Mbale Campus

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https://hdl.handle.net/20.500.11951/604

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    Contract Management and Service Delivery in the Roads Sector in Mbale City, Uganda
    (2023-10-23) Sylivia K.B Nekesa
    Although the Local Government procurement regulation 120 of 2006 stipulates the need to ensure smooth implementation of the contract, the road sector in Mbale Municipality reflects poor performance and general ineffective road service delivery. The study therefore set out to establish the role of contract management in influencing service delivery in the Roads sector in Mbale City. The study was guided by three specific objectives: (1) To assess the effect of contract administration on service delivery in the roads sector in (2) to examine the effect of relationship management on service delivery in the roads sector and (3) to analyze the effect of contract monitoring on service delivery in the roads sector in Mbale City. The study adopted descriptive study design and a sample of 108 respondents who included the contract and evaluation committees, the politicians, technical Local government staff and contractor from Industrial and Northern division was determined using Krejcie and Morgan’s table. Simple random and census sampling techniques were used to select the study respondents. Questionnaires and interviews were used to collect data. Quantitative data from questionnaires was analyzed using SPSS version 20 and interpretation of data was done using descriptive and inferential statistics. Qualitative data from interviews was analyzed using thematic analysis. The findings show that for contract administration and service delivery R2 = .040 and the Sig = .015 < .05; for relationship management and service delivery R2 = .152 and the Sig = .000 < .05; and for contract monitoring, R2 = .121 and the Sig = .000 < .05. The study concluded that there was a weak significant effect of contract administration of service delivery in the road sector; a strong significant effect of relationship management on service delivery in the road sector and a strong significant effect of contract monitoring on service delivery in the road sector in Mbale city. This study recommends review of the road contract management policy where strategies of public engagement should be emphasized in the procurement and contract management process. In addition, the Ministry of Local government and Mbale City in particular should sensitize the public about their roles in the contract management process in addition to putting in place mechanisms of ensuring feedback from the public and its utilization about the performance of roads. Further research is also recommended on the role of community engagement in enhancing the performance of the road sector.
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    Capacity Building Strategies and Employee Performance in Mbale City
    (Uganda Christian University, 2023-10-24) Dhoiffir Nainmdine
    This study examined the effect of capacity building strategies on employee performance in Mbale City. The objectives that guided the study included: To assess the effect of performance improvement programs on employee performance; examine the effect of professional development programs on employee performance, and establish the effect of ethics trainings on employee performance in Mbale City. A cross-sectional study design, with both quantitative and qualitative approaches, was applied in this study and a sample of 64 respondents who were employees of Mbale city was utilized. With a 95.3% response rate, research findings revealed there were proper performance improvement programs in Mbale City and had an effect on employee performance, professional development programs played a significant role towards the employee performance, and ethics trainings were rarely conducted, though had an effect on employee performance. As a result, it was recommended that a performance improvement policy is established in the city as well as a performance improvement team, the city administration should consider hiring experts, especially when it comes to key components of city management, and finally, the city administration develops an Ethics and Professional standards policy to be followed by all staff – followed by annual ethics public surveys. Further research is suggested in the areas of: The role of ethics on the effectiveness of public service delivery in Uganda’s local governments, relationship between induction and training and employee adoption of organizational culture, influence of leadership on the ethical conduct of local government employees, and the effect of capacity building strategies on employee performance.
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    Organisational Culture and Employee Performance in Institutions of Higher Learning in Eastern Region: A case of Uganda Christian University, Mbale University College
    (2023-10-27) Joseph Bagandanswa Kateregga
    The study investigated the influence of organizational culture on employee performance for teaching staff at Uganda Christian University, Mbale University College. It was guided by three research objectives and they included: To examine the influence of shared values on employee performance for teaching staff at Uganda Christian University, Mbale University College. To assess the influence of university mission on employee performance for teaching staff at Uganda Christian University, Mbale University College. To establish the influence of university goal on employee performance for teaching staff at Uganda Christian University, Uganda University College. Descriptive research design involving qualitative and quantitative approaches were used. A sample of 74 respondents was determined by use of the Krejcie and Morgan table approach The sample size of 74 was determined using Krejcie and Morgan (1970) from a study population of 91 respondents. Data was analysed using a mixed approach. The study found that shared values had a significant effect on employee performance for teaching staff at Uganda Christian University, Uganda University College with r squared of 7.4%. University mission, on the other hand, had a significant effect on employee performance for teaching staff at Uganda Christian University, Uganda University College with r squared of 17.8%. University goal was also found to be a significant determinant of performance, accounting for 32.2% (r square=.322) of employee performance. Based on these findings, it is recommended that the university should invest in developing and promoting shared values and university mission among its teaching staff. This could be achieved through training and communication strategies that promote these values and mission. The study also suggests that further research should be conducted to explore the potential impact of other factors such as leadership, work environment, and employee motivation on the performance of teaching staff in Uganda Christian University.
