“Labour turnover" is the term which is a big concern for many organisations in the world. Many institutions are increasingly finding it difficult to retain employees. Turnover is becoming a serious problem in today's corporate environment. Turnover costs for many organizations are very high and can significantly affect financial performance of an institution. Although there has been a lot of research and studies which have been conducted on this topic, most of these studies and research focused on the causes of the labour turnover and little or no focus has been made on examining the impacts and advising different strategies which can be used by the managers within their organisation to make sure that they don't lose their employees. The purpose of this research is to identify the impacts of labour turnover on business performance and also to suggest few steps to the managers and the organisation on how to handle this situation. Most of the theories and procedures discussed in this report will some way or the other suggests us on how to approach this situation of labour turnover in the organisation. Organisations need labour to function and these days organisations are quickly realizing that employees arc their major source of competitive advantage to succeed in this highly competitive world. From the findings, 43.3% of the respondents strongly agreed that labour turnover negatively affects business performance because of loss of organizational memory as well as loss of knowledge.40% agreed. 6.7% strongly disagreed and 10% disagreed. Motivation should be the hallmark of management to retain employees as it boosts their morale towards work. These can include but not limited to provision of accommodation for its employees or sufficient rent allowances in lieu of company accommodation. It is predicted that this will lead to high productivity.

The purpose of this study was to examine the relationship between managerial competence, working capital management and financial performance among logistics companies in Kampala. The objectives of the study were: to determine the relationship managerial competence and financials performance; relationship working capital management and financial performance; relationship between managerial competence and working capital management within logistics companies in Kampala; and examine the combined relationship between managerial competence and working capital management on financial performance of logistics companies in Kampala. A cross sectional research design was adopted and quantitative research approach was used on a population of 45 logistics companies operating within Kampala. A sample of 40 Logistic companies was used. Primary data was obtained using a self-administered, structured questionnaire and data was processed using SPSS v. 20. The study found out that managerial competence and working capital management are pivotal for logistics companies in improving financial performance position as the correlations results revealed positive significant association with financial performance. From the study, the results also further indicated that components of managerial competence were significantly and positively related to financial performance including knowledge (r=.268, p<0.01), experience (r=.256, p<0.01) and skills (r=.228, p<0.01). The regression also affirmed that managerial competence and working capital management were significant in predicting financial performance. Based on the findings, the study recommended that logistics companies to put much emphasis on improving managerial competence if they are register positive improvements in financial performance, improving working capital management if they are to register improvement in their financial performance and improve managerial competence if they to enhance working capital management within their companies. Areas of establishing the relationship between inventory management and financial performance and working capital management and liquidity management among logistics companies in Uganda were suggested for further inquiry.

The study aimed at investigating the effect of market orientation strategy on the business performance of financial institutions, using Barclays Bank Mbale branch as a case study. The study aimed at ascertaining the relationship between market orientation and business performance of Barclays Bank; examining the merits and demerits of market orientation concept in achieving better business performance of Barclays Bank; and examining the other marketing strategies that can be used to achieve better business performance of Barclays bank. Using a sample size of 40 marketing staff and managers of Barclays Bank Mbale Branch, the study revealed that market orientation leads to customer satisfaction, loyalty and meets the customers’ individuals needs more effectively thus leading to greater market share growth. From the findings, 23 (57%) strongly agreed to the assertion that the product marketing strategy where the organization focuses on making products of superior quality would help improve the organization’s business performance, 13 (33%) agreed and 4 (10%) disagreed. Neither of the respondents were not sure nor strongly disagreed. It can therefore be stated that an organization can implement the product marketing concept to capture clients who are much mindful of the quality of the product. The study also revealed that market orientation leads to more focused production, concentrated strategy, provides marketing advantage over its competitors and leads to long term profitability. The study also highlighted other marketing strategies like production strategy, product strategy, selling strategy, societal marketing and holistic marketing strategy. The study recommended that banks should adopt the market orientation strategy so that they may remain competitive in the market place and also to better meet the customer needs. The study also recommended that blending the different marketing strategies gives the best results in marketing. The study concluded that although marketing strategy is highly efficient, a company would be more effective if it combines the different market concepts so as to out compete its competitors who are rigid with simply one marketing concept.

