Journal Article•
Effect of Reward System on Employee Performance among Selected Manufacturing Firms in the Litoral Region of Cameroon
TL;DR: In this article, the authors investigated the effect of reward system on employee performance in selected manufacturing firms in the Littoral Region of Cameroon and concluded that there is a positive link between reward systems and employee performance.
Abstract: This study investigates the effect of reward system on employee performance in selected manufacturing firms in the Littoral Region of Cameroon. Specifically, the study assesses the degree to which profit sharing affects employee commitment in manufacturing firm; ascertains the effect of flat-rate systems on employee work values in manufacturing firms; and appraises the influence of collective bargaining reward systems on employee cohesiveness in manufacturing firms. This research work is a survey which makes use of a sample of 538 employees drawn from a population of 5146 employees of ten selected manufacturing firms within the Cameroon Littoral Region. The sample was selected by the use of the Cochran’s formula for finite population sample at a 95% confidence level. The major source of data used for the study was primary data and the instrument used for data collection was questionnaire. The findings revealed that, profit sharing had a significantly positive effect on employee commitment in manufacturing firms; flat rate systems had a significantly negative effect on employee work values in manufacturing firms; and collective bargaining reward systems had a significantly positive impact on employee cohesiveness in manufacturing firms. The study concluded that there is a positive link between reward systems and employee performance. This link creates an opportunity for employers to use reward system as a motivating factor to fine-tune employee behaviour towards efficiency and effectiveness. Based on the findings, it was recommended amongst others that reward systems for manufacturing firms should be designed such that employees are entitled to percentages of profit earned by the firm as a means of promoting productivity and group cohesiveness amongst employees. The study further advised that employees in manufacturing firms should not be paid fixed salaries as it could result in a high rate of tardiness and reluctance of employees within a group to put in anything more than the performance of an average performer in the group.
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05 Aug 2020
TL;DR: In this paper, the authors illustrate the importance of employee motivation and the influence of reward and recognition program on the motivation and performance of the manufacturing and production workers of a manufacturing firm situated in the Sultanate of Oman.
Abstract: This paper illustrates the importance of employee motivation and the influence of reward and recognition program on the motivation and performance of the manufacturing and production workers of a manufacturing firm situated in the Sultanate of Oman. The goal of the report is to depict the predominant effect of reward and recognition on overall productivity, performance, and motivation. The data gathered for the research was through an exploratory research design wherein the survey questionnaire was distributed to a population of 30 respondents through a stratified sampling technique. Both the qualitative and quantitative data were considered while concluding the major findings, followed by proposing suggestions to improve the motivation levels of employees and enhance their rewards and recognition program.
6 citations
Additional excerpts
..., 2019) stated in their research paper that, frequent distribution of rewards and appreciation improves their performance perpetually and provides them with a sense of accomplishment as well as creates a path for career growth (Ngwa et al., 2019)....
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...(Ngwa et al., 2019) stated in their research paper that, frequent distribution of rewards and appreciation improves their performance perpetually and provides them with a sense of accomplishment as well as creates a path for career growth (Ngwa et al....
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...(Ngwa et al., 2019) stated in their research paper that, frequent distribution of rewards and appreciation improves their performance perpetually and provides them with a sense of accomplishment as well as creates a path for career growth (Ngwa et al., 2019)....
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TL;DR: In this paper, a self-administered questionnaire based upon previously validated instrument was completed by 165 customer contact employees to evaluate the effect of remuneration on employee commitment, and Pearson correlation and simple regression techniques were employed to ascertain the relationship between remunerance and commitment.
Abstract: The purpose of the research is to evaluate the effect of remuneration on employee commitment. It explores how remuneration of employees can affect the employee’s commitment. A self-administered questionnaire based upon previously validated instrument was completed by 165 customer contact employees. Pearson correlation and Simple Regression techniques were employed to ascertain the relationship between remuneration and commitment. Consistent with& Gift Exchange Model of Adams and Jacobsen (1964),the statistical analysis confirms that remuneration has positive and significant effect on employee commitment. This study provides implications and future research directions.
