Analyzing Reward System Effects on Hilton Employee Performance

This report investigates the effects of reward systems on employee performance within the hospitality industry, using Hilton as a case study. The research explores the concept of reward systems, differentiating between extrinsic and intrinsic rewards and their impact on employee motivation and productivity. It examines various types of reward systems, including compensation, benefits, and recognition programs, and analyzes their influence on employee behavior and organizational outcomes. The study identifies potential barriers and challenges that Hilton faces in implementing and managing reward systems, such as understanding diverse employee needs and selecting appropriate reward strategies. The methodology involves gathering secondary information from books, articles, and journals, and primary data through questionnaires administered to Hilton employees. The findings are presented with the assistance of graphs and interpreted to offer recommendations for improving reward system effectiveness, including strategies to enhance employee engagement, retention, and overall performance. The report aims to provide valuable insights into the role of reward systems in fostering a positive work environment and achieving organizational goals within the competitive hospitality sector.

To determine the effects of rewards
system on employee performance in
the context of hospitality industry:
A study on Hilton
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ABSTRACT
The main motive for conducting this research is to know about the effect of reward
system on the performance of employees within hospitality industry. The objectives and aim are
also made by considering the motive of the research. For achieving the objectives of research
secondary information is gathered from different sources like books, articles, journals and
publications. These information is used to complete the part of literature review for completing
the research. Different type of methodologies is used to gather and analyse information in a
systematic manner. Some kind of methodologies are research approach, research philosophy,
data collection and research strategy. Data analysis is also done with the help of primary source
and for that questionnaire is selected where respondents are chosen from organisation because
they are the people who are have direct knowledge regarding the organisation. The gathered data
is presented with the assistance of graphs which is effective in understanding easily. And then
different ways are suggested to improve the setting up of reward system.
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ACKNOWLEDGEMENT
While preparing for my research, I had taken guidance and assistance from respected
people, who deserve my highest gratitude. During completing my research, it gave me pleasure, I
want to show gratitude towards my instructor for providing me great guidance and guidelines for
completing project with various consultations. I also want to thanks my family and relatives who
have helped me directly and indirectly in guiding me doing research. And I also want to thanks
my professor who have introduced me with the different research methodologies.
My classmates have also made valuable suggestions to improve the quality of my
research with using limited resources and saving maximum time.
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Table of Contents
ABSTRACT.....................................................................................................................................2
ACKNOWLEDGEMENT...............................................................................................................3
INTRODUCTION...........................................................................................................................5
Overview of the topic.............................................................................................................5
Background of an organisation...............................................................................................5
Research Aim and Objectives................................................................................................6
Rationale of the research........................................................................................................6
Overview of other chapters....................................................................................................7
LITERATURE REVIEW................................................................................................................8
Concept of reward system......................................................................................................8
Different types of reward system and their impact on employee performance in hospitality
industry.................................................................................................................................10
Barriers and challenges arise at the time of setting up reward system in Hilton..................13
RESEARCH METHODOLOGY...................................................................................................17
DATA PRESENTATION AND ANALYSIS...............................................................................23
RECOMMENDATION.................................................................................................................40
CONCLUSION..............................................................................................................................40
REFERENCES..............................................................................................................................42
APPENDICES...............................................................................................................................44
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INTRODUCTION
Overview of the topic
Reward system is defined as the attainment of benefits by personnel, employees or
workforce for their performance in a firm. Workforce of an organisation joins with some
expectations and these expectations are financial gains, rewards, perks and benefits. There are
also people in an organisation who want hike in salary, wages, accommodation facility, health as
rewards. They are divided into two benefits: economic and non-economic. Thus, these benefits
given by organisations to workforce for doing their job roles effectively and efficiently without
their expectations are called reward (Osborne and Hammoud, 2017). Companies make provision
of rewards in advance and it is also communicated with employees in initial stages only.
Rewards are given on the basis of performance in role assigned is known as reward management.
For the efficient system of reward management, a firm has to make proper system for rewards.
So, reward management can be described as giving rewards to workforce on the basis of how
well an employee is performing in its job roles. These rewards are also used to motivate
employees so that can get better in their performance and attain the goals of an organisation.
Hospitality industry is one of the best service industry (Sakdiyakorn, Golubovskaya and
Solnet, 2021). It provides high class service to their customers. Mainly it satisfies needs of
customers and catering services to guests. For more clarity and to avoid confusion it is divided
into five sectors: food and beverage, lodging, transportation, tourism and events. In simpler
words industry of hospitality is concerned with products and services to individuals to support
and help the well-being of these individuals (Wright, Hassan and Christensen, 2017).
Background of an organisation
Hilton is a multinational hospitality company which provides, manages, organises and
franchises resorts and hotels. It is founded in May, 1919 by Conard Hilton and headquarters is
situated in Virginia, US. It has total properties of 6215 and they have total rooms of 983465
across the world more than 118 countries and territories. Hilton also has 18 brands in various
market segments and works with more than 1,69,000 employees. Hilton has achieved great
success because of its luxurious services providing in different locations and countries. 98% of
the Hilton rooms are managed by the franchise that are solo operators or firms. Franchising is
very famous in hospitality industry because hotels and resorts are mostly given in franchise
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because parent firm does not require to pay cost of maintenance and other overheads.
Franchisees should follow strict protocols and rules for the maintenance of license agreement
within Hilton. Hilton's many properties, resorts, airports are managed by different corporates.
Hilton involves in activities, sessions and programmes which helps in motivating workforce of
their company and to achieve their pre-defined objectives and goals (Khan and Nawaz, 2016).
Research Aim and Objectives
Research Aim
The main aim of study is to understand the role of reward system in enhancing employee
performance. A case study on Hilton
Research Objectives
 To evaluate the concept of reward system
 To understand different type of reward system and its impact on employee performance
of Hilton within hospitality industry.
 To analysis potential barrier which generally arises at the time of setting up or reward
system in Hilton.
Research Questions
 What is the concept of reward system?
 What are the different types of reward system and their impact on employee performance
of Hilton within hospitality industry?
 What are the barriers or challenges arising at the time of setting up reward system in
Hilton?
Rationale of the research
The main concern to conduct this study is to determine the role of reward system in
enhancing performance of employees in firms. As reward system plays an important role in
Hilton to motivate their employees so they can fulfil their responsibilities. Hilton is a chosen
hotel that faced issue of reward system. This decreased employee’s performance that turn to
impact on organisational growth and performance. This research has also focused on identifying
barriers and challenges that are faced by Hilton at the time of setting up reward system by human
resources. These challenges are high employee turnover, reduced business performance etc. The
study is taken to determine the various types of reward systems that are necessary in hospitality
industry because they have a great impact on workforce off Hilton. These different systems of
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reward provide efficiency in operations and activities of organisations. Generally, rewards have
positive impact on enhancing performance of employees because employees feel that their
