This study is a result of an academic research entitled Employee Remuneration and

employees performance at MTN Uganda. The findings were collected from 130

respondents. The study employed descriptive research design. The population of the

study was 130. The study used descriptive statistics (frequencies, mean, and percentages)

to answer the research questions posed for the study. The study found that there is a

significant positive relationship between the extent of staff remuneration and the level of

employee performance at MTN. Having examined the critical issues raised by the

respondents, it has come to light that the importance of motivation should not be

overlooked. Indeed the long- term survival of any organization depends largely on the

motivation of its employees be it financial or non financial. Generally, good wages

should not be regarded as purely a basic need factor as in Maslow's Theory of motivation,

but a factor that can lead to motivation may also have the potential to de- motivate

employees.

Although an important motivational factor has been identified as wages by previous

studies, since the things that motivates people to perform their best are different and

distinct. Learning about what workers wants from their jobs, or what is more important

for them, may generate essential information for effective human resource management.

Money is certainly a motivator and a major one at that. Success of companies such as that

of telecom companies at least to some extent, a result of such motivation. There are other

factors particularly job satisfaction as shown in the study. Rewarding employees

financially does improve levels of employee motivation and thus enhance performance,

which ultimately translates into increase in productivity.

The result obtained from the analysis showed that there existed relationship between

employee motivation and the organizational performance. The study reveals that extrinsic

motivation given to workers in an organization has a significant influence on the workers

performance. The findings of this study can be handy tool which could be used to

provide solutions to individual conflict that has resulted from poor reward system. It is

very pertinent at this juncture to suggest that more research should be conducted on the

relationship and influence of rewards on workers performance using many private and

public organizations. It is important for further studies to be carried out in order to do

justice to all the factors that influence workers performance. With the limitations

identified above, the ability to generalize the result of this study is restricted.

The researcher therefore suggest that more research should be conducted on the

relationship and influence of rewards on workers performance using many private and

public organizations which will be a handy tool that could be used to provide solutions to

individual conflict that has resulted from poor reward system. It was therefore

recommended that motivation should be management's topmost priority in order for

employees to deliver excellent service to its valued customers. Management of telecom

companies should thus motivate the employees with what they need most and this will

transform into a higher level of performance on part of the employees.

Key words: Employee Remuneration, Performance, Organization, Uganda,

Telecommunication Companies