Human Resource Management and Employee Engagement

This assignment delves into the world of human resource management, examining key concepts like employee engagement, performance management, and organizational performance. It analyzes the impact of high-performance HR practices on public service motivation and explores strategies for building trust and improving employee engagement. The assignment also touches upon green teams and environmental change in organizations.

Business
&
Management Research
Project

ABSTRACT
The present dissertation is about the impact of reward system on the productivity of
employees of Maritime Transport LTD. The aim of study is to identify the Impact of reward
system on the productivity of employees (lorry drivers). The research question formulated by
researcher are on the basis of the objectives. The objective is to examine the reward system and
the factors which contribute to their functioning, outlining the performance indicator which can
be used to examine and monitor employees.
Another is identifying the relationship between the performance of employees and the
reward system and identifying the current reward's system used in maritime Transport LT and
ways to bring improvement in them. This research study is based on qualitative methods and data
are collected from both primary and secondary sources. The research question are formulated on
the basis of objectives. The research questions are addressed with the help of both primary and
secondary data.
Further, report also discussion the Reward system as it is a key to raise motivation of
employees within organisation. The positive outcomes which are earned as a result of the
performance of employees is called as rewards. From the finding, the best rewards is the mixture
of both Intrinsic and Extrinsic rewards is one of the best practise and it is best for gaining the
employee's satisfaction, raising the productivity, boosting employee engagement, raise the moral
of employees and most important increase the rate of retention of employees.
Moreover, researcher also provides recommendations to company such as employee
engagement and should organise mixture of monetary and non-monetary rewards for raising
employees satisfaction and enhancing employee productivity.

TABLE OF CONTENTS
ABSTRACT.....................................................................................................................................2
TOPIC: Impact of reward system on the productivity of employees (lorry drivers). A study on
Maritime Transport LTD”. ..............................................................................................................5
CHAPTER 1: INTRODUCTION....................................................................................................5
Overview of Topic..................................................................................................................5
Background of the Research ..................................................................................................6
Rationale.................................................................................................................................6
Significance of the Research..................................................................................................7
Problem Statement of Research..............................................................................................7
Aims and Objectives...............................................................................................................8
Chapter Structure....................................................................................................................8
CHAPTER 2: LITERATURE REVIEW.......................................................................................10
Introduction..........................................................................................................................10
Rewards system and the factors which contribute to their functioning................................10
Relationship between the performance of employees and the reward system. ...................12
Current rewards system used in organisation in transport industry and ways to bring
improvement in them. ..........................................................................................................14
CHAPTER 3: RESEARCH METHODOLOGIES........................................................................16
Introduction..........................................................................................................................16
Research Type......................................................................................................................16
Research Design...................................................................................................................17
Research Approach...............................................................................................................17
Research philosophy.............................................................................................................18
Sampling...............................................................................................................................19
Data Collection.....................................................................................................................19
Data Analysis........................................................................................................................20
Ethical Consideration...........................................................................................................21
Research limitations.............................................................................................................21
CHAPTER 4: FINDINGS AND DISCUSSION...........................................................................22

Introduction..........................................................................................................................22
CHAPTER 5: DISCUSSION AND CONCLUSION....................................................................36
Discussion.............................................................................................................................36
Conclusion............................................................................................................................42
REFERENCES..............................................................................................................................44

TOPIC: Impact of reward system on the productivity of employees (lorry drivers). A study on
Maritime Transport LTD”.
CHAPTER 1: INTRODUCTION
Overview of Topic
Employees are the backbone of the company and it is fact that none of the organisation
can achieve success without satisfying the needs and expectation of employees. Employees
motivation is very important for the success as well as productivity of the organisation.
Employees are the valuable assets of the company and key to success. Today in the world of
competition, customer satisfaction is very essential which can only be relied from the employees.
In motivating the employees, rewards and incentives system plays a great role either it is
monetary or non-monetary rewards or incentives (Faisal Ahammad and et.al., 2015). Without
employees, it is not possible for any organisation achieve the desire goals and objectives.
If organisations needs to achieve the desire goals and objectives, they have to focus on
the reward's system as it is directly associated with the productivity of the business. There are
various challenges faced by businesses such as rapid change in technologies, cost of
infrastructure, financial management, employee turnover, high competition, customer
satisfaction and many others. It is very important for organisations to overcome these issues in
order to sustain in the business for longer period. Among all these issues, high employee
turnover is the very big issues of the organisation as it directly hit the reputation of the company.
Further, it is also very essential to align the goals and objectives of the company and such
rewards system are usually developed around this. It helps to motivate staff members to boost the
satisfaction and motivation in order to achieve high quality of performance. There is various
purpose for reward system organised by the company like to retain employees and reduce
employee turnover, raise the productivity in work, motivate employees and reinforce the image
of company among the key stakeholders or future employees. These purposes are ultimately for
reaching the aims and objectives in very designated way (Aguenza and Som, 2018).
In this present report, researcher will assess the impact of reward system on the
productivity of employees (lorry drivers) in Maritime Transport LTD by using various methods
and techniques.

Background of the Research
The present research is based on the Maritime Transport LTD and study will examine the
impact of reward system on the productivity of employee (lorry drivers). Maritime Transport
LTD is one of the largest private owned transport and leading multi-modal logistic company in
United Kingdom. Company offers the complete solution for the supply chain requirements
including container transport, freight management, warehousing, curtain sided distribution and
container storage (Noe and et.al., 2017). It is transport by water of people or goods i.e.
passengers and cargo respectively. John Williams acquire Maritime Haulage and rebranded as
Maritime Transport. From 2001 to 20018 company, the period of 18 years Maritime have grown
into one of the largest multi-model transport businesses in United Kingdom.
Employees motivation is very important as it plays a very important role in raising the
productivity of organisation. It is true if satisfaction and motivation level of employees are down
than it will directly influence the productivity of the company. Motivation and satisfaction of
employees is influenced by reward system organised by company. Rewards system could be both
monetary and non-monetary but monetary rewards raise the motivation level as compared to
non-monetary rewards. For lorry drivers, monetary rewards are more suitable as their satisfaction
level is raised and it will beneficial in raising the productivity level of the company (Rana, 2015).
The company must be able to raise the satisfaction level of employees by reward system, so the
reward system must be effective and efficient.
Rationale
The reason for choosing the topic is to develop understanding over impact of rewards
system on the productivity of organisation. The study will help in outlining reasons behind
employee turnover which can be managed by effective rewards system. Employees motivation is
essential for the success as well as productivity of the organisation. Further, the motive behind
choosing this topic is personal and academic interest on rewards system followed by companies.
Apart from this, another reason for selecting this topic is that today in the world of competition,
it is very essential to have attractive rewards system in the organisation so that talented people
are attracted towards the organisation. If the work force is talented, it will surely lead to great
productivity and probability (Aslam and et.al., 2015). There are various studies has been
conducted on employee’s motivation and major outcomes were ascertained is effective rewards