performance is rewarded and recognised. This rewarding system assists Hilton to build trust with
workforce and in return workforce gets encouraged to work hard more (Inuwa, 2016). This
report also shows that there are many barriers that are faced by hospitality industry while
planning and implementing reward system because understanding needs of every employee
becomes hectic. Selection of reward systems from the different alternatives also one of the
barriers faced by the same industry. It is analysed that it becomes difficult to manage and execute
reward systems. But reward systems are very important to motivate personnel continuously in
hospitality industry as it holds a significant place in organisations and necessary to take out
activities effectively.
Overview of other chapters
There are many chapters that are important for undertaking current research because all
these chapters helped investigator to take their research in an efficient and effective manner.
Involving these chapters help in answering all the questions that are made for conducting
research. The first chapter introduction which clearly defines the basic meaning of reward system
and its importance in an organisation, it also gives a brief about the selected organisation that is
Hilton, which comes under the hospitality industry (Fan, Wei and Ko, 2021). Then the next
chapter for this research is literature review which explains each objective in a very clear way,
the impact of reward system on the performance of employees. After this the next chapter is
research methodology where all the research methods are explained used for collecting data
through different sources. Questionnaire is used in which different questions are mentioned
asked from employees of Hilton and their views are showed with the help of bar graphs with
proper interpretation. After this conclusion and recommendation chapter comes, in conclusion
part it concludes the whole research in a paragraph. In recommendation the researcher defines all
the possible way to overcome the issue and challenges faced by Hilton while planning and
executing the reward system.
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LITERATURE REVIEW
Literature review is defined as identifying and evaluating the literature in the particular
field of a topic. It provides the information that is already published connected to the study. By
the help of literature reader gets to know information and ideas of specific study. It clearly
explains the strengths and weakness of the study related to the research topic. Literature review
provides information collected through secondary sources like books, journal articles, magazines
and publications.
Concept of reward system
Alam and Raut-Roy (2019) states that reward system is about the implementation,
development, communication and evaluation of reward process. There are benefits and perks
received by personnel for doing their job effectively and efficiently in an organisation are called
reward system. Candidates work for organisation as they have some particular expectations of
reward. Some employees expect good salary and remuneration that is financial rewards whereas
some employees have expectations of better accommodation facilities, conveyance facilities,
health and safety facilities and so on. Economic and non-economic benefits given by companies
to their workforce for performing their jobs effectively and efficiently without expecting by
employees are called rewards. Employees have informed about rewards at the initial stage of
joining. Providing rewards according to the performance of each work assigned in companies are
known as reward management. For the effective reward management, a company has to form a
right reward system. Attractive reward system has the power to motivate the responsible and
dedicated employees. Management of reward also help in planning the financial management for
a long term.
According to the PAAIS and PATTIRUHU (2020), reward system is a practice used by
organisations to motivate their employees so that their personal objectives can be achieved with
objectives of organisation. For effective rewards system organisation set predefined aims and
rules for their workforce so that they can work accordingly and attain already set goals. In
simpler words rewards are given to employees in exchange of their hard work and smart work
for achieving predetermined goals and objectives. When employees are provided with right
rewards they feel motivated for their job and start working more according to the requirement of
job. Workforce get more energized and productive for organisations they are working for.
Companies require systems that continuously increase the motivation level of employees.
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Reward system has two types of reward system: extrinsic and intrinsic. These are the
mechanisms adopted by organisations to constantly attract, motivate and retain personnel’s.
According to the Gürlek (2021), extrinsic rewards are divided into seven groups which
include benefits, recognition, compensation, feedback and development, leadership, environment
of workplace. Compensations are defined as cash provided directly to the employees through
employers basically it is a pay which is fixed. Benefits are defined as non-cash benefits given by
the employer to employee indirectly. Recognition is defined as providing acknowledgement to
the employees for their good work in front of employees. By adopting all these methods
organisations motivate and retain employees for the development of companies. Intrinsic rewards
are the positive experiences that workforce gets while performing assigned job. It includes
meaningfulness of work, the degree of satisfaction employees is trying to achieve from the
activities they are performing, positive feelings gained while having the authority to take
decision for their work, feeling of growth it is the feeling that an employee gets during
performing their activities skilfully. Whenever employees get all these feelings they are
rewarding intrinsically. These are feelings of satisfaction received through social conditions.
Leaders and managers of companies give intrinsic rewards by considering extrinsic rewards.
Reward system is important for organisations because it provides employees to enjoy
extra benefits and perks. These extra rewards give extra motivation to improve their
performance, so that they work by minimising the resources and within limited period of time.
Reward systems is a policy where employees are given extra benefits for their good work and a
chance to prove their worth in an organisation (Alromaihi, Alshomaly and George, 2017).
Reward system makes employees to feel motivated and stay in the same organisation with this
the respective company decreases the cost as they do not need to hire employees and retain old
employees.
As per the opinion of Gill, Ahmad and Kazmi (2021), Employees who are planning to
leave company can be retained through rewards as their chances of retention increases and
decreases the cost of training as they do not need to recruit new employees. Managers and
leaders encourage their workforce to work hard more and improve hard work time to time.
Hence rewards help in building self-motivation of employees and good reward systems fulfil the
needs and requirements of employees. Technique of reward systems are used to win employees
because it builds strong relationship between managers and employees. Through this strong and
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positive relationship, personnel get comfortable with environment of a company. Giving rewards
to employees in the form of tangible and intangible motivate, improve and develop performance
of employees. Tangible rewards can be defined as: cash, pays and money whereas intangible
rewards can be defined as recognition, promotion and so on. But reward systems can increase the
cost of business so it is the duty of managers and leaders to plan and implement reward system in
such a way that does not cost much to organisation. Some of the factors that are considered by
manager while planning reward system are: time required to create and execute the programme
or system, time needed to teach people to do activities so they can receive rewards, costs to start
fresh process, costs of the items given for rewards, total time needed to provide reward and
recognition. Rewards system have secured a very important place in organisations because now
employees are working extra to get and gain some extra profits and benefits (Alam and Raut-
Roy, 2019). Companies are adopting reward system so that they can reduce employee turnover,
to increase the rate of retention, enhance the productivity, improve level of motivation and to
boost self-esteem. With reward system organisations get results in a faster rate, increases team
work and unity, improves relationship between employees and customer. System of reward
affects every area of an organisation positively as employees are happy and become profitable
workforce.
Different types of reward system and their impact on employee performance in hospitality
industry
According to Shenhav and Karmarkar (2019), employee rewards are benefits provided to
workforce based on the performance of individuals, performance of teams and the performance
of whole organisation. These rewards come in the type of single time bonus, pay increases,
commissions, options of stock, discounts from corporate, tickets for events, no extra time and so
on. Providing rewards to personnel is one of good ways to motivate employees to work hard,
boost the morale of team and retain top employees. Some reward systems involve money but
there are also multiple kinds of incentives that assist in building positive productive team. The
common types of reward systems are explained below:
 Financial rewards system: Financial rewards are the most common type of rewards
which are given on annual or semi-annual bonuses. These incentives which are given in
the end of year and mid-year are great source to encourage performance of employees.
Some examples of these rewards are fund awards, sharing of profits and many more. This
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type of reward system is best and effective for those employees who easily get motivated
with hard cash. These rewards help act as motivators for workforce to go beyond their
current performance. For example: Financial rewards are given on monthly basis to the
employee who is providing great quality services to the customers or the personnel who
has generated more potential leads in hospitality industry.
 Non-financial rewards system: Non-financial rewards are also called non-monetary
reward system. It is defined as rewards which are provided by employer to employee
