The rewards and labour turnover in NGOs in Uganda: a case study of the millenium villages project-Isingiro district

Abstract

This work presents study findings on rewards and labour turnover in NGOs in Uganda a case study of Millennium Villages Project (MVP)-Isingiro district. The problem of the study was that in spite of the monetary and non monetary reward systems and employment policies at the organization. The study was based on the following objectives; To examine the effect of monetary rewards on labour turnover at the Millennium Villages Project-Ruhiira, Isingiro district; and to establish the extent to which non-monetary rewards influence labour turnover at the Millennium Villages Project-Ruhiira, Isingiro district. In total, a sample of 128 respondents was selected from149 employees at Millenium Villages Project, Isingiro district. The sample conducted was 112 of the target population. The sample size was obtained using purposive sampling, simple random sampling and census. The study used both qualitative and quantitative techniques to collect and analyse data. The study answered two research questions; what is the effect of monetary rewards on labour turnover? To What extent do non-monetary rewards influence labour turnover at the organization Study findings revealed that monetary rewards influence labour turnover, and that non monetary rewards also significantly influence labour turnover. The study concluded monetary and non monetary rewards have a positive significant relationship on labour turnover. The study recommends that the organization should create a standard salary scale for its employees. Relatedly, the study recommends that the organization fixes standard amount of allowances to pay employees for each extra hour they work. The study also recommends that the organization strengthens its internal recruitment capacity by promoting staff who have required qualifications and work experience to senior positions before out sourcing for other staff outside the organisation. The study further recommends that health insurance should cover all employees at the organization instead of very few top staff members.