Impact of Rewards on Employee Performance

This assignment delves into the impact of non-financial rewards on employee performance. It examines various types of non-financial rewards, their perceived attractiveness to employees, and their effectiveness in boosting motivation and job satisfaction. The research utilizes scholarly articles and online resources to provide a comprehensive analysis of this topic.

Research project

Table of Contents
Title ............................................................................................................................................3
Aims and objectives ..................................................................................................................3
Abstract ......................................................................................................................................3
Rationale of the study .................................................................................................................3
Introduction ................................................................................................................................4
Gantt chart ..................................................................................................................................4
Literature review ........................................................................................................................5
Methods ......................................................................................................................................8
Result ........................................................................................................................................10
Discussion ................................................................................................................................10
REFERENCES .............................................................................................................................11

Title
This proposal is based on the topic of “Analysing the impact of non financial
motivational factors on the job satisfaction of employees: a case study on hotel Hilton”.
Aims and objectives
The main aim of present study is to analyse the impact of non financial motivational
factors on the job satisfaction of employees: a case study on hotel Hilton.
Here, on the basis of given aim following objectives are framed:
 To identify different non financial motivational factors used within hospitality industry.
 To evaluate relationship between non financial motivational factors and employee's job
satisfaction.
 To recommend the ways to enhance satisfaction level of hotel Hilton employees.
Abstract
The main question which is associated with present study is that “What is the impact of
non financial motivational factors on the job satisfaction of hotel Hilton employees?. With an
aim to conduct the respective study, sample of 50 Marriott hotel employees will be collected by
using random sampling method. In addition to this, the study will use both secondary and
primary means to collect the data for the study.
Rationale of the study
It is very essential for the firm that it should make measure for maintaining satisfaction
level of its buyers. This is because, if it is not done then it will become very difficult for the
enterprise with regard to carry out best services from the employees. This is due to the fact that
high quality services will be given by workers if they feel highly satisfied and motivated from
the task which is allotted to them (Toode, Routasalo and Suominen, 2011).
In this context, it has been seen that there are many hospitality firms which has been
going through with the problem of decline in satisfaction level of workers. Herein, it is examined
that corporations are facing this issue because it is becoming very ineffective for them with
regard to assess the suitable mean with the help of which it can maintain satisfaction level of its
employees. Furthermore, there are many enterprises which are using non financial motivational
factors with an aim to maintain satisfaction level of buyers. Thus, due to vast scope of respective
topic, scholar has taken given topic into consideration. Furthermore, the given topic has its

significance for number of people. Here, the researcher who is conducting its study on respective
topic can use it as a base and can perform its study in an effectual manner (Park and Rainey,
2012). Furthermore, the given study has its usefulness for other company which also want to
examine the effect of non-financial motivational factors on satisfaction level of employees.
Introduction
The main problem which is associated with respective study is to assess that whether non
financial means of motivation causes effect on satisfaction level of hotel Hilton workers or not.
This is a problem because of the availability of two motivational means such as financial and
non-financial. Hence, it is very important for the manager that it should make use of suitable
mean with an aim to maintain satisfaction level of its buyers. This study will help in resolving
the given issue of manager by examining the importance of non-financial means of motivation.
Besides this, according to the view point of Pinder (2014) non financial mean is the type
of compensation which does not involve cash. Hence, herein employees of firm are motivated by
making use of different non financial motivational reward. In this regard, it has been examined
that the given means will have effect on satisfaction level of buyers. This is because, it has been
identified that there are many employees which feel highly motived or satisfied when they get
recognition of the work which is being performed by it. Therefore, the given thing will motivate
them with respect to give their best services to the firm and thus due to it positive benefit will be
incurred by enterprise in the form of increased profits and sales (Mone and London, 2014).
For the current proposal, hotel Hilton is taken into consideration. This is because,
manager of hotel Hilton is being going through with the issue of low level of satisfaction among
its workers. This issue is causing direct effect on the profit of enterprise. Furthermore, high level
of work stress and lack of recognition from the side of manager leading to the given issue. Thus,
by conducting research upon this firm researcher can examine the need and importance of
different non financial motivational factors (Work Stress and Well-being in the Hotel Industry,
2016). Besides this, hotel Hilton is the famous hospitality firm which has spread its web in many
countries. In addition to this, the company has also built its successful brand image in market.
Gantt chart
It is the time plan which will help in accomplishing all the sections of study within given
specified time limit. The month will begin in 23rd May 2016. Hence, the whole study will be
completed in 16 months that is 23rd August 2017. It is attached in below:

Activity/month 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16
To write the proposal for the
study
To give description about the
aim and objective of study
To prepare literature review
To formulate research-
methodology
To assemble data through
primary research.
Data analysis
To draw conclusion
To draw recommendation
Submitting To The Tutor
Performing Corrections as per
the Feedback
Finally, submitting report to

respective authority
Literature review
Meaning and importance of job satisfaction
According to the view point of Thompson (2014) job satisfaction is the state which
explain that extent to which individual is satisfied with his/her job. However, Schlechter,
Thompson and Bussin (2015) have depicted that job satisfaction depict that extent to which
people like or dislike his/her job. In this regard, Shields and et.al., (2015) have entailed that for
the firm it is very essential that it should make effort in terms of maintaining the satisfaction
level of its employees. This is because, firm lack of compliance with given type of approach will
lead to cause direct effect on the firm's profitability. This is because, it has been seen that
employees will be able to give their best services to customers if they feel highly satisfied as well
as motivated. However, dissatisfaction among workers will guide firm towards wrong direction.
Hence, it is very beneficial for the firm that it should maintain satisfaction level of its buyers.
Examining the type of non-financial means of motivation
There are different non financial means of motivation are examined. Hence, in
accordance with the given context as per the view point of Tausif (2012) giving letter of
recognition is being regarded as one of the most effective mean for enhancing satisfaction level
of workers. There are many employees who feel satisfied when their manager pat them on their
back for good work and praise their performance by giving them letter of recognition in the
presence of different other senior members.
Besides this, Ibrar and Khan (2015) have depicted that free children education and
discount on firm's products are being regarded as some other non-financial means of motivation.
Herein, it is examined that there are some firms which gives priority to the basic needs of their
employees. Hence, with an aim to motivate their workers these corporations offers varied non-
financial means of motivation such as discount of firm's products and services or giving free
education to children etc. Furthermore, according to the view point of Sajuyigbe, Olaoye and
Adeyemi (2013) involving employees in the decision-making process is being consider as one of
the type of non-financial mean of motivation. There are some people who feel motivated and
satisfied when firm involve them in the decision making process and give consideration to the
feedbacks which is being given by them. In addition to this, Ghazizadeh, Griggs and Hikosaka,

(2016) have entailed that job enrichment is another type of non-financial mean of motivation.
Here, in the given technique manager of firm enhances roles and responsibilities of employees.
This makes them feel like they have climb one more step of their career development path.
Overall, it can be said that these all are the major non-financial means of motivation which
manager of firm can use with an aim to maintain or enhance satisfaction level of its workers.
Relationship between non-financial means of motivation and job satisfaction
There is a relationship exit between non-financial means of motivation and job
satisfaction. In this regard, as per the view point of Bettinger (2012) employees feel highly
satisfied when firm gives them reward in the form of letter of recognition and appreciation.
There are some employees who feel highly motivated when their senior officials motivate them
for delivering the best performance to the firm. Such type of gestures from the side of senior
manager will make their employees feel like they are putting their efforts towards correct path.
Hence, they will try to give their maximum efforts towards the work which is being allotted to
them.
Besides this, Momanyi and et.al., (2016) have stated that non financial mean such as
enhancing roles and responsibilities of workers will make workers associated with the company
for the longer period of time. In this regard, it has been seen that there are many employees who
feel highly satisfied when firm make improvement in their existing roles and responsibilities.
This is because such type of workers have interest in testing and learning new things. Hence, the
respective non financial factor helps in fulfilling the given need of buyers in an effective way.
Thus, it is due to the presence of given aspect they feel highly satisfied as well as motivated.
Furthermore, as per the view point of Schlechter, Thompson and Bussin, (2015) the
organisation climate is another type of non-financial mean of motivation which has direct
connection with employee's satisfaction level. Herein, it is examined that employees prefer to
work in person culture. It is the type of culture wherein manager gives importance to the needs
and demands of workers. In addition to this, employees also want that their firm should follow
open type of culture which gives them opportunity with regard to freely express their views and
opinions in front of another person. Hence, such type of firm's climate will lead to have positive
effect on the satisfaction level of buyers. In addition to this, the given thing will also motivate
them with respect to give their best performance to the manager of enterprise in an effectual way.