The major challenge facing many developing countries, especially in Africa, is devising appropriate development strategies that will capture the financial services requirements of Small and Medium Enterprises (SMEs) which constitute about 70 percent of the business sector. Delivery of microcredit to operators of Medium Small and Micro Enterprises (MSMEs) in developing countries is increasingly being viewed as a strategic means of assisting the working poor. Over the past decades, a considerable amount of multiand bilateral aid has been channeled into microfinance programs in Uganda with varying degrees of success. Like all development interventions evaluations and impact assessment studies to ascertain the achievements and failures of these programs would help a lot for future program design. In Uganda, the SMEs sub-sector has realized tremendous growth in terms of employment, income and business stock size. The sub-sector has therefore attracted great attention of financial service providers to extend a range of financial offer to the poor. However, little is still known of the contribution of the microfinance industry to the growth of the SME subsector. The study sought to establish the impact of microfinance service delivery on the growth of SMEs in eastern Uganda. The study employed both quantitative and qualitative data analytical methods, and a multiple regression was run to estimate the effect of socioeconomic characteristics on the SMEs growth, while a logit model was used to assess the constraints to access to microfinance products in Uganda. The findings indicate that although the MFIs have performed below a set standard on average due to some industry wide challenges, they have had a significant impact in linking SMEs and the poor to sources of credit and contributed to their growth in terms of growth of business capital and stock accumulation. It is recommended that there is need for an institutionalized public-private partnership for creating favorable conditions for the operations of these enterprises. This will reduce on the numerous constraints facing SMEs so as to make the nationals benefit from their overall contribution to poverty reduction. Designed tailored made products of SMEs are essential through investment in education, setting up an authority or coordination center for SMEs and promotion of prudential mechanisms by setting a regulatory and supervisory framework for all Microfinance Institutions.

The study set out to investigate the relationship between motivation and the level of employee performance. The study had three objectives; to examine the motivation practices used in KCCA, to examine factors affecting employee performance in KCCA, and to establish the relationship between motivation and employee performance. The study used a case study strategy which is Kampala Capital City Authority and an explanatory research design. To achieve the set objectives the study used stratified random sampling in sample selection by grouping the employees according to management levels. There after simple random sampling was applied to select respondents. A sample of 196 respondents was selected which comprised employees of Kampala Capital City Authority. The study revealed that KCCA carries out motivation of its employees in many ways including; provision of fringe benefits, paying bonuses to good workers, giving a sense of responsibility, promotion of consistently good workers and treating the workers equally. However, the study also revealed that the council does not use motivation tools including; remuneration, training, involvement of employees in decision making, and rotation of employees. The study further revealed that motivation is the major factor that affects employee performance. The study showed a direct strong and positive relationship between employee motivation and the performance of KCCA staff which is evidenced by the Pearson correlation of (r= 0,823**), significance level =0.01. Conclusively, the researcher found out that motivation has a positive influence on employee productivity and that if the management of KCCA strengthens their motivation practices, employees would perform more excellently hence attaining organizational goals. The researcher recommends that the council should always carry out thorough study on the various motivational practices that can motivate the specific employees such that they can apply the right tools appealing to the employees since the council’s biggest challenge had been using particular motivational tools which would act as dissatisfies to some employees.

The study set out to investigate the relationship between motivational incentives and employee performance in the office of the Prime Minister (Refugee Department) Kampala. The study had three objectives; To explore how benefits as a motivational incentive affect employee performance ,to examine how training as a motivational incentive affect employee performance in the Office of the Prime Minister (OPM) Refugee Department Kampala Uganda ,to find out how promotion as a motivational incentive affect employee performance in the Office of the Prime Minister (OPM) Refugee Department Kampala Uganda, to establish the relationship between motivational incentives and employee performance in the Office of the Prime Minister (OPM) Refugee Department Kampala Uganda . Self-administered questionnaires were issued out to 80 respondents that were stated as a sample size; interview guides and document review were used in the process of collecting data from the respondents and after collecting data it was analyzed using SPSS to come up with analyzed tables which were interpreted in chapter four. The study revealed that the Office of the Prime Minister (OPM) Refugee Department Kampala Uganda give out motivational incentives to its employees in many ways including; provision of benefits, paying bonuses to good workers, giving a sense of responsibility, promotion of consistently good workers and treating the workers equally. Also the study revealed that employees in the Office of the Prime Minister (OPM) Refugee Department Kampala Uganda also prefer salary increment, lunch allowance and transport as other means of motivational incentives. The study further revealed that a motivational incentive is the major factor that affects employee performance. The study showed a direct strong and positive relationship between employee motivation and employee performance of the staff in the Office of the Prime Minister (OPM) Refugee Department Kampala Uganda which is evidenced by the Pearson correlation of (r= 0.830**), significance level =0.01. Conclusively, the researcher found out that motivation has a positive influence on employee performance and therefore the researcher recommends the management in the Office of the Prime Minister (OPM) Refugee Department Kampala Uganda to strengthen their motivational incentives and this would have led the employees perform more excellently hence attaining organizational goals.

