Evaluating Senior Management Performance

The survey questionnaire is designed to gather information about the opinions and experiences of a General Manager in an entity. The questions cover topics such as job satisfaction, performance measurement, reward systems, and employee retention. The manager's responses indicate that they feel valued by their company, agree that the current reward system is effective for improving senior management performance, but disagree that public appraisal by higher authorities has a positive impact on staff members' motivation. Overall, the survey aims to understand the General Manager's perspective on various aspects of their role and the entity.

DISSERTATION
HRM

TABLE OF CONTENTS
CHAPTER- 1 INTRODUCTION....................................................................................................1
1.1 Background.......................................................................................................................1
1.2 Research aims and Objectives..........................................................................................1
1.3 Research questions...........................................................................................................2
1.4 Rationale for study...........................................................................................................2
1.5 Significance of study........................................................................................................3
CHAPTER- 2 LITERATURE REVIEW ........................................................................................4
2.1 Introduction......................................................................................................................4
2.2 Concept of reward management and recognition.............................................................4
2.3 Types of rewards..............................................................................................................5
2.3 Importance of reward for performance and recognition for retention..............................6
2.3 Impact of rewards and recognition in increasing performance and retention of senior
section.....................................................................................................................................6
CHAPTER- 3 RESEARCH METHDOLOGY ...............................................................................8
3.1 Introduction......................................................................................................................8
3.2 Research philosophy.........................................................................................................8
3.3 Research design................................................................................................................9
3.4 Research approach............................................................................................................9
3.5 Data collection................................................................................................................10
3.6 Sampling.........................................................................................................................10
3.7 Data analysis...................................................................................................................11
3.8 Ethical consideration......................................................................................................11
CHAPTER- 4 RESULTS ..............................................................................................................12
4.1 Introduction....................................................................................................................12
CHAPTER 5: DISCUSSION AND EVALUATION....................................................................22
CHAPTER- 5 CONCLUSION AND RECOMMENDATION ....................................................24
5.1 Conclusion......................................................................................................................24
5.2 Recommendation............................................................................................................25
REFERENCES..............................................................................................................................27

CHAPTER- 1 INTRODUCTION
1.1 Background
In the present era the organizations demonstrates higher degree of commitment with
respect to reinforcement of the practices related with rewards that are being aligned with other
HR practices as well as goals of the firm in order to attract, retain as well as motivate the
personnel (Obeidat and Abdallah, 2014). Suitable reward practice act as an aid in attracting
towards result driven professionals who can thrive as well as succeed within the environment
that is performance based. Therefore such is considered as crucial motivator and provides greater
contribution towards increasing the productivity of the personnel in case it is being executed in
an effective manner (Cobb, 2016).
An effective management of the reward system has greater advantageous influence over
the personnel in various manner. This includes facilitating longer term emphasis with continuous
enhancement, reduction in the service operating costs, encourages team work, reduce
dissatisfaction among employees and increase interest among the personnel within the financial
performance of the firm (Cobb, 2016). Higher performance business keeps management of their
reward practices in a manner that it is enabling them to make prediction of what kind of
innovation can work in the best manner as well as ensures what is being done for the sake of
delivering outcomes that are expected (Fay and et.al, 2015).
Company information
Study will be based on firm which are operating in the hospitality industry. Hotel is well
known leading budget hotel brand which offer luxurious services at budget price. It is operating
its business at large scale in the hospitality industry. It is an international type of hotel which
provides Wi-Fi services, luxurious rooms, meeting rooms to its valuable customers. It is
operating its business across the world. It is considered as most luxurious brand in the hospitality
industry and there are more than 250 employees are working. Mainly it has its head quarter in
central of London. Hotel provides all kind of facilities to its consumers as per their needs and
requirements. Hotel target market is women and men between age of 20-45. It targets its
consumers on the bases of their income level, its facilities are quit costly thus people those who
are having good income source they can enjoy services of the company. Across the world cited
firm has more than 30 branches where skilled people are working ad they are contributing well in
the success of entity. UK is the famous place from the tourism point of view, hotel is able to
1

attract tourist by providing them quality services. It is situated near airports, railway stations and
offer products and services at affordable prices as compared to other global hotels (Types of
Employee Recognition and Rewards, 2017).
Study will discuss the use of rewards management as performance and recognition for the
retention of employee within the senior section (5 Tips for Effective Employee Recognition,
2017). Literature of other authors will be reviewed in this study so that in depth information can
be collected. Research methodologies will be described and discussion or evaluation will be done
of the subject matter.
1.2 Research aims and Objectives
Aim: To Analysis of the use of rewards management to improve performance as recognition for
employees within the senior management.
Research Objectives:
 To understand the concept of rewards management and recognition.
 To investigate the use of rewards management as performance and recognition for the
retention of employee within the senior section of organization.
 To identify the impact of rewards and recognition in increasing performance and
retention of senior section in the organization.
1.3 Research questions
 What is the meaning of rewards management and recognition.
 Explain the use of rewards management to improve performance as recognition for the
retention of employee within the senior section of organization.
 What is the impact of rewards and recognition in increasing performance of senior
section in the organization.
1.4 Rationale for study
In the present era there is increase in issues related with minimizing retention of the
personnel. Along with this lack of proper reward is affecting the performance of the employees
to a greater extent. As the competition among the business has enhanced thus there is greater
need towards the business to develop the strategies that can assist in retention of the skilled
personnel for longer span of time (Goetsch and Davis, 2014). Rewards and recognition are
2

