Impact of Rewards on Employees’ Motivation: A Study of a Pakistani Firm (original) (raw)
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Liberal Arts and Social Sciences International Journal (LASSIJ), 2021
This research aims to investigate the effect of reward systems on the extrinsic and intrinsic motivation of the employees working in various manufacturing companies located in the UAE. In this era of competition, motivated employees considered as a valuable assets and motivation play vital role in productivity and enhancement of job commitment and reduce job turnover intention. While, researchers highlight the significance of reward system to intrinsic and extrinsic motivation in various context. However, this area of research is under-theorized particularly within the UAE context in the food and beverage sector. The data was gathered from 100 respondents through a self-administered survey using a 7-point Likert scale. The data was later analyzed using SPSS. A variety of statistical procedures have been carried out to figure out the reliability and validity of the research hypotheses. Based on the results generated through these statistical procedures, key conclusions and inferences...
Now a day's all firms or business entities are facing so many issues related to employee's job performance and employee's job satisfaction. Rewards have much impact on employees, which increase the level of job performance and job satisfaction. Many studies are conducted in the past to check the impact of rewards. This study will examine the impact of rewards on employee's job performance and job satisfaction in telecommunication sector of Okara city, Pakistan. Questionnaire is used as instrument and 100 questionnaires were used to check the respondent's opinion. The frequency test, descriptive analysis, correlation and multiple regression tests were applied for data analysis. This study concludes that there is positive relationship between rewards (extrinsic and intrinsic) and employee's job performance and job satisfaction. Most of the organizations implement rewards system to increase the job performance and job satisfaction.
Association between Reward and Employee Motivation: A Case Study Banking Sector of Pakistan
SSRN Electronic Journal, 2011
This study seeks to association between reward and employee motivation and also identify associations between employee motivation and employee demographics variables like (gender, age, and education and income level and job experience) in banking sector of Pakistan. The study is based on primary data and sample Size (N= 226) consisted of male and female employees of 21 different banks. Primary data collected by structured questionnaire by using sort of different approaches and this study was survey base. Two different hypotheses were developed for the present study and were tested by applying Chi-square Test and binary Regression Test. The result of Chi-square shows that P-value is 0.048 of Chi-square its mean there is association between salary and gender. The correlation between rewards and Employee Motivation is 0.546, which shows the positive relationship between reward and employee motivation. The estimated regression model revealed that when reward is increased by one unit then motivation increased by 0.527 units, so we can say that rewards is directly proportional to employee motivation and employee motivation depends on rewards. The results also showed that salary is a very important factor for employee motivation as compared to other variables like promotion, job security, working condition, appreciation and other benefits.
REWARD SYSTEM AND ITS IMPACT ON EMPLOYEE MOTIVATION
In the era of globalization organizations have accomplish the significance of their human resources and become more and more interested in managing workforce in such a way that can improve business accomplishment. To guarantee competitive benefit people who are working for the organization should be stimulated by providing a well-balanced reward and benefit system. This study examines the relationship between compensation, motivation and promotion with job satisfaction of workforce. The outcome concludes that, with the progression in the occupation pathway, income level and financial and nonfinancial rewards become the very important aspect for the workforce motivation. However, organizations should consider for a more structured reward system that considers both intrinsic and extrinsic rewards which in turn prospers high performance culture.
Critically Analyzing the Role of Total Rewards and Compensa-tion in Increasing Employee Motivation
International Journal of Asian Business and Management
Employees are the main assets for an organisation and motivating the employees can improve their performance. Several ways can be incorporated for employee motivation. The objective of this research is to understand the role of Total Rewards and Compensation in increasing employee motivation. Materials and methods: Survey has been conducted by incorporating 80 participants and the survey results has been analysed with the help of SPSS software. Findings: The result conveys that there is a positive relation between employee motivation and engagement. Conclusion: Employee motivation has strong relation with employee engagement and increasing organisational performance. Employee motivation can create positive working culture within the workplace. Significance of the study: The research will contribute to understand the role of compensation and total rewards in case of employee motivation. Besides this, this research is also helpful to understand the importance of employee motivation in...
