Reward Systems and Employee Productivity

This assignment investigates the relationship between reward systems and employee productivity. It examines whether reward systems effectively assess performance, satisfy employee needs, and promote continuous improvement. The focus is on Baxter Healthcare Ltd, analyzing their current reward system and proposing improvements to enhance productivity. The analysis considers both financial and non-financial rewards, including verbal appreciation and recognition.

Running Head: DISSERTATION
The impact of rewards on employee’s productivity/health care uk: In context of Baxter
Healthcare Ltd

DISSERTATION 2
Abstract
The key purpose of this research is to analyse the impact of employee rewards on their
productivity - A case of Baxter Healthcare limited. In this report, different chapters are
discussed such as introduction, literature review, research methodology, data analysis, and
conclusion and recommendation. The introduction chapter discusses many components like
background of research, research objectives, and research questions. In this, the literature
review section critically analyzes the impact of employee reward on employee productivity.
The third chapter of this report discuses research methodology part that consider many
elements like research strategy, approach, data analysis method, and sampling method. In last
two chapters, it discusses data analysis and conclusion. The data analysis part evaluates
collected data through MS-Excel. Conclusion part demonstrates whole research in precise
form.

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Table of Contents
Chapter 1: Introduction..............................................................................................................2
Research Title.........................................................................................................................2
Research problem...................................................................................................................2
Industry Background..............................................................................................................2
Research Aim.........................................................................................................................3
Dissertation structure..............................................................................................................3
Introduction.........................................................................................................................3
Literature Review...............................................................................................................3
Research Methodology.......................................................................................................4
Data Analysis and Findings................................................................................................4
Conclusion and Recommendation......................................................................................4
Research rationale..................................................................................................................5
Research Questions................................................................................................................5
Chapter 2: Literature review......................................................................................................6
Chapter 3: Research methodology...........................................................................................11
Chapter 4: Data analysis and Discussion.................................................................................18
4.1 Introduction....................................................................................................................18
4.2 Analysis and findings.....................................................................................................18
4.2.2 Demographic Result................................................................................................18
Chapter 5: Conclusion and Recommendation..........................................................................37
References................................................................................................................................41
Appendix..................................................................................................................................50

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Chapter 1: Introduction
Research Title
The impact of rewards on employee’s productivity/health care uk: in context of Baxter
Healthcare Ltd.
Research problem
In current time, company deals with a large number of issues with respect to obtaining the
competitive benefits. After Globalization, employee retention issues are being increased in
the organization (Elarabi and Johari, 2014). Moreover, it is also analysed that organization is
focused on an employee who belongs to different culture or nation due to mitigating
employee retentions issue. In the current scenario, practises of internet and
telecommunication technology are increased as it would support to gain awareness towards
product and services. Consequently, it could direct impact on consumer buying decision. In
addition, it is also analysed that retaining the quality of employee at workforce becomes a
major issue for the company. The organization could gain the competitive advantages by
increasing the productivity of employee considering reward system (Onyango and Wanyoike,
2014). The reward structure is an important factor that could influence the productivity of the
employee. In addition, it is also analysed that reward system is an activity that could be
effective for appreciation of employee through incentive. It could also be effective for
increasing performance of the employee. The main purpose of reward structure could support
to retain and inspired the qualified employee. The rewards structure demonstrates an
expectation of company for their employees towards their wellness (Andreamatteo, et al.,
2015). As a result, it could be supportive to retain the employee for long-term. In addition, it
is also analysed that reward structure could shape the employee behaviour in the context of
the company and their job. It will gain productivity of organization in long-term.

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Industry Background
In the current scenario, the healthcare sector is rapidly increased in the healthcare sector and
desire to enhance attract more patient by offering quality product and services. It is practised
centric approach for influence a large number of consumers. Over last fears overview, it is
addressed that healthcare sector is enhanced in the UK as it could impact on the economic
condition of the country.
Research Aim
The aim of the research is to analyse the impact of rewards on the performance and the rate of
increase of decrease in the performance for the employees.
 To study the meaning and concept of rewards and employees productivity
 To analyse the role of reward on employee to enhance their productivity: In context of
Baxter Healthcare Ltd
 To recommend the ways of rewards that could improve productivity of employee: In
context of Baxter Healthcare Ltd
Dissertation structure
For this research study, the researcher is practised research structure for collecting the
research aim and objectives. The structure of research is discussed as below:
Introduction
In this section, researcher discusses different factors like research background, research
question, research rational, and research questions. Furtheremore, these components are
crucial to comprehending about research matter. The introduction part also helps to create
clear knowledge towards research limitation, which could create complexity in a research
study (Vermeeren, et al., 2014). Hence, it is important for the researcher to obtain a feasible
outcome.

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Literature Review
The literature review part considers certain factors such as research models, concepts, and
theories. This section helps research scholar to examine the previous research on the same
research issue. Moreover, this section would support to determine information of research
matter. This chapter critically evaluates research problem and help to determine the actual
situation of research concern. There are certain sources that are considered to collect data like
online and offline sites, magazines, academic data, articles, journals, and books (Awan, and
Tahir, 2015). These sections also help to identify research gap and exercise approaches to
attain gap.
Research Methodology
This section is third part research study that supports to enhance understanding towards
numerous research tools. These tools are research philosophies, research design, data
collection method, research approaches, sampling method, and research limitation (Lampel,
et al., 2014). Through this, research scholar will be capable to get feasible outcome regarding
research issue.
Data Analysis and Findings
This section helps to evaluate gathered information and obtain accurate outcome considering
many sources of data analysis tools like qualitative and qualitative method. The qualitative
method supports to evaluate the data by literature review. Beside this, quantitative method is
used to examine collected data through MS-excel. It will help to obtain accurate outcome
about the research issue (McIntosh, et al., 2014). This section enables to examine research
matter. It helps to determine gathered information by considering data analysis tools.
Furthermore, this chapter also helps to obtain reliable information and produce a reliable
conclusion.