regarded as important factors that helps in attainment of the success by the firm in an effective
manner. The issue can be resolved when the business would employee suitable reward system so
that it is able to provide satisfaction to the employees to a significant level. Apart from this it is
competitive era competitors are offering attracting packages to the skilled employees. That is
why they are moving towards other brands, if they are not getting satisfactory salary packages in
the existing workplace (Cobb, 2016). Companies have to understand requirement of people and
pay attention to hold skilled persons in the organization for longer duration. Through this study
scholar will be able to find ways of encouraging management employees so that their
performance can be improved and they can contribute well in accomplishing goal of the firm.
The present investigation would shed light on the concept of reward system as well as
recognition towards enhancing the performance as well as increasing retention of the personnel
(Navimipour and Zareie, 2015).
1.5 Significance of study
Every research is carried out with a particular aim. The aim of the present thesis is
towards analysing the use of rewards management to improve performance as recognition for
employees within the senior management. The present study would assist the academician. This
is when carrying out PH.D. The investigation will provide greater deal towards offering
knowledge regarding the impact of rewards system on the performance of personnel. The current
research is very important by this way organizations will get to know difference between rewards
and recognition (Obeidat and Abdallah, 2014). That will support them in identifying the situation
that how rewards system can enhance efficiency of performance of managers and how
recognition can enhance their retention rate. By this way they will be able to measure the
performance of the company and authorities will be able to make strategies so that sustainability
of workers can get improved and they work better in the workplace. Through this study
management level people will get to know about new strategies and techniques that can help in
improving retention rate of its workers (Storey, 2014).
3

CHAPTER- 2 LITERATURE REVIEW
2.1 Introduction
This is considered as the most effective section as it act as an aid for the researcher in
determining the gaps that prevails in the past. There is existence of several investigator who have
reflected varied data with respect to phenomenon under the study. In the particular section
various theories have been developed as per the understanding which the author possess (Yang,
Huang and Hsu, 2014). In this section critical analysis will be done on the basis of the past
information on same subject. In the present dissertation the section of literature review will
facilitates in enhancing appropriate knowledge with respect to impact of reward system on the
performance of the employees (Cobb, 2016).
2.2 Concept of reward management and recognition
Reward management deals with the development as well as execution of the strategies as
well as policies which aims at rewarding the people in fair, equitable as well as consistent
manner as per their value to the business. In accordance with the views of Shields and et.al,
(2015) it has been examined that reward management is comprised of analysis as well as control
of the personnel compensation, remuneration as well as other advantages for the employees.
Along with this reward management possess the aim to make creation as well as effectively
operate the structure of reward for the business (Cobb, 2016). The structure associated with the
reward is comprised of the policies as well as practices relating with the pay, total reward,
minimum wage as well as team reward. Entity is required to make changes in its HR policies that
will support in improving condition of the company. It would help in managing the operations
effectively (Bustamam, Teng and Abdullah, 2014). Changes in existing policy is quit easy
because manager can identify loop fall in the practices and can modify specific policies .
Development of new policy is more costly as compare to modifications. Cited firm can
coordinate with all staff members via email, social networking sites, internet, telephonic and can
make them aware with reward system. It would be manageable by corporation and it would be
able to implement suggestion in cost effective ways (Cobb, 2016).
In contrast to this recognition is considered as the action or the procedure associated with
recognizing or being recognized in particular. This has been assessed that recognition is suitable
for the personnel in terms that it is effective in making them feel motivated for the actions that
are being performed by them. As per the views of Bustamam, Teng and Abdullah, (2014) it has
4

been examined that both of the aspects are considered as important for the success of the
business.
2.3 Types of rewards
Reward is considered as the pay that is being offered by the personnel to the employees.
This is comprised of packages of pay, benefits, services etc (Njanja and et.al, 20130. Rewards
are being categorized into several forms. This has been enumerated in the manner stated as
under:
Intrinsic rewards and extrinsic reward
Intrinsic rewards are considered as satisfaction which the individual gains from the job
itself. This implies that they are regarded as the factors associated with self actualization and
esteem needs of the personnel (Laguador, De Castro and Portugal, 2014). On the other hand
extrinsic rewards are considered as the advantages that are attained externally. Such are
considered as the rewards which are offered in money terms as well as fringe benefits. These are
results attached with the policies of the management of the firm (Cobb, 2016).
Financial rewards and non financial rewards
In accordance with the views of Presslee, Vance and Webb, (2013) it has been examined
that financial rewards are considered as those payment which can directly or indirectly improves
the well being of the personnel. Financial rewards assist in making the employees sound in
financial terms and assist them in fulfilling their desire. Direct payment is comprised of salary,
wages, commission, bonus, allowances etc. In contrast to this non financial rewards is referred to
as the benefit of the employees that does not improves well being in financial terms (Gopal and
Chowdhury, 2014). However they possess effectiveness in providing job satisfaction to the
employees. It is comprised of preferred lunch hours, parking spaces, desired work assignments
etc (Obeidat and Abdallah, 2014).
Performance based rewards and membership based rewards
Agwu, (2013) asserts that performance based rewards are such benefits that can be
offered based upon the ability of the employee to perform the job. The reward is dependent on
the individual's performance at actual work place. Such kind of rewards are exemplified through
usage of commission, incentive systems, group bonuses etc. However membership based
rewards are one that are being paid based on being member of the firm. This implies basis of
allocation of the reward is personnel's business membership (Cobb, 2016).
5

