The general objective of this study is to assess the effect of reward on employee motivation in Kirkos sub city administration, Addis Ababa. The study aims at assessment of the effect of reward on employee motivation in selected Kirkos sub city administration. Descriptive and inferential analysis was used to describe the effect of intrinsic and extrinsic rewards on employee motivation. Out of a total target population of four hundred fortify one administrative employee; two hundred ten samples were taken in probability sampling more specifically, stratified sampling, technique from the Kirkos sub city administration chief executive pool. Questionnaire was developed and distributed to the administrative employees. The finding of the study indicated that administrative employees of the administration have moderate satisfaction with the total reward practices. However; employees are motivated better by intrinsic rewards than extrinsic rewards. When each extrinsic reward items were computed, employees showed dissatisfaction from bonuses, similarly, when variables of each intrinsic reward were examined employees have moderate satisfaction the relationship of manager.
Table of Contents
CHAPTER ONE: INTRODUCTION
1.1 Background of the study
1.2. Statement of the Problem
1.3. The objective of the study
1.3.1 General Objective
1.3.2 Specific Objectives
1.4. Research questions
1.5. Scope of the study
1.6. Limitation of the Study
1.7. Significance of the study
1.8, Operational Definition of Key Term
1.9 Organization of the Study
CHAPTER TWO: REVIEW OF RELATED LITERATURE
2.1. INTRODUCTION
2.2. Theoretical Framework of Literature Review
2.2.1 Meaning of Motivation
2.2.2. intrinsic versus extrinsic motivation
2.2.3 Content (need) theory of motivation
2.2.4. Theories of Motivation
2.2.5. Processes theories of motivation
2.2.6. Definition of Reward
2.2.7. Types of Reward Intrinsic and Extrinsic Rewards
2.2.8. Reward system
2.3. Empirical Literature Review
2.3.1 Conceptual Framework
CHAPTER THREE: METHODOLOGY OF THE STUDY
3.1 Introduction
3.2 Research design
3.3. Research approach
3.4. The population and sample size
3.5. Sampling design
3.6. Source and Instrument of Data Collection
3.7. Data collection techniques
3.8. Methods of Data Analysis
3.9. Validity and Reliability of the Research Instrument
CHAPTER FOUR: RESULTS AND DISCUSSION
4.1. Introduction
4.2. Socio-demographic Characteristics of the Respondents
4.3. Data Analysis of Reward Variables and Employee Motivation
4.4. Mean and Standard Deviation of Intrinsic Reward
4.5 .Data Analysis of Reward Variables and Employee Motivation
4.6. The impact of intrinsic rewards on employee motivation information section
4.7. Level of Employee Satisfaction from Extrinsic and Intrinsic Rewards
4.8 The level of motivation related questions
4.9 Mean & standard deviation of work motivation
4.10, Relationship between Reward Practices and Work Motivation
4.11, The Effect of Reward Practices on Motivation
4.12, Discussion
CHAPTER FIVE
Summary of Major Findings, Conclusion and Recommendation
5.1. Major Findings
Summary of major findings
5.2. Conclusion
5.3. Recommendation
Research Objectives and Themes
The primary objective of this study is to assess the effect of rewards on employee motivation within the Kirkos Sub-City Administration in Addis Ababa, Ethiopia. By examining both intrinsic and extrinsic reward systems, the research seeks to understand their individual and collective impact on worker motivation and to provide evidence-based recommendations for the organization's management to improve current human resource practices.
- The role of intrinsic rewards such as responsibility and interpersonal relationships in motivating employees.
- The influence of extrinsic reward components, including salary, wages, and bonuses, on organizational performance.
- The identification of organizational gaps in existing reward systems and their relation to low employee motivation.
- The statistical relationship and predictive power of reward variables regarding employee motivation using ordinal regression analysis.
