MAKERERE UNIVERSITY BUSINESS SCHOOL
NAME: GREGORY EYORU
REG NO: 10/U/16094/EVE
COURSE UNIT: BUSINESS RESEARCH SKILLS
COURSE: BBA 2
REMUNERATION AND MOTIVATION OF LECTURERS IN MAKERERE UNIVERSITY
A PROPOSAL SUBMITTED TO MAKERERE UNIVERSITY BUSINESS SCHOOL AS PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE AWARD OF THE DEGREE OF BACHELOR OF BUSINESS ADMINISTRATION
This work is dedicated to my family, friends and course mates who have offered me support through different situations in my life.
I thank God for his mercy and graceful blessings he has given me in my course so far and hope for the best yet to come.
I appreciate the support of my parents, sisters, brothers and course mates who offer both financial and moral support to me as I continue to pursue my education.
TABLE OF CONTENTS
LIST OF FIGURES
Figure 1: A conceptual framework for the relationship between remuneration and motivation.12
The aim of this research is to study the impact of remuneration on motivation of lecturers in Makerere University.
1.1 Background to the Study
The five public universities in Uganda have faced with a number of challenges. It is pay, no allowances for lecturers, delayed payment of government students’ allowances, increased fees or hiked retake fees for the students. Be it remuneration of staff, meals, living out allowances, tuition, power cuts, water shortages, examination fees, guild politics to academics, the settlement is after strikes. This is a very sad situation because strikes often disrupt business both in and around the university. Poor remuneration of lecturers has certainly been a thorn in the side of the management of Makerere University. The issue of remuneration is even more appalling given that the state invests more in corrupt politicians than educationists who determine the workforce of the country. Poor remuneration may also be one of the factors that have contributed greatly to brain drain in the public universities in Uganda. A total of 18 professors and 34 PhD holders left Makerere University between 1986 and 1989 (Kajubi, 1990), reflecting a loss of 13 staff each year.
Remuneration refers to pay or salary, typically a monetary payment for services rendered, as in an employment (Remuneration, 2011). Remuneration is also as defined as reward of employment as pay, salary, or wage, including allowances, benefits (such as company car, medical plan, pension plan), bonuses, cash incentives, and monetary value of non-cash incentives (Remuneration, 2011). In this study, remuneration is defined as reward of employment or services including base salary, allowances (marking, examination etc), benefits (medical, pension plan) and monetary value of non cash incentives. Remuneration will be characterised by basic salary, provision of housing, provision of health scheme and pension. Motivation refers to internal and external factors that stimulate desire and energy in people to be continually goal (Motivation, 2011). As defined by Daft (1997), motivation refers to the forces either within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action. In this study, motivation refers to internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role or subject and to exert persistent effort in attaining a goal. Motivation will be characterised by absenteeism, drunkenness,...
Please join StudyMode to read the full document