Microsoft Word - APAM-2 4.1.doc

University, the nature of job scored (84%) and career development (80%) while pay was
only (67%). However, the lower level staff ranked money as the number one motivator
compared to top level employees who were mainly priests and nuns and who were
trained and oriented towards intrinsic motivators, learning, trust, respect and commit-
ment. Staff at the International Resource Company were more motivated by productiv-
ity and career development (75%), and the provision of realistic policies and good ad-
ministration (75%) followed by monetary benefits (58%). However, the bottom level
employees were more motivated by money than the top level employees. The results
from Sky Line Signs Uganda were seen to be influenced by the civil war, which de-
prived people of love, comfort and a friendly environment. Also, employees had low
levels of education (90%) that required high levels of coaching and mentoring, which in
any case requires friendly company policies and a friendly attitude from colleagues.
However, money was ranked number 3.

Table 7.4 Money as a source of motivation

Organisation Industry Most motivating rewards

Rank 1 Rank 2

MTN Uganda Mobile Phone Money Career development

Centenary Bank Banking Money Career development

New Vision Print Media Career development Money

Uganda Debt Network NGO Nature of the Job Money

Namugunga Girls

Primary

Primary Education Money Employee contract

Voice of Toro Radio Transmission Career development Nature of the job

Umeme Company Ltd Electricity Money Career development

Posta Uganda Courier Money Status

Uganda Martyrs

University

Higher Education Nature of the job Career development

Asea Beown Boveri

Ltd (U)

Merchandising Power

and Automotive Tech-

nologies

Money Career development

International Resource

Company

NGO Career development Policies

Aggregate Ltd Cottage Money Employee contract

Total Uganda Fuel Station Money Career development

Lubiri Secondary

School

Secondary Education Money Career development

Skyline Signs Uganda Design Employee relationship Company policies

Nyakatonzi Growers Coffee Export Money Company policies

Rural Credit Finance

Ltd

Micro Finance Company policies Money

Source: Mukokoma (2008)

In other organisations where money was not ranked as the first motivator, the results
were mainly from top level management. The major reason was that although employ-
ees in the top level management were very well paid, the job was too demanding to al-
low for time to participate in social activities, to take care of families and spend their
money in a way that they wanted to.
Therefore, like other studies, Uganda’s case confirms that rewarding employees
through monetary means is important and indeed companies should put emphasis on it.