4 citations
Cites background from "Effect of Reward System on Employee..."
...efficiency in order to achieve its organizational objectives and goals (Ngwa et al., 2019)....
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...Since such jobs cannot be substituted under unfavourable circumstances as machined are compelled to produce (Ngwa et al., 2019)....
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...This calls for the creation of a workforce empowered to provide the organization with the best possible output and efficiency in order to achieve its organizational objectives and goals (Ngwa et al., 2019)....
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19 Apr 2021
TL;DR: In this article, the authors investigated the effect of reward systems on the extrinsic and intrinsic motivation of the employees working in various manufacturing companies located in the UAE and found that a motivated workforce will be more committed and dedicated to achieving the organizational goals and objectives.
Abstract: 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 have been drawn. In essence, the organization must take an effective measure that is aimed at enhancing the motivation levels of their workforce. Moreover, a motivated workforce will be more committed and dedicated to achieving the organizational goals and objectives.
4 citations
Cites background from "Effect of Reward System on Employee..."
...The reward system should be fair, only then the employees could feel motivated (Ngwa et al., 2019)....
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TL;DR: In this paper, the authors investigated whether strategy pillars have a positive direct effect on organizational productivity performance (OPP) in the Indonesian HEI (Higher Education Institutions) research setting and whether the effect is mediated by a performance management system (PMS).
Abstract: PurposeThis study aims to investigate whether strategy pillars have a positive direct effect on organizational productivity performance (OPP) in the Indonesian HEI (Higher Education Institutions) research setting and, if so, whether the effect is mediated by a performance management system (PMS).Design/methodology/approachThis study used quantitative research employing partial least square structural equation modeling (PLS-SEM) to test the hypotheses. A mediation model of the research framework was developed to investigate the mediating role of PMS.FindingsUsing a sample of 182 Indonesian HEI managers, the results indicate that strategy pillars have a positive effect on OPP. Further analysis shows that PMS partially mediates the strategy pillar–OPP relationship.Research limitations/implicationsThis study has limitations. Firstly, the sample size used was relatively small and this may raise the issue of generalization. Secondly, it used a Likert scale and therefore may raise the issue of judgment bias. Lastly, this study is context-specific for Indonesia and caution should be used when generalizing it to other countries.Practical implicationsTo enhance the HEIs productivity performance, the HEI managers should develop strong strategy pillars for the purpose of effective strategy formulation and execution.Social implicationsThis study provides a model showing how to improve the HEIs productivity performance by employing strategy pillars and a PMS. The better the performance of the HEIs, the better the quality of life of society in the era of the knowledge economy.Originality/valueStrategy pillars have rarely been researched. This study is therefore one of the few studies on strategy pillars. This study also provides new elements related to measuring strategy pillars, PMS and OPP in the context of HEIs in Indonesia as an emerging economy.
4 citations
References
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TL;DR: Sir Walter Bodmer shares his perspective regarding the principles of successful scientific management from his experience in leading the Imperial Cancer Research Fund (ICRF) as well as his being in the forefront of science.
Abstract: coupled with general fiscal difficulties are hindering realization of knowledge and benefit to society. The solution requires more than the corporate mold of The increasing politicization of the support of science has awakened many a scientist to the risks and realities of survival as an investigator and to the threats to the future of science. Effective management and wise leadership of the scientific enterprise are necessary solutions to the dilemma. Sir Walter Bodmer shares his perspective regarding the principles of successful scientific management from his experience in leading the Imperial Cancer Research Fund (ICRF) as well as his being in the forefront of science. Yes! Management is necessary. But to be effective it must not displace leadership or the recognition and pursuit of excellence. It must be nonintrusive. Naive management imperatives in management. It must encompass a variety of actions based in the fundamental principle that management supports the optimal conduct of science. Dr. Bodmer guides us through these principles with clarity, experience, and vision. The principles of excellence, balance, and strategic insight have each been key ingredients in the success of the ICRF and are applicable at large.