Excerpt from the Book
1.1 Background of the study
In today’s world of business environment, sustainable human resource (HR) factor play a vital role in order to remain competitive. Most winning organization in the 21st century will be those focuses on integrated human resource processes and systems (Ayaz, 2010). Reward is one of the most critical functions that bring global success in human resource management. Formal rewards of employees, which are typically scheduled annually or semiannually, are one of the most important human resource management practices. Reward system includes extrinsic & intrinsic rewards. Extrinsic reward can be listed as wage salary, bonus, promotion that an employee receives as part of their job. In return intrinsic reward is associate with the satisfaction that comes from actually performing the work such as responsibility, meaningful work & achievement & so on (Ibid). Reward system consists of the policies & mechanisms by which organization administer employee rewards .reward system should satisfy the goal associate with the strategy of an organization while the same time attractive ,cost effective & fair (Mahaney & Ledger,2006). According to Griffin (2008) an organization reward system is the most basic tool for managing employee motivation and individual performance is generally determine by three things motivation- the desire to do the job, ability-the capability need to do the job & the work environment. Motivation is a problem through which the task of the manager will be more challenging.
Having said that the subject that often comes with reward is motivation, which is core point of an organizations performance in bringing about the organizations success as well as the employees satisfaction and encouragement. Motivation is a set of energetic forces that originate both with in as well as beyond an individual’s being to initiate work relate behavior & determine its form direction ( towards organization goal),intensity ,duration (Pinder ,1984). Reward system is an essential tool for governmental & non-governmental organization used to excel organizational performance (Ibid).
Summary of Chapters
CHAPTER ONE: INTRODUCTION: Provides the context of the study, identifies the research problem regarding employee motivation in Kirkos Sub-City, and establishes the objectives and scope of the research.
CHAPTER TWO: REVIEW OF RELATED LITERATURE: Explores theoretical frameworks of motivation, definitions of reward systems, and reviews empirical studies relevant to the relationship between rewards and employee performance.
CHAPTER THREE: METHODOLOGY OF THE STUDY: Details the research approach, design, population, and sampling techniques, including data collection instruments and analysis methods used for the study.
CHAPTER FOUR: RESULTS AND DISCUSSION: Presents the analysis of collected data, including socio-demographic characteristics, mean and standard deviation of reward variables, and the results of correlation and regression analysis.
CHAPTER FIVE: Summary of Major Findings, Conclusion and Recommendation: Summarizes the key research findings, draws conclusions based on the data, and proposes actionable recommendations for the Kirkos Sub-City Administration.
Keywords
Reward, Motivation, Effect, Employee, Intrinsic Reward, Extrinsic Reward, Kirkos Sub-City Administration, Human Resource Management, Job Satisfaction, Performance Appraisal, Salary, Wage, Bonus, Organizational Success, Employee Retention.
Frequently Asked Questions
What is the core focus of this research study?
The study primarily assesses the relationship and impact of both intrinsic and extrinsic reward systems on employee motivation within the Kirkos Sub-City Administration in Addis Ababa.
What are the primary themes addressed in this work?
The research focuses on defining reward systems, measuring employee motivation levels, analyzing the correlation between various reward variables and motivation, and understanding how management practices affect performance.
What is the specific objective of this study?
The main objective is to evaluate employee motivation levels, examine how employees perceive existing reward systems, and identify the statistical relationship between these rewards and employee motivation.
Which scientific methodology was employed?
The study utilized a descriptive research design with a quantitative approach, involving stratified probability sampling, Likert-scale questionnaires, and both correlation and ordinal regression analysis.
What does the main body of the work cover?
The main body includes a thorough literature review, a detailed methodology section, and a results-driven chapter that uses survey data to analyze how specific factors like salary, bonuses, responsibility, and leadership influence employee motivation.
What are the characterizing keywords for this paper?
Key terms include Reward, Motivation, Intrinsic and Extrinsic rewards, Job Satisfaction, and Organizational Performance.
How does the study explain the relationship between wage and motivation?
The findings indicate that while salary is an extrinsic reward, it is not the sole motivator; however, the study finds a significant positive association between wage packages and motivation, with employees showing dissatisfaction when compensation is perceived as inadequate.
What conclusion does the author draw regarding leadership?
The author concludes that leadership plays a critical role in intrinsic motivation, noting that current leadership in the studied organization lacks constructive feedback, participation in decision-making, and sufficient respect for individual employee feelings.
- Quote paper
- Getaneh Abebaw (Author), 2020, Effects of rewards on employee motivation, Munich, GRIN Verlag, https://www.grin.com/document/946298
