The Influence of Reword on Employee Motivation

THE INFLUENCE OF REWORD ON EMPLOYEE MOTIVATION 1
INFLUENCE OF EXTRINSIC REWARDS AND INTRINSIC REWARDS ON EMPLOYEE
MOTIVATION
TITLE OF THE WORK
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Running head: THE INFLUENCE OF REWORD ON EMPLOYEE MOTIVATION 2
INFLUENCE OF EXTRINSIC REWARDS AND INTRINSIC REWARDS ON EMPLOYEE
MOTIVATION
Executive summary
For decades, there has been controversial perception of the impact of intrinsic and extrinsic
rewords on employee motivation and performance in organizations and workplace. Different reports have
been presented based on different research findings and thus has left unanswered questions. The research
is therefore intended to establish the typical relationship between motivation, and performance of
employees based on the intrinsic and extrinsic rewords while critically incorporating theories, concepts
and empirical findings.
The arrangement of this research proposal will be; introduction that will form the first section
followed by, problem statement, aim and objectives or research questions, justification and potential
output of the research, conceptual framework and hypothesis development, impact of motivation,
hypothesis development, methodology, research approach and sources of data, proposed data collection
and analysis technique, organization of the study, budget, project activities and Gantt chart, references
and appendix.
Introduction
The variables of the study will be extrinsic rewards, intrinsic rewards and motivation.
The concepts of motivation and reword have been closely linked to the performance of employees
at the work place. Arguments have been put fourth regarding the influence of rewords, both intrinsic and
extrinsic on employee performance/ output. In relation to the past decades, coherent evidence has
indicated that there is a positive relation between motivation and rewords, both intrinsic and extrinsic
(Cho, & Perry, 2012, p.406).

THE INFLUENCE OF REWORD ON EMPLOYEE MOTIVATION 3
In a basic understanding, motivation may be referred to as the drive or necessity which
determines one’s conduct. Extrinsic rewards are exterior things to the employee that are tangible and are
provided to the employee by the employer for example salary, promotion, pay rise, bonus among others.
It is only managers who have the power to offer extrinsic rewards. On the other hand, intrinsic rewards
are things that arise from within the worker and are not tangible. For example self-respect, value attached
to the job, recognition among others (Hafiza, et al., 2011, p.334).
Problem statement of the research
There has been consistence queries arising in the reasons as to why performance of employees
vary from organization to organization. In a view of this controversial problem, theories and perceptions
have been developed that tries to explain it. However, these has been divergences of these views. Thus,
this study will explore the reasons why this so and the study will also attempt to offer possible solution on
how increase employee motivation. The study also seeks to investigate the relationship between
motivation and employment (Lepper, & Greene, 2015)
Aim, objectives and research questions
The aim of the research proposal is to establish the relationship between extrinsic rewards,
intrinsic rewards and employee motivation. This will help managers on how to motivate their employees
in order to enhance the success of the company or organization (Hung, S. Y., Durcikova, Lai, & Lin,
2011, p.427).
The objectives of the research proposal
 To find out the relationship between intrinsic rewards extrinsic rewards on
employee motivation. To establish whether there is a relationship between intrinsic rewards
extrinsic rewards on employee motivation (Aktar, Sachu, & Ali, 2012, p.15).
 To investigate the impact rewards on employee motivation.

THE INFLUENCE OF REWORD ON EMPLOYEE MOTIVATION 4
 To find out the employees’ view of rewards on their performance.
 To establish the attitude and view of managers on rewards and employees
motivation.
 To explore the impact of Salary, Working conditions, Recognition, Promotion,
Pay rise in employee motivation and performance (Twenge et al., 2010, p.1142).
The research questions will include the following
 What impact does motivation have on employment?
 Is there any relationship between motivation and employment?
 What is the attitude and view of managers on motivation?
 How do employees rate the impact of motivation on employment?
Justification and potential output of the research
Basing on the fact the research intends establish the empirical and practical relationship of the variables, it
therefore implies that the results will be of relevance to business organizations and government
authorities as they will such findings in policy formulation for example policies employee motivation
scheme, government will still use the findings to persuade the donor agencies, and this will benefit the
target population if the problem is solved (Ordóñez, et al., 2009, p.16).
Students in especially in universities who will be required to carry out research in partial fulfillment of the
course will use study finds as reference. This will give guidance to them while doing their research. The
study findings will further aid the identification and filling of gaps left out by some scholars in case of
any. This will help to address the research problem (Grant, 2008, p.48).
Conceptual frame work
The conceptual frame work explains that extrinsic and intrinsic rewards influence employee motivation.
Employees generally feel when they are given incentives like; pay rise, promotion, money they are
motivated to work harder hence increasing on their productivity.in addition, employees also feel that
managers or their employers are not willing to give them incentives that would motivate them to keep
working but instead want to promote only organizational interests by forcing them to work. On the other