2.3 Importance of reward for performance and recognition for retention
Rewarding the sound performance is considered as essential in managing, motivating as
well as controlling the performance. The reward and recognition strategies can in positive terms
affects the attitude of the personnel (Snelgar, Renard and Venter, 2013). There is presence of
several employees who are being motivated by two targets. This is comprised of earning pay
check as well as performing the work which makes them feel proud. There is presence of greater
importance of reward which is in terms of enhancing the satisfaction among the personnel that
results in increasing the performance to a greater extent. This has been examined that by the
means employee recognition greater number of benefits are being attained by the employees.
This is in terms of increase in the productivity, satisfaction from the job, retention, loyalty, team
culture etc. In accordance with the views of Henderson and et.al, (2014) it has been examined
that staff that is engaged is more productive, works in effective manner as well as proactive for
the sake performing job in an effective manner. In case the efforts are being praised as well as
rewarded then it makes sense that staff member would work harder in order to attain the
recognition from the personnel. As per the views of Brunges and Foley-Brinza, (2014) this has
been determined that recognition of the efforts of the personnel reflects that job which are being
performed is valuable to the organization. It demonstrates that hard work of the employee is
being rewarded and thus it is considered significant. Such makes the personnel feel that they are
making some difference. Higher turnover of the staff results in lowering down the morale which
can make other people look some where else. The time which is needed to determine new staff
impact on the use as well as fiscal cost is higher this retention of the staff is considered priority.
The provision attached with the rewards offers the personnel with the reason that is tangible for
purpose of staying. Entity is required to give reward as per the need of senior management
employees. If it provides rewards as per the requirement then it will help in making them loyal
and increasing their satisfaction level. By this way they will retain in the organisation for longer
duration and will serve better to the entity (Cobb, 2016) .
2.3 Impact of rewards and recognition in increasing performance and retention of senior section
In accordance with the views of Agwu, (2013) it has been examined that employees are
the backbone of the organizations their skills and hard work support in accomplishing the goal of
the companies. It is necessary to make them satisfy for that rewards management is the great tool
through which firms can motivate the persons and can enhance their morale (Cobb, 2016). It
6

supports the entity in improving their confidence and they perform between in the workplace.
Rewards management is the great tool that improve efficiency level of the employees. As per the
view of Snelgar, Renard and Venter, (2013) companies offer senior management attractive
salaries, incentives, cash bonuses, team rewards in order to motivate them so that people can
perform their work better and put the best efforts for attaining the goal of the firms. As part of
productivity enhancement strategy firm must during appraisal process must communicate weak
points to employees and must communicate them ways that they can adopt to improve their
performance. Entity needs to appraise the best performer in front of all staff members. It will
help in boosting the person and that will encourage other members as well. That would support
in retaining the skilled people in the organization for longer duration.
Gopal and Chowdhury, (2014) argued that recognition affect the retention rate of the
senior section in the corporation. If firms appraise the manager in front of all team members and
senior management then it will encourage them and they will feel confident. By this way they
will sustain in the company for longer duration. Employees and managers are the assets of the
company, they put their hard efforts in order to achieve the common goal of the organization
(Types of Employee Recognition and Rewards, 2017). Skills of senior section in the workplace
play significant role in the organization and they formulate the policy and strategies so that
company can achieve its goal. It is essential that firms offer rewards and recognition to their staff
members so that they feel satisfied and retain in the workplace for longer period. Rewards and
recognition make them feel satisfied and they put their best efforts that reflects in their
performances. That makes them loyal towards the brand and they retain in the company and will
serve best to the consumers (Cobb, 2016).
7

CHAPTER- 3 RESEARCH METHDOLOGY
3.1 Introduction
Research methodology is considered as one of the essential chapter. It supports scholar in
conducting the study in systematic manner. It provides direction to the researcher that needs to
be followed (Snelgar, Renard and Venter, 2013). Investigator will describe various tools and
techniques which have been applied in this study.
3.2 Research philosophy
This is considered as the blueprint of the research on the basis of which the research
follows appropriate path. The method is regarded as suitable as based on this the development of
the background for the investigation is being done. In this regard interpretivism as well as
positivism are the two philosophies (Hermann, 2015). Positivism is the term in which factual
knowledge gained by using observation techniques. This philosophy is much more depended
upon the quantifiable observation. In this philosophy there is no human interest, it totally
depends upon view point of researcher which is gained by observing the real environment. On
other hand interpretivismis another research philosophy in which scholar involves human being
in the investigation in order get relevant information about subject matter. This method assumes
that access to reality can be gained only through social constructions such as sharing of meaning
etc (Goetsch, D. L. and Davis, S. B., 2014). It focuses on specific issue and gather information
accordingly. In the present investigation the most appropriate one is Positivism philosophy
(Brunges and Foley-Brinza, 2014). This is due to the reason that it assist in examining the
multiple reality. The research tool have been used in order to examine the appropriate knowledge
with respect to influence of reward system and recognition on the performance as well as
retention of the personnel. This research philosophy is quantitative in nature. On the other hand
positivism research philosophy is based on the hypothesis development. The investigation does
not make incorporation of any type of hypothesis due to which selection of positivism
philosophy has been done. This makes sure assessment of the human behaviour by the means of
tool such as questionnaire (Agwu, 2013).
3.3 Research design
It is the great tool that systematizes the research in effective manner. It is the outline of an
investigation that directs the scholar so that overall goal of the study can be achieved. Selection
of research design is very important because it helps in obtaining relevant information about
8