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Conclusion and Recommendation
In the research study, conclusion and recommendation are the last sections that summarize
whole research. It assists to develop an association between the research findings and
research objectives to get a pertinent summary (Dhanabhakyam and Kokilambal, 2014). It
helps to offer suggestions regarding employee reward and employee productivity. This
section would also help to identify realistic suggestions for future research.
Research rationale
This research demonstrates the impact of employee reward on employee productivity.
The main purpose of this research is to address the relationship between employee reward
and employee productivity (Qayum, Haider, et al., Mehmood, 2014). This research issue is
also beneficial to retain the employee for the long term as it could direct impact on the
growth of the business. This research report supports to develop a clear understanding of
reward system and employee productivity. In addition, it is also analyzed that reward strategy
is effective to influence the productivity of the employee. This report is also supportive for
increasing understanding towards the employee productivity. It is also evaluated that
employee reward enables the researcher to acquire suitable data that could be significant to
retain workforces for long-term (Perkins, White, and Jones, 2016).
Research Questions
 What is the meaning and concept of employee rewards and productivity?
 How can reward impact on the performance of employees in the context of Baxter
Healthcare Ltd?
 What are the ways of rewards that could improve the productivity of employee in the
context of Baxter Healthcare Ltd?

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Chapter 2: Literature review
Introduction
This section supports research scholar to gain their knowledge about research issue by
exploration of current literature. It also supports to discovering existing information in a
critical way. The literature review considers different factors such as books, journals, and
articles. It could be significant to generate the conceptual knowledge towards research issue
(Fan, et al., 2014). In addition, it is also analysed that literature review supports to explore a
different aspect of employee reward and employee productivity. Moreover, it is also
evaluated that employee reward could direct impact on employee productivity. This section
demonstrates strategies that could support to improve employee productivity in the
organization.
To study the meaning and concept of rewards and employees productivity
According to Mohamed and Hameed (2015) employee productivity is the basic
characteristics of organisational performance. Because, the performance of an employee
contributes to the team performance and all output of department and team shows the
organisational performance, which is termed as productivity. In contrast to this,….evaluated
that the rewards system is a mechanism to assess the employee’s performance. It could be
used as a motivational technique. Thus, a company can retain workforce and attract new
applicants by using an adequate reward system. Furthermore, employee’s responsibilities and
accountabilities are assigned to attain the goal and objective of the company. Reward system
also increases the effectiveness and efficiency of employees and optimises the performance
of employees.
In the view of AlZalabani and Modi (2014) rewards are relied on different needs of
employees. The requirement of certain employees could be achieved by cash rewards
whereas others are more interested in other incentives like car, house and paid holidays. A

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reward system is an effective set of both non-monetary and monetary rewards to satisfy the
expectation and need of employees with respect to management and reward system. It is also
stated that if reward system attains the expectation and needs of employees then it will have a
positive impact on employee’s productivity.
In support of this, Burke. (2014) described that a reward system is relied on the view of ‘pay
for performance’, which may be existed in terms of commission, bonus, promotions, and
awards. In such way, non-financial rewards could be social recognition, enhanced working
condition, increasing responsibilities, diversification in the job description, and performance
appreciation. Agarwal and Adjirackor (2016) defines the non-financial rewards and
summarised that rewards can gain the job satisfaction of employees in an organisation.
2.3 Theoretical Foundations
2.3.1 Maslow’s Theory
Maslow theory is significant for this research as it focuses on the basic facts to accomplish
the basic needs of a person (Haider, et al., 2015). However, it does not take guarantee for
delivering motivation as motivation could exist when an individual willing to make an
improvement. In the business world, Maslow theory suggested that basic need like salary
does not assurances to provide motivation among employees to enhance and increase
performance. There are certain higher level needs that the management should target to lead
employees for persistent improvement. The key aim of using rewards for workforces is to
make continues employee’s enhancement with respect to their performance (Ali, et al., 2015).
2.3.2 Herzberg Two-Factor Theory
As per the view of Herzberg, there are certain factors which could motivate the employees to
enlarge their jobs. Theory of Herzberg is based on Maslow and porter, which keep
satisfaction among employees by attaining their low extent needs (Ekienabor, 2016). The
basic advantages like salaries and adequate working space do not ensure that workforces

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would be satisfied and happy. Managers should make efforts to attain the higher requirement
of workforces, especially psychological needs like recognition and appreciation. This theory
also discusses that managers should improve job by making the personal and professional
development of employees (Akhter, et al., 2016). As a result, it would be beneficial to satisfy
the employees by gaining personal and professional growth in long-term in their existing job.
Theory of Herzberg contains two factor named motivation and hygiene factors. It tends to
increase the performance of workforces. Motivation factors encourage workforces to enlarge
their tasks, as well as a hygiene factor, makes sure that the employees remain satisfied and
happy. Therefore, it could be concluded that there are certain factors which could influence
job satisfaction such as motivation factors. It is different than those factors which could lead
to dissatisfaction between workforces. This theory also defines the motivation-hygiene
factors and its effect on employee’s productivity. Satisfier factors or motivators are used to
increase satisfaction and hygiene factors or dissatisfiers could lead to dissatisfaction (McDaid
and Park, 2014).
To analyse the role of reward on employee to enhance their productivity: In context of
Baxter Healthcare Ltd
As per the view of Rhodes and Collins(2015), there is positive relationship amid rewards and
job satisfaction with respect to both non-financial and financial rewards. The reward system
has a positive impact on job satisfaction, but when the reward system is ineffective then, it
will obtain negative job satisfaction. Employees are likely to quit to their job due to low job
satisfaction as employee turnover could be high. Therefore, the reward system is significant
for a company to retain current employees and influence new workforces (Usha, et al., 2014).
Encouraged employees not only increase their productivity but also generate new and
creative opinion for a company. It could become critical competitive benefits. Furthermore,
both non-financial and financial rewards could be significant for an overall reward system. It

