Browsing by Author "Bwengye, Micheal"

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Communication and Employee Performance at the Ministry of Lands, Housing and Urban Development (MLHUD) Uganda
(Islamic University Multidiscilpinary Journal, 2018-12) Nabukeera, M. Sebyala; Bwengye, Micheal; Akankwasa, Jacquelin
This study sought to examine the effect of effective communication on employee performance in Ministry of Lands, Housing, and Urban Development. The objective of this research was to determine the impact of effective communication on employees’ performance in Ministry of Lands, Housing, and Urban Development. The study adopted a descriptive survey design on a target population of 208 staffs of Ministry of Lands, Housing, and Urban Development out of which a sample of 194 was drawn using stratified random sampling techniques. Data was collected from 194 employees by means of a questionnaire supplemented with interviews, descriptive and inferential statistics were used to analyze data under Statistical Package for Social Sciences (SPSS) to examine the effects of the variables i.e. effective communication and employee performance. The study results showed that first, organizational and job characteristics have a positive and statistically significant relationship with effective communication by the correlation coefficient of 0.667 with p-value of 0.000. Secondly, organizational and job characteristics have a positive and statistically significant relationship with employee performance as showed by the correlation coefficient of 0.596 with p-value of 0.000. Also, it indicated that there is a significant and positive impact of the predictors on the response variable with an adjusted R2 of 54%. The recommendations given for this study therefore, are that on top of face-to-face communication channel, Ministry should also to improve on the use of email/internet communication as well as emphasizing open and candid communication to ensure effective communication for better organizational performance
Non-Financial Rewards, Motivation and Employee Performance in Ministry of Internal Affairs (MoIA) Uganda
(Islamic University Multidiscilpinary Journal, 2019) Nabukeera, M. Sebyala; Bwengye, Micheal; Buwembo, Mohammed
The success for any organization is implied in achieving its strategic objective and goal, which is mostly achieved while relying and focusing on motivation level of its employees, and it is non financial rewards that increase intrinsic motivation within employees yet most organizations have been emphasizing extrinsic rewards such as money, which for one reason or the other don’t energize or drives employees for better performance. Therefore, the current research study sought to examine the effect of non-financial rewards on motivation and performance in MoIA. The objective of this research was to examine how motivation out of non-financial rewards impacts employee performance in the MoIA, Uganda. The study adopted a descriptive survey design on a target population of 152 staffs of MoIA, Department of Citizenship and Immigration Control out of which a sample of 110 was drawn using stratified random and purposive sampling techniques. Data was collected from 100 employees by means of a questionnaire supplemented with interviews, descriptive statistics, correlation and regression analyses were used to examine the effects of the variables i.e. nonfinancial rewards, motivation and performance. The study results showed that, the correlation coefficient between non-financial rewards and motivation was 0.449 with p-value of 0.000 indicating statistically a positive significant relationship while the correlation coefficient between non-financial rewards and performance was 0.175 with p-value of 0.081 showing no positive significant relationship between motivation and performance. This therefore suggests that when there is effective non-financial reward management, motivation improves accordingly but motivation does not directly influence performance. The recommendations given for this study therefore, are to help MoIA to review its motivational policy in relation to performance
Recentralization of Kampala City Administration in Uganda
(Sage, 2015-09) Nabukeera, M. Sebyala; Bwengye, Micheal; Boerhannoeddin, Ali; Noriza, Raja
The government disseminated a new constitution in 1995 with the provision on decentralization of Article 176 2 (b) that acted shortly before the rebirth of the local government act in 1997. Devolution as a form of decentralization transferred both political and administrative powers from the center to lower local councils specially to handle the responsibility of service delivery. Following the approval of the Kampala Capital City Authority (KCCA) Act 2010, the city’s administration reverted to the central government. Detractors of decentralization allege that the conveyance in the policy and legislation for change of Kampala city administration was timely because decentralization failed to deliver desired services to residents. This article contends that recentralization of Kampala city administration was a necessary evil, it decreased the autonomy of sub-national governments in civil service administration, eroded accountability to the electorates, and transferred the allegiance of the accounting officer from local governments with and for which they work to the central government that designates and positions. To inflame accountability in local governments, the article champions for the reexamining of the KCCA Act 2010 to allow power sharing between the mayor and executive director to enhance bottom-up accountability, checks and balances, and for participation of central government in appointing of executive director to allow financial and security support. It additionally requests for a reconsideration of the 9th Parliament to lobby for the amendments owing to challenges in its implementation and impact on accountability
Teamwork and Staff Performance at Umar Bin Alkhattwab Islamic Centre(UBAIC)Uganda
(Islamic University Multidiscilpinary Journal, 2018-12) Nabukeera, M. Sebyala; Ssekadde, Fatumah; Bwengye, Micheal
The present study sought to examine the effect of work teams on employee performance in Umar Bin Alkhattwab Islamic Centre. The objective of this research was to examine the effects of teamwork on employees’ performance in Umar Bin Alkhattwab Islamic Centre. The study adopted a descriptive survey design on a target population of 205staffs of Umar Bin Alkhattwab Islamic Centre out of which a sample of 135 was drawn using simple random and purposive sampling techniques. Data was collected from 120 employees by means of a questionnaire supplemented with interviews. Descriptive and inferential statisticswere used to analyze data under Statistical Package for Social Sciences (SPSS) to examine the effects of the variables i.e.teamwork, team spirit, team trust, and team leadership and employee performance. The study results showed that, there is a significant and positive impact of the predictors on the response variable with an adjusted R2 of 70.5%. The I.Vs’ of teamwork, team spirit, team trust and leadership has a significant and positiveeffect on employee performance in UBAIC but from a negative perspective unfortunately. The recommendations given for this study therefore, are to aid UBAIC to improve teamwork for better organizational performanc