TABLE OF CONTENTS
DECLARATION.I
APPROVAL
DEDICATION
ACKNOWLEDGEMENT iv
TABLE OF CONTENTS v
ABBREVIATIONS ix
CHAPTER ONE a
INTRODUCTION 1
1.0 Introduction 1
1.1 Background 1
1.1.1 Historical perspective 1
1.1.2 Theoretical perspective 3
1.1,3 Conceptual perspective 3
1.1.4 Contextual perspective 4
1.2 Statement of the problem 4
1.3 Purpose and objectives of the study s
1.3.1 Purpose of study s
1.3.2 Objectives of study
1.4 Research questions 5
1.5 Hypothesis 6
1.6 Scope of the study 6
1.6.1 Geographical scope 6
1.6.2 Content scope 6
1.6.3 Time scope 6
1.7 Significance of the study 6
1.8 Conceptual framework 7
CHAPTER TWO 9
LITERATURE REVIEW 9
2.0 Introduction 9
2.1 Theoretical review 9
2.2 Conceptual review 10
V
2.2.1 Training.10
2.2.2 Refresher courses 10
2.2.3 Promotions 11
2.2.4 Factors affecting performance 11
2.3 Related literature 14
CHAPTERTHREE 16
METHODOLOGY 16
3.0 Introduction 16
3.1 Research design 16
3.2 Study population 16
3.3 Sample size 16
3.4 Sample strategies 16
3.4.1 Sample selection 16
3.4.2 Sampling procedures 17
3.5 Source of data 17
3.5.1 Primary data 17
3.5.2 Secondary data 17
3.6 Validity and reliability of research 17
3.7 Data collection methods 17
3.7.1 Survey 17
3.7.2 Interviews 17
3.8 Data analysis and ethical consideration 18
3.8.1 Data analysis 18
3.8.2 Ethical consideration 18
CHAPTER FOUR 19
ANALYSIS, PRESENTATION, AND DISCUSSION OF FINDINGS 19
4.0 Introduction 19
4.1 Response rate 19
Figure 4.1 shows the response rate in VIPPU Nsambya 19
4.2 Findings on personal data 20
4.2.1 Findings on Gender of respondents 20
Table 4.2. 1: Findings on Gender of the respondents 20
Figure 4.2.1: Presents gender of the respondents 20
4.2.2: Findings on Age of respondents in years 21
VI
Table 4.2. 2: Age range of respondents 21
Figure 4.2.2: Presents Age range of respondents 21
4.2.3: Findings on Level of respondents’ qualification 22
Table 4.2.3: Level of respondents’ qualification 22
4.2.4: Findings on Marital status of the respondents 23
4.3.3 Findings on seniority 31
Table 4.3.3): Shows findings on seniority of respo dents 32
Figure 4.3.3): Presents findings on seniority of respondents 33
4.3.4 Findings on promotions 33
Table 4.3.4): Shows findings on promotions of respondents 34
Figure 4.3.4): Presents findings on ranks held by respondents 35
4.4 Findings affecting employee performance 35
4.4.1 Findings on nature of job role affects employee performance 36
Table 4.4.1 presents findings onflexibility of job role as factor affects employee performance 36
4.4.2 Findings on promotion approaches affects employee performance 37
Table 4.4.2 Presents findings on promotion app . thea affect performance 37
4.4.3 Findings on recruitment approaches affects employee performance 38
Table 4.4.3 presents findings on recruitment approaches affects performance 38
4.4.4 Findings on commitment of employees affect employee performance 38
Table 4.4.4 Shows the findings on commitment of employees affect performance 38
4.4.5 Findings on training methods affects employee performance 39
Table 4.4.5: presents findings on training methods affect performance 39
4.4.6 Findings on organizational leadership affect employee performance 40
Table 4.4.6: Shows findings on organizational leai’ership affect performance 40
4.5 Relationship between career development and employee performance 40
CHAPTER FIVE 42
INTERPRETATION, CONCLUSION, AND RECOMMENDATION 42
5.0 Introduction 42
5.1 interpretation on the major findings of the study 42
5.1.1 Career development 42
5.1.la) Training as career development 42
5.1.lb) Refresher courses as career development 42
5.1.lc) Promotions as career development 42
5.1.2 Factor affecting employee performance 43
CHAPTER ONE INTRODUCTION 1.0 Introduction This chapter consisted of the background of the study, the statement of the problem, the purpose of the study, research questions, hypothesis of the study, scope of the study, and significance of the study. 1.1 Background 1.1.1 Historical perspective When .Uganda became a British protectorate in 1894, a judicial system based on the British common law was imposed with the backing of an armed police force. Hence, the Uganda police force was first established as the armed constabulary in the 1899 with the main aim of maintaining public order. (observer.ug/online) The recruitment procedures, organization and training were based on the Royal Irish constabulary mode of armed policing. (observer.uglonline) Recruitment was based on the basis of physical fitness and aggressive tendencies. Preferred qualities were people aged 17-25 years of old, height (not below 5feet and 6inches) and a chest size (not less than 33inches). Bravery and courage in the police work were judged according to the extent to which local resistance was suppressed, with little regard to the force used in suppressing the resistance. (observer.ug/online) It was difficult for the civilians to sue for any injuries incurred in the course of suppressing resistance. The colonial police were protected from prosecution, since they were executing the state function. In 1906, the Uganda armed constd:•. .lary police was renamed as the protectorate police force. The protectorate police force was created on 2S~/O5/l9O6 by the British government. (observer.ug/online) It was created in the response to crime and administrative requirements of colonial government. The force was also created to suppress rebellions against the colonial government policies. At the start of the early 1900s, there were clashes in several parts of the country, including 1907