Besides this, Sajuyigbe, Olaoye and Adeyemi (2013) have evaluated that it is not
necessary that all the employees who are working within firm will feel motivated when firm
make use of non-financial means of motivation. This is because, there are some employees who
feel highly satisfied when firm offers them reward in the form of bonus and incentives etc. Thus,
it is very essential for manager that it should give consideration to given aspect and hence plan
its reward policy accordingly.
Factors which affect satisfaction level of employees
There are number of factors in firm which will have significant impact on the employee's
satisfaction level. Herein, Ghazizadeh, Griggs and Hikosaka (2016) have stated that the type of
leadership style used by manager will have effect on worker's satisfaction level. For example,
employees feel satisfied when they work with democratic leader. It is because, given leader
involves employees in the decision making process and gives consideration to their needs and
demands. But, in case if workers have to work with autocratic leader at that time they feel highly
dissatisfied because given type of leader does not give consideration to demand of employees.
Besides this, Thompson (2014) have entailed that the type of organisation culture which
is being followed by firm also have effect on employee's satisfaction level. In this context, it is
examined that employee's satisfaction level will be increases more when firm follows open type
of culture wherein workers are given full freedom to express their views and opinions in front of
other people in an effective manner. However, absence of given type of culture will tend to have
direct effect on the satisfaction level of employees. Overall, it can be said that these two are the
major factors which will have effect on worker's satisfaction level.
Methods
This section is very important as it will give description about number of techniques
which can be used in order to conduct study upon the proposed topic. In accordance with the
given context, research techniques which are used with an aim to conduct study upon above
mentioned topic is depicted in below: Research philosophy:It is being regarded as one of the most important part of the study. It
is due to the fact that it gives assistance to the scholar in the task to collect or assemble
appropriate data for the study in an effectual manner (Research philosophy, 2015).
Furthermore, the given approach assist in developing scholar knowledge or
understanding with respect to the specific topic. The philosophy is of two type such as

positivism and interpretivism (Stanley, 2013). Positivism philosophy is the approach
wherein scholar of the study frame hypothesis which is later on will be tested by it by
making use of different statistical measures. Besides this, interpretivism is another
philosophy wherein data are collected as well as analysed by making use of non
statistical measures. For the present study which is related with the topic of analysing the
effect of non-financial means of motivation on job satisfaction of Hilton hotel workers,
interpretivism philosophy will be used. This is because, the given philosophy is made
applicable when study does not possess hypothesis. Research approach: It gives explanation regarding the way to carry on study upon
specific topic systematically (Research approach, 2015). The approach is of two type
such as inductive and deductive. In deductive approach, data are collected on the basis of
formulated theory. However, with an aim to test the same hypothesis is formed in this
regard which is later on will be tested by scholar with an aim to reach on to the
conclusion that whether it should accept null hypothesis or reject it (O'Leary, 2013).
Besides this, in inductive approach researcher does not take help from existing theory and
thus formulate the new one. Herein, for the present study inductive approach will be
applied. It is because of the absence of hypothesis in study. Research design: It is the blue print of study and hence direct the work of scholar toward
correct path. The design is of three type such as exploratory, explanatory and descriptive
etc. Herein, when researcher want to examine cause and effect relationship between two
variables then in this situation it makes use of explanatory research design. In the similar
way, in exploratory research design researcher formulates hypothesis with an aim to
examine relationship between two variables (Lang and et.al., 2013). However, for the
current study which is based on the topic of analysing the effect of non-financial means
of motivation on job satisfaction of Hilton hotel workers, descriptive research design will
be used. Here, with the help of it researcher can get in-depth information about the main
topics of the study. Hence, it will assist researcher towards the conclusion of present
study. Data collection: It is being regarded as systematic way to assemble data for the present
study. Here, in the current study data will be collected by making use of both primary and
secondary sources. In accordance with the given context, the primary data for the present