and incentives within organisation. Thus, these are two reason for selecting this topic for
conducting the study.
Significance of the Research
This present research is very important for all sectors either it is academic or corporate
sector. For academic sector, it will help students to understand about the importance of reward
system in the organisation and how the research is carried out to assess the impact of rewards
system in raising the productivity of the organisation. They will come to know the importance of
employees in the success of company and if in future they open any business it will be very
helpful for them to control labour turnover and enhance the productivity of their business (Imran,
Majeed and Ayub, 2015). On the other hand, this present research is also very helpful for the
corporate sector as they will understand the needs and requirements of employees as well as
techniques to enhance the productivity of the company.
If organisations are putting efforts on everything like infrastructure, production,
marketing, sales by ignoring employees, it is useless because employee are core and key to
success. In addition to this, to achieve high quality performance rewards system plays a crucial
role as it is very essential as it also improves cooperation and effective team working at all
levels. Furthermore, reward system also makes the organisation to be more competitive as skilled
candidates will be attracted towards the company through effective and efficient rewards system
in the organisation. Thus, this research study has intense level of significance as it is very
beneficial for the growth and development of entire organisation to its great level in the market
place.
Problem Statement of Research
This present research is based on employees and reward system of organisation which is
designed to manage employee productivity and motivation. Organisations provide rewards and
incentives to their employees but still there are many problems. Reward system is one of the
most sensitive and complex areas faced by the company. It is because if organisation provide
very high rewards system, the cost of production will be raised whereas if the reward system is
poorly designed, it will affect the moral of employees as well as continuously attracts the
attention of public through scandals concerning complex rewards and incentive system. In
addition to this, it is also very problematic for the organisation to satisfy the needs of all
employee because every person thinks differently in the organisation because of differences in

culture, attitudes and belief (Ramdhani, Ramdhani and Ainissyifa, 2017). So these are main
issues which are faced by organisations in organising reward system.
Aims and Objectives
Aim:
“To assess the impact of reward system on the productivity of employees (lorry drivers).
A study on Maritime Transport LTD”.
Objectives:
 To examine the reward's system and the factors which contribute to their functioning.
 To outline performance indicator which can be used to examine and monitor employees
 To identify the relationship between the performance of employees and the reward
system.
 To identify the current reward's system used in maritime Transport LT and ways to bring
improvement in them.
Research Question
1. What are the ways to examine the reward's system and the factors which contribute to
there functioning?
2. What performance indicator are examined within the current monitoring of employees?
3. What is the relationship between the performance of employees and the reward system?
4. Why is the company is currently using the reward system approaches they have
implemented and can these be improved upon?
Chapter Structure
CHAPTER 1. INTRODUCTION: This chapter is based on outlining the overview of
the study as well as topic. In this chapter researcher focus on developing a brief understanding of
topic of the research. Aims, objectives and research questions are also formed in this chapter.
CHAPTER 2. LITERATURE REVIEW: This is the second chapter of dissertation.
Literature review is the like article to review and it is a scholarly paper that includes the current
knowledge inducing substantive findings along with the methodological as well as theoretical
contribution to a particular topic.
CHAPTER 3. RESEARCH METHODOLOGY: This is the third chapter that is based
on the implication of research tools. With the help of research tools, researcher collect, analyse

and interpret the data. It is not possible to reach the aim and objectives without using tools and
techniques.
CHAPTER 4: DATA ANALYSIS AND INTERPRETATION: This chapter is based
on the data collected by the researcher where the researcher will collect information from various
secondary sources. All sourced are valid and authentic.
CHAPTER 5: CONCLUSION AND RECOMMENDATION: This chapter is last
chapter that provide entire summary study that help in valuing data which are collected by
scholar. Various recommendations are provided by researcher to company. Further, conclusion
provides the gist of entire chapters discussed in the report.

CHAPTER 2: LITERATURE REVIEW
Introduction
This is the second chapter of dissertation. Literature review is like an article and it is a
scholarly paper that includes the current knowledge including substantive findings along with the
methodological as well as theoretical contribution to a particular topic. The main purpose of
including this chapter is that it provides user access to investigation on a specific topic through
selection of high quality of articles. It provides meaningful and useful information around the
topic which makes clear understanding of topic. The articles or any other data or information
selected by the researcher must be authentic and reliable so that relevance of study is maintained
from starting to end conclusion. The present chapter of the dissertation will include thematic
literature reviews which means that researcher has formulates three main themes which is based
on the research objectives. Researcher will collect information from different authors and critics
will also be done.
Rewards system and the factors which contribute to their functioning.
According to the Ajmal and et.al., (2015) reward system is a key to raise motivation of
employees within organisation.. The positive outcomes which are earned as a result of the
performance of employees is called as rewards. Employees are the heart of business as they are
people who leads the organisations to its success and achieve desire goals and objectives of
enterprise. If organisations need to achieve the desire goals and objectives then they have to
focus on reward's system as it is directly associated with the productivity of the business.
However, Banks and Kepes, (2015) stated that employees reward system refers to the
programmes which is set up by the organisation to reward performance as well as motivate
employees on individual or group levels. Rewards are normally considered as separate from
salary but the nature might be monetary or other than have cost of the organisation. Rewards
system have now become very important part of the organisation because of intense competition
in the market. In order to starts talented candidates within organisation, reward system plays a
key role. The impulsive relationship of employer and employees is also called as rewards and
incentives.
As per the views of Hitka and Balážová, (2015) it is very important for all organisation to
make the employees fully satisfied and happy, it is because they are key to achieve success.
Reward system is mostly considered as most common way to achieve the desire goals and