4,074 citations
"Effect of Reward System on Employee..." refers background in this paper
...This was illustrated in a proposed pay system: the piece-rate plan (Taylor, 1947)....
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Book•
08 Sep 2011TL;DR: A two-dimensional classificatory scheme highlighting ten different approaches to the measurement of business performance in strategy research is developed in this article, where the first dimension concerns the use of financial versus broader operational criteria, while the second dimension focuses on two alternate data sources (primary versus secondary).
Abstract: A two-dimensional classificatory scheme highlighting ten different approaches to the measurement of business performance in strategy research is developed. The first dimension concerns the use of financial versus broader operational criteria, while the second focuses on two alternate data sources (primary versus secondary). The scheme permits the classification of an exhaustive coverage of measurement approaches and is useful for discussing their relative merits and demerits. Implications for operationalizing business performance in future strategy research are discussed.
3,475 citations
"Effect of Reward System on Employee..." refers background in this paper
...Employee performance is an indicator of the capacity of an organization to efficiently achieve organizational goals (Venkatraman & Ramanujam, 1986)....
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TL;DR: Self-determination theory is drawn on, proposing that prosocial motivation is most likely to predict these outcomes when it is accompanied by intrinsic motivation, and two field studies support the hypothesis that intrinsic motivation moderates the association between Prosocial motivation and persistence, performance, and productivity.
Abstract: Researchers have obtained conflicting results about the role of prosocial motivation in persistence, performance, and productivity. To resolve this discrepancy, I draw on self-determination theory, proposing that prosocial motivation is most likely to predict these outcomes when it is accompanied by intrinsic motivation. Two field studies support the hypothesis that intrinsic motivation moderates the association between prosocial motivation and persistence, performance, and productivity. In Study 1, intrinsic motivation strengthened the relationship between prosocial motivation and the overtime hour persistence of 58 firefighters. In Study 2, intrinsic motivation strengthened the relationship between prosocial motivation and the performance and productivity of 140 fundraising callers. Callers who reported high levels of both prosocial and intrinsic motivations raised more money 1 month later, and this moderated association was mediated by a larger number of calls made. I discuss implications for theory and research on work motivation.
1,359 citations
"Effect of Reward System on Employee..." refers background in this paper
...It takes only motivation to transform these employees into a self-driven and work oriented labour force (Grant, 2008)....
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TL;DR: In this paper, the authors present results from a study of 319 business units that addresses the gap between human resource management practices and firm-level performance outcomes and find that human resource planning, recruitment, and selection strategies have positive and significant effects on labor productivity.
Abstract: Despite the consistency with which the theoretical and normative connections between human resource management practices and firm-level performance outcomes are made, empirical studies that link the two are sparse. This paper presents results from a study of 319 business units that addresses this gap. Hypotheses are derived from a resource-based perspective on strategy. Positive and significant effects on labor productivity are found for organizations that utilize more sophisticated human resource planning, recruitment, and selection strategies. These effects are particularly pronounced in the case of capital-intensive organizations.
927 citations
"Effect of Reward System on Employee..." refers background in this paper
...Thus, identifying the needs of the employees and answering it is the most basic approach of every organization to earn their commitment to organizational goals and objectives (Chughtai, 2008)....
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Book•
01 Jan 1983
TL;DR: Behavior in Organizations as discussed by the authors is a popular course for one-semester, undergraduate and graduate level courses in Organizational Behavior, focusing on the everyday processes and phenomena of organizational behavior.
Abstract: For one-semester, undergraduate and graduate level courses in Organizational Behavior. Unique and current insight on the everyday processes and phenomena of OB. Behavior in Organizations shows students the real world of OB through its blend of cutting-edge research and practical applications. This text then challenges students to take theory one step further by having them put the concepts into action. The many changes in the tenth edition reflect the authors never-ending mission to present a balance between knowledge and application, while including coverage on the latest advances in the field.
865 citations
"Effect of Reward System on Employee..." refers background in this paper
...According to Babakus et al. (2003), the perceptions that 5 1939-6104-18-3-382 employees have with regards to their reward climate influences their attitude towards their employees....
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