subject matter. If scholar selects wrong research design then it may affect overall study and its
finding as well. There are mainly three types of designs used in dissertation; descriptive,
exploratory and experimental etc (Cobb, 2016).
Research design can be defined as strategy that researcher choose to integrate various
components in its study (Hermann, 2015). In the present study investigator has taken support of
descriptive research design. It was the non-quantified topic thus use of descriptive research
design was appropriate. The main reason of selective this design in the present study is that
scholar wanted to conduct this investigation in qualitative manner. Thus, use of this tools was
appropriate and has supported to describe each aspect related to human resource management
effectively. With the help of this method individual has gathered information about belief,
attitude of senior manager. Hotel which is operating its business across the world, it is having
more than 250 employees in its workplace. All workers contribute well in the economic
development of the nation. With the help of this tool scholar has identified variables that has
assisted in getting optimistic results. It is considered as one of the effective tool through which
data can be described easily by using models and theories (Cobb, 2016). Descriptive research
design is the tool that helps in conducting the study in descriptive manner. Individual has taken
support of theories and model in order to complete this investigation. This theoretical analysis
technique has helped the researcher in carrying the investigation in theoretical bases. With the
help of this method, individual has become able to highlight the issues' and find out the results in
effective manner. This tool has supported in constructing the questionnaire through which
individual got to know about effectiveness of reward management in the entity.
3.4 Research approach
Approach is considered as appropriate tool on the basis of which the researcher can
generalize the tools and make determination of the suitable information in accordance with the
offered phenomenon under study. There is existence of two kinds of approach for the
investigation. This is comprised of inductive as well as deductive. Both are different in nature,
deductive approach starts with hypotheses and it emphasis on causality. In this type of method
research starts with general level and moves to specific direction. It is used in such investigations
in which scientific investigation is associated. On other hand inductive approach is far differed
from the deductive approach (Cobb, 2016). This is the tool in which research begins with
collection of data on the bases of subject matter. Once data is gathered then scholar take time to
9

step back in order to review the information so that optimistic results can be gained at the end of
dissertation. Inductive approach is associated with qualitative research type and researcher uses
research questions in order to narrow the scope of study. Inductive approach is one that act as an
aid in accumulating suitable information as per the stated objectives within the research as well
as questions (Njanja and et.al, 2013). On the other hand deductive approach depends on
developing hypothesis. On the basis of such strategy the investigator would develop the research
strategy in order to test the information which is being accumulated. For the present thesis
Deductive research approach is considered the most suitable one. This is due to the reason that in
present thesis the data is gathered by means of questionnaire that is offered to the managers of
the business. Along with this it is regarded as appropriate means on the basis of which
appropriate inferences can be devised. Through the assistance of such theorise attached with
subject are gained in positive way (Yang, Huang and Hsu, 2014).
3.5 Data collection
Data collection is the tool that supports in gathering in-depth information about the topic
and developing understanding about the subject matter. Further it develops the results which are
on the basis of such. With respect to this primary as well as secondary sources are referred to as
the two major sources that can be used for collecting the information. Under primary source the
method such as survey, observation as well as interview are being used (Cobb, 2016). Here the
data is being gathered for the initial time. On the other hand secondary information is collected
by online article, books and journals. They are the external sources through which the data is
determined. In the present thesis the data has been collected from both primary as well as
secondary sources. In addition to this, Researcher takes support of primary and secondary
sources for data collection because through primary data collection technique person will be able
to know point of views of managers of entity on the rewards and recognition. This act as an aid
in identifying the root cause of problems thus suitable conclusion can be drawn from thesis
(Goetsch and Davis, 2014).
3.6 Sampling
Sampling can be defined as way of selecting units from the large population. It is the
process of selection of number of individuals in the study those who can give accurate
information about the subject matter. It is divided into two parts; probability and non probability
sampling. Both techniques are differed from each other and helps in identifying results in
10

effective manner. In the present dissertation researcher has taken support of random sampling
method. Individual has sent questionnaire to selected senior managers of entity. Sample size has
been taken 30 (Obeidat and Abdallah, 2014). In the present study scholar has chosen random
sampling tool. By using random sampling technique researcher has become able to gather in
depth information about the subject matter, that has helped the scholar in knowing the usefulness
of reward system for senior management employees and improving their working performances.
Random sampling is the great tool and suitable for the present research type because by
this way possibility of biasness will be minimized to great extent. It will support in collecting
relevant information about senior managers, their point of view etc.
3.7 Data analysis
Present study is quantitative so scholar has taken support of thematic analysis. It is the
tool in which scholar can use graphs, charts in order to present the information in effective
manner. Themes help the readers in developing better understanding about the subject matter
(Agwu, 2013). Current dissertation is based on the use of reward and recognition system in
improving performance of senior management and retaining them in the organization for longer
duration. With the help of thematic analysis scholar become able to present the detail effectively
that helped in getting the accurate findings. Scholar will use spreadsheet in order to analysis the
data effectively. In order to analysis information researcher has taken support of thematic
analysis tool. With the help of this technique scholar can present data in effective manner.
3.8 Ethical consideration
It is one of the essential part that supports in conducting the study in right manner. It is
necessary for the scholar that to investigate and prepare the study in ethical manner. Individual
has not used any information from unauthorized website. Researcher will send consent form to
the respondents and after getting their positive concern researcher will continue the study.
Scholar will take permission of authorities and then researcher will start the investigation. For
data protection researcher will keep all information confidential and will not use it for
commercial purpose. When researcher was collecting information from the participants then
individual was facing the issues. One of the major issues faced by person is that in the initial
phase people were not ready to give their response. Scholar has taken prior permission from the
higher authorities of entity and then individual has sent questionnaire to them (Agwu, 2013).
11