other than cash. Basically they are simply certificates given to employees as performer of
the month and top employee (Amjad and et. al., 2021). These kind of rewards satisfy
employee's psychological needs and requirements to be appreciated and recognized for
their hard work and efforts. Some other kinds of non-monetary rewards are no extra time,
flexibility in working hours, discounts from corporates like membership of gym,
providing free and valet parking.
 Programs for employee assistance: These are the programs which are designed to assist
employee attain balance in work life by assisting employees physically and
psychologically. Many employee programs provide discounts of corporate related to
health like membership for fitness. Some programs of employee assistance give help to
workforce dealing with stress of workers, problems related to family. These programs are
a great way to provide support to members of staff with the responsibilities of home so
that they would perform best at their job roles and responsibilities.
 Programs for employee recognition: It is published in research that personnel who get
recognition for their accomplishment and contribution always willing to work more and
harder and spread positivity in the workplace (Yapanto and et. al., 2021). Recognition
can be simple praise done by employer verbally or formally that is through mail or award
functions. Depending on the kind of recognition of employees provided rewards can be
given out weekly, monthly or daily. These recognitions benefit employee as well as
employer by creating positive and productive working environment.
 Extrinsic Rewards: These rewards are directly given by the employees to organisations
for performing jobs effectively and efficiently. These are the tangible rewards controlled
directly by firms and organisations (SAPTA, MUAFI and SETINI, 2021). It includes
bonuses, increase in salary, gifts, promotion and many other rewards that are tangible.
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 Intrinsic Rewards: These are the rewards which give personal satisfaction to employees
and workforce. These rewards help employees to feel important in organisations.
Information are provided directly to employees which provides guidance to employees
through employer. Trust shown by employer by delegating responsibilities. It empowers
the motivation of employees and they work hard.
According to the Jung, Jung and Yoon (2021), Performance of every employee affects
employee as well as the team, departments, management and organisation. Performance of
workforce is a fundamental way for success and productivity of hospitality industry. Reward
systems are the way to improve the productivity of hospitality industry and track the employee’s
performance, keeping talented and attracting qualified employees. Rewards are given on the
basis of needs and requirements of employees (Gautama and et. al, 2018). These monetary and
non-monetary rewards positively impact the performance of employees because they are the
factors for which an individual works in an organisation. The very common impact of rewards is
it increases the motivation level of employees working in the hospitality industry because they
are the people who are directly dealing with the guests so it is necessary to make employees
happy with the rewards so that they can perform beyond expectations and do not need extra push
or efforts to perform outstandingly. These systems of rewards help hospitality industry to keep
employees in control because rewards lead employees to give chances to earn more and develop
for more career opportunities. Satisfaction from their current job increase which encourages
workforce to work in the same industry. Employees themselves have control over their lives and
become more productive. For giving and providing rewards hospitality industry already sets
benchmarks and those who work beyond these benchmarks are liable to receive awards and
rewards which create a healthy competitive environment. When this healthy competitive
environment exists every employee starts working hard and better so that they can perform better
than all other departments (Zarrabian and et. al, 2020).
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Barriers and challenges arise at the time of setting up reward system in Hilton
According to Zarrabian and et. Al, (2020), employee reward system has created its
importance in hospitality industry with the period of time. To constantly motivate and keep
employees in the organisation reward system has become necessary. But there are various
challenges and barriers which Hilton may face while setting up the reward system which are as
follows-
 Not understood by individuals: Individuals in an organisation are employees, they are
not aware about the processes that work behind planning, designing and delivering of the
reward system (Wright, Hassan and Christensen, 2017). These processes are not even
conveyed properly to these employees and engagement of the managers and leaders are
not cleared in the processes. Hence, human resources of Hilton are not able to set, get and
maximise the benefits from reward systems.
 Rewards are not linked properly: During the planning and designing of employee
reward system, it is identified that human resource works alone or in isolation or with the
few stakeholders with whom they know personally or are comfortable with (Farrukh and
et. al., 2021). They do not align reward system with the vision, mission, strategies and
objectives of Hilton between the needs, requirements and objectives of employees.
 Rewards not connected with the performance of employees: Reward systems are
made and given merely on the perception of efforts from workforce and not associated
with the actual performance of employees. Managers and leaders of Hilton do not
compare the actual result with benchmarks which create chaos and confusion among
employees and create barrier while setting up the reward system.
 Rewards not associated with the work to be performed: Absence of well-designed
system for job evaluation and systems for job description fail to create difference among
the real work and their worth (González-González and García-Almeida, 2021). Not
knowing the worth of each job and setting rewards randomly just to impress employees
are one of the advantages because employees feel they are given very less reward
according to their job position and the work they have done.
 Rewards not joined to the labour market: Hilton does not track and consider
competitors within the same industry which make them unaware about their salary and
reward levels they are providing to their employees which enable hotel to lose its
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employees and increase high employee turnover. Because employees feel that they are
underpaid in terms of rewards and salary as compared to other competitors.
 Rewards not associated with individual needs: Maximum times Hilton's reward system
are linear and flat in the terms of equality and standardization. The basis of rewards
should be dynamic and flexible because motivating factors of every employee are
different and it is necessary to the requirements and needs of employees.
 Employee performance: The human resource manager of Hilton has to designed the
reward according to the performance of the employees. If the performance of the
employee is good they should be rewarded well and if the performance is low, they
should be rewarded accordingly (Pahos and et. al., 2021). This is the challenge which is
faced by the Hilton manager while setting up the reward system they have to set it
according to the performance of the individuals.
 Conflicts: Conflict is also one of the biggest challenge that have to be consider by the
manager of Hilton while setting up of reward system. If the reward system makes conflict
among employees, it will create barrier for the organisation. Louati and Hadoussa, (2021)
states that the reward should be set keeping in mind that the conflict may not arise
between the employees. The reward should be equal for all the employees, if any
employee will be rewarded extra the other one will create issue and problem.
 Biasness: While setting up of reward system by the managers of Hilton they face the
most common challenge known as biasness (Bellou and Dimou, 2021). Employees of the
hotel think that managers are setting rewards without knowing the needs and
requirements of employees and they are fixing more rewards to the individuals who are
favourite of managers. These employees think that more benefits, perks and advantages
are given on the basis favouritism, these favouritisms are shown by managers because
they know other individuals or employees personally. This makes the reward system
ineffective and inefficient with more chaos and confusion.
 Cultural unfit: Hilton faces the challenge of setting and creating reward system that fits
the culture of every employee (de Souza Meira and Hancer, 2021). Because some
employees want traditional rewards like rise in pay, sudden implementation of a program
that gives flexibility in working and some want modern and latest rewards like corporate
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discounts. So it is challenging for Hilton to set reward system which satisfies needs and
requirements of workforce.
 Ineffective communication: The another challenge for Hilton while setting reward
system is ineffective communication as managers of Hilton are unable to communicate
properly about the values they are giving through reward system. AlKahtani and et. al.,
(2021) states that Sometimes employees think that company is giving rewards because
they have some hidden agenda so it necessary to highlight the importance reward scheme.
It should be effectively communicated to the employees that rewards are fair.
 Resentment of employees: The another barrier related to reward system faced by Hilton
is that employees who are unable to perform best and do not get pass for incentives create
a negative attitude towards the top performers. Some employees feel that rewards are
disincentive. These employees feel that they are unable to compete and give up which
also make the reward system useful.
Theoretical framework of reward system
From the above given graph it has been interpreted that intrinsic and extrinsic rewards are
the types of reward system that is used by Hilton to give rewards to their high performance
employees. These extrinsic and intrinsic rewards are given so that employees could be motivated
and encouraged towards working hard (Pham Thi Phuong and Ahn, 2021). Hilton uses this types
of reward system to increase the performance of employees so that they can support company to
15
Source: Theoretical framework of providing rewards to employees for increasing their
performance