objectives of the company. Even so, having a good reward system aids in keeping employee’s
loyal, happy to the organisation and eager to move up the ladders. There are many forms of
rewards which organisation used to adopt such as public recognition, additional pat, motivate
employee to move forwards and work harder. The main purpose of organising reward system is
maximum employee retention as well as raising the productivity in the work. However, Shields
and et.al., (2015) argued that, organisation implement effective rewards system for the sake of
there organisation like for raising the brand image, reputation of the company and gain
competitive edge in the market place. It is true that rewards system is for employees but it is
alternatively benefits the organisation itself.
Cooke and et.al., (2016) stressed on human resource department of the company in
organising effective reward system in the organisation as they are the key to retain employees as
well as raising the level of motivation. There are essential to the company because they have the
skills and expertise necessary to negotiate benefit packages for employees, within the budget of
the company as well as consistent with the economic conditions. They are also familiar with the
benefits of employees most likely to attract as well as retain employee’s. It is also very essential
that Human resource department should focus on raising the optimum satisfaction of the
employees. However, there are mainly two types of reward system which are organised by
human resource department are Intrinsic Rewards and Extrinsic Rewards.
Faisal Ahammad and et.al., (2015) extracted that, the satisfaction level of employee’s
which is gained through the job itself is called as intrinsic rewards. There are some factors which
contribute to their functioning like self-actualization and esteem needs. It is very essential that
employees working in the company should feel pride working with the company. These
satisfactions are self-initiated rewards as well as are consummated internally by the workers. The
reward system of the company should consist of having feeling of accomplishment, being a part
of team and feeling of pride at work and all other intangible feeling of a person. Aguenza and
Som (2018); argued that intrinsic rewards do not lead to optimum level of satisfaction of
employees as rewards without monetary factors are incomplete. To raise the employee
motivation and boost employee engagement, it is very important to have monetary factors in the
reward system.
As per the findings of De Gieter and Hofmans, (2015) extrinsic rewards is one of the best
practice to raise the productivity along with the productivity of the company. These are the

benefits which are provided externally as well as these are in terms of fringe as well as money
benefits and it includes promotions, fridge and money benefits. Extrinsic benefits are necessary
to fulfils safety and psychological requirements of employees. As compare to non-monetary
benefits, monetary benefits are very effective in raising the employee satisfaction. But Bin,
(2015) argues that, only external benefits is not useful and meaningful for the organisation as
well as for employees. The best practices that boost employee satisfaction and employee
engagement. The combination of both Intrinsic and Extrinsic rewards is one of the best practise
and it is best for gaining the employee's satisfaction, raising the productivity, boosting employee
engagement, raise the moral of employees and most important increase the rate of retention of
employees.
Relationship between the performance of employees and the reward system.
As per the findings of Shields and et.al., (2015) there is direct relationship between the
performance of employees and the reward system. Rewarding good performance is challenging
task but it is vital for the organisation to raise the employee's satisfaction. It is one that is very
essential to support improvement in performance sought through the initiative of strategic
management. If organisation do not take initiative in organising effective rewards system, it is
not possible to achieve the desire goals and objectives. However, Eisenbeiss, Van Knippenberg
and Fahrbach, (2015) the main purpose of rewards is to along the employees with the strategies
of organisation by providing incentives for them in order to act in the interest or sake of
enterprise as well as perform well over time. It is very essential to achieves desire goals, rewards
should be closely justified the strategies of company. For example, the case of Ashworthblack
company help other organisations in designing effective reward system within organisation. As
per the needs of business, they used to formulate the annual bonus schemes which is very
important for the sake of the business as well as for employees working in the company.
Kiruja and Mukuru, (2018) said that, in order to prove the relationship between
performance of employees with reward system, Maslow Hierarchy Theory of Motivation. This
is one of the best theory that clears the relationship between the performance of employee’s and
reward system. As per the theory, by satisfying the needs of employees, the performance of
employees is improved which results in improving the productivity of the company. There are
five factors in this theory which are psychological needs, safety needs, belongingness and love
needs, esteem needs and Self-Actualization needs. These are five elements which are important

for the organisation to fulfils the needs and expectations of employees. All these needs are shown
in a pyramid in which self-actualization needs is one top. This needs is closely related and
reward system of the company. The reason behind is that today in the world of fast competition,
each and every person desire to achieve growth and development working with the organisation.
If there is no growth opportunities, it is not possible to retain employee’s for longer period as
well as to obtain the highest level of performance. However, another Aslam and et.al., (2015)
argues that, basic needs are very important for the employees to boost there satisfaction because
if basic needs are not fulfilled, it is not possible to improve the performance. Thus, to motivate
employees, it is very important to fulfils the basic needs so that they could give there a hundred
percent to the company.
As per findings of De Gieter and Hofmans, (2015) rewards programs have motivational
effects on employees in terms of boosting improvement in in-role performance as it might do so
at the expense of extra role performance. It is true that if the programmes conducted by company
on rewards is effective and efficient then it will lead to positive impact on the performance of the
employees. Increasingly firms are realizing that they ave to established an equitable balance
between the contribution to employees to the firms as well as contribution of firm to the
employees. Establishing this balance is one of the main reasons to recognise as well as reward
system. There are three main elements on which organisation use to ficus that includes
compensation, recognition and benefits. Bin, (2015) stressed that workers who get recognise and
rewards tends to have higher level of confidence, more willingness and higher level of self-
esteem. They are ready to take any challenges and accept changes easily within organisation.
However, Lau and et.al., (2017) said that, establishing reward system in public companies is
mainly to improve the employees, its workers have been criticized of being corrupt, lack of
expertness and lazy in there work. Organisations used to organise programmes for better so that
the employees provide better performance. It is fact that if rewards system of the company is not
okay than it is not possible to achieve desire goals and objectives because only salary amount
could not able to motivate employees. Mone and London, (2018) argues that, rewards system is
good but is not at all possible for all types of organisation especially small and medium term
organisation to organise reward and recognition system for employees it is because it incurred
huge amount of cost which is sometimes not bearable for some enterprises. However, Mostafa,
Gould‐Williams and Bottomley, (2015) also argued with another point that reward system

develops the unnecessary needs and demands of employees which is not yet possible for
organisation fulfilled like psychological needs. So, rewards system should also be planned by
evaluating the pros and cons of each and every aspect.
Current rewards system used in organisation in transport industry and ways to bring
improvement in them.
As per the view of Deming, (2018) with increasing the effectiveness of reward system,
organization are now very concern about this, just because of direct relations between the
rewards and recognition system with the performance of employees. In competitive climate of
business, business owners are highly concern on the quality by controlling the operations cost.
Whereas, a powerful economy resulted in a tight market for job, so small and medium scale
businesses are looking for more out of them. Recognition and reward system are one of the best
methods motivate employees within organisation as well as to bring changes in the habits of
work as well as behaviour of employees towards organisation. However, Reason, (2016)
articulated that in order to gain competitive advantage in the market through employees skills
and knowledgeable, it is very important to emphasize on the current trends in rewards and
recognition system in the market.
As per the findings of Burke, (2017) rewards system are mainly Intrinsic Rewards and
Extrinsic Rewards but there are various other classifications under these systems. The main
objectives of reward schemes formulated by the organisations human resources departments is to
support company goal by aligning the employee’s goals. In addition to this, it also ensures that
company is able to dire as well as retain sufficient number of labours with correct skills. It is
very important for organisation in transportation industry to retain employees especially lorry
drivers it is because lorry drivers knows the location or address of, suppliers, clients of the
company. Retention is very important in transportation industry. However, transportation
industry is adopting various reward system such as sense of achievement, words praise from
seniors, recognition, taking pride from the job, autonomy on workplace, annual meets and
programs. These are intrinsics rewards system.
Boer and et.al., (2017) said that organising annual meets and functions in the company
once in a year motivates employees. All the promotions and achievements are announced by the
directors from the stage to all stakeholders by which employees in the organisation feel valued.
It motivated employees when there names are announced by the directions. However, Stark,