12

CHAPTER- 4 RESULTS
4.1 Introduction
Data analyses is one of the important chapter that helps in analysing the data in effective
manner so that best results can come out. Present report is based on quantitative analysis,
thematic analyses will be used for identifying the use of reward system to improve performance
as recognition for employees within the senior management. In order to find out results
researcher has asked questions with 30 senior managers of entity. Data analyses will be done
with the help of thematic analysis sand through charts and graphs results will be presented.
Age
Table 1Age of respondents
30-35 8 27%
35-40 10 33%
40-45 7 23%
45-50 3 10%
50-55 2 7%
Total 30 100%
Interpretation
Results are reflecting that there are 27% respondents are in age group of 30-35, 33% are
in age group of 35-40 followed by 23% respondents that are in age of 40-45. There are only 10%
respondents that are in the age group of 45-50.
Occupation
Table 2 Occupation of respondents
Self employed 0 0%
Manager 30 100%
Interpretation
There are 100% respondents in sample as manager. It can be said that all respondents are
managers.
Table 3Number of years served in entity
Less than 1 year 5 17%
1-2 Year 8 27%
2-3 Year 4 13%%
More than 3 13 43%
13

years
Total 30 100%
Interpretation: From the above discussion it has been found that 43.33% respondents have said
that they are working in the entity from more than 3 years. 27% answers have viewed that they
are in the organization from 1-2 years. There were very few respondents those who have said
that they are working from less than 1 year in the entity.
Table 4Feeling about the entity
Feel safe 12 40%
Valued 8 27%
Depressed 3 10%
Dissatisfied 7 23%
Total 30 100%
Figure 1Feeling about the entity
Interpretation: When researcher asked about their feeling then 40% respondents have viewed hat
they feel safe in the entity. On other hand 26.66% answers have said that they feel valued in the
entity because company respect them and involve them in the decision making process.
14

Furthermore, 23.33% have said that they are dissatisfied with the firm because they do not get
promotional opportunity easily in the organization that creates problem in their career
development.
Table 5Technique used by company to measure performance of senior management
Observation 12 40%
Assessment and development centers 10 33%
Checklist 5 17%
Other 3 10%
Total 30 100%
Figure 2Technique used by company to measure performance of senior management
Interpretation: From the above discussion it is found that cited firm is using observation
technique in order to measure the performance of the senior management employees. It is
analysed that sometimes it takes support of assessment in order to measure performance of the
firm.
Table 6Reward system that used by entity is effective for improving performance of senior
management
Strongly agree 6 20%
Agree 12 40%
Disagree 7 23%
Strongly disagree 5 17%
Total 30 100%
15

Figure 3Reward system that used by entity is effective for improving performance of senior
management
Interpretation: From the discussion it is found that 40%respondents have viewed that they are
agreed that reward system that is used by entity is effective and helps in improving performance
of senior management. On other hand 23.33% answers have viewed that they are disagreed that
reward system of company is not effective enough. Whereas, 20% respondents have said that
they are strongly agreed that it is good and motivates people.
Table 7Main issue currently faced by senior management in the entity
Lack of recognition 12 40%
Poor salaries 10 33%
No incentives 5 17%
Other 3 10%
Total 30 100%
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Figure 4Main issue currently faced by senior management in the entity
Interpretation: From the above discussion it is found that 40%respondents have viewed that
entity do not provide them recognition. They have said that company offers them rewards such
as attractive pay, incentives et c but it does not recognize the good performance in the workplace.
That demotivate senior managers and they think to leave the job soon. 33.33% have said that
salaries offer by the company to senior management persons are very low as compare to other
organizations. Other competitor brand are offering attractive pay scale to their senior managers.
5 out of 30 answers have viewed that it does not offer them incentives that is the main issue in
the entity.
Table 8Type of extrinsic reward and recognition system is best adopted by entity
Basic wages 5 17%
Incentives 6 20%
Bonuses and promotions 10 33%
Staff discount 9 30%
Total 30 100%
17

Figure 5Type of extrinsic reward and recognition system is best adopted by entity
Interpretation: From the discussion it is found that 33.33% respondents have said that entity
gives bonuses and to promote its senior managers to higher position and provide them secure
environment. That is the best thing in the organization by this way people get development
opportunities in the workplace that demotivate them and make them loyal towards the brand. On
other hand 20% answers have viewed that incentive facility provided by entity is good that
motivates its senior managers and enhance their working performance. 30% respondents have
viewed that staff discount is provided to employees by managers.
Table 9Monitory benefits motivate senior sales management and affect their working
performances
Yes 20 67%
No 10 33%
Total 30 100%
Figure 6Monitory benefits motivate senior sales management and affect their working
performances
18

