| dc.description.abstract | The study examined the impact of non-monetary incentives on employees’ job commitment in industrial plants in Uganda; a case study of Guru Nanak oil mill in Lira district. The objectives of the study were to establish the relationship between training and employees’ job commitment, to find out the extent to which employees’ recognition affects their job commitment and to investigate the effects of promotion on employees’ job commitment. The study used a single case study design by adopting both quantitative and qualitative approaches. The methodology used for collecting data for the study included; questionnaires and interviews. A total number of 45 respondents were chosen from three different groups that included; top management, skilled workers and causal workers. The sampling techniques used for the study included; the purposive and simple random sampling techniques. The findings revealed that employees showed more commitment to their jobs after they had received training in form of mentoring, short courses. The research also found out that employees’ value being recognised since this makes them feel part of the organisation and that whatever they did was being recognised and lastly promotion could change their status within the organisation and this therefore made them more committed to their different jobs. In conclusion therefore, organisations should ensure that they train, recognise, and promote their employees in order to make them more committed to their different jobs. The recommendations for the study included; management should consider putting more emphases on training employees so that they gain better skills on how to perform their different tasks, management should also try as much as possible to see to it that employees are recognized for the work that they do, since this helps a lot in making them committed to their jobs and lastly, should ensure that employees’ promotion is taken into consideration. | en_US |