The essence of this study was to ascertain the extent to which the nature of staff may influence the effectiveness of inventory management. To establish this effect the study was conducted at Buhinga Regional Referral Hospital among forty (40) participants using a self-administered questionnaire. The first objective was to find out the extent to which nature of staff have been incorporated in functionality of inventory management at Buhinga Regional Referral Hospital. In this respect, the study findings have strongly indicated that there is significant link between nature of staff and inventory management effectiveness. Professional as well as personal endowments such as self-efficacy were found to contribute to the effectiveness of inventory management. While, the presence of high levels of competencies in expertise as well as in ethical behaviors may result into service efficiency however, the study has found that lack of both professional and behavior capacities results into high inventory costs. On the question of the level of inventory management effectiveness at Buhinga Regional Referral Hospital; it was found that, there is poor inventory management at Buhinga Hospital accounting for frequent stock outs, high costs related to spoilage of drugs and medicine, inaccuracy and irresponsiveness to demands among others. Regarding the relationship between nature of staff and inventory management effectiveness, the study findings indicated that staffs with the potential to be highly effective in the inventory management functions require high ability to adapt rapidly to their changing circumstances as well as a diverse competency profile to demonstrate value and deliver superior performance. Inventory management practices are the key factor in ensuring continuous improvement in turnover growth. In this regard it is recommended that the hospital should carry out efficient inventory monitoring and operate good inventory information management system intervention. Therefore, automation and instituting an automated patient’s relationship management (PRM) module to capture lost services for accuracy of demand forecasting information to ensure realistic inventory forecasts to support health service delivery.

This study examined the relationship between organisational rationality, project resources, procedures and project success of selected UNDP funded projects in the Public Sector in Uganda. The objectives were to: establish the relationship between organisational rationality and project success; examine the relationship between project resources and project success; establish the relationship between project procedures and project success; and examine the relationship between organisational rationality, project resources and procedures. The study used a cross-sectional research design along with both qualitative and quantitative research approach. A sample of 30 UNDP projects was obtained from a population of 40. Data was obtained using a semi-structured questionnaire. Validity of this instrument was determined using CVI and reliability using Cronbach Alpha coefficient. SPSS v. 25 was used to analyse data to obtain frequency tables and inferential statistics used to interpret results. The study found a positive relationship between organizational rationality and project success. Likewise, the study found a positive relationship between positive relationship between project resources and project success. In addition, the study revealed a positive relationship between project procedures and project success. Furthermore, the study unveiled that organizational rationality and project resources were significant predictors of project procedures. Moreover, this study unveiled that organizational rationality is a better predictor of project success over project success. The study concludes that organizational rationality, project resources and project procedure cannot be taken for granted as far as project success is concerned. This study recommends; intensifying organizational rationality; enhancing project resources; and improving project procedures to stimulate project success.

This research aimed to evaluate the relationship between performance appraisal and employee performance within the context of Moroto Town Council as the case study organisation, with the goal of establishing how performance appraisal impacted and influenced the way employees performed their delegated responsibilities and achieved organizational objectives. Performance appraisal referred to the process where the work performance of employees was evaluated, usually annually or biannually, by assessing how well they had met pre-established performance standards whilst discharging their day-to-day duties over a fixed timeframe and providing feedback on their developmental needs for enhanced future contributions. The study employed a mixed research methodology combining both quantitative and qualitative data collection techniques to comprehensively analyze the object of inquiry from multiple perspectives. A survey questionnaire containing both closed and open-ended items was distributed to 200 permanent staff members across various departments to quantitatively gauge their perceptions and experiences regarding the organization’s performance appraisal system as well as obtaining selfreported assessments of individual work output. In addition, in-depth interviews were conducted with 20 managers tasked with conducting performance reviews to qualitatively explore the procedures followed and challenges encountered when appraising subordinates. It was hypothesized that a properly structured and consistently implemented performance appraisal process led to higher employee motivation levels, improved goal alignment between individual and organizational objectives, increased job satisfaction, and ultimately enhanced work performance overall. However, the research also acknowledged that there could have been instances where flaws and inadequacies in how appraisals were designed and operationalized negatively impacted employee morale and productivity instead. A bivariate correlation analysis uncovered a positive statistically significant strong correlation of .608 existing between these two variables when tested at the 99% confidence level. This implied that as the transparency, effectiveness and timeliness of communicating evaluation outcomes to personnel increased, employees tended to exhibit enhanced levels of role enactment, goal fulfilment and productivity outcomes.

Performance management is concerned with enhancing employee performance at work as well as providing them with satisfaction. This study was carried out to establish the employee performance management process used in Insurance Company of East Africa, Kampala Branch. In addition, it was aimed at determining the influence of employee performance management process on employee satisfaction. It employed a case study research design. Data analysis was conducted using descriptive statistics such as the mean. percentages and frequencies, the data was further subjected to Pearson's Correlation analysis to determine the influence of performance management process on employee satisfaction. The findings indicated that Insurance Company of Fast Africa, Kampala Branch has an employee performance management process which incorporates: performance and development agreement; managing employee performance throughout the year and conducting formal performance review, the study therefore agrees with Gareth et al (2000) who suggest that organizations adopt employee performance management as a competitive strategy. The study also established that 66% of employees in the branch were satisfied with the employee performance management process in place, the study further revealed that employee performance management process enhances employee satisfaction and vice versa. This concurs with Robson et al (2005) whose study suggested that organizations that implement "good practices", such as employee performance management, and who are achieving organizational results are likely to be closer to satisfying their staff, the organization, however, scored poorly in areas such as team work 44% and work environment where 34%. It is recommended that a similar study be replicated in the other branches or the organization as a whole consistency with these findings, given that it was limited to one branch.