Interpretation: When researcher has asked question whether rewards system of the entity help in
increasing performance of them, then 66.66% respondents have said that yes reward and
recognition motivate senior management and affect their working performance to great extent.
On other hand 33.33%answers have viewed that they are not agreed with this point that it
motivates them and affect their performance. From the discussion it can be interpreted that
rewards and recognition motivate senior management and impact on their working performance
to great extent. So it can be said that reward encourages the senior managers and push them to
perform their duties well. By this way they stay in the organization for longer duration and
contribute well in the success of the entity to great extent.
Table 10Use of reward system can enhance retention rate of employees within senior section of
entity
Strongly agree 10 33%
Agree 12 40%
Disagree 5 17%
Strongly disagree 3 10%
Total 30 100%
Figure 7Use of reward system can enhance retention rate of employees within senior section of
entity
Interpret
ation: From the above discussion it is found that 33%respondents are strongly agreed that reward
system is very useful and help in enhancing retention rate of employees within senior section of
entity. On other hand 40% answers have said that they are agreed that it helps in increasing
19

retention rate of employees in the organization. Whereas, 16.66% respondents have viewed that
they are disagreed with this point.
Table 11It is necessary for the entity to adopt effective rewards and recognition system in order
to improve business performance
Yes 22 73%
No 6 20%
Not sure 2 7%
Total 30 100%
Figure 8Respondents response on is necessary for the entity to adopt effective rewards and
recognition system in order to improve business performance
Interpretation: When researcher has asked about effectiveness of reward system in respect to
business performance then 73.33% respondents have said that it is very important for entity that
to adopt effective rewards and recognition by this way it will be able to enhance business
performance to great extent. On other hand 20% answers have viewed that it is not necessary to
adopt it.
Table 12Appraisal by higher authority’s in-front of all staff members make the person positive
towards the brand and impacts on their performance
Strongly agree 10 33%
Agree 3 10%
Disagree 5 17%
Strongly disagree 12 40%
Total 30 100%
20

Interpretation: From the above discussion it is found that 33.33% respondents are strongly
agreed that if higher authorities appraise the senior managers in-front of all staff members then it
will motivate them and they will perform better in the organization. On other hand 10%
answerers are agreed with this point that recognition can be beneficial in making person positive
towards the brand and by this way individual will put its hard efforts in order to achieve
organizational common goal. 40% of respondents are strongly disagreed that rewards in front of
staff members make the person positive towards the brand and impacts on their performance.
Table 13Best strategy that can be used by entity in its rewards management system for
motivating its senior management so that their retention rate can be increased
Incentives and cash bonus 6 20%
Recognition by higher authorities 8 27%
Promotions 7 23%
Attractive pay scale 9 30%
Total 30 100%
21

Interpretation: From the discussion it is found that 20% respondents have said that incentives
and cash bonuses are great strategy of reward management because it helps in fulfilling the
monitory needs of senior management employees thus they feel motivated and like the
workplace environment. By this way they will be able to contribute well in achieving goal of the
entity. On other hand 27% answers have viewed that recognition by higher authorities is the
great tool because when top management appraise them in front of all staff members then it
motivates them and make them feel valuable in the organization. 30% respondents say that
attractive pay scale is the great strategy and help in increasing retention rate of employees.
22

CHAPTER 5: DISCUSSION AND EVALUATION
From the discussion it can be analysed that cited firm is taking care of its senior managers
and provide them necessary facilities. That is why maximum people are working organization
from more than 3 years which is good time duration. From the discussion it can be interpreted
that senior managers are working since longer period that means cited firm is serving them best
and fulfilling their needs. From the discussion it can be interpreted that maximum senior
managers are feeling safe in the entity that means company provides them security and safer
working environment. That is why people are working in the firm since longer time duration.
Some respondents feel valued that means entity involves them in decision making process and
empower them to make any decision for their team (Cobb, 2016). It motivates them and make
them feel valuable. That is why people like to working in the organization that is why retention
rate of employees in entity is high. From the discussion it can be interpreted that maximum
senior managers are satisfied with the reward system of entity and that is why people are feeling
satisfied and performing their work efficiently. By this way senior sales managers put their best
efforts in order to achieve goal of the corporation. That support in fulfilling goal of the cited firm
and improve business performance significantly.
From the above discussion it can be interpreted that cited firm needs to concentrate on
recognizing the best performances by this way it will be able to enhance their satisfaction level
and they will perform their duties well. That would support in improving business performance
and assist in fulfilling goal of the company. From the discussion it can be interpreted that entity
provides promotions and staff discounts to its senior management employees is the best extrinsic
reward system of the entity. It helps the cited firm in increasing satisfaction level of its workers
and they put their best efforts in order to perform their duties well. By this way company became
able to accomplish its objectives soon. From the above discussion it can be interpreted that it is
very important for the entity to adopt effective reward system so that senior management can get
motivated and treat customers well. By this way clients will be satisfied and that would help in
improving business performance to great extent. From the discussion it can be interpreted that
reward system is very slightly effective that can support in motivating staff members and senior
managers will like the workplace and will motivate others as well. By this way they will stay in
the corporation for longer duration and it will assist in accomplishing the goal of the entity.
23

From the discussion it can be interpreted that appraisals are the main solution through
which entity can reduce staff turnover and can retain skilled people in the organization. By this
way talented senior sales management employees will perform better and will guide lower staff
well. It will support in increasing sales volume of the corporation thus, cited firm will be able to
accomplish its objective soon. From the discussion it can be said that providing incentives in
front of all is not good for the people because it makes them negative towards the brand and
develop jealousy feeling among them.
Conclusion
From the above data analysis it can be concluded that maximum people in the
organization are working in the organization from more than 3 years. Managers of the firm feel
safe and valued in the corporation. Lack of recognition is the major problem which is faced by
the entity currently that is why it is facing high employee turn over. It is found that staff
discounts and bonuses and promotions are great tools that are available in the organization.
24

