The relationship between reward employee motivation

Irwin Prendergast, C. Based on all current literatures and by focusing on the links between all of the findings, one can understand that an appropriate compensation package, including financial rewards, will cause a higher performance and efficiency for the firm.

Promotions and Wage Growth.

? impact of reward system on employee motivation

Therefore, the managers must compile their plans to these changes to set missions, visions and predicted outputs as well as reaching enough efficiency and effectiveness. On the other hand, other rewards should not be noted as a substitution for a valid pay plan. Figart, M. The Canadian Manager, 24 2 , This result is supported by previous findings e. Based on all current literatures and by focusing on the links between all of the findings, one can understand that an appropriate compensation package, including financial rewards, will cause a higher performance and efficiency for the firm. Consistently, hypotheses 3, 3a, 3b, and 3c are supported in the existing study.

Controls or competition - what's at issue? Sex Discrimination in the Promotion Process.

Motivation and reward system pdf

Memory bankers. People Management, 4 2 , After all, no one wants to experience pain, whether it be actual physical pain or the psychological pain that comes from being humiliated, demoted or even fired. In fact, the non-significant values give the proof that no difference is available in performance for different groups of respondents based on their age. The Relationship between Financial Rewards Extrinsic Reward and Performance Extrinsic rewards are external to the job and include elements like fringe benefits, pay, promotions, private office space, the social climate, and job security. Relevantly, the self-determination theory is derived from the work of Edward Deci and Richard Ryan Previous studies with the same result include e. Based on discussions by some of the researchers, there are two theories on HPWS; the first one is social exchange theory Blau, , which discusses the relationship between job satisfaction and HPWS and is expected to distribute future responsibility. In fact, the bonus is paid separately from the wage and salary. According to one survey, 79 percent of employees say that recognition makes them work harder, and 78 percent are more productive after being rewarded.

Method and Results The current study has a quantitative research approach, which is chosen based on the research objectives. Journal of Personality and Social Psychology, 81, — Based on discussions by some of the researchers, there are two theories on HPWS; the first one is social exchange theory Blau,which discusses the relationship between job satisfaction and HPWS and is expected to distribute future responsibility.

On the opposite side of extrinsic motivation, the intrinsic one is mentioned to exist when the behavior is done for its exclusive aim rather than to access social empowerment or material. Implementing a reward system for a human services organization will help ensure basic.

Table 5 provides the non-significant value of 0.

reward management pdf

This system includes all benefits monetary and non-monetary that proves to be worth something to the employee. Previous studies with the same result include e. This result is supported by previous findings e.

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The Role of a Reward in Employee Motivation