(2015) said that, organisation should have strategies to praise employees from seniors at work,
this also motivate employees. Furthermore, intangibles rewards directly influence the feeling of
employees positively and it improves the work. Schwab, (2017) identified that, recognition is the
best intangibles rewards as compare to all as ever employees wants to be renovated at the lace
where they are working by co-workers. Recognition of employees is benefited for both employer
and employees more than any monetary rewards. It is fact that intrinsic reward's system is best
and effective to motivate employees.
According to the Sarkis, (2017) bonus and commission are also a current rewards system
which is used by the organisations in transportation industry to motivate employees. For lorry
drivers, company use to set commission amount by reaching the standard level of the company.
For example, on time basis, quantity basis and many other basis are set by the organisation in
transportation industry. On some festivals or occasions, organisation distribute bonus to
employees which the appreciation of there efforts made for generating high profits. Financial
rewards leads to deep impact on the operations and functions of the organisation. However,
Jaques, (2017) said that fringe benefits are also current rewards system which is used by
companies in transportation industry. Companies provides extra facilities separate from salary
like caps facilities, health insurance, company car, pension scheme, employee discount schemes,
LTC scheme and many others. It improved the working conditions at work place and it is very
beneficial for the company as it improved the performance and motivate employees. However,
Moxen and Strachan, (2017) argues that, promotion is one of the best reward and recognition
system which organisation follows and it greatly benefited to the company. Some workers are
performing on average basis whereas some others are performing very hard so to make the
differences and motivate both employees, promotion is best to achieve the desire goals.
Promotion not only motivate only one who is promoting but is also motivated there colleges to
improve there performance to get the promotion. Promotion is one of the best and current
rewards system that is used by organisation and the benefits are more than compare to all other
rewards system discussed above.
As per Burke, (2017), Key performance indicator is one of the best way to bring
improvement in the rewards and recognition system within organisation. This is best and reliable
indicator which provides effective results of the performance. By using this tool, management
can access the gap of standard performance and actual performance which helps to provide better

results and free from bias and personal interest. Thus, organisation could use KPI as a tool in
rewards system. However, Reason, (2016) said that, another way to improve the reward's system
within organisation is using the tool benchmarking. It is the practice of comparing business
processes as well as performance metrics that helps to identify the current performance. Thus,
this tool also provides assessment of the performance of employees and bring improvement in
existing reward system.
CHAPTER 3: RESEARCH METHODOLOGIES
Introduction
Once the literature review is completed, researcher have to start thinking about the study
that scholar has designed to answer the gap that is identified. Research methodology is the very
important chapter of the dissertation as it provides systematic way to collect the data or
information for the study. It is the process which is used to collect the information and data for
the purpose of making the business decision. It is the specific techniques or process that is used
to identify, select, process and analyse the information about the topic. It is very important for
the researcher to evaluate the type of methodologies which is been most suitable and appropriate.
With the help of this chapter, it becomes clear to distinguish between qualitative and quantitative
study. In this present dissertation, researcher has taken various research methodologies such as
research type, methods, design, philosophy, sampling, data collection, data analysis, ethical
consideration research limitations in order to make the research study authentic and valid. This
present chapter will provide outline along with the justification for the methods used by the
scholar in conducting the research study.
Research Type
When it comes to conducting the research, it is very important to select the suitable
methods and techniques to conduct the research study. Research is the systematic and proper
investigation into and study of materials as well as sources in order to establish the facts and to
reach new conclusion. As compare to others, selection of research methods is most essential and
critical choice of the researcher. Quantitative and Qualitative are two methods for conducting the
research study. Basically, there are two methods for conducting the research which are
qualitative and quantitative research.
The research in which the data is collected through subjective as well as interpretivist
perspectives is called as qualitative data. However, qualitative research is generally a small

sample of respondents due to tome constraints. Thus, the type of study that is based on feeling,
words, opinions or non numeric figures is called as qualitative research. On the other hand, the
research study that is based on statical data, or numeric figures is called as quantitative study. All
the data or information collected from quantitative methods are measured objectively. Statistical
analysis and numerical Comparison are two methods used to analyse the data in quantitative
research.
In this present research, scholar has applied qualitative methods in which information is
collected through primary methods via survey as well as it is analysed by thematic analysis.
Therefore, researcher has successfully identified the impact of reward system on the productivity
of employees at Maritime Transport LTD by using qualitative research methods.
Research Design
The research design is another most essential elements as it provides clarity regarding the
schema of the entire project in a better manner. Research design also provides clear and crystal
path to scholar so that all the task and activities are achieved in actively manner. Basically, it is a
plan to answer the research questions and it is the systematic strategy that is used to implement
the plan. However, there are mainly two types of research design which are experimental and
descriptive research design.
The type of research design that is used to develop the relationship between the cause and
effect of a situation. This effect is caused by the independent variable on the dependant variable
which is observed in the experimental research design. This research design is suitable on
quantitative research methods. On the other hand, the type of research design that is solely
interested in describing the situation or case under the research study is called as descriptive
research design. The information is based on theoretical aspect where data is gathered, analysed
and interpreted on theoretical perspectives.
In this present research, scholar has applied descriptive research design as it is most
suitable for the research study that is based on the quantitative methods. Therefore, researcher
has successfully identified the impact of reward system on the productivity of employees at
Maritime Transport LTD by using descriptive research design.
Research Approach
Once researcher select the research methods and techniques for completing the research,
now, scholar have to start looking for the selecting appropriate research approach. Research

