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Employee dissatisfaction has undesirable consequences for an organisation. It is associated with absenteeism, grievance expression, tardiness, low morale and high turnover which are costly to an organisation. Job Satisfaction determines performance of employees, which in turn determines the performance and sustainability of the organisation. Therefore, the understanding of job satisfaction and its determinants are important for any organisation to exist and prosper. This is why every manager must endeavour to understand the determinants of job satisfaction so as to put in place human resource practices and processes that enhance the job satisfaction of employees and save costs associated with low job satisfaction. This work provides practical recommendations on how pay, promotion and supervision can be used as mechanisms for eliciting greater effort from employees. It is must read for managers who treasure their human resources and would like to get sustainable competitive advantage through effective and efficient utilization of their human resources.
Doctoral Thesis / Dissertation from the year 2010 in the subject Pedagogy - Media Pedagogy, Makerere University (East African School of Higher Educational Studies and Development), course: Education Management, language: English, abstract: The purpose of the study was to establish the relationship between quality of work life and job satisfaction of academic staff in public universities in Uganda using Makerere University as the case study. The study was prompted by the chronic problem of academic staff job satisfaction in Makerere University since the 1970s with most lecturers not devoted to their jobs, striking for salaries, rampant absenteeism from work, poor attitude, late coming for work and leaving early, delayed handing in of marks, continuous complaints and high rates of turnover for greener pastures. The study was guided by the following specific objectives: to establish the relationship between employee involvement and job satisfaction of academic staff; to examine the relationship between work environment and job satisfaction of academic staff; to find out the relationship between remuneration and job satisfaction of academic staff and to establish the relationship between recognition and job satisfaction of academic staff. A correlational, cross-sectional survey design was used to carry out the study. A sample of 162 respondents was systematically selected to participate in the study. Data were collected with the use of questionnaires. Frequencies and percentages were used to show the distribution of respondents on different items. Correlation and multiple regression were used to establish the relationships between the variables. The study findings empirically revealed that; employee involvement (r = 0.397 & p = 0.000); work environment (r = 0.525 & p = 0.000); remuneration (r = 0.389 & p = 0.000) and recognition (r = 0.362 & p = 0.000) have a positive significant relationship with job satisfaction. The study concluded that quality of work life enhances job satisfaction. Therefore, the researcher recommended that Makerere University management should involve academics when developing or revising the goals and objectives of the institution through workshops, so that suggestions of staff can form part of the development process, thus enabling successful implementation. Secondly, Makerere University should focus create a conducive working environment with adequate and relevant educational facilities alongside improved working relations and friendly employee policy. Thirdly, Makerere University should enhance the remuneration (e.g. fringe benefits, bonus payments) made to the academic staff in order to raise their job satisfaction levels.
This handbook describes indicators that can be used to assess, monitor and evaluate the availability, use and quality of Emergency Obstetric Care. These emergency obstetric care indicators can be used to measure progress in a programmatic continuum: from the availability of and access to emergency obstetric care to the use and quality of those services.
The degree of job satisfaction among public servants is of prime importance to deliver services to the public. If empowerment is positively related to job satisfaction, then empowerment may offer the government an invaluable tool in their quest to nourish satisfaction in public servants and this should subsequently lead to better service delivery.
Despite significant economic recovery and improved macro-economic indicators since 1986, Uganda's economy continues to face considerable challenges. This book analyses the relationship between economic and human resource development in the country. It identifies deficits in capabilities, skills, know-how, experience, linkage building, and technology use as well as undesirable business practices. These shortcomings limit economic diversification, productivity enhancement, job and income creation, as well as poverty reduction. The book calls for more efforts towards human resource development. The current narrow mainstream economic policy focus on macro-economic stability, a favourable investment climate, and improved physical infrastructure alone will not foster economic development and broad-based well-being. The Ugandan people and the private sector need more state support - in addition to the predominant education and health focus of the government and donors - if they are to develop the required human resources. More and better training, enhanced learning at the place of work and an improved business culture are vital. It is essential to focus on technical, organisational, managerial, entrepreneurial, learning, innovative, social, and institutional capabilities. Efforts towards dealing with these challenges will require attention to the political-economic climate of the country. To make the argument, the author covers a wide range of topics such as training and learning, technology, productivity, latecomer development, competitiveness, labour market, MSMEs, entrepreneurship, value chains, cooperation and trust, and human resource management. The book contains more than 130 figures, tables and information boxes. - See more at: http: //www.africanbookscollective.com/books/ugandas-human-resource-challenge#sthash.4XThRHxq.dpuf