CHAPTER- 5 CONCLUSION AND RECOMMENDATION
5.1 Conclusion
From the above dissertation it can be concluded that reward management is one of the
great tool that support s in motivating employees and making them positive towards the brand. It
is the technique through which entities can resolve their staff turn over issues. It has been
analysed that reward management possess aim to make creation as well as effectively operate the
structure of reward for business. The structure associated with the reward is comprised of
policies and practices relating with the pay, total reward, minimum wage as well as team reward.
There are many types of reward system that are used by many firms such as intrinsic rewards and
extrinsic reward, monitory, non-monitory etc.
Intrinsic rewards and extrinsic reward implies that factors associated with self-
actualization and esteem needs of the personnel. That means individual those who work in the
organizations have different needs and companies have to look upon their self-actualization
needs and should treat them accordingly. It supports in retaining the skilled senior managers in
the entity for longer duration. That is the great tool and by this way they guide others well. It has
been analysed that extrinsic reward is considered as beneficial technique that supports in
improving their performance, by this way cited will become able to fulfil its objective soon.
From the above study it can be articulated that performance based rewards can be
considered as beneficial method that supports in identifying the level of individual so that
company can provide them training accordingly. By this way higher authorities of entity will
promote right person to higher designation. Apart from this, by rewarding the person on the
bases of their performance company can enhance their motivation level. It supports in
encouraging them and making them loyal towards the brand. By this way they guide other well
and they make sure hat cited firm become able to accomplish their goal easily. It can be
analysed that such kind of rewards are exemplified through usage of commission, incentive
systems, group bonuses etc.
From the above discussion it is analysed that entity is treating its senior managers well
that is why people feel valuable in the organization. That motivates them and make them positive
towards the brand. Due to this they retain in the organization for longer duration. Furthermore, it
has been found that satisfied senior management can guide other staff well and can motivate
them to perform their duties well. It supports in improving business performance of the entity to
25

great extent. It can be said that hard work of the employee is being rewarded that can help in
accomplishing goal of the firm significantly. It is found that higher turnover of the staff results in
lowering down the morale which can make other people look somewhere else. The time which is
needed to determine new staff impact on the use as well as fiscal cost is higher this retention of
the staff is considered priority. The provision attached with the rewards offers the personnel with
the reason that is tangible for purpose of staying. So it can be concluded that entity is required to
use reward management effectively so that skilled and experienced senior management
employees can retain in the organisation for longer duration and can contribute well in achieving
goal of the cited firm.
5.2 Recommendation
There are several ways that can help in improving business performance of the entity.
These are as following:
Incentives and cash bonuses:
Entity should provide incentives and cash bonuses to its senior management workers. By
this way they will be motivated because incentives will fulfil their monitory needs. That would
make them positive towards the brand and they will utilize their skills well in order to improve
performance of the company. It is recommended that observation must not be only method that is
used to analyse employee’s performance that is used by firms. This is because in observation
every person observe individual in different manner. Thus, performance appraisal can be done in
wrong manner. Thus, it is recommended that apart from observation several other methods must
be used to appraise employees accurately. Company should adopt performance management
approach so that it can identify performance of the person. On the basis of their performance
cited firm is required to promote them. It will create positive workplace environment and other
employees will improve their level so that they also get promotion opportunity in the
organization.
HR manager should conduct a meeting with its employees and should circulate the
information about new incentive sheets. It will help in motivating people thus, their performance
will be improved because by this way way organization can be able to fulfil their monitory
needs. By observing employees properly management can get to know who is good performer
and who is profitable for the organization. By this way entity should provide such deserving
26

candidates incentives and cash bonuses so that they feel motivated and perform well in the
organization.
Fulfil needs of workers:
Company should identify needs of workers and it should fulfil their needs. If someone
has monitory needs then cited firm should fulfil their requirements. It will motivate them to
perform well. Higher authorities should arrange one on one session with staff members so that
they can identify needs of staff members. HR manager should take feedback from employees
that will support in identifying their needs. By this way manager will be able to make changes in
its HR policies so that company can fulfil desires of workers. It will support in encouraging them
and improving their performance. By this way they will put their hard efforts and will contribute
well in accomplishing goal of the company.
27

REFERENCES
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Bustamam, F. L., Teng, S. S. and Abdullah, F. Z., 2014. Reward management and job
satisfaction among frontline employees in hotel industry in Malaysia.Procedia-Social and
Behavioral Sciences. 144. pp.392-402.
Cobb, J. A., 2016. How firms shape income inequality: Stakeholder power, executive decision
making, and the structuring of employment relationships.Academy of Management
Review. 41(2). pp.324-348.
Fay, D. and et.al., 2015. Teamwork and organizational innovation: The moderating role of the
HRM context. Creativity and Innovation Management. 24(2). pp.261-277.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Gopal, R. and Chowdhury, R. G., 2014. Leadership styles and employee motivation: An
empirical investigation in a leading oil company in India.International journal of research
in business management. 2(5). pp.1-10.
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online research methodology, and samples of community men. Unpublished doctoral
dissertation). Carleton University, Ottawa, Ontario, Canada.
Henderson, A. and et.al., 2014. Impact of engaging middle management in practice
interventions on staff support and learning culture: a quasi‐experimental design. Journal of
nursing management. 22(8). pp.995-1004.
28

Laguador, J. M., De Castro, E. A. and Portugal, L. M., 2014. Employees’ Organizational
Satisfaction and Its Relationship with Customer Satisfaction Measurement of an Asian
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Online
5 Tips for Effective Employee Recognition, 2017. [Online] Available through:
<https://www.thebalance.com/effective-employee-recognition-1919055>. [Accessed on
23rd June 2017].
29

Types of Employee Recognition and Rewards, 2017. [Online] Available through:
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[Accessed23rd June 2017].
30