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is observed that the significance of non-financial rewards do not entail monetary
compensations. Workforces can get encouraged and feel appreciated by such rewards. These
rewards could be verbal appreciation and recognition like praises by seniors, allocating tasks
and duties to workforces to makes them feel that they are significant for the management and
responsiveness of organisational leadership. It is sort of non-monetary rewards. It is
concluded that power and authority of leaders are used to pay rewards like power and
authority of supervisor over rewards is favourably associated with task performance of
employees. It is also related to employee’s turnover, satisfaction, productivity and behaviour
(Gandy, et al., 2014).
To recommend the ways of rewards that could improve productivity of employee: In
context of Baxter Healthcare Ltd
According to Rana (2015), workforces can re-expected to provide their best contribution by
observing that the management would give value to their efforts and rewards them
effectively. There are certain factors which could influence job performance of employees
rather than rewards like association amid worker and employer, good working circumstances,
opportunities for training and development, the extent of job security among workforces, the
management policies with respect to hiring and recruitment procedure (Njambi, 2014).
As opposed to this, Koskey and Sakataka (2015) recommended that a company can increase
its productivity by recruiting more effective and efficient employees at the workplace.
Among all the factors, self-motivation could affect the employee’s performance (Findlay, et
al., 2017). When employees are encouraged to perform higher, in such case, they could find
creative modes to increase performance in the current working environment but another
factor will remain same. Therefore, motivation is a constructive factor for a company. The
nature of reward could be classified into two parts like intrinsic and extrinsic (Coates and
Howe, 2015). Intrinsic rewards could be tangible in nature whereas extrinsic rewards are

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external to the job, which is performed by the employees. The external rewards entail
bonuses, pay/salary, incentives, promotion and job security. Additionally, extrinsic rewards
are intangible in nature. In opposed to this, intrinsic rewards include allocating
responsibilities, assigning new challenges, caring, appreciation and favourable attitude by the
seniors and high management. Job rotation is a form of intrinsic rewards (Agyeman and
Ponniah, 2014).
Conceptual framework
From the above diagram, it is stated that rewards could be classified into two parts named
intrinsic and extrinsic rewards. Extrinsic rewards are pay/salary, promotion, bonus, and fringe
benefits. Intrinsic rewards are empowerment, delegation, and appreciation and identification
(Raziq and Maulabakhsh, 2015). These rewards provide high job satisfaction to employees
(Katua and Kamure, 2014). As a result, these reward system could have a favourable impact
on the employee’s performance.
Summary
From the above analysis, it is addressed that employee reward could be a source of
motivation that is provided by the organization for their employees for retaining them in
long-term. In addition, it is also found that there is a positive relationship between employee
reward and employee productivity. Moreover, it is also addressed that organization could use

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certain strategies such as extrinsic and intrinsic reward as it could support to retain the
employee for long-term.
Chapter 3: Research methodology
3.1 Introduction
This research chapter supports to enhance the understanding towards different methods to
conduct research in methodological way. This section helps researcher to obtain valid data
from specified research candidates as it would be effective for accomplishing research aim
and objectives.
3.2 Research philosophy
The research philosophy develops understanding about research matter. The selection of
appropriate kinds of research philosophy assists to address suitable information in context of
research matter (Bisharat, et al., 2016). In addition, selection of appropriate research
philosophy assists to address facts, figures, and evaluating them by practising adequate
research procedure (Nair, et al., 2017). In addition, it is also found that there are certain kinds
of research philosophies like realism, interpretivisim, and interpretivisim research philosophy
(Daskin, et al., 2015). The realism is practised to collect reliable information about current
research matter. This philosophy allows the researcher to collect factual data and beliefs of
research participants by considering the statistical tools and techniques towards research topic
(Kumar, et al., 2016). Beside this, positivism philosophy permits researcher to collect
realistic data about research issue. This philosophy is depended on hypothesis development.
In contrst to this, intrepretivism philosophy helps to obtain theoretical data in context of
current research matter. For this dissertation, interpretivism research philosophy is practised
by research scholar to obtain conceptual information of research issue, which could help
researcher to obtain feasible outcome regarding research issue (Saqib, et al., 2015). The
intrepretivism philosophy is important in case of subjective research issue. Beside this,

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research has not considered realism and positivism philosophy due to the subjective nature of
research concern. Moreover, it is also analysed that there is need to evaluate collected data in
detain hence realism and positivism philosophy could be appropriate for this research.
3.3 Research approach
The research approach is important part of research methodology as it is practised to develop
logical decision about research designs and tools (Niazi, 2014). The research approach
facilitate investigator to obtain reliable information in a systematic way. In addition, it is also
analysed that research approach could consider two factors like inductive and deductive
approach (Ahmed and Kumar, 2014). It enables researcher to prove the relevancy of
particular tool for collecting and evaluating the information. It is beneficial for researcher to
enhance depth understanding towards the relationship among reward and employee
productivity. Consequently, these approaches could help to meet the specified aims and
objectives of research. In addition, it is also analysed that the deductive approach supports
researcher to develop hypothesis on behalf of research matter. Moreover, inductive approach
is appropriate for researcher because it is significant with interpretivism philosophy (Sutton,
et al., 2016). The researcher should collect a large number of facts and figures in context of
research issue. The inductive approach is flexible as compare to deductive approach because
there is no need to develop research hypothesis about research concern. For this research
study, the inductive approach is practised by researcher to conduct research study and obtain
feasible outcome. However, it also permits researcher to enhance their conceptual aspects in
context of research matter (Akafo and Boateng, 2015). In addition, research approach enables
investigator to accomplish objectives and aim of research in the particular time. This method
enables researcher to collect a reliable and valid conclusion in context of research issue.
Beside this, deductive approach is not suitable for this research issue due to the subjective
nature of research (Sutton, et al., 2016).

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3.4 Types of Research
Research design could also help researcher to obtain favourable result. There are certain
factors that are considered in the research design such as exploratory, explanatory, and
descriptive research design (Leiter, 2015). Through this, exploratory research methods are
based on factual data where researcher could resolve the research issue by development of
hypothesis. Moreover, explanatory research supports to collect detail understanding about
research matter. In addition, it is also analysed that descriptive research supports to determine
causal relationship among two variables (De Koeijer, et al., 2014). In this research,
researcher has selected descriptive research as it supports to evaluate relation between reward
and employee productivity. As a result, investigation could be supportive to develop cause
and effect relation between different factors. Beside this, it is also analysed that researcher
has not considered explanatory and exploratory method is not used by researcher because
there is no need to collect depth data about research matter (Alshammari, 2015).
3.5 Research design
The research design helps to get valid information about research issue. In the research study,
there are two kinds of methods that are entailed such as quantitative and qualitative research
design (Macauley, 2015). For this research, mixed data collection method is used by
researcher to collect valid and valid data about research concern. The mixed data collection
method includes two methods like quantitative and qualitative data collection method
(Seitovirta, et al., 2017). The qualitative research design helps research scholar to increase
their knowledge about research matter. In contrast to this, quantitative research design is used
for collecting numeric data in context of research issue. The mixed data collection helps to
obtain opinions, views, of research participants towards current research matter (Morgan,
2014).
3.6 Research strategy

