the two was found to produce the best results. The study concludes that effective motivation strategies are essential for improving employee performance and recommends that SME managers balance both intrinsic and extrinsic motivators.
Employee training and organizational productivity: a case Study of rwenzori bottling company limited, mukono
(Uganda Christian University, 2026-04-16) Patience Kyokutamba
This paper has looked at the impact of training workforce on the productivity of an organization in the example of Rwenzori Bottling Company Limited, Mukono. It has discussed some of the popular training methods that involve training through the workplace, seminars and workshops, mentoring and coaching, through e-learning and online classes, through classroom training and team building. In the survey carried out upon the employee it turned out that in most cases there was a positive attitude towards such training programmes. On job training and workshops were particularly popular as it promoted the learning process and collaboration. Although mentoring and coaching ended up being wavering in terms of acceptance, it is very likely that the adoption of the said practices can be enhanced. The flexibility of e-learning systems was an advantage of the systems in that they were able to support the diverse learning needs. In the classroom-based training, face-to-face training was used to encourage face-to-face interaction, which is critical in addressing complex problems, and team building activities were effective in improving communication and collaboration among employees. Overall, the results show the most significant importance of systematic and diversified training programs in determining the formation of skills of employees, their productivity promotion, and the correspondence of their personal interests to the organisational ones. The research establishes that the overall training plans should be continued in order to improve the level of satisfaction among employees and organisational performance.
Exploring the opportunities and challenges of integrating artificial intelligence in human resource management: a case study of ministry of finance, planning and economic development
(Uganda Christian University, 2026-04-15) Sharon Ruteera Kiyonjo
This study examined the opportunities and challenges of integrating Artificial Intelligence (AI) in Human Resource Management (HRM) at the Ministry of Finance, Planning and Economic Development (MOFPED) in Uganda. The study was guided by three objectives: to assess the potential benefits of AI in HR functions, to identify challenges affecting its adoption, and to propose strategies for effective implementation. A mixed-methods research design was employed, combining both quantitative and qualitative approaches. Data was collected from HR personnel, line managers, and IT staff using structured questionnaires and interviews, and analyzed using descriptive statistics and thematic analysis. The findings revealed that AI offers significant opportunities for improving HRM functions, including enhancing recruitment efficiency, reducing bias in employee selection, supporting data-driven decision-making, improving performance monitoring, and identifying employee training needs. In addition, AI was found to enhance communication between HR departments and employees through automated systems such as chatbots. However, the study also identified key challenges hindering AI integration, including high implementation costs, lack of technical expertise, employee resistance due to fear of job displacement, data privacy concerns, inadequate ICT infrastructure, and the complexity of AI systems. The study concludes that although AI has strong potential to transform HRM in public institutions, its successful adoption requires strategic planning, investment in infrastructure and skills development, and the establishment of clear policy frameworks. The study recommends gradual implementation of AI systems, continuous staff training, and increased awareness to enhance acceptance and sustainability within the Ministry.
The Impact of Human Resource Practices on Employee Performance at Royal Van Zanten, Mukono
(Uganda Christian University, 2026-04-09) Sarah Acheng
This research dissertation describes an elaborate study intended on investigating the significant impact of Human Resource (HR) practices on employee performance in the dynamic environment of the modern organizational structures. The correspondence of the HR functions and the indicators of the staff performance can be considered as one of the pillars to the organizational excellence and the maintenance of a competitive advantage. Although the current academic research has confirmed the general relationship between HR practices and increased employee performance, there is an urgent necessity to further examine the particular Hr practices, such as recruitment and selection, employee development, performance appraisal, and reward systems, and their direct effects on the main performance indicators, such as productivity, quality of work, and employee engagement. The main aim of the research is the rigorous analysis of a complex issue on the relationship between HR practices and employee performance. To fulfill this objective, the mixed method research design will be used where quantitative surveys to a well-selected sample of employees will be used and qualitative interviews with Human Resource managers carried out. Such a two-facet strategy does not only help in the thorough analysis of statistics but also helps in the in-depth insights of the contextual factors and employee perceptions that permeate such critical relationships. The expected outcomes of this study will provide meaningful information which will be of tremendous importance to the academic and the practical world of human resource management. This research will provide viable recommendations to companies with the desire to maximize their human resource practices, by determining the exact HR practices that can best improve employee performance. In addition, the findings will be beneficial to the overall academic literature by offering empirical data that will change the theoretical frameworks of HR management and organizational behaviour in their current form.
