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RESEARCH FAISALABAD
DEPARTMENT OF SCHOOL OF BUSINESS MANAGEMENT
THESIS DEFENSE
Contents
Overview
Problem Statement
Methodology
Results
Conclusion
OVERVIEW
Non-monetary rewards
Employees satisfaction
Organizational performance
PROBLEM STATEMENT
It has been noticed that employees are not satisfied in their work environment
due to lack of non-monetary rewards which causes demotivation, job quitting
or Voluntary turnover. Which refers to the low level of satisfaction of
employees.
PURPOSE OF THE STUDY
To aware managers of the private organizations so that they can improve the
performance and quality.
To find out the best type of non-monetary rewards with which employees
became motivated and satisfied
LITERATURE AND THEORIES
According to La Belle (2005) different individuals have different perceptions of rewards. For
instance, some employees consider being recognized by their leader as more rewarding
than financial incentives. Herzberg believes that such factors are the main driving force of
satisfaction and that they help boost the employee to work harder and better.(Khan, Shahid
et al. 2013)
Dzuranin and Stuart (2012) examined the effects of monetary and non-monetary incentives
on task performance and task attractiveness, as well as on performance and satisfaction. The
authors suggested that companies with existing monetary incentives may consider adding
non-monetary rewards to their performance incentive systems(Lange 2013)
Cont…
Wiscombe (2002) explains on a study that was conducted by Lawler, has the
rationale of reinforcing the conception that non-financial offers have a noteworthy
outcome on the performance of an organization. In his study, carried out in 2000,
Lawler questioned administrators and workers from 34 corporations in Australia
and concluded that the acknowledgement of employees via the provision of non-
monetary gifts augmented enthusiasm, amplified employee performance, was
providing a realistic feedback means, assisted in receiving work completed,
enhanced organizational productivity, and was also facilitating the attainment of
the administrators’ personal as well as professional goals(Ngatia)
Cont…
O’Hara (2011) insinuates that organizations with employees that feel affection for
work for recognition are more likely to feel contented with non-monetary rewards
as opposed to monetary ones. Non-monetary awards lower occupational stress,
absenteeism from work, turnover rates, and in turn elevate work morale,
organizational productivity, employee competitiveness, in addition to
organizational revenue as well as profits
Cont…
Employees who have higher job satisfaction are usually less absent, less likely
to leave, more productive, more likely to display organizational commitment,
and more likely to be satisfied with their lives(Singh and Jain 2013)
METHODOLOGY
Research objectives.
Hypothesis.
Research Design.
Participants.
Statistical Procedures.
Research Objectives
Quantitative research.
Sampling
Independent variable:
Non-monetary rewards.
Dependent variables:
employees satisfaction.
organizational performance.
Participants
Descriptive method.
Regression.
Reliability.
Correlation.
RESULTS
Reliability
Correlation
regression
Reliability
1
J
.532**
P
.344**
Model Summary
Mode R R Square Adjusted R Std. Error of the
l Square Estimate
1 .532a .283 .280 .68553
a. Predictors: (Constant), N
Regression
Model Summary
Mode R R Square Adjusted R Std. Error of the
l Square Estimate
1 .344a .119 .116 1.39422
a. Predictors: (Constant), N
Conclusion
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