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The research strategy could supports the investigators to examine research matter by
collecting beliefs and views of researcher regarding research question in a systematic way
(Oprescu and Katsikitis, 2014). Through this, researcher could be capable to obtain valid
conclusion of research. There are different factors like interview, survey through
questionnaire, literature review, observation, case study, focused group, and observation
(Enyinna, et al., 2015). For this research study, researcher has used both questionnaire and
interview method for enhancing the productivity of employee. The interview method is used
by researcher to collect valid and reliable information in context of research concern. This
method permit researcher to collect data in limited time frame as it helps to get favarable
result. It enables the investigator to retain research quality (Mtimkulu and Naranjee, 2014).
In addition, it is also analysed that investigator will be capable to make an effective
relationship with research candidates. Consequently, it aid researcher to meet the aim and
objectives of research. The execution of interview method enables researcher to acquire
reliable result by considering primary and secondary method (Tuwai, et al., 2015).
3.7 Data collection method
The data collection method supports to get suitable materials by practising many sources to
meet specified research aim (Selvarasu, 2017). It is also addressed that suitable data
collection method enables the researcher to obtain reliable data with regards to research issue
(Hasle, 2014). It is significant to obtain reliable research matter. In the research, there are two
kinds of data collection method that are considered in research design like primary and
secondary data collection method. The primary data collection method assists to get factual
information of current research matter (Seitovirta, et al., 2015). There are many methods that
could be considered in primary data collection method such as interview, experimental, focus
group, and survey through a questionnaire. Apart from this, secondary data collection method
enables investigator for collecting theoretical data about research matter as it could support to

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reach out a valid conclusion (Trebble, et al., 2015). The secondary data is already published,
which could help to obtain reliable data. There are many sources that are included in
secondary data collection method like newspapers, articles, journal, Textbook, magazines,
governmental reports, and websites (Siegrist and Li, 2016). The dissertation is based on
impact of reward on the employee productivity. Therefore, researcher uses both data
collection method primary and secondary data collection method. In this, primary data
collection method is effective to develop direct link with research candidates, which could be
supportive for getting their views and perception regarding research concern (Sebastiano, et
al., 2017). In contrast to this, secondary data collection enables the researcher to gain
theoretical information in the context of current research concern. In addition, it is also
analysed that the secondary data is collected from different sources like journal, articles, and
academic sources (Kasat, et al., 2017). Interview method is practiced by the investigator to
perform their research, which could be imperative for obtaining a reliable conclusion. These
technique also help the researcher to obtain feasible result towards the role of employee
reward on the employee productivity (Paul, et al., 2016).
3.8 Data analysis
Data analysis method is significant for the researcher to determine the generated evidence by
data analysis technique. Hence, a wide area of data assessment tool is practised by the
researcher to evaluate gathered data such as content evaluation, conversational assessment,
and statistical (Ishaque and Shahzad, 2016). The data evaluation tool is effective for
examining facts and figures as it could support to obtain a reliable outcome. The statistical
data analysis tool is exercised by the researcher to attain research aim and objectives of this
research. For this, the researcher is used statistical data analysis techniques like a table, charts
as it could be effective for obtaining research result (Iqbal, et al., 2015). Moreover, it is
significant to modify the information into meaningful data. In addition, it is also analysed that

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MS-excel is practised by the researcher to obtain a reliable and valid conclusion. It enables
the researcher to obtain their knowledge in the context of current research matter (Sanda and
Awolusi 2014).
3.9 Sampling technique
The sampling method is exercised to identify suitable research candidates to conduct the
research (Zeglat, et al., Alrawabdeh, 2014). There are certain factors which could be
considered in research studies like probability and non-probability sampling method. It assists
the investigator to select appropriate sample size from the specified population (Allen, et al.,
2014). Probability sampling method aids investigator to select research participants without
any biases (MBAH, 2014). In this method, researcher select the random method to select
research participants as it could be supportive to obtain a feasible result. In contrast to this,
the non-probability sampling method supports to select researcher by considering different
factors like education, gender, experience, and age (Githinji, 2014). For this research study,
50 employees are selected to accomplish aim and objectives of the research. The researcher
has selected probability sampling method to conduct their research because it enables to
eliminate biases from the research study. For this research study, the researcher is used email
method to prior inform employees about the interview as it would familiar employee towards
current research issue. In this, the researcher also offers a proper guideline to perform
interview method, which helps obtain a feasible outcome in terms of outcome (Al Mehrzi,
and Singh, 2016).
3.10 Ethical consideration
Ethics consideration is crucial for completing research aim and objectives in an ethical way.
For this, the researcher has used university guideline for ethically conduct research as it
would also support to obtain the reliable result (Warburton, et al., 2014). Researcher
maintains confidential information of research candidates, which aids researcher for

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developing a positive relationship with them for long-run. In addition, it is also analysed that
there different factors, which is included in research such as data manipulation, plagiarism,
and copyright act violation. In addition, it is also analysed researcher could offer valid
sources of information for mitigating ethical issues from research. In a research study, the
citation will be provided by the researcher to perform the research in a systematic way
(Kocakulah, et al., 2016). In contrast to this, it is also analysed that researcher has practised
easy language to determine evaluated data of research issue. Furthermore, it is also addressed
that prior approval of research candidates (employees) as it would be effective to obtain
reliable outcome. It could also support to get valid and reliable conclusion. In the research
study, researcher has practised ethical act 2000 as it would help to get individual information
in context of research matter (Kisakye, et al., 2016).
3.11 Research limitation
In research study, research limitation could direct impact on the quality of research outcome.
In addition, it is also analysed lack of interest of research participants could decline research
quality. Consequently, it could also create the complexity in selecting suitable sample size for
conducting research and accomplish specified research aim and objectives. There are
different factors that could cost, time, and lack of resources could support to obtain reliable
result in specified time and period (Nayak, et al., 2015).
3.12 Summary
As per above discussion, it can be concluded that research methodology helps to evaluate
technique for collecting data appropriately. It also supports o obtain research aim and
objectives in particular time frame. In addition, it is also stated that there are certain tools
techniques such as research philosophy, strategy, approaches, data collection method, data
analysis method, and sampling method, ethical consideration, and research limitation.
Consequently, it could facilitate researcher to collect opinion of employees towards research