Impact of Workplace Conflict Management Strategies on Employee Productivity; a Case Study of Ntake Bakery Ltd.
(Uganda Christian University, 2026-04-07) Bridget Naturinda
This study investigated the Impact of Workplace Conflict Management Strategies on Employee Productivity at Ntake Bakery Ltd, Jinja. The research was guided by three specific objectives: to investigate the forms of conflict management strategies used, to examine the performance levels of employees, and to suggest possible solutions to minimize workplace conflicts. A descriptive cross-sectional design was employed, utilizing a mixed-methods approach. Quantitative data was collected from 43 employees via structured questionnaires, while qualitative insights were gathered through interviews. Data was analyzed using descriptive statistics (frequencies, percentages, means, and standard deviations). The findings revealed that collaboration (Mean=3.88) and mediation (Mean=3.63) were the most prevalent and positively perceived conflict management strategies, whereas avoidance (Mean=2.98) was identified as ineffective. Employee productivity was reported to be high (Overall Mean=3.88), strongly linked to a peaceful work environment (Mean=4.09), clear instructions, and regular feedback. Employees strongly recommended conflict resolution training (Mean=3.98), regular team meetings, and neutral mediation as key solutions to minimize disputes. The study concluded that constructive conflict management strategies directly enhance productivity by fostering a harmonious and communicative workplace. It is recommended that management institutionalize collaborative platforms, invest in formal conflict resolution training, and establish clear mediation protocols to sustain and improve employee performance. This research contributes to the body of knowledge on conflict management within Ugandan SMEs and provides practical interventions for organizational development
Building Intellectual Humility Among Employees in Dr. Obote College School
(Uganda Christian University, 2026-03-27) Joyce Apio
The study aimed at exploring building intellectual humility among employees in Dr. Obote College School. It specifically focused on: providing a justification for intellectual humility among employees, examining the awareness and exhibition of intellectual humility among employees, and exploring the mechanisms for fostering intellectual humility among employees in Dr. Obote College School. This research study used the constructivist version of a grounded theory approach to explore ways through which intellectual humility can be built among employees at Dr. Obote College School. Participants were selected by purposive sampling from among administrators, teachers, and nonteaching staff until data saturation was achieved. Data were collected through semi-structured interviews, while analysis, concurrently done with data collection, involved coding, memoing, constant comparison, and theoretical sampling to generate a substantive model. Quality standards are guaranteed through measures of credibility, transferability, dependability, and confirmability, while ethical considerations, such as informed consent, confidentiality, and voluntary participation, are strictly upheld. The research findings indicated that intellectual humility at Dr. Obote College School promotes staff performance, teamwork, decision-making, and professional relationships, although awareness of the concept is generally low among junior and non-teaching staff. The employees showed that humility through assist-searching for, comments reception, and admiration for others; that is cultivated by way of the school through conferences, open-door management, mentorship, professional improvement, inclusive decision-making, and a deferential lifestyle that values reflection. The respondents also emphasized that education in based codecs can be necessary, alongside more potent mechanisms for giving and receiving remarks, popularity mechanisms, and embedding humility into school values for the total institutionalization of humble practices. Finally, the study recommends that developing intellectual humility at Dr. Obote college college be finished via based workshops in capability constructing, more potent mechanisms for remarks, increasing mentorship packages, consultative selection-making, and embedding humility into the center values of the college and its structures for reputation so that you can nurture self-focus, collaboration, non-stop studying, and a tradition of mutual respect.
Rewards and Employee Retention in Local Government Acase Study of Mukono District Local Government
(Uganda Christian University, 2026-03-09) Mercy Winnie Kedi
The research investigated the potential role of human resource management rewards in promoting employee retention in the local government of Uganda, particularly in Mukono District. The research had three objectives. To investigate the nature of rewards provided to employees in Mukono District local government, to investigate the current status of employee retention in Mukono district local government. to investigate the relationship between employee rewards and employee retention in Mukono district Local Government, Uganda. The research used a qualitative research approach and targeted 25 respondents using purposive and simple random sampling methods. The research used the employee checklist and group discussion methods to gather data, which was then analyzed using content analysis to analyze the qualitative data. The research results showed that the rewards dimension has a significant positive relationship between employee retention in Mukono District Local Government. retention in Kisoro District Local Government. To solve this problem, the researcher recommends that the district should create better rewards for employees and a salary structure that allocates money for employee rewards. Promotion should be fair and dependent on effective performance by employees. Additionally, the researcher recommends that the district should always provide opportunities for staff training and development for better performance and retention.

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