EMPLOYEE COMPENSATION AND ORGANIZATIONAL PERFORMANCE INra SELECTED CONSERVATIONAL AREAS IN WESTERN UGANDA.

ABS fRACT

The research study was employee compensation and organizational performance in the selected

conservational areas in western Uganda. The study was guided by the following research

objectives to determine the respondents’ pro file in terms of age, gender, level of education,

marital status and experience, to establish the level of effectiveness of employee compasation in

the selected conservational areas of western Uganda, to determine the level of organisational

performance in Selected conservational areas of western Uganda and to establish if there is a

significant relationship between employee compasation and organizational performance in the

selected conservational areas of western Uganda. The researcher used questionnaires to solicit

information from the respondents. The questionnaires contained open and close ended questions

to enable the respondents choose from the options given and also make their own contribution.

The respondent gave enough time to respondent to avail accurate answers and option. The

Questionnaires were used because; they were convenient to the respondents and they do not

consume a lot of respondents’ time and they provide a wider coverage. The study findings found

out that the hotel uses many different compensation systems to motivate its employees. These

include; provision of fringe benefits, paying bonuses to workers ~\ho put in extra effort, giving a

sense of responsibility, promotion of consistently hardworking employees and treating the

workers equally. From the findings, it can be concluded that compensation can be categorized in

two types basing on whether the compensation states are internally or externall) derived. I hese

included intrinsic motivation and extrinsic motivation. It can also be concluded that there are two

t)pes of motivation tools an organization can use; the financial and the non-financial tools, It can

also be said that though the non-financial tools such as reducing the workload, job security,

acknowledgment are all good motivators, financial tools such as salary and performance related

pay are better motivators. The researcher recommended that The hotel should consider further

informing and training of its staff to equip them with more skills in order to improve their

performance. Also informing the employees about the procedures that must be gone through if

they want for example, a salary increment is recommended.It was found out that the

compensation systems the hotel uses to motivate its employees are not exactly the motivatom’s

that can motivate the employees. The researcher therefore recommends that the hotel should

carry out a study before using a particular system.