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matter. In last it can also be summarized that the researcher has also practised the ethical
policy to ethically perform research appropriately.
Chapter 4: Data analysis and Discussion
4.1 Introduction
In this dissertation, this chapter plays a significant role as it entails the determination of
gathered information and understanding about these data to create some reliable and valid
result associated with research issue. This chapter also implemented an effective
methodology to demonstrate the information in a comprehensible way (Young, 2014). It also
shows the different tables and graphs to interpret the results. This chapter entails a statistical
technique to assess the gathered information, which enables a researcher to demonstrate the
outcome in tabular and graphical form.
4.2 Analysis and findings
The researcher has selected 40 employees of Baxter Healthcare Ltd to identify the impact of
rewards on employee’s productivity. A questionnaire has sent by the researcher to
participants about research issue. Therefore, it could be evaluated that there are 40 filled or
100% agreed on responses questionnaire to make further investigation and attain the research
effectively.
4.2.2 Demographic Result
Under this questionnaire, an investigator has selected the respondents as per the different
demographical bases like age and gender. As per the aspect of gender, the result is given
below:
Table 1: Gender
Gender Number
of

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responses
Male 20
Female 20
Chart 1: Gender
50%50%
Gender
Male Female
The above chart and table demonstrate that both male and female employees were selected to
conduct the interview. However, both respondents were selected to decline the biases from
research. As per the work experiences, the responses of applicants are as given below:
Table 2: Work experience
Experience
Number
of
responses
Less than 1 year 6
1-5 years 8
5-10 years 14
More than 10 years 12

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Chart 2: Experience
Less than 1
year 1-5 years 5-10 years More than 10
years
0
2
4
6
8
10
12
14
16
6
8
14
12
Experience
Experience
The above table demonstrates that the respondents in the questionnaire have different job
experience level. It assists the researcher to obtain more reliable and valid outcome for this
research. It also exhibits that there are 14 respondents who have 5-10 years of work
experience.
Table 3: Age
Age
Number
of
responses
25-30 years 15
30-35 years 9
35-40 years 11
More than 40 years 5
Chart 3: Age

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25-30 years 30-35 years 35-40 years More than 40
years
0
2
4
6
8
10
12
14
16
15
9 11
5
Age
Age
From the above table and column chart, it could be demonstrated that respondents belong to
different age-group as it helps to acquire effective and efficient result regarding research. It
also shows that there are 15 respondents who come under 25-30 years.
Objective1: To study the meaning and concept of rewards and employees productivity
Under this questionnaire, the question was asked to respondents regarding the first objective.
This objective is related to meaning and concept of rewards and employees productivity.
Following are different question associated with this objective:
Table 4: Rewards system is a mechanism to assess the employee’s performance
Rewards system is a
mechanism to assess
the employee’s
performance
Number
of
responses
Strongly agree 11
Agree 17
Neutral 5
Disagree 4
Strongly disagree 3

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Chart 4: Rewards system is a mechanism to assess the employee’s performance
Strongly
agree Agree Neutral Disagree Strongly
disagree
0
2
4
6
8
10
12
14
16
18
11
17
5 4 3
Rewards system is a mechanism to
assess the employee’s performance
Rewards system is a
mechanism to assess the
employee’s performance
The above table and chart show that there are 28 out of 40 participants who agreed with the
given statement that rewards system is a mechanism to assess the employee’s performance. In
contrast to this, 7 out of 40 participants disagreed with the given statement. This finding is
supported by the view of Agarwal and Adjirackor (2016) as it was depicted that reward
system is a mechanism to evaluate the performance of workforces. It could be as a
motivational tool. Therefore, a corporation could retain employees and influence new
employees by using a suitable reward system.
Table 5: A reward system is an effective set of both non-monetary and monetary
rewards to satisfy the expectation and need of employees
A reward system is an
effective set of both
non-monetary and
monetary rewards to
satisfy the expectation
and need of
Number
of
responses

DISSERTATION 25
employees
Yes 30
No 10
Chart 5: A reward system is an effective set of both non-monetary and monetary
rewards to satisfy the expectation and need of employees
Yes
75%
No
25%
A reward system is an effective set of
both non-monetary and monetary
rewards to satisfy the expectation
and need of employees
The above table and chart demonstrate that 75% of participants believe that a reward system
is an effective set of both non-monetary and monetary rewards to satisfy the expectation and
need of employees. In contrast to this, 25% of participants were not agreed with the given
statement. This finding is supported by the opinion of Agyeman, and Ponniah (2014) as it
was evaluated that a reward system is a beneficial tool of monetary and non-monetary
rewards to accomplish the expectation and employee’s need associated with rewards system
and management. It is also stated that when reward system accomplishes the needs and
desires of workforces then it will have a favourable impact on the productivity of workforces.
Table 6: Reward system is relied on view of ‘pay for performance’
Reward system is Number

DISSERTATION 26
relied on view of ‘pay
for performance’
of
responses
Strongly agree 13
Agree 9
Neutral 7
Disagree 5
Strongly disagree 6
Chart 6: Reward system is relied on view of ‘pay for performance’
Strongly
agree Agree Neutral Disagree Strongly
disagree
0
2
4
6
8
10
12
14
13
9 7 5 6
Reward system is relied on view of
‘pay for performance’
Reward system is relied on
view of ‘pay for
performance’
From the above table, it could be evaluated that there are approximately 22 out of 40
participants who were strongly agreed and agreed that reward system relies on the view of
‘pay for performance’. In opposed to this, there are only 11 out of 40 participants that were
not agreed with the given statement. This finding is favoured by the view of Ahmed and
Kumar (2014) as it was discussed that reward system depends on the opinion of pay for
performance, which could be presented with respect to promotions, awards, commission, and
bonus. In this way, non-financial rewards could be increasing responsibilities, improved

