quarters, staff recreation centre, free health care, self-development schemes, dress al-
lowance and miscellaneous allowances to cover social and recreational club member-
ship.
Although better salaries and wages would usually improve the welfare package, it
was not clear why there were such significant differences. One possibility is that it is
very difficult for an employer to pay a salary worth the value of the total welfare pack-
age. The third rank was given to both a good working environment and training (18%)
each. A good working environment was important, particularly in public offices where
office space, tables, chairs, fans, air conditioning unites and toilets were deficient.
Training was also important, partly because most public service institutions conduct
unsystematic training, which is often based on corruption and favouritism. Therefore,
assurance of individual career development plans was a significant motivator and in-
deed rewarding.
Review questions
- What is reward management?
- Discuss the main factors that determine payment structure in an organisation.
- Examine the benefits and challenges of performance related pay.
References and recommended reading
ACAS (1984), Job Evaluation. London: Advisory Conciliation and Arbitration Services.
BPP LEARNING MEDIA LTD (2009), Human Resource Management. New Delhi: Viva Books.
BRATTON, J. & J. GOLD (2007), Human Resource Management. Theory and Practice. Palgrave:
McMillan.
CONDREY, S.E. (2005), A Handbook of Human Resource Management in Government. San Francisco:
John Wiley and Sons.
COLE, G.A. (1997), Personnel Management: Theory and Practice. Gosport: Ashford Colour Press.
DADA, J. (2006), Motivating the public service for improved service delivery in Nigeria. 28 th African
Association of Public Administration and Management Roundtable. Arusha: Unpublished.
DESSLER, G. (2005), Human Resource Management. New Jersey: Pearson Prentice Hall.
FOOT, M & C. HOOK (2008), Introducing Human Resource Management. Harlow: FT Prentice Hall.
HARRIS, L. (2005), Reward Strategies and Paying for Contribution. In: J. Leopold, L. Harris & T. Watson,
eds, The Strategic Managing of Human Resources. Harlow: FT Prentice Hall.
MUKOKOMA, M. (2008), Motivation Dilemma: A Case of Uganda. Mtafiti Mwafrika 20: 1-91.
TORRINGTON, D. L. HALL & S. TAYLOR (2005), Human resource managemen. New York: FT Prentice
Hall.