achieve objectives and company adopts these type of methods to retain employees in the
organisation.
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RESEARCH METHODOLOGY
Research methodology is a chapter which has different techniques and procedures used
for identifying, selecting, processing and analysing data about a specific topic. The research
methodology is the section which helps reader for evaluating research's whole accuracy and
validity. It is the section which has information that already exists and the new data taken out
related to the present topic. This chapter gives the clear explanation of the methods used for
generating and analysing data for meeting the objectives of research during investigation. These
different methods help in effectively taking out the data to meet each objective of specific
research. For gathering information related to effects of reward system on employee performance
within hospitality industry, various methods are considered by an investigator. Some of these
methods are: research philosophy, research approach, research strategy, research choice, data
collection and research instruments like observation, interview, questionnaire and many more.
Researcher also uses techniques which assist in presenting data and information. These methods
are quite effective for gathering and analysing accurate data related to the study. The main
motive of research methodology is providing authenticate data according to the study and it is
essential for completion of the research.
Research Approach: Research approach is a plan and procedure which have assumptions to
elaborate methods of information collection, its interpretation and analysis. It is basically
dependent upon the nature of the issues related to the research. There are two types of research
approach available with the investigator: inductive and deductive.
 Inductive approach: It is an approach which assists researcher in creating a theory, this
approach helps in moving from particular to general. This approach does not have any
framework which allows the data collection and research formed after information has
been gathered. This approach is used for generating new theories and the new data which
is taken out fit with already available theory. Generally, this method is used for doing
research that is qualitative.
 Deductive approach: This approach develops the hypotheses on the already available
theory and then form research approach to evaluate it. This approach is best suited for
positivist approach which allows the formation of hypotheses. It is used for developing
general to specific, the general knowledge base is first made and the particular knowledge
received from the process of research is then evaluated against them. There are some
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exceptions where deductive approach is used with qualitative techniques of research. This
approach uses questionnaire for better understanding related to observation which assist
researcher in comparing different opinions of the participants. The gathered information
assists in rejecting or confirming the questions, the procedure can be done again.
As per the requirement of current research, deductive approach is selected because it assists in
gathering accurate and authenticate information. The deductive approach more suitable because
it generates information in a numeric way. The numeric data is more reliable than quantitative
data.
Research Philosophy: It is defined as beliefs related to the nature of investigation's reality.
Philosophies of research can differ on the objectives of investigation and on the best manner that
is considered to attain these objectives. There are three types of research philosophy which are:
pragmatist, interpritivist and positivist.
 Pragmatist philosophy: It is a philosophy which considers multiple methods to collect
and analyse data. The methods can be qualitative and quantitative. These are used to
gather and analyse information so that research objectives can be fulfilled within less
period of time.
 Interpretivist philosophy: It is a philosophy which defines the difference between
social factors and humans. In this researcher collects valid data with the help of small
sample and do research deeply. It helps in collecting data through qualitative manner to
achieve the goals of the research.
 Positivist philosophy: Positivist philosophy assists in collecting and developing a
hypothesis. The collected data is evaluated for doing further research. This research is
effective because it gathers data related to quantitative data in a minimum period of time.
According to the topic of present research that is effect of reward system on employee
performance within hospitality industry, positivist philosophy would be effective and efficient
because it would be used for getting data which is more accurate and relevant in comparison to
other philosophies.
Research Strategy: Research strategy has set of actions which give direction to investigator to
systematically attain information and produce assumed outcomes or results. Basically strategy
defines how the investigator wants to take out the research or work. Researcher has various type
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of strategy which includes survey, experimental, case study, literature review and action
research.
 Experimental: Experimental is a strategy which creates the process of research which
evaluates the outcomes of experiments against the assumed outcomes. It is used in almost
every area of the research.
 Survey: It is a strategy which is generally linked with the approach of deductive. It is
considered as one of the finest strategies. Researcher could gather reliable and relevant
information with this method. Basically they are used for quantitative projects of research
and select sample from the whole population as participants. It is used in collecting
maximum data for answering the questions of research project.
 Case study: It is a type of strategy which focuses one or multiple people. It is an
assessment of one unit in respect to show main features. This type of research is more
useful in financial type of research like comparing two companies
 Action research: This type of research is very general in professions like nursing and
teaching, where practitioner uses these methods to improve professional understanding.
This strategy is basically used to get solution for resolving specific issues or problems.
For achieving the objectives of present research, survey would be chosen because it assists in
gathering primary data. With survey researcher would be able to gather opinions and views of
chosen respondents for the research project. And such type of collected data helps in
understanding the opinions of investigation. In survey, questionnaire is selected because it is
most effective method for knowing the view of selected participants. The data is gathered by the
assistance of questionnaire through which significant information is gathered.
Research choice: This is very essential for conducting the research. This helps researcher to
collect authenticate data related to the topic of the research. There are two types of research
choice called as qualitative and quantitative research.
 Qualitative research choice: This is the choice which helps in exploring data related to
the topic. It helps researcher in understanding the reasons, motivations and opinions
which are already underlying. It provides the in depth information related to the issue and
gives support in creating hypotheses. For gathering qualitative data various methods are
used by investigator like case studies, face to face interviews, observation and many
more. There are various advantages of qualitative research such as it assists in collecting
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reliable and quality data related to the topic. Some other advantages are saving time,
getting in-depth insights and so on. It is an efficient and effective process which are
always open ended, initiating the experiences of human and providing qualities that are
predictive.
 Quantitative research choice: Quantitative choice is an another type which assists in
getting numerical data. Quantitative research is used to measure data which is present in
numerical information. For collecting quantitative data, there are various kind of methods
are needed by investigator like survey through paper, survey through mobile, survey
through social media, observations that are systematic, online polls and many more. The
basic advantage with quantitative research choice is it helps in evaluating and measuring
information according to the topic.
With the need of present topic that is effects of rewards system for improving the performance of
employees within hospitality industry, quantitative research choice is selected because it
accommodates in measuring the data in a quantitative manner. Because the data which is
gathered through quantitative resource choice is more accurate, relevant and reliable.
How will data collect: It is the method which is very crucial in contributing the validity and
reliability of the research project. Basically data collection is based on the research approach
used. This is the method which explains from where the data and information is gathered and
analysed. It also assists in defining the source of information, design of the research, sample, size
of the sample, ethics of sample, limitations of sample, validity and reliability of the research.
There are two types of data collection which are primary and secondary data collection.
 Primary data collection: Primary data collection is a method used for gathering data and
the collected data is raw or first hand with the efforts and experience of investigator.
Often primary data source is used for addressing the issue or problem of the research.
Basically the collected data is first hand and new information. Gathering primary
information is quite costly because collecting such type of data needs investment as well
as manpower. The accumulated information comes under the supervision and control of
the investigator. For collecting primary data various sources are considered known as
personal interview, survey, focus groups, case study, questionnaire, telephonic interviews
and many more.
20