DISSERTATION 27
working condition, social recognition, performance appreciation and variation in the
description of the job.
Table 7: There are certain higher level needs that the management should target to lead
employees for persistent improvement
Under this, respondents have shared their belief on the statement regarding there are certain
higher level needs that the management should target to lead employees for persistent
improvement. The responses about this question are obtained as follow:
There are certain
higher level needs
that the management
should target to lead
employees for
persistent
improvement
Number
of
responses
Strongly agree 12
Agree 13
Neutral 6
Disagree 4
Strongly disagree 5
Chart 7: There are certain higher level needs that the management should target to lead
employees for persistent improvement

DISSERTATION 28
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
0 2 4 6 8 10 12 14
12
13
6
4
5
There are certain higher level needs
that the management should target
to lead employees for persistent
improvement There are certain higher
level needs that the
management should target
to lead employees for
persistent improvement
In the concern regarding the question, the above table and chart depict that 25 out of 40
participants were agreed with the higher level needs that the management should target to
lead employees for persistent improvement. In contrast to this, 9 out of 40 participants
disagreed with this statement. This finding is favoured by the view of Akafo and Boateng
(2015) as it was explained that the basic salary does not promise to offer motivation between
workforces to improve and gain performance. There are some higher level needs that the
senior management should intend to lead workforces for persistent enhancement. The prime
intention of using rewards for employees is to make continue enhancement among
employee’s performance.
Objective 2: To analyse the role of reward on employee to enhance their productivity:
In context of Baxter Healthcare Ltd
Under this, the question was related to second objective i.e. the role of reward on the
employee to enhance their productivity. In this way, a different question was asked for
participants to get a reliable and valid outcome.
Table 8: There is positive relationship amid rewards and job satisfaction with respect to
both non-financial and financial rewards
There is positive Number

DISSERTATION 29
relationship amid
rewards and job
satisfaction with
respect to both non-
financial and
financial rewards
of
responses
Strongly agree 19
Agree 12
Neutral 4
Disagree 3
Strongly disagree 2
Chart 8: There is positive relationship amid rewards and job satisfaction with respect to
both non-financial and financial rewards
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
0 2 4 6 8 10 12 14 16 18 20
19
12
4
3
2
There is positive relationship amid
rewards and job satisfaction with
respect to both non-financial and
financial rewards There is positive
relationship amid rewards
and job satisfaction with
respect to both non-
financial and financial
rewards
The collected responses demonstrate that 33 out of 40 participants were agreed with the
statement that there is positive relationship amid rewards and job satisfaction with respect to
both non-financial and financial rewards. In contrast to this, 5 out of 40 participants do not

DISSERTATION 30
agree with the given statement. This finding is supported by the view of Akhter et al. (2016)
as it was stated that there is a favourable relationship between job satisfaction and rewards in
terms of both financial and non-financial rewards. The reward system has a favourable
impact on job satisfaction, however, when the reward system is ineffective then, it will create
unfavourable job satisfaction. Employees are expected to leave their job as they feel low job
satisfaction. In this way, employee turnover could be high.
Table 9: Reward system is significant for a company to retain current employees and
influence new workforces
Reward system is
significant for a
company to retain
current employees
and influence new
workforces
Number
of
responses
Strongly agree 14
Agree 11
Neutral 4
Disagree 5
Strongly disagree 6
Chart 9: Reward system is significant for a company to retain current employees and
influence new workforces

DISSERTATION 31
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
0 2 4 6 8 10 12 14 16
14
11
4
5
6
Reward system is significant for a
company to retain current
employees and influence new
workforces Reward system is
significant for a company
to retain current
employees and influence
new workforces
Under this question, 25 out of 40 participants were agreed with the statement that reward
system is significant for a company to retain current employees and influence new
workforces. In contrast to this, 11 out of 40 participants were not agreed with the statement.
This finding is supported by the opinion of Al Mehrzi and Singh (2016) as it was described
that reward system is effective for a corporation to retain existing workforces and persuades
new employees towards the organisation. Motivated workforces not only gain their
profitability but also create innovative ideas for a corporation. It could become critical
economic advantages.
Table 10: Key method to offer verbal appreciation and recognition rewards
Key method to offer verbal
appreciation and recognition
rewards
Number
of
responses
Praises by seniors 7
Allocating tasks and duties to
workforces 11
Responsiveness of organisational
leadership 8

DISSERTATION 32
All of the above 14
Chart 10: Key method to offer verbal appreciation and recognition rewards
0
4
8
12
16
7
11
8
14
Key method to offer verbal appreciation and
recognition rewards
Key method to offer verbal
appreciation and recognition
rewards
The above table and chart depict that 14 out of 40 participants have believed that praises by
seniors, allocating tasks and duties to employees and responsiveness of organisational
leadership is a key method to offer verbal appreciation and recognition rewards. This finding
is favoured by the view of Elarabi and Johari (2014) as it was discussed that workforces can
get motivated and feel valued by such rewards. These rewards could be verbal recognition
and appreciation such as assigning duties and tasks to employees, and praises by seniors to
make them feel that they are prominent for management and shows the leadership of the
organisation.
Table 11: Power and authority of leaders are used to pay rewards
Power and authority of
leaders are used to pay
rewards
Number
of
responses
Strongly agree 16

DISSERTATION 33
Agree 13
Neutral 5
Disagree 4
Strongly disagree 2
Chart 11: Power and authority of leaders are used to pay rewards
Strongly
agree Agree Neutral Disagree Strongly
disagree
0
2
4
6
8
10
12
14
16
18 16
13
5 4
2
Power and authority of leaders are
used to pay rewards
Power and authority of
leaders are used to pay
rewards
The obtained responses demonstrate that 29 out 40 respondents were agreed with the
statement that power and authority of leaders are used to pay rewards. In contrast to this, 6
out of 40 participants were not agreed with the statement. In support to this, Onyango and
Wanyoike (2014) opined that power and authority could be implemented to pay rewards such
as authority and power of supervisor over rewards are positively related to task performance
of employees. It is associated with satisfaction, employee’s turnover, behaviour, and
productivity.
Objective 3: To recommend the ways of rewards that could improve productivity of
employee: In context of Baxter Healthcare Ltd