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    Corporate Governance and Organisational Performance in Civil Societies in Kapchorwa Municipality: A case of Kapchorwa Civil Society Organization Alliance
    (Uganda Christian University, 2023-11-03) Eunice Chebet
    In Uganda, Civil Society Organizations (CSOs) play a central role on both service delivery and development of democracy while also contributing to achieving equality, justice and poverty reduction. Therefore, they need to have good corporate governance structures to efficiently play their roles in society. This research study sought to examine the effect of corporate governance on organizational performance in civil societies in Kapchorwa municipality using Kapchorwa Civil Society Alliance (KASCOA) as a case. The study sought to address three specific objectives; (1) to determine the effect of board structure on organizational performance of KACSOA in Kapchorwa district; (2) to analyze the effect of board committees on organizational performance of KACSOA; (3) to assess the effect of board competency on organizational performance of KACSOA. A cross sectional design was adopted with a sample of 86 respondents comprising of staff of KASCOA who were chosen through purposive and simple random sampling methods. Primary quantitative and qualitative data was collected from the respondents using self-administered structured questionnaires and personal interviews. Secondary data was obtained from existing related literature including annual reports from KACSOA. Results from the study indicated that all the three variables were statistically significant at 5 percent level of significance. Board committee had the highest positive and significant effect on performance of KASCOA (Beta= 0.975, P=0.000), followed by board competency (Beta= 0.968, P=0.000), and board structure had the lowest significant effect on organizational performance (Beta= 0.916, P=0.000). Drawing from the findings and conclusions, there is need for KACSOA to increase budget compliance, improve its board structure through increasing diversity especially in terms of gender, and to increase the representation of all organization’s stakeholders on the board in order to increase their satisfaction. It is further recommended that KACSOA should form more competent boards that maintain high board and committee accountability, and to monitor the human resource management. Lastly, there is need for the board to efficiently perform its roles and make regular reviews on its own performance in order to boost board competency, thus improved corporate governance and hence a better organizational performance.
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    Appraisal Practices and Employee Performance of an Organisation: A case of Elgon Millers
    (2023-11-06) Dorothy Chelangat
    This study sought to assess the effect of appraisal practices and employee performance in Elgon Millers. The study objectives were to: establish effect of target setting practices on employee performance, determine effect of evaluation practices on employee performance; examine effect of communication practices on employee performance and to determine the effect of corrective action practices and employee performance. The study population was 170 employees from Elgon Millers Mbale. The study employed simple random sampling techniques in coming up with a sample size of 118 respondents. The primary data collection method used was a questionnaire. The collected data was analyzed using descriptive statistics in SPSS version 20. Linear correlation coefficient analysis and multiple regression analysis were also used to determine the effect of the independent variables on dependent variables. The study found that target setting practices were significant in predicting the relationship with employee performance with r = 0. 903**, p value = .000 and β = -0.261 with p-value = 0.000<0.05. The regression coefficient of target setting practices was negative and significant in predicting the employee performance. Further the study found that evaluation practices had a positive and significant relationship with employee performance with r = 0. 976**, p value = .000 and β = 0.941 with a p-value = 0.000<0.05. The regression coefficient of evaluation practices was positive and significant in predicting employee performance. The study further found that communication practices had significant effect in predicting employee performance with p-values less than 0.05 with a p-value of 0.000, r = 0. 934**, and β = -0.309. The regression coefficient of communication practices was negative and significant in predicting employee performance. The study also found that corrective action practices were significant in predicting the relationship with employee performance with r = 0. 913**, p value = .000 and β = 0.640 with p-value = 0.000<0.05. The regression coefficient of corrective action practices was positive and significant in predicting the employee performance. The study recommends that that Elgon Millers should put more emphasis on target setting practices by trying as much as possible to involve the employees in the target setting process, Elgon Millers should find a way to actually incorporate their views in the final target document. The management of Elgon Millers should continue to promote Evaluation practices inform of peer evaluation reviews in order to ensure objectivity throughout the appraisal process. The study additionally recommends that the Management of Elgon Millers should also put much more emphasis on communication practices by providing an acceptable means by which the employees can raise their grievances as concerns. Also the study recommends that Elgon Millers should implement a main corrective action towards non-performance