The Effect of Management Powers on Employee Performance in the Organisation Acase Study Of: Education Department, Masaka District Local Government
Author: Tonny Kiweewa
Supervisor: Cyprian Ssebaggala
This study about the Effect of Management power on Employee Performance, was conducted in Education Department, MDLG (USE, Beneficially schools). Specially, the study sought to examine the effect of Reward power on Employee performance, to assess out the effect of Referent power on Employee Performance and to find out the effect Coercive power on Employee Performance, all in Education Department, MDLG (USE, Beneficially schools).The study was guided by Manifest Needs Theory, and the Literature was organized as per objective by objective. The researcher used a case study research design where both qualitative and quantitative methods of research were used.The study population for the research was the sixty (60) teachers from USE beneficially schools, in Kabonera and Buwanga sub-counties. The researcher used the Krejcie & Morgan (1970) table to determine the sample size of fifty- two (52) respondents. The researcher used both purposive sampling and random sampling techniques. The researcher usedstructuredquestionnaires in the collection of primary data. In addition, the data was analyzed using the Statistical Package for Social Sciences (SPSS version 16) which was used to run descriptive statistics and graphs. Qualitative data was analyzed using General Content Analysis by identifying patterns and describing situations of the data collected. The conclusions drawn from the study were; Reward power had a positive significant effecton Employee performance; Referent power had a slightly positive effect on Employee performance and Coercive power had a negative effect on Employee performance in Education Department, MDLG (USE beneficially schools). The study recommended as follows; Reward and Referent power bases should be more emphasized byEducation Department, MDLG(USE beneficially schools) in addition to setting a free and conducive environment for secondary school teachers, minimal coercive power inform of sanctions should applied as the last resort to deter detrimental behaviors such abscondement in the organization. This will improve Employee performance through high job, commitment and time management at work.