DISSERTATION 34
The question was asked to participants about the third objectives. Under this, different
question were asked associated with research issue.
Table 12: Ways to improve job performance rather than rewards
Ways to improve job performance
rather than rewards
Number
of
responses
Association amid worker and employer 12
Opportunities for training and
development 8
Good working circumstances 9
Management policies 11
Chart 12: Ways to improve job performance rather than rewards
Association amid worker and employer
Opportunities for training and development
Good working circumstances
Management policies
0
4
8
12 12
8 9 11
Ways to improve job performance rather than
rewards
Ways to improve job
performance rather than rewards
From the above table and chart, it is analysed that there are different ways to improve job
satisfaction rather than rewards. It is also stated that 12 out of 40 participants were agreed

DISSERTATION 35
with the statement that association amid worker and employer is a key method to improve job
performance rather than rewards. In contrast to this, 8 out of 40 participants were not agreed
with this statement. This finding is also favoured by the view of D’Andreamatteo et al.
(2015) as it was evaluated that employees can re-expected to offer their best efforts by
focusing on the matter that the management would give value to their rewards and efforts.
There are different factors, which could impact on the job performance of employees as
compared to rewards. These factors are a good working condition, liaison between employer
and worker, the policies of management regarding recruiting and hiring process,
opportunities for development, and the level of job security between employees.
Table 13: A company can increase its productivity by recruiting more effective and
efficient employees at the workplace
A company can
increase its
productivity by
recruiting more
effective and efficient
employees at the
workplace
Number
of
responses
Strongly agree 14
Agree 13
Neutral 6
Disagree 4
Strongly disagree 3

DISSERTATION 36
Chart 13: A company can increase its productivity by recruiting more effective and
efficient employees at the workplace
Strongly
agree Agree Neutral Disagree Strongly
disagree
0
2
4
6
8
10
12
14
16 14 13
6
4 3
A company can increase its
productivity by recruiting more
effective and efficient employees at
the workplace A company can increase its
productivity by recruiting
more effective and efficient
employees at the
workplace
As per the above chart, it could be exhibited that there are 27 out of 40 participants who think
that a company can increase its productivity by recruiting more effective and efficient
employees at the workplace. In addition, it is also found that 7 out of 40 participants do not
agree with this statement. This finding is favoured by the opinion of Vermeeren et al. (2014)
as it was discussed that a corporation could gain its profitability by recruiting more efficient
and effective workforces within an organisation. Self-motivation is a key factor which could
impact the performance of employees. When workforces are motivated to perform higher
then it could have a positive impact on the employee’s performance. Thus, it is stated that
motivation is a significant factor in a corporation.
Table 14: Technique to provide extrinsic rewards to employees
Technique to provide
extrinsic rewards to
employees
Number
of
responses
Pay/salary 10
Job security 12

DISSERTATION 37
Chart 14: Technique to provide extrinsic rewards to employees
0
20 10 12 7 11
Technique to provide
extrinsic rewards to
employees Technique to
provide extrinsic
rewards to
employees
Above table and chart shows that there are 12 out of 40 employees believed that pay/salary is
a key technique to provide extrinsic rewards to employees. In contrast to this, 7 out of 40
participants do not agree with this statement. This finding is favored by the view of Awan,
and Tahir (2015) as it was explained that intrinsic rewards could be real in nature while
extrinsic rewards are external to the job that is used by workforces. The external rewards
include incentives, promotion, pay/salary, job security, and bonuses. Extrinsic rewards are
ambiguous in nature.
Table 15: Method to offer intrinsic rewards to employees
Method to offer intrinsic rewards to employees
Number
of
responses
Allocating responsibilities 8
Assigning new challenges 9

DISSERTATION 38
Appreciation 11
Favourable attitude by the seniors and high
management 12
Chart 15: Method to offer intrinsic rewards to employees
Allocating
responsibilitie
s
Assigning new
challenges Appreciation Favourable
attitude by the
seniors and
high
management
0
2
4
6
8
10
12
14
8 9
11 12
Method to offer intrinsic rewards to
employees
Method to offer
intrinsic rewards
to employees
From the above table, it could be evaluated that there are 12 out of 40 employees who think
that favourable attitude by the seniors and high management is a key method to offer intrinsic
rewards to employees. In contrast to this, 8 out of 40 participants believe that allocating
responsibility is a key technique to facilitate intrinsic rewards to employees. This finding is
favoured by the view of Lampel, et al. (2014) as it was described that intrinsic rewards
incorporate allocating new tasks and accountabilities, positive approach by seniors and high
management, appreciation, and caring. Job rotation is a kind of intrinsic rewards.

DISSERTATION 39
Chapter 5: Conclusion and Recommendation
To study the meaning and concept of rewards and employees productivity
From the above interpretation, it could be concluded that reward system is a technique to
evaluate the performance of employees. It is also evaluated that a reward system is a
significant set of both non-monetary and monetary rewards to accomplish the need and desire
of employees. It is also determined that reward system is depending on the view of pay for
performance. It could be summarised that there are some higher level requirement that the
management should intend to lead workforces for persistent enhancement.
To analyse the role of reward on employee to enhance their productivity: In context of
Baxter Healthcare Ltd
From the above discussion, it could be concluded that there is the favourable liaison between
job satisfaction and rewards regarding financial and non-financial rewards. It could be also
summarised that reward system is beneficial for a corporation to retain existing and persuades
new staffs. There are different methods to facilitate verbal appreciation and recognition
rewards. These methods are allocating tasks and accountabilities, praises by seniors, and
responsiveness of organisational leadership. Power and authority of leaders are exercised to
compensate rewards.
To recommend the ways of rewards that could improve productivity of employee: In
context of Baxter Healthcare Ltd
From the above interpretation, it could be concluded that association between employer and
employees. Different ways could be used by health care company to improve job
performance as compared to rewards. These ways are opportunities for training and
development, liaison between employees and employer, management policies, good working
conditions. It could be concluded that a company can gain its profitability by employing more
proficient workforces within an organisation. It is analysed that different technique could be