study will be collected through questionnaire. The questionnaire framed will consist of
both open and close ended type of questions. In the similar way, different secondary
means will also be used such as books, online articles and journals etc. These all given
means will help researcher in reaching the framed objectives of the study in an effectual
manner.
 Sample and sampling: The study will be conducted upon sample of 50 Marriott hotel
employees. However, in order to gather the respective sample simple random sampling
method will be taken into consideration (Stanley, 2013).
Result
The data will be collected for the present study with the help of both primary and
secondary means. Here, it is very beneficial for the scholar that it should take help from both the
given means. This is because, by using combination of these mean researcher can effectively
reach on the framed aim and objectives of the study. However, the work of scholar does not end
with collecting data for the study. This is because, with an aim to interpret the result of collected
data scholar of the study will have to take help from the data analysis technique. Hence, with
regard to the present study which is based on the topic of analysing the effect of non-financial
means of motivation on job satisfaction of Hilton hotel workers, the assembled data will be
analysed by using thematic approach. In accordance with the given context, number of themes
will be prepared as per framed questionnaire. In addition to this, in the given theme information
will be given about the responses which is being given by respondents of the study. Furthermore,
the responses of the respondents will be presented by using graphs and charts. Thus, the given
section of the study will guide researcher towards the conclusion and recommendation chapters
of the study. Thus, finally at the end scholar can get answer to the research problem that whether
non-financial means of motivation helps in maintaining satisfaction level of buyers or not. Thus,
it can be said that the data analysis method which is used for present study is appropriate as well
as effective.
Discussion
It can be stated that the study conducted has its benefit as well as importance for the
number of individuals. Furthermore, this study will have impact on the HR reward policy.
Besides this, there are two major limitations associated with the current study and it is related
with finance and time. For example, a researcher will be able to carry out its study upon

respective topic in more detailed way if it will have sufficient time for the same. In the similar
way, scholar of the current study also lacks in money and thus the given thing will also caused
impact on the overall result of the study.

REFERENCES
Books and journals
Bettinger, E.P., 2012. Paying to learn: The effect of financial incentives on elementary school
test scores. Review of Economics and Statistics, 94(3), pp.686-698.
Ghazizadeh, A., Griggs, W. and Hikosaka, O., 2016. Object-finding skill created by repeated
reward experience. bioRxiv, p.043786.
Ibrar, M. and Khan, O., 2015. The impact of reward on employee performance (a case study of
Malakand Private School). International Letters of Social and Humanistic Sciences. 52.
pp.95-103.
Lang, T. and et.al., 2013. A research methodology study to map the process of initiating and
operating a randomised controlled trial of podoconiosis treatment in Northern Ethiopia.
Trials. 14(1). pp. 1-1.
Momanyi, G. O. and et.al., 2016. Strengthening Strategic Reward Framework in Health Systems:
A Survey of Narok County, Kenya. Global Journal of Health Science. 9(1). pp.181.
Mone, E. M. and London, M., 2014. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
O'Leary, Z., 2013. The essential guide to doing your research project. Sage.
Park, S. M. and Rainey, H. G., 2012. Work motivation and social communication among public
managers. The International Journal of Human Resource Management. 23(13). pp.2630-
2660.
Pinder, C. C., 2014. Work motivation in organizational behavior. Psychology Press.
Sajuyigbe, A. S., Olaoye, B. O. and Adeyemi, M. A., 2013. Impact of Reward on Employees
Performance in a Selected Manufacturing Companies in Ibadan, Oyo State,
Nigeria. International Journal of Arts and Commerce. 2(2). pp.1929-7106.
Schlechter, A., Thompson, N. C. and Bussin, M., 2015. Attractiveness of non-financial rewards
for prospective knowledge workers: an experimental investigation. Employee Relations.
37(3). pp.274-295.
Shields, J. and et.al., 2015.Managing Employee Performance & Reward: Concepts, Practices,
Strategies. Cambridge University Press.
Stanley, L., 2013. Feminist praxis (RLE feminist theory): Research, theory and epistemology in
feminist sociology. Routledge.