 Secondary data collection: It is also important data collection method for the researcher.
With the help of this investigator gathers second hand data which means information
already exists. Generally, this is the data which is already collected by someone for their
fulfilment of specific objective. This type of information is already available and are easy
to acquire for the need of current research project. There are different sources from
secondary data is collected like books, websites, reports, articles, journals, publications
by government and many more. Secondary data collection has some advantages like it
saves time and cost because this type of information is accessible. But there are also some
limitations because collected data was gathered with different motive other than the
current issue so the use of this kind of data becomes limited.
For the need of current research project, researcher takes the help of primary as well as
secondary data collection. Primary data is selected because it helps in gathering reliable
information for meeting the objective of research and secondary data is collected for literature
review because this information is already published and saves time and cost. This type of
already existing data assists researcher to have additional data on the problems of research.
Time Horizon: Time horizon is a research methodology which assists in describing the needed
time to complete the work of research project. Time horizon has two types of methods which
help researcher to complete work before the deadline. It is an outline which is significant for
investigator in identifying right time for completing the work related to the research. There are
two types of time horizon often known as longitudinal and cross-sectional.
 Longitudinal Time Horizon: It is a type of time horizon used for collection of
information again with an extended time. It is also used where significant factor for the
project of research is evaluating change over a period of time.
 Cross-sectional Time Horizon: It is an another type of time horizon which have been
established already where the information must be gathered. This is specifically used
when research is related with the kind of study of a specific phenomenon at a particular
time.
According to the need of current research cross-sectional time horizon would be preferred by
researcher because it helps investigator to collect and analyse data in an effective manner with
less period of time. It would assist researcher to complete their research within given period of
time.
21

Sampling: Sampling is a method which is used to select a part from the whole population.
Population is defined as people from the large number of person and people. These are the
people from an organisation, country or city. But for an investigator it is not an easy task to
consider whole population so researcher selects a part of the population. It is a significant
method because the whole research is dependent on this method as response from the
respondents are recorded here. There are two types of sampling techniques which are probability
and non-probability sampling.
 Probability sampling: It is one of the important techniques of sampling because in every
person from the group is selected. In this people who have same characteristics are
considered here and selected in a same sample.
 Non probability sampling: It is a technique which assists researcher to choose sample
for qualitative research. This sampling does not give equal chance to every respondent.
Probability and non-probability sampling both are effective but according to the need of current
research probability sampling would be selected by researcher because it helps in selecting
sample from the same group.
The size of the current investigation is 30 employees would be selected as participants for
knowing their opinions and views regarding effects of reward system on performance of
employees within hospitality industry. These 30 respondents are employees from Hilton hotel
who are its full time employees.
22

DATA PRESENTATION AND ANALYSIS
QUESTIONNAIRE
Q1 Do you have any knowledge regarding the concept of rewards?
a) Yes
b) No
Q2 Do you think you have given right rewards for the roles and responsibilities you perform in
Hilton?
a) Yes
b) No
Q3 Is there any benefit which is attracting you to work with Hilton?
a) Yes
b) No
Q4 Do you have understanding about the activities to increase rewards for the work you
perform for Hilton?
a) Yes
b) No
Q5 What are the different types of reward system adopted by Hilton?
a) Programs for employee assistance
b) Programs for employee recognition
c) Financial rewards
d) Non-financial rewards
Q6 What are the benefits of rewards system in Hilton?
a) Improves performance of workforce
b) Increases morale of employees
c) Reduces employee turnover
d) Better customer experience
Q7 In your opinion, what is the impact of reward system on improving the employee
performance of Hilton?
a) Positive
23

b) Negative
c) Neutral
Q8 According to you, what are the consequences would be faced by Hilton if they do not adopt
reward system?
a) High employee turnover
b) Low morale
c) Low productivity
d) Poor brand image
Q9 What are the challenges faced by managers of Hilton while setting up the reward system?
a) Conflicts
b) Biasness
c) Ineffective communication
d) Rewards are not based on employee performance
Q10 Which type of rewards are mostly considered by you?
a) Increase in pays or bonuses
b) Gifts that are edible(snacks, lunch etc)
c) Additional leaves
d) Options of stock
Q11 What are the different types of reward you want to suggest Hilton to include in their
reward system?
a) Star performer of the month
b) Verbal praise
c) More monetary benefits
d) Job rotations
Q12 Do you think that rewards are given in the same way for all personnel?
a) Yes
b) No
Q13 Do you think rewards assist in feeling appreciated and valued by Hilton?
a) Yes
b) No
Q14 Does reward system matches your efforts of work?
24

a) Agree
b) Disagree
c) Strongly agree
Q15 Does quality and quantity of reward system depend upon the age and gender of workers in
Hilton?
a) Yes
b) No
Question1 Knowledge regarding the concept of rewards
Q1 Do you have any knowledge regarding the concept of rewards? Frequency
a) Yes 28
b) No 2
a) Yes b) No
0
5
10
15
20
25
30 28
2
Frequency
Interpretation: From the above given bar graph it has been determined that out of total
30 respondents, 28 respondents have knowledge related to the concept of rewards because their
organisation has clearly explained the concept of rewards and remaining 2 respondents said no
25

that they do not have any knowledge regarding the concept of rewards because they have not
received any rewards while working for the organisation.
Question 2 You have given right rewards for the roles and responsibilities you perform in
Hilton
Q2 Do you think you have given right rewards for the roles and
responsibilities you perform in Hilton?
Frequency
a) Yes 25
b) No 5
a) Yes b) No
0
5
10
15
20
25
25
5
Frequency
Interpretation: From the above mentioned details it has been interpreted that out of total
30 participants, 25 participants answered yes that they are provided with right rewards for the
roles they perform for Hilton because they feel that Hilton has already set rewards for good
performance and rewards are also communicated at starting stage and the rest 5 employees
answered no as they think Hilton does not give right rewards for the responsibilities they perform
because they have received less rewards as expected by them and according to the work they
have done.
Question3 Any benefit which is attracting you to work with Hilton
26

Q3 Is there any benefit which is attracting you to work with Hilton? Frequency
a) Yes 22
b) No 8
a) Yes b) No
0
5
10
15
20
25 22
8
Frequency
Interpretation: From the given recorded bar graph, it has been analysed that there are
total 30 participants in which 22 participants said yes that Hilton is providing various benefits
that are attracting them to work with Hilton because these benefits include monetary gains and
they believe that these gains are important for leading a good life whereas left 8 participants said
no that there are no such benefits which are attracting them to work with Hilton because the
benefits which Hilton are providing are also given by other companies of same industry.
Question4 Understanding about the activities to increase rewards for the work you
perform for Hilton
Q4 Do you have understanding about the activities to increase rewards
for the work you perform for Hilton?
Frequency
a) Yes 26
b) No 4
27

a) Yes b) No
0
5
10
15
20
25
30 26
4
Frequency
Interpretation: From the above mentioned graph it has been summarised that there are
30 respondents selected from employees of Hilton, 26 respondents said yes that they have
understanding about the activities to improve rewards for the work they perform and the
activities are doing work effectively and efficiently, following all the basic rules of company and
these employees are following all these activities. The remaining 4 employees said no as they are
not aware about these activities because no one has guided them about such activities which
assist them in increasing their rewards.
Question5 Different types of reward system adopted by Hilton
Q5 What are the different types of reward system adopted by Hilton? Frequency
a) Programs for employee assistance 6
b) Programs for employee recognition 7
c) Financial rewards 12
d) Non-financial rewards 5
28

a) Programs for employee assistance
c) Financial rewards
0
2
4
6
8
10
12
6
7
12
5 Frequency
Interpretation: From the above given information, it has been concluded that out of 30
participants, 6 participants said that Hilton is adopting programs of employee assistance as one
of their rewards because they are getting time to time assistance from their supervisors, 7
participants said that Hilton has programs of employee recognition because these employees
have given proper recognition for their top and efficient performance, 12 participants said that
Hilton is giving financial rewards because these employees have received more financial rewards
as compared to other rewards for their high performance, 5 participants believe that non
financial rewards are adopted by Hilton like leaves, parties and many more because they have
received extra leaves for their top performance and meeting the objective before deadline.
Question6 Benefits of rewards system in Hilton
Q6 What are the benefits of rewards system in Hilton? Frequency
a) Improves performance of workforce 14
b) Increases morale of employees 8
c) Reduces employee turnover 3
d) Better customer experience 5
29

a) Improves performance of workforce
c) Reduces employee turnover
0
2
4
6
8
10
12
14
14
8
3
5 Frequency
Interpretation: With the help of mentioned data, it is concluded that there are 30
respondents chosen from Hilton from which 14 employees said that one of the benefits of reward
system is improving performance of workforce because it motivates them to work hard so that
they can get more benefits from organisation. 8 respondents believe that for them benefit of
reward is increasing morale of employees as they feel that when they get rewards their work is
being valued in an organisation, 3 respondents feel that reward system decreases employee
turnover in Hilton because employees know that they are getting extra benefits for their hard
work whereas remaining 5 employees believe that with the benefits of rewards, customer
experience gets enhanced as happy and satisfied employees treat customers and guests with more
patiently.
Question7 Impact of reward system on improving the employee performance of Hilton
Q7 In your opinion, what is the impact of reward system on improving
the employee performance of Hilton?
Frequency
a) Positive 12
b) Negative 14
c) Neutral 4
30

a) Positive b) Negative c) Neutral
0
2
4
6
8
10
12
14 12
14
4
Frequency
Interpretation: With the above given mentioned table it has been determined that out of
30 selected respondents, 12 respondents believe that reward system has positive impact on
improving the performance of employees in Hilton because this system motivates employees to
work hard, improves the morale of employees and decreases turnover of workforce, 14
respondents believe that reward system has negative impact on the performance of employees
because it de motivates other employees that other employees is getting more rewards than them
and it also creates conflicts and disputes between employer and employee. The remaining 4
respondents believe that reward system neither create positive nor negative impact in the
performance of employees because employees are working with the same speed and motivation
so there is no such huge difference in the performance of workforce.
Question8 Consequences would be faced by Hilton if they do not adopt reward system
Q8 According to you, what are the consequences would be faced by
Hilton if they do not adopt reward system?
Frequency
a) High employee turnover 6
b) Low morale 12
c) Low productivity 5
d) Poor brand image 7
31

a) High employee turnover
b) Low morale
c) Low productivity
d) Poor brand image
0
2
4
6
8
10
12
6
12
5
7
Frequency
Interpretation: It has been concluded from the above given bar graph that out of total 30
employees, 6 employees believe that if Hilton does not adopt reward system then there would be
high employee turnover because there will be no motivating factor which make employees to
think and remain in the same organisation. 12 employees believe that no reward system, decrease
the morale of employees because they would generate a feeling that they are not being valued
and given proper importance according to their work. 5 employees believe that no reward system
brings lower productivity because for employees there is nothing to encourage to increase the
productivity. 7 employees believe that if Hilton does not adopt reward system then it creates poor
image of the brand as employees do not have anything good to promote in favour of brand.
Question9 Challenges faced by managers of Hilton while setting up the reward system
Q9 What are the challenges faced by managers of Hilton while setting
up the reward system?
Frequency
a) Conflicts 8
b) Biasness 6
c) Ineffective communication 9
d) Rewards are not based on employee performance 7
32

a) Conflicts
c) Ineffective communication
0
1
2
3
4
5
6
7
8
9 8
6
9
7
Frequency
Interpretation: With the assistance of given bar graph it has been analysed that out of
total 30 participants, 8 participants said that managers from Hilton face conflicts while setting up
the reward system because employees have differences in their opinions related to rewards which
initiate dispute, 6 participants said that biasness is one of the challenges faced by managers of
Hilton during setting system of rewards because employee feel that managers make favouritism
towards some employees, 9 participants said that ineffective communication is an another
challenge in front of managers as at the right time decision is not communicated to every
employee which creates disturbance in the workplace environment, 7 participants said that
rewards are not set according to the performance of employees is other challenge that is faced by
managers because they feel reward system is not according to their hard work.
Question10 Type of rewards are mostly considered by you
Q10 Which type of rewards are mostly considered by you? Frequency
a) Increase in pays or bonuses 9
b) Gifts that are edible(snacks, lunch etc) 10
c) Additional leaves 6
d) Options of stock 5
33

a) Increase in pays or bonuses
c) Additional leaves
0
1
2
3
4
5
6
7
8
9
10 9
10
6
5
Frequency
Interpretation: From the given data it has been concluded that out of total 30 employees
9 employees consider increase in pays and bonuses because they increase their financial gains
and the basic objective of an individual is to earn more funds so that they can live high standard
life, 10 employees prefer edible gifts like lunch and snacks because they bring get along of
employees with managers of different levels and have conversation about their new ideas related
to the project, 6 employees select additional leaves because they need their personal time like
vacations and such type of leaves give them time to get away from the stress, 5 employees prefer
stock options which provide them right to sell and buy stocks with right time and price.
Question11 Different types of reward you want to suggest Hilton to include in their reward
system
Q11 What are the different types of reward you want to suggest
Hilton to include in their reward system?
Frequency
a) Star performer of the month 6
b) Verbal praise 8
c) More monetary benefits 10
d) Job rotations 6
34

a) Star performer of the month
b) Verbal praise
c) More monetary benefits
d) Job rotations
0
1
2
3
4
5
6
7
8
9
10
6
8
10
6
Frequency
Interpretation: With the above mentioned table it has been analysed that 30 participants
have given their suggestions regarding reward system to Hilton, 6 participants suggested star
performer of the month because it boosts up confidence of employees, 8 employees want verbal
praise included in reward system because it assists in increasing the confidence among
employees time to time and such type of praises improve their concentration towards their work,
10 employees want more monetary benefits because it improves their financial condition and
increase chances to earn more monetary gains, 6 employees want job rotations because they help
to increase their skills by doing different job responsibilities and roles through which they get
development in their career.
Question12 Rewards are given in the same way for all personnel
Q12 Do you think that rewards are given in the same way for all
personnel?
Frequency
a) Yes 22
b) No 8
35

a) Yes b) No
0
5
10
15
20
25 22
8
Frequency
Interpretation: By the assistance of given bar graph it has been analysed that out of total
30 respondents given, 22 respondents said yes that rewards are given in a same manner for all the
employees as they do not make any discrimination between employees, basically rewards are
same for the top performers and organisations also consider giving same type of rewards to the
employees who have performed same level of performance whereas 8 respondents said no that
rewards are not provided in the same manner to employees as they bring favouritism while
deciding and giving rewards and they also feel the type of reward they consider for top performer
are not that effective as they give more rewards to their favourite employees.
Question13 Rewards assist in feeling appreciated and valued by Hilton
Q13 Do you think rewards assist in feeling appreciated and valued
by Hilton?
Frequency
a) Yes 28
b) No 2
36

a) Yes b) No
0
5
10
15
20
25
30 28
2
Frequency
Interpretation: From the help of given table it is analysed that 28 employees answered
yes for rewards assist in feeling valued and appreciated by Hilton because they give them timely
rewards according to their performance which create their importance in organisation whereas 2
employees answered no that for rewards do not assist in feeling appreciated and valued by Hilton
because they are given on the basis of favouritism.
Question14 Reward system matches your efforts of work
Q14 Does reward system matches your efforts of work? Frequency
a) Agree 16
b) Disagree 4
c) Strongly agree 10
37

a) Agree b) Disagree c) Strongly agree
0
2
4
6
8
10
12
14
16
16
4
10
Frequency
Interpretation: With the above mentioned graph it is summarised that 16 employees
agree reward system matches efforts of work by employees because they get right rewards for
their work and responsibility, 4 employees do not agree that reward system matches employees
efforts because they feel they are getting less rewards for their level of hard work and the
remaining 10 employees strongly agree that their efforts and rewards provided to them are right
and perfect because there efforts are measured first then reward system is decided and given at
right time.
Question15 Quality and quantity of reward system depend upon the age and gender of
workers in Hilton
Q15 Does quality and quantity of reward system depend upon the
age and gender of workers in Hilton?
Frequency
a) Yes 5
b) No 25
38

a) Yes b) No
0
5
10
15
20
25
5
25
Frequency
Interpretation: With the given information it can be concluded that 5 respondents said
yes that quality and quantity of reward system depend upon the gender and age of workers in
Hilton as they feel rewards are based on performance but they give importance to age and gender
which show discrimination and this type of situation bring and initiate dispute between
employees and employer whereas 25 respondents said no that quality and quantity of reward
system do not depend on gender and age because Hilton give rewards according to the efforts,
hard work and productivity of employees. Hard work and productivity of workforce are
measured with the proper and efficient system so that apt quantity and quality can be decided.
Discussion
From the above gathered secondary information for literature review it has been
concluded that reward system has positive impact on performance of employees and
organisation. Whenever organisations adopt reward system in the environment of workplace,
workforce gets the totally new meaning to their assigned job and responsibility, work hard to get
more rewards and do activities with better efforts to achieve objectives of an organisation.
Employee rewards systems or programs help hospitality industry to retain employees for the
larger period, improve the level of satisfaction among employees, create more engagement of
employees in various decision-making of organisation related to management, operations and
other activities, maximise the productivity by making them to increase the level of hard work
39

and it also