DISSERTATION 40
used by an organisation for offering extrinsic rewards to employees. These techniques could
be job security, promotion and pay/salary and incentives. There could be a different method
to facilitate intrinsic rewards. These methods are assigning new challenges, allocating
responsibilities, appreciation and positive attitude by top authority. Job rotation is also a
significant sort of intrinsic rewards.
Recommendation
To study the meaning and concept of rewards and employees productivity
From above discussion, it can be suggested that organization mandate all employee to
converse with each other about the reward system. It would support to create a link between
workforces and upper management. The organization should offer reward program as it could
be supportive to gain understanding about employee productivity and employee reward
(Smith, 2015). Baxter health care limited should offer value to the employee by giving
reward accordingly. In addition, it is analysed that employee who is awarded by monetary
and non-monetary reward then they are inspired to work hard as it would help to retain
employees for long-term. Reward structure could also support to describe how workforces
could obtain a reward. In addition, it is also illustrated that when the organization would fulfil
the expectation of employees then then could accomplish their allocated work in less time
and cost. In addition, it can also be summarized that once researcher could get a reward then
it became a habit for them. In addition, it is also analysed that when the reward is frequently
distributed to the employee then they positively motivated and attain the goal of the
organization. In addition, it can also be stated that when workforces would be excited about
rewards then they will work hard to accomplish their specified goal. The reward could direct
impact on employee behaviour with company business strategy (Sutton, et al., 2016). In
addition, it is also analysed that reward could support to attain the specified aim and
objectives of the company.

DISSERTATION 41
To analyse the role of reward on employee to enhance their productivity: In context of
Baxter Healthcare Ltd
From the above interpretation, it could be suggested that organisation should provide rewards
to their employee, which could support to retain workforces in long-term. The company
should check the employee to make sure that their rewards are within their reach. The
organisation should provide the dashboard to employees in which they can observe their
performance in real time (Sutton, et al., 2016). It should allow the employees to exactly check
their own performance and have a truthful desire for rewards.
If rewards are compensated as per the objective data then employees are more prospects to
observe the procedure as impartial and also they could gain depth knowledge about what is
desired of them. It will gain their motivation to attain the expected performance outcome.
When employees are expected to observe the reward system as impartial then they would be
more engaged in demanding the rewards. It could be suggested that reward should be
allocated reliably as per the pre-estimated regulation. The company should never engage to
use partiality or cut corner approach because it could have an adverse impact on the
performance of employees. Rewards system includes the set of monetary and non-monetary
rewards and social awards (Trebble, et al., 2015). Furthermore, praise and recognition have a
high impact on the performance of employees. The company should pay cash bonuses to
increase their effect as money could motivate while it is a significant amount. The significant
way of motivating learning new task is reinforcing the behaviour of employees on a
continuous schedule (Tuwai, et al., 2015). The company should make efforts to motivate the
manager and should use employee reward software program as it is feasible and cost effective
way.
To recommend the ways of rewards that could improve productivity of employee: In
context of Baxter Healthcare Ltd

DISSERTATION 42
It could be recommended that company should directly associate with desired performance as
it will impact on the employee’s performance. Further, the company should use recognition,
cash rewards, praise and non-cash rewards to obtain a particular outcome. When employees
make the link between their performance and rewards, then they will be encouraged to
perform the task in long-term. Workforces should be rewarded while they attain their long-
term goals and smaller tasks (Usha, et al., 2014). It will make sure that they get recognition
for their development and that their act is reliable with company desires. The team-based
incentive should be provided by an organisation to increase the productivity of employees as
compared to incentives of individuals. If team-based rewards have not entailed in the strategy
of the corporation then they should use it to gain the productivity of employees. In addition,
the resources should include team based rewards to increase the workforce’s productivity
(Warburton, et al., 2014). It could have a prominent impact on co-operation, the bottom line
of employees and cohesiveness of employees. It could be significant to provide a reward to
top performers. An organization should frequently practice reward system as it could
appropriate employee in long-term. It will also improve the performance of the employees. It
is also stated that the longer and delaying in offering the rewards after the achievement of
employees could negative impact on the performance of employees. The company should
allow each staff members to choose their own rewards and make a decision regarding what
rewards workforces should get under a predetermined condition (Vermeeren, et al., 2014). It
will impact on the commitment level of employees and facilitates rewards by engaging them
in the required tasks. The company should also comprehend the employee’s need as it is a
central part to motivate them.

DISSERTATION 43
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DISSERTATION 45
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DISSERTATION 47
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DISSERTATION 48
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DISSERTATION 49
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DISSERTATION 50
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DISSERTATION 51
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P. 55.

DISSERTATION 52
Appendix
Survey through questionnaire
Demographic factors
Please specify your gender
 Male
 Female
Please mentioned your experience in health care industry
 Less than 1 year
 1-5 years
 5-10 years
 More than 10 years
Please spell out your age
 25-30 years
 30-35 years
 35-40 years
 More than 40 years
To study the meaning and concept of rewards and employees productivity
Do you agree that rewards system is a mechanism to assess the employee’s
performance?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

DISSERTATION 53
Do you think that a reward system is an effective set of both non-monetary and
monetary rewards to satisfy the expectation and need of employees?
 Yes
 No
Do you believe that reward system is relied on the view of ‘pay for performance’?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Do you agree that there are certain higher level needs that the management should
target to lead employees for persistent improvement?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
To analyse the role of reward on employee to enhance their productivity: In context of
Baxter Healthcare Ltd
Do you think that there is positive relationship amid rewards and job satisfaction with
respect to both non-financial and financial rewards?
 Strongly agree
 Agree
 Neutral
 Disagree

DISSERTATION 54
 Strongly disagree
In your opinion, the reward system is significant for a company to retain current
employees and influence new workforces?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
What is a key method to offer verbal appreciation and recognition rewards?
 Praises by seniors
 Allocating tasks and duties to workforces
 Responsiveness of organisational leadership
 All of the above
Do you believe that power and authority of leaders are used to pay rewards?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
To recommend the ways of rewards that could improve productivity of employee: In
context of Baxter Healthcare Ltd
What could be ways to improve job performance rather than rewards?
 Association amid worker and employer
 Opportunities for training and development
 Good working circumstances