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Research Paper | Education Management | Kenya | Volume 4 Issue 5, May 2015
Effects of Reward Strategies on the Performance of Staff in Public Secondary Schools in Kiambu Sub-County
Nganga Esther Muthoni | Kepha Ombui 
Abstract: The main aim of the study was to examine the effects of reward strategies on the performance of staff in public secondary schools in Kiambu Sub-County. In order to capture the required information, the study was guided by four specific objectives, to determine the effect of promotion on performance of staff in public secondary schools in Kiambu Sub-County, to establish the extent to which recognition influences the performance of secondary school staff in Kiambu Sub-County, to assess the quality of worklife on the performance of public secondary school staff in Kiambu Sub-County, and to determine the effects of total reward package on the performance of public secondary school staff in Kiambu Sub-County. The study reviewed several theories of motivation as possible avenues towards a framework of understanding what motivates staff. The study adopted a descriptive survey design utilizing both primary and secondary data. Structured and unstructured questionnaires were used to collect primary data which were administered through -drop and pick latter- method while secondary data was collected through document review. Data analysis was carried out using qualitative and quantitative techniques with the aid of SPSS while the main method of data presentation was frequency distribution, tables, pie charts and bar graphs. The study found that there is a significant relationship between reward strategies and employee work performance. The study concluded that recognition played a big role in influencing employee performance and given a choice employee showed preference for promotion, better remuneration and good quality of worklife as reward strategies. The study recommends that management of public secondary schools should provide a good working environment, establish a criterion for recognizing employees for good performance, design an attractive scheme of service for promoting non-teaching staff and introduce a structured method of identifying and recommending teachers for promotion by Teachers- Service Commission. Finally the research study recommends a similar study be conducted on negative effects of reward strategies to avoid a situation where they are likely to bring negative effects of the desired outcome.
Keywords: BOM, performance, recognition, quality of work life, total reward package
Edition: Volume 4 Issue 5, May 2015,
Pages: 2785 - 2790