Impact of Financial and non Financial Rewards on Employee Motivation
Abstract: The basic aim of this paper is to identify /investigate financial and non financial rewards that affect the motivation of employees in organizations. The paper also not only discuss that the employee motivation is imperative for the overall organizational performance, but also talks about how to retain a motivated workforce in the organization (what if this study should include a specific industry or region. E.g education field, or any other sector; generalizes study won’t have an impact). Motivation factors may be differing from industry to industry and class to class of employees such as high level and low level labor. Design/methodology/procedure: Qualitative as well as quantitative research methodology has been adopted in this paper. The researchers have conducted a survey in Astro films (PVT) situated in Lahore City of Pakistan. A questionnaire was developed to guess the opinion of employees working in these organizations. A semi structured interview was conducted for getting an insight about their motivation. Findings: The researchers have found from the survey that there are different factors that affect the motivation of employees which can be classified into two categories; financial and non financial rewards. Although financial rewards are important for employee motivation in third world countries like Pakistan, where the inflation rate is so high that people are struggling hard to retain their social status but the importance of non financial rewards cannot even be discriminated. Contribution/ value addition: The paper provides a basis to understand the issues of employee motivation in organizations. It is a good contributor to the knowledge world of human resource management which explores the factors that affect motivation of employees and provide a solution to the problems faced by employees at their jobs. The paper will also compel the management of studied organizations to pay their attention to the problems of employee motivation for the overall benefits of organizations. Key words: Employee Motivation Financial Non Financial Rewards
Abstracts -Increasingly, organizations are realizing that they have to establish an equitable balance between the employee's contribution to the organization and the organization's contribution to the employee. Establishing this balance is one of the main reasons to reward employees. Organizations that follow a strategic approach to creating this balance focus on the three main components of a reward system, which includes, compensation, benefits and recognition. Studies that have been conducted on the topic indicates that the most common problem in organizations today is that they miss the important component of Reward, which is the low-cost, high-return ingredient to a well-balanced reward system. A key focus of recognition is to make employees feel appreciated and valued. Research has proven that employees who get recognized tend to have higher self-esteem, more confidence, more willingness to take on new challenges and more eagerness to be innovative. The aim of this study is to investigate whether rewards and recognition has an impact on employee motivation. A biographical and Work Motivation Questionnaire was administered to respondents. The results also revealed that staff, and employees from non-white racial backgrounds experienced lower levels of rewards, and motivation. Future research on the latter issues could yield interesting insights into the different factors that motivate employees. Notwithstanding the insights derived from the current research, results need to be interpreted with caution since a convenience sample was used, thereby restricting the generalisability to the wider population.
Impact of Reward on Employee Performance in the Workplace
International Review of Management and Business Research, 2023
The aim of this aimed to investigate the reward and recognition policies and its influence on the performance among employees of different categories in Pakistan. Based on previous studies and literature reviews organizations facilitate their employees with different reward and recognition systems to encourage employees' motivation level and performance. The main objective is to identify which rewards are the most influence on employee performance. The methodology of this research paper is based on a quantitative study. More than 200 employees from various sectors participated in the research by filling out the questionnaire. The questionnaire in this research used the WEIMS scale and another performance scale. It is evident that there is a positive relationship between reward and recognition and employees' motivation and job performance. Hence if organizations work on their reward and recognition policies then there would be a corresponding change in work motivation, performance, and employee engagement.
Shanlax International Journal of Management-ISSN 2581-9402, 2023
Motivated employees can help make a corporation competitively more value added and pro table. The retention and retaining ef cient and experienced workforce in an organization is very crucial for the overall performance of any organization. In the current competitive environment, organisations face a lot of dif culties and one among these is satisfying and retaining talented employees. Reward practices are fundamental to satisfying employees in any sector. The main objective of this study was to examine the effects and in uences of reward practices which is a panacea for job satisfaction of employees. For this study, causal research design was used to indicate cause and effect relationship between reward practices and employees' job satisfaction. Strati ed random sampling technique was used to determine the number of employees from private educational institutions. The sample size used for this study purpose were 140. Under primary sources of the data, researcher assisted 5-point Likert Scale questionnaire was used. Both descriptive and inferential statistical analysis techniques were used. To analyze the collected data, SPSS version 21.0 was applied. In this study, independent variables are extrinsic rewards like salary, fringe bene ts, promotion and intrinsic rewards like job autonomy, job recognition and task signi cance are considered. The study indicated that extrinsic reward practices have higher impact on job satisfaction of employees in private educational institutions in Hyderabad. Finally, the study recommends the managements to ensure the existing reward practices fairly implemented among employees.
Human resources are the most important among all the resources an organization owns. To retain efficient and experienced workforce in an organization is very crucial in overall performance of an organization. Motivated employees can help make an organization competitively more value added and profitable. The present study is an attempt to find out the major factors that motivate employees and it tells what is the relationship among reward, recognition and motivation while working within an organization. The data were collected from employees of diverse type of organizations to gain wide representation of sectoral composition. In all, 250 self administered questionnaires were distributed among the employees of different sectors and they returned 220 completed useable questionnaires for response rate of 88%. The participation in survey was voluntary and confidentiality of responses was ensured. The statistical analysis showed that different dimensions of work motivation and satisfaction are significantly correlated and reward and recognition have great impact on motivation of the employees. Implications of the study for managers and policy makers in the context of human resource practices have been discussed. Limitations and guidelines for future research are also provided.