Appendix
Questionnaire
1. Name: Michael
2. Age: 25
3. Gender: Male
4. How many years have you served in entity?
 Less than 1 year
 1-2 years
 2-3 years
 More than 3 years
5. How you feel about your company?
 Feel safe
 Valued
 Depressed
 Unsatisfied
6. What is the technique that is used by the corporations to measure the performance of sales
managers?
 Observations
 Assessment and development centres
 Checklist
 Other
7. Do you think reward system that provides by entity is effective for improving performance of
senior management?
 Strongly agree
 Agree
31

 Disagree
 Strongly disagree
8. What is the main issue currently faced by you in the entity?
 Lack of recognition
 Poor salaries
 No incentives
 Others
9. What type of financial rewards and recognition are available in the entity?
 Basic wages
 Incentives
 Bonuses and promotions
 Staff discounts
10. Do yo think that monitory benefits motivate senior sales management and affect their
working performances?
 Yes
 No
11. Do you think that use of reward system can enhance retention rate of employees within
senior section of entity?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
12. Is it necessary for the entity to adopt effective rewards and recognition system in order to
improve business performance?
 Yes
32

 No
 Not sure
13. Do you think that appraisal by higher authorities in-front of all staff members make the
person positive towards the brand and impacts on their performance?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
14. What is the best strategy that can be used by entity in its rewards management system for
motivating its senior management?
 Incentives and cash bonuses
 Recognition by higher authorities
 Promotions
 Attractive pay scale
Respondent number 2
1. Name: Andrew
2. Age: 28
3. Gender: Male
4. How many years have you served in entity?
 Less than 1 year
 1-2 years
 2-3 years
 More than 3 years
5. How you feel about your company?
 Feel safe
33

 Valued
 Depressed
 Unsatisfied
6. What is the technique that is used by the corporations to measure the performance of sales
managers?
 Observations
 Assessment and development centres
 Checklist
 Other
7. Do you think reward system that provides by entity is effective for improving performance of
senior management?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
8. What is the main issue currently faced by you in the entity?
 Lack of recognition
 Poor salaries
 No incentives
 Others
9. What type of financial rewards and recognition are available in the entity?
 Basic wages
 Incentives
 Bonuses and promotions
 Staff discounts
34

10. Do you think that monitory benefits motivate senior sales management and affect their
working performances?
 Yes
 No
11. Do you think that use of reward system can enhance retention rate of employees within
senior section of entity?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
12. Is it necessary for the entity to adopt effective rewards and recognition system in order to
improve business performance?
 Yes
 No
 Not sure
13. Do you think that appraisal by higher authority’s in-front of all staff members make the
person positive towards the brand and impacts on their performance?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
14. What is the best strategy that can be used by entity in its rewards management system for
motivating its senior management?
 Incentives and cash bonuses
 Recognition by higher authorities
35

 Promotions
 Attractive pay scale
Respondent number 3
1. Name: Alena
2. Age: 24
3. Gender: Female
4. How many years have you served in entity?
 Less than 1 year
 1-2 years
 2-3 years
 More than 3 years
5. How you feel about your company?
 Feel safe
 Valued
 Depressed
 Unsatisfied
6. What is the technique that is used by the corporations to measure the performance of sales
managers?
 Observations
 Assessment and development centres
 Checklist
 Other
7. Do you think reward system that provides by entity is effective for improving performance of
senior management?
 Strongly agree
36

 Agree
 Disagree
 Strongly disagree
8. What is the main issue currently faced by you in the entity?
 Lack of recognition
 Poor salaries
 No incentives
 Others
9. What type of financial rewards and recognition are available in the entity?
 Basic wages
 Incentives
 Bonuses and promotions
 Staff discounts
10. Do you think that monitory benefits motivate senior sales management and affect their
working performances?
 Yes
 No
11. Do you think that use of reward system can enhance retention rate of employees within
senior section of entity?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
12. Is it necessary for the entity to adopt effective rewards and recognition system in order to
improve business performance?
37

 Yes
 No
 Not sure
13. Do you think that appraisal by higher authority’s in-front of all staff members make the
person positive towards the brand and impacts on their performance?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
14. What is the best strategy that can be used by entity in its rewards management system for
motivating its senior management?
 Incentives and cash bonuses
 Recognition by higher authorities
 Promotions
 Attractive pay scale
Sample survey
I confirm I am over 18 years old.
Yes
I confirm I give my consent for the use of data.
Yes
Questionnaire
1. Name: General Manager
2. Gender
38

 Male
3. Which category below includes your age?
4. How many years have you served in entity?
 More than 3 years
5. How do you feel about your company?
 Feel safe
 Valued
6. What is the technique that is used by the corporations to measure the performance of senior
management?
 Observations
7. Do you think reward system that provides by entity is effective for improving performance of
senior management?
39

 Agree
8. What is the main issue currently faced by you in the entity?
 Lack of recognition
9. What type of financial rewards and recognition are available in the entity?
 Bonuses and promotions
 Staff discounts
10. Do you think that monitory benefits motivate senior sales management and affect their
working performances?
 Yes
11. Do you think that use of reward system can enhance retention rate of employees within
senior section of entity?
 Agree
12. Is it necessary for the entity to adopt effective rewards and recognition system in order to
improve business performance?
 Yes
13. Do you think that appraisal by higher authorities in-front of all staff members make the
person positive towards the brand and impacts on their performance?
 Strongly disagree
14. What is the best strategy that can be used by entity in its rewards management system for
motivating its senior management?
 Recognition by higher authorities
 Promotions
 Attractive pay scale
15. Other recommendation would strongly motivate your performance?
40

Spreadsheet
41