While performing their duties in an organization, employees’ performance can be viewed through the provision of rewards, benefits, pay levels, and pay for their administration. This study was based on a conceptual method which is focusing on relation to the satisfaction of reward and employee’s performance; it has 4 items, which are pay level, Salary administration, raise, and benefits satisfaction. Furthermore, benefit satisfaction has roughly three main items, namely training, health, and rights. It is because; this research’s title is aimed to determine the Relationship between reward satisfaction and work performance. Moreover, the objective of this study is that to examine the influence between pay level and work performance, and to examine the influence between benefits and work performance, also to examine the relationship between raise satisfaction and work performance and to examine the influence between salary administrative and work performance. This study was conducted in a conceptual method. As we have intended to study the influence of rewards and satisfaction on employee’s performance in an organization, information that we have used were gathered from distinct areas such as textbooks, scholarly writing, research materials, journals, related articles, and the Internet sources were resourceful in the process of gathering the information, however, our point of view on those sources was also interpreted in a concept that we have aware to be relevant and potentially directed to this topic. As a result, this study shows that the whole variables were significantly contributed with the dependent variable, meanwhile, pay level satisfaction has substantively related to work performance, whereas raise satisfaction has also influenced work performance. Salary administration satisfaction is also a positive relation to employees’ work performance. However, the most significant variable was benefit satisfaction which is extremely contributed to work performance.
Table of Contents
I. INTRODUCTION
1.1 Rewards
1.2 Background of the study
1.3 Problem statement
1.4 Research questions
1.5 Research Objectives
1.6 Significance of the study
1.7 Organization of the Thesis
1.8 Definition of Key terms
II. LITERATURE REVIEW
2.0 Introduction
2.1 The employees
2.1.1 Employees’ Motivation
2.2 Work Performance
2.2.1 Organizational Citizenship Behavior
2.2.2 Organizational citizenship Behavior for Individuals
2.2.3 Organizational Citizenship Behavior for Organization
2.3 Theory of Work Performance
2.3.1 Pay level and Work Performance
2.3.2 Benefit Satisfaction and Work performance
2.3.2.1 Training
2.3.2 Health Benefits
2.3.2.3 Employee Rights
2.3.3 Raise Satisfaction and work performance
2.3.4 Salary Administration
2.3.5 Employees’ Motivation towards Performance
2.4 Research Framework
2.5 Conclusion
III. RESEARCH DESIGN AND METHODOLOGY
3.0 Introduction
3.1 Research Methodology
3.2 Research Design
3.3 Exploratory study
3.4 Importance of Research Method for Project Papers
3.5 Implications of worker’s performance if they are rewarded and Encouraged by their Employees
3.6 Conclusion
IV. DISCUSSION
4.0 introduction
4.1 Objective One
4.2. Objectve Two
4.3 Objective Three
4.4 Objective Four
4.5 Conclusion
V. RECOMMENDATION AND CONCLUSION
5.0 Introduction
5.1 Recommendation for organizations
5.2 Recommendation for future Research
5.3 Conclusion
Objectives & Research Scope
The primary objective of this research is to investigate the influence of various organizational reward components, specifically pay level, benefits, salary administration, and pay raises, on individual employee work performance and organizational success. The study seeks to determine the strength of these relationships and to provide evidence-based insights for management to enhance employee satisfaction and productivity.
- Analysis of the relationship between pay level satisfaction and work performance.
- Examination of how benefit satisfaction influences employee productivity and retention.
- Investigation of the impact of salary administration and procedural/distributive justice on performance.
- Evaluation of how raise satisfaction acts as a motivator for employee performance.
- Strategic recommendations for management to optimize reward systems for better organizational outcomes.
Excerpt from the Book
1.1 Rewards
According to Human Recourse perspectives, rewards can be either intrinsic or extrinsic system. Intrinsic rewards system from rewards that is inherent in the job itself and which the individual enjoys as a result of successfully completing the task or attaining his goals. While extrinsic rewards are those that are external to the task of the job, such as pay, work condition, fringe benefits, security, promotion, contract of service, the work environment and conditions of work. Such tangible rewards are often determined at the organizational level, and may be largely outside the control of individual managers. Intrinsic rewards on the other hand, are those rewards that can be termed ‘psychological rewards’ and examples are opportunity to use one’s ability, a sense of challenge and achievement, receiving appreciation, positive recognition, and being treated in a caring and considerate manner. With this in mind, Chapter One presents the problem statement, purpose of this study, research objectives, research questions and significance of the study.
Summary of Chapters
I. INTRODUCTION: This chapter provides an overview of the research, discussing the importance of employee performance, the role of organizational rewards, and outlining the research questions and objectives.
II. LITERATURE REVIEW: This chapter reviews existing academic studies and theories concerning work performance, organizational citizenship behavior (OCB), and the specific reward categories identified in the research framework.
III. RESEARCH DESIGN AND METHODOLOGY: This section explains the conceptual research methodology adopted, the rationale for using secondary data sources, and the exploratory nature of the study.
IV. DISCUSSION: This chapter analyzes the findings related to the four specific research objectives, examining how pay, benefits, raises, and salary administration impact work performance.
V. RECOMMENDATION AND CONCLUSION: This chapter summarizes the research findings and offers practical recommendations for organizations to enhance employee performance through effective reward systems and leadership.
Keywords
Work Performance, Employee Motivation, Organizational Rewards, Pay Level, Benefit Satisfaction, Salary Administration, Raise Satisfaction, Organizational Citizenship Behavior, Human Resource Management, Employee Retention, Procedural Justice, Distributive Justice, Job Satisfaction, Employee Productivity, Performance Appraisal.
Frequently Asked Questions
What is the primary focus of this research?
This research focuses on examining the direct relationship between organizational reward systems—including pay levels, benefits, salary administration, and pay raises—and individual employee work performance within an organization.
What are the central thematic fields covered?
The study covers themes such as intrinsic and extrinsic motivation, human resource management strategies, organizational citizenship behavior (OCB), the impact of workplace justice, and performance appraisal systems.
What is the main research objective?
The objective is to determine how satisfaction with different types of rewards influences the overall work performance of employees, and to identify which reward components have the highest impact.
Which scientific method is utilized in this paper?
The paper utilizes a conceptual research method based on a review of secondary data, including scholarly articles, textbooks, journals, and relevant internet resources, to build a framework connecting reward satisfaction to performance.
What topics are discussed in the main body of the work?
The main body treats the theory of work performance, the impact of various reward dimensions on employee behavior, the role of managerial leadership, and the psychological effects of reward perception on organizational commitment.
Which keywords characterize this study?
Key terms include Work Performance, Employee Motivation, Organizational Rewards, Pay Level, Benefit Satisfaction, Salary Administration, and organizational commitment.
How does the concept of "two-edged sword" apply to rewards?
The author describes rewards as a "two-edged sword" because, while they generally have a positive impact on individual performance, they can sometimes negatively affect performance if they are perceived as unfair or if they create conflict within team-based environments.
What role does salary administration play in organizational success?
Salary administration is presented as a vital tool for ensuring procedural and distributive justice; when managed fairly, it helps structure compensation to reflect performance, thereby enhancing employee satisfaction and ensuring that personnel are adequately matched to their tasks.
- Citar trabajo
- Abdifatah Musse (Autor), 2012, The Influence of Rewards and Satisfactions on Employees' Performance in Organization, Múnich, GRIN Verlag, https://www.grin.com/document/205627
