International Journal of Academic Multidisciplinary Research (IJAMR)   Year: 2022 | Volume: 6 | Issue: 4 | Page No.: 399-413 Rewards and Employee Performance in an Organisation: A Case Study of African College of Commerce and Technology in South Western Uganda Download PDF Friday Christopher, Ntirandekura Moses, Mbisi Enosh Muhindo, Masembe Muhammad Abstract: The purpose of this study was to establish effects of rewards on employee performance. The study was guided by the following Objectives: To examine intrinsic and employee performance; To assess extrinsic rewards and employee performance, while the third examined other factors that influence employee performance. This study adopted a descriptive survey design. The study had a target population of 100 and a sample size of 80. The Researcher used a stratified sampling technique, which yielded a response rate of 65%. Descriptive statistics were analyzed for frequencies and the mean, while inferential statistics were analyzed for correlations, and regressions. Data from the study findings is presented using tables and figures. The first research question focused on intrinsic rewards and employee performance. The study found that there exists a significant relationship between intrinsic rewards and employee performance. Intrinsic rewards examined in this study included employee's ability, trust, recognition, and achievement. The second research question focused on extrinsic rewards and employee performance. The study found the existence of a significant relationship between extrinsic rewards and employee performance. Extrinsic rewards in this study included salaries and wages, paid vacations, paid leave, travel allowances and bonuses. The third research Objective focused on other factors that influence employee performance. The study revealed the existence of a significant relationship between other factors and employee performance. Other factors that were examined by this study include employees work environment, management support, and the organizations leadership. The study concludes that employees' ability, managers' trust in employees, recognition, and employees' view of achievement significantly enhances employees' performance. This is because intrinsic rewards address employees at the core of their needs, and as a result, form sufficient base that influences and motivates the employees to higher standards of performance. Intrinsic Rewards and Employee Performance. The study concludes that employees' ability, managers' trust in employees, recognition, and employees' view of achievement significantly enhances employees' performance. This is because intrinsic rewards address employees at the core of their needs, and as a result, form sufficient base that influences and motivates the employees to higher standards of performance. It recommends investment towards an improved physical work environment, as well as train managers on how to develop and nurture positive relationships with employees. There is also need to train managers and supervisors on effective ways of coaching and mentoring employees for enhanced performance. future studies should focus on other intrinsic and extrinsic factors not considered in this study. There is also need to explore studies on other factors not considered in this study such employee motivation and adoption of technology at the work place.