approach is the plan and procedure which consist of the steps of wide assumption to detailed
methods of data collection, analysis and interpretation. It is very important for the researcher to
select the most suitable and appropriate approach as it helps the scholar to identify the
subsequent elements of the study.
There are mainly two types of the research approach which is used to collect, analyze and
interpret the information for the research are deductive and inductive. The type of research
approach that begins with the observations as well as theories which are proposed towards the
end of the research process is called as inductive research approach. On the other hand, the type
of research approach that focus on causality and it starts with hypothesis which is called as
deductive research approach.
In this present research, scholar has applied deductive research approach in order to
explore new idea and answer the research questions in a systematic manner. Therefore,
researcher has successfully identified the impact of reward system on the productivity of
employees at Maritime Transport LTD by using deductive research approach.
Research philosophy
Research philosophy is a belief about the style in which data or information about the
phenomenon must be gathered, analysed and interpreted. It is very broad topic as it deals with
the nature, source and development of the knowledge. However, there are mainly two types of
research philosophies which are Interpretivism and Positivism. Basically, the selection between
positivism and interpretivsim is very critical aspect in the research.
When it believes that relatability is stable and it can be observed as well as described
from the viewpoint of objectives without meddling with the studied phenomenon is known as
positivism philosophy and it is mainly suitable for the qualitative research study as it is highly
structured. On the other hand, the philosophy which study the phenomenon that is small in
sample and in-depth evaluation and in this philosophy the reality can be understood more
closely.
Researcher has applied Interpretivism philosophy as it is most suitable when research
study is based on quantitative research because this philosophy provides the best and in-depth
results when sample size is small. Thus, with the application of Interpretivism philosophy,
researcher has successfully identified the impact of reward system on the productivity of
employees at Maritime Transport LTD by using deductive research approach.

Sampling
Sampling is the most important part of the research methodologies when the research is
based on qualitative methods. It is because, if sampling technique is not applied then it is not
possible to reach the end conclusion. Sampling is the process to select a small part of population.
A population is a group of people which is studies in the research which could be the members of
company, city, town or any other institution or community. Sampling techniques is important
because it is not possible for researcher to study the entire population because of scarcity of
resources and time. Thus, in order to solve this issue, researcher select the small sample for
further study. Researcher have to consider so many factors for selection of sample because the
entire validity and relatability depends on the selection of sample.
However, probabilistic and Non-probabilistic sampling are two types of sampling
techniques. The sampling techniques where respondents have equal chances of being selected in
sample is called as Probabilistic sampling. Whereas, the sampling technique where respondents
do not have equal chances of being selected is called as Non-probabilistic sampling. In this
current study, scholar has used probabilistic sampling in which simple random sampling
technique is used by taking 30 employees of Maritime Transport LTD with the help of
questionnaire circulated to them. This means that sampling has served the purpose of research
with ease.
Data Collection
After the selection of sample, researcher start looking for the data collection procedure
which is another most important part of the research as it is another component in carrying out
investigation in a better way. It is the systematic process to gather and measure the data on
targeted variables that helps to answer the research questions. However, there are mainly two
methods that is used to collect the information are primary and secondary techniques. It is very
important for researcher to collect the data very systematic and authentic way because entire
study is depending on data collected by scholar.
The data which is first hand and in which information is assembled by the scholar own-
self is called as primary data. It is also called as real time data because each and every thing is
observed by the researcher's own eyes. For example, survey, questionnaire, experiments,
personal interviews, observation etc. On the other hand, the information which is collected by
any other sources are called as secondary methods. It is past data as the information are used by

many persons for example, government publications, books, journals, internal records, websites,
articles etc. The data which is collected by researcher from primary sources are more reliable as
compare to secondary methods, but primary data are time consuming. In this current research,
scholar has used both methods in order to attain clarity by taking both the types. Scholar has
used probabilistic sampling to select the participants in which simple random sampling technique
is used by taking 30 employees of Maritime Transport LTD with the help of questionnaire
circulated to them. The reason behind selecting these participants is to get relevant data and
information related to the research within the selected company. Employees have good
knowledge of the company they work for and its various areas. In order to reduce the rate of
refusal researcher has focused on survey introductions along with designing introduction letters
and emails to share the topic of research with the employees or participants.
Data Analysis
Researcher when collects the data from primary and secondary sources both, then scholar
looks for the analysis of data or information. The process of inspecting, cleaning, transforming
and modelling of data is called of data. The main purpose of data analysis process is to discover
useful and meaningful information because the data collected is raw. It is very important for
researcher to analyze the data in a very designated manner so that the data collected reveals a
useful information for the users. However, qualitative and quantitative are two main techniques
which are used for data analysis.
The technique which is associated with the numerical analysis where the data is collected,
classified and then computed for certain finding's using a set of statistical methods is called as
quantitative analysis. In quantitative analysis, SPPS, Spread sheet and other statistical tools are
being used for analysis of data. On the other hand, the technique in which data is analysis
without any quantified and numerical figures and understand of data is very deep and it provides
insight into the attributes on respondents. In this technique, the data is analysis by thematic
analysis by carrying out various themes bring prepared from primary data. The data is presented
through charts, graph and tables. In this current research, data is analyzed by using qualitative
methods as researcher has prepared themes from primary data and produced tables and graph for
enhancing analysis of data.

Ethical Consideration
When it means to conduct research, ethical consideration is very important for the
researcher to abide with. In research, ethical consideration are critical as these are the norms,
standards that scholar have to follow because it makes difference in between what is right and
wrong. The main purpose of ethics and standards is that it prevents against the falsifying and
fabrication of data and hence promote the pursuit of knowledge as well as truth which is
fundamental objectives of the investigation. Ethical consideration also maintain the validity and
reliability of the research. In this present research researcher has follows all the ethics and norms
which are as follows-
 All the consent taken are informed.
 Participants are allowed to leave the survey whenever they wish and participation is not
forceful.
 All the sensitive topics like religions, race, caste are strictly avoided in the research.
 The security and privacy of information or data are concerned by the research during and
after the investigation.
 All the secondary sources are authentic and reliable.
Research limitations
Limitations are also one of the element in the research methodology which is not able to
control by the researcher. These are also called as shortcoming in the research. In this current
research, scholar has faced various limitations in the research which are as follows-
 Cost: It is very important element in the cost because each and every task or activities
requires cost in order to attain the desired goals and objectives in the best possible
manner. Here researcher has incurred cost in various expenses like stationery, printing,
travelling and many others. But in data collection process the cost raises because of
travelling and many such reasons.
 Time: Researcher has prepared proper schedule of all the activities but still in some
activities time is extended like in evaluation of each research methodologies, in data
collection process etc.

CHAPTER 4: FINDINGS AND DISCUSSION
Introduction
This is one of the critical chapter of the research as the result of the study is depends on
the findings of the research. In this present chapter, the data is collected from primary techniques
in which survey has been conducted via questionnaire. 30 employees of Maritime Transport LTD
has been taken as representatives and researcher distribute questionnaire to them to fill.
QUESTIONNAIRE
Name of Company: Maritime Transport LTD
Designation of Respondents: Employees (Lorry Drivers)
Number of Respondents: 30
Age:
Gender:
1. From how long you are working for Maritime Transport LTD?
 2 to 3 years
 3 to 5 years
 5 to 8 years
 8 years and above
2. How satisfied are you while working for Maritime Transport LTD?
 Extremely Satisfied
 Satisfied
 Neutral
 Extremely Dissatisfied
 Dissatisfied
3. On the scale of 1 to 5, how would you rate your work-life balance?
 1
 2
 3
 4
 5
4. Do you feel valued at work?

 Yes
 No
 Not Sure
5. Do you think the reward and recognition of Maritime Transport is effective?
 Yes
 No
 Not Sure
6. How often your company manager provide recognition and reward's to the employees?
 Quarterly
 Half-yearly
 Yearly
7. What would you find meaningful being recognised for the work accomplishment for your
manager?
 Verbal Acknowledgement
 Lunch with supervisor
 Personal card
8. Are your satisfied with the reward system of your company?
 Extremely Satisfied
 Satisfied
 Neutral
 Extremely Dissatisfied
 Dissatisfied
9. What are the advantages company enjoys having effective rewards system within
organisation?
 High Retention
 Rise in Productivity
 Improve Reputation
 All the above
10 What you expect a reward from your company?
 Monetary Rewards
 Non-monetary Rewards

 Both
11. What type of monetary rewards you expect from your company?
 Bonus
 Commission
 Promotion
 Transfer
12. Do you feel, reward system is directly linked with the performance of the employee's?
 Highly Agree
 Agree
 Neutral
 Highly Disagree
 Disagree
13. According to you, which is the best performance indicators for checking the performance?
 Key performance indicator
 360 degree feedback
 Personal observation
14. Do you think your organisation needs to change the current reward's system? If yes, provide
justification.
 Yes
 No
 Not Sure
Recommendations if any.....
Data Interpretation:
Theme 1: large number of respondents are working with Maritime Transport LTD since 3 to 5
years.
PARTICULARS EMPLOYEES
2 to 3 years 7
3 to 5 years 10

5 to 8 years 8
8 years and above 5
Theme 2: Maximum Employees are satisfied working for Maritime Transport LTD.
PARTICULARS EMPLOYEES
Extremely Satisfied 6
Satisfied 10
Neutral 3
Extremely Dissatisfied 4
Dissatisfied 7
2 to 3 years
3 to 5 years
5 to 8 years
8 years and above
0
1
2
3
4
5
6
7
8
9
10
EMPLOYEES

Theme 3: Employees are rating 4 for work-life balance.
PARTICULARS EMPLOYEES
1 6
2 4
3 3
4 10
5 7
2 to 3 years 3 to 5 years 5 to 8 years 8 years and above
0
1
2
3
4
5
6
7
8
9
10
EMPLOYEES

Theme 4: Employees feel valuedat work.
PARTICULARS EMPLOYEES
Yes 17
No 8
Not Sure 5
1
2
3
4
5
Yes
No
Not Sure
0 2 4 6 8 10 12 14 16 18
EMPLOYEES

Theme 5: Reward and recognition of Maritime Transport is effective.
PARTICULARS EMPLOYEES
Yes 19
No 9
Not Sure 4
Yes No Not Sure
0
2
4
6
8
10
12
14
16
18
20
EMPLOYEES

Theme 6: Company managers provide recognitions and rewards to employees on Half-yearly
basis.
PARTICULARS EMPLOYEES
Quarterly 9
Half-yearly 13
Yearly 8
Theme 7: Employees find verbal acknowledgement is meaningful being recognised for the
work accomplishment.
PARTICULARS EMPLOYEES
Verbal Acknowledgement 13
Lunch with supervisor 9
Personal card 8
Quarterly Half-yearly Yearly
0
2
4
6
8
10
12
14
EMPLOYEES

Theme 8: Employees are satisfied with the reward system of the company.
PARTICULARS EMPLOYEES
Extremely Satisfied 8
Satisfied 9
Neutral 2
Extremely Dissatisfied 5
Dissatisfied 6
Verbal Acknowledgement
Lunch with supervisor
Personal card
0
2
4
6
8
10
12
14
EMPLOYEES

Theme 9: Advantages company enjoys having effective rewards system within organisation.
PARTICULARS EMPLOYEES
High Retention 5
Raise Productivity 7
Improve Reputation 6
All the above 12
Theme 10: Monetary rewards are majorly excepted by the employees for company.
PARTICULARS EMPLOYEES
Monetary Rewards 12
Non-monetary Rewards 10
Both 8
Extremely Satisfied
Satisfied
Neutral
Extremely Dissatisfied
Dissatisfied

Theme 11: Commission is the monetary rewards that employees want from company.
PARTICULARS EMPLOYEES
Bonus 7
Commission 9
Promotion 6
Transfer 4
Theme 12: Reward system is directly linked with the performance of the employee's.
PARTICULARS EMPLOYEES
Highly Agree 8
Agree 9
Neutral 2
Highly Dissatisfied 5
Bonus
Commission
Promotion
Transfer

Dissatisfied 6
Theme 13: Key performance indicators is the best performance indicator.
PARTICULARS EMPLOYEES
Key performance Indicator 16
360 Degree feedback 9
Personal Observation 5
Highly Agree
Agree
Neutral
Highly Dissatisfied
Dissatisfied

Theme 14: Organisation needs to change the current reward's system.
PARTICULARS EMPLOYEES
Yes 18
No 8
Not Sure 4
Key performance Indicator
360 Degree feedback
Personal Observation

Yes
No
Not Sure

CHAPTER 5: DISCUSSION AND CONCLUSION
Discussion
Theme 1: large number of respondents are working with Maritime Transport LTD since 3 to 5
years.
Interpretation: The above survey conducted from 30 employees of Maritime Transport LTD and
it is identified that large number of respondents are working with the company for last 3 to 5
years. There are 7 employees who are employed in the organisation for last 2 to 3 years and 8 are
working for last 5 to 8 years. Rest of 5 are working for last 8 years as they are senior most
employees in the company. Thus, it is clearly understood that respondents selected are eligible
for answering the question correctly as all are connected wit the company for more than 2 years.
Theme 2: Maximum Employees are satisfied working for Maritime Transport LTD.
Interpretation: The above survey conducted from 30 employees of Maritime Transport LTD and
it is identified that maximum respondents are satisfied working for the cited company. They said
that the reward's system, culture of company is very nice and they are feeling good working for
the company. There are 6 employees who are extremely satisfied working for the organisation as
they said that there are organisation have well-defined structure and high transparency which
motive them to work. As the words of Hitka and Balážová, (2015) supported that, it is very
important for all organisation to make the employees fully satisfied and happy, it is because they
are key to achieve success. On the other hand, there are 4 employees who are extremely
disagreed. As per there perspective, the reward system is not effective which demotivate them. 7
are also not supporting as they are saying that the work-culture s not good which dis-satisfied
them to work. Rest of 3 have neutral answer.
Theme 3: Employees are rating 4 for work-life balance.
Interpretation: The above survey conducted from 30 employees of Maritime Transport
LTD and it is determined that maximum respondents are rating to 4 which means that they are
balancing there life between work and family or leisure activities and it is important for the
bringing productivity in the work. This shows that employees are satisfied with the company and
Maslow hierarchy theory supports that employees needs love, belongingness and affection needs
while working (Horta and Santos, 2016). On the other hand, there are 6 people who are giving
rating only 1 which shows that they are not able to balance the work-life as they said that work
pressure is very high in this company and motivation is very less.

Theme 4: Employees feel valued at work.
Interpretation: The above survey conducted from 30 employees of Maritime Transport
LTD and it is determined that employees feel valued at work as said by 17 respondents. They
said that mangers and seniors are very supportive and friendly nature, further they also
appreciate there work on timely basis and company also organise function, annual meets which
motivate them to work. As secondary data supports that organising annual meets and functions
in the company once in a year motivates employees (Lee and Raschke, 2016).
All the promotions and achievements are announced by the directors from the stage to all
stakeholders by which employees feel valued. Whereas, 8 employees are dis-satisfied as they
said that there do not feel valued with the company. As per there perspective, rewards and
recognition programmes are organised fr organisation sake not for employees only. As per the
literature review, reward system also makes the organisation to be more competitive as skilled
candidates will be attracted towards the company through effective and efficient rewards system
in the organisation.
Theme 5: Reward and recognition of Maritime Transport is effective.
Interpretation: The above survey conducted from 30 employees of Maritime Transport
LTD and it is determined that reward and recognition of cited company is effective as sad by 19
respondents. They said that current reward's system used in the company is very effectual and
efficient for employees and company both. As supported by literature review, to gain
competitive advantage in the market through employees skills and knowledgeable, it is very
important to stressed on the current trends in rewards and recognition system in the market. On
the other hand, 9 people are against of this as they said that rewards system is okay but still it
needs more improvement as the best reward system are which have combination of both
monetary and non-monetary rewards.
Theme 6: Company managers provide recognitions and rewards to employees on Half-yearly
basis.
Interpretation: The above survey conducted from 30 employees of Maritime Transport
LTD and it is determined that the managers of the company provides recognition and reward to
them on half-yearly basis as said by 13. They said that they now company is highly concern on
reward system because it is directly connected to profitability of the company. As per the
literature review, transport companies provide rewards on time basis, quantity basis and many

other basis are set by the organisation in transportation industry because they need experience
and skilled drivers. On the other hand, there are some employees who receives reward on
quarterly and yearly basis because of there performance.
Theme 7: Employees find verbal acknowledgement is meaningful being recognised for the
work accomplishment.
Interpretation: The above survey conducted from 30 employees of Maritime Transport
LTD and it is determined that verbal acknowledgement is meaningful being recognised for the
work as they said that verbal acknowledgement praised employees to work more better. As
literature review support that, organisation should have strategies to praise employees from
seniors at work, this also motivate employees as intangibles rewards directly influence the
feeling of employees positively and it improves the work. 9 people are supporting that they find
meaningful to lunch with supervisors as this also make them valued. As per the secondary views,
recognition is the best intangibles rewards as compare to all as ever employees wants to be
renovated at the place where they are working by co-workers.
Theme 8: Employees are satisfied with the reward system of the company.
Interpretation: The above survey conducted from 30 employees of Maritime Transport
LTD and it is determined that employees are satisfied with the reward system of cited company
as 8 are supporting. As per there opinion, company provides bonus and commission which raise
the satisfaction level. There are 9 people who are supporting and they are satisfied with the
reward system. As per the views in literature, reward system is a key to raise motivation of
employees within organisation and it is directly associated with the productivity of the business
(McManus and Mosca, 2015). On the other hand, there are 5 employees who are extremely
dissatisfied as they said that organisations is not focussing on inner motivation of employees as
they are only emphasizing on the raising the productivity in the work so that they could gain
competitive advantages.
Theme 9: Advantages company enjoys having effective rewards system within organisation.
Interpretation: The above survey conducted from 30 employees of Maritime Transport
LTD and it is determined that there are many advantages that organisation enjoys by having
effective reward system within organisation which are high retention of employees, raise
productivity, improve reputation and others. As per the views in literature, combination of both
Intrinsic and Extrinsic rewards is one of the best practise and it is best for gaining the employee's

satisfaction, raising the productivity, boosting employee engagement, raise the moral of
employees and most important increase the rate of retention of employees (Ogunyomi and
Bruning, 2016). Maximum number of employees are supporting to all the above option as it is
very essential for organisation to keep the employees satisfied.
Theme 10: Monetary rewards are majorly excepted by the employees for company.
Interpretation: The above survey conducted from 30 employees of Maritime Transport
LTD and it is determined that monetary rewards are majorly excepted by the employees for the
company as said by 12 people. They said that monetary rewards like bonus, commission bring
efficiency in there work. As per the findings in literature, rewards system can be both monetary
and non-monetary but monetary rewards raise the motivation level as compared to non-monetary
rewards especially for lorry drivers, monetary rewards are more suitable as their satisfaction
level is raised and it will beneficial in raising the productivity level of the company (Ali, Amin
and Hamid, 2016).
Whereas there are 10 employees who are supporting to non-monetary rewards as per
there perceptive people now want growth and development more than bonus and commission.
On the other hand, 8 are supporting both which is supported by secondary information that only
monetary benefits is not useful and meaningful for the organisation as well as for employees and
it is an effective practice that encourage employee satisfaction and employee engagement.
Theme 11: Commission is the monetary rewards that employees want from company.
Interpretation: The above survey conducted from 30 employees of Maritime Transport
LTD and it is determined that commission is the monetary rewards that employee want from
cited company as said by 9 respondents. They said that commission raises there efficient in
work, as HR have set the quantity and time for deliver of good if that standard is achieved they
get commission. As per the perspective of 7 employees, bonus is the best reward that they want.
According to the views in secondary research, bonus can be delivers by company either financial
or non-financial on some festivals or occasions which the appreciation of there efforts made for
generating high profits.
On the other hand, 6 employees wants promotion from the company as they believed that
it is one of the best combination of monetary and non-monetary reward. As per the findings in
literature review promotion not only motivate only one who is promoting but is also motivated
there colleges to improve there performance to get the promotion.

Theme 12: Reward system is directly linked with the performance of the employee's.
Interpretation: The above survey conducted from 30 employees of Maritime Transport
LTD and it is determined that reward system is directly linked with the performance of
employees as 8 respondents are highly agreed. As per their perspective, if rewards system satisfy
the employees expectations and demand it will motivate employees to perform in more better
way. As per the views in literature review, if company do not take initiative in organising
effective rewards system, it is not possible to achieve the desire goals and objectives. 9
employees are agreed as they are supporting that reward system is directly linked with the
performance of employees because of direct relationship (Huang and et.al., 2016).
On the other hand, there are 5 employees who are against of this as they said that rewards
system is not only the single element which is linked with the performance, work culture is very
essential and it is directly linked with the better performance. 6 respondents are also not
supporting as per there views, reward system develops the unnecessary needs and demands of
employees and make the workers very demanding. Only two participants are there who are
giving neutral answers as they are little bit confused.
Theme 13: Key performance indicators is the best performance indicator.
Interpretation: The above survey conducted from 30 employees of Maritime Transport
LTD and it is determined that key performance indicator is one of the best performance indicator
that as supported by 16 members. They said that the result of KPI is far from personal interest or
bias and the results are also reliable and authentic. As per the view in literature, By using key
performance indicator tool, management can access the gap of standard performance and actual
performance which helps to provide better results and free from bias and personal interest. On
the other hand, there are 9 participants who are supporting to 360 degree feedback is best tools as
it provide complete information about the employees like behaviour, work, discipline etc. There
are 4 other employees who are supporting personal observation from top managers is best for
rewarding employees.
Theme 14: Organisation needs to change the current reward's system.
Interpretation: The above survey conducted from 30 employees of Maritime Transport
LTD and it is determined that organisation need to change the current reward system as 18
respondents are supporting yes option. They said that there organisation only focus on promotion
and commission which is not only enough to appraise the performance as now people want

verbal acknowledgement or any other intrinsic rewards for growth and development of career.
However, company also provides fridge benefits but these benefits are less usable for lorry
drivers because of there work schedule.
As per the literature view, promotion and commission are one of the best reward and
recognition system which organisation follows and it greatly benefited to the company as kit
motive other to reach that level (Quan, Chen and Shu, 2017). Whereas, there are 8 employees
who are against of this as they said that there is no need to change rewards system of the
company and it bringing productivity in the work of employees as well as company too. Rest of
4 are confused.
From the above analysis and interest of researcher, there are some findings that must be
followed as well as implemented within organisation to enrich the performance of Maritime
Transport LTD. Discussion are provided from both above analysis and from external sources as
well. With these recommendations or suggestions company can enhance the productivity of the
company as well as make the employee satisfied and motivated. First of all, company should get
the employee involved with the organisation so that it becomes the reweds to recognition
company is providing to employees make them satisfied. If the reward's system that company is
planning and if it is not satisfying the employees than it will be wasted of time and money ( Li,
Kim and Zhao, 2017). Researcher also recommended that reward should be tied to passions and
purpose not to pressure and fear. It is true that fear is powerful motivator but only for a shirt time
and them dissipates. For example, if employee are intentional motivated by the company by
warning them of major shortage of fund unless they do a better job than they will likely to be
very motivated to work even challenging. Researcher also recommended that company should
organise recognition policies within organisation structure like manager should appraise the
work verbally at workplace so that employees feel motivates.
From the literature review section, it is also identified that the best rewards system is the
combination of both Intrinsic and Extrinsic rewards is one of the best practise and it is best for
gaining the employee's satisfaction, raising the productivity, boosting employee engagement,
raise the moral of employees and most important increase the rate of retention of employees
(Liang and et.al., 2015). For example, promotion of position with salary. Further, researcher also
recommended that, human resource department should make an effective and close relationship
with employees so that they can understand the employees issues and demands more insight. By

this, management will evaluate the demands and expectation of employees and make them fulfil
as soon as possible. Further, HR could also formulate effective rewards and recognition
strategies if they make a good relationship with employees at workplace. Moreover scholar also
identified that rewards should occur shortly after the behaviour they are intended to reinforce. It
is because the close the occurrence of the rewards to the occurrence of the desired behaviour at
workplace (Bin, 2015). It becomes easy to make the employee realises why they are being
recognised and rewarded.
Conclusion
The above dissertation comes to the conclusion that rewards system is very important for
raising the employee satisfaction as well as productivity of the company. Employees are the
backbone of the company and it is true that none of the organisation can achieve success without
satisfying the needs and expectation of employees. Employees motivation is very important for
the success as well as fruitfulness of the company. In today's era, organisation are highly concern
about the retention of skilled and knowledgeable employees. It is not possible for any
organisation to achieve desire goals and objectives if employees are not engaged with employer.
Moreover, the above finding's also discovered that, if company needs to achieve the desire goals
and objectives, they have to focus on the reward's system as it is directly associated with the
productivity of the business.
Further, the literature review section also concluded that employees reward system is the
programmes which is set up by the organisation to reward performance as well as motivate
employees on individual or group levels. However, rewards are normally considered as separate
from salary or wages of employees. If the reward's system of company is not attractive it will
affect the performance of entire company in negative. The above finding also stressed on human
resource department of the company in organising effective reward system in the organisation as
they are the key to retain employees as well as raising the level of motivation. Employee
retention is the key to build reputation of the company as it is also linked with incentive and
reward system of the company.
The whole study was successfully being able to established the level of rewards influence
the performance of company as well as productivity of employees in regards to motivation and
retention of workers. The above research study was conducted on the impact of reward system
on the productivity of employees (lorry drivers) at Maritime Transport Ltd and it was founded

that maximum employees are satisfied with the reward system of the company but still they are
expecting to change the current reward system in the company. Maritime Transport LTD is
growing from 2001 to 20018 company, the period of 18 years company has become one of the
largest multi-model transport businesses in United Kingdom and it is only because of retention of
skilled and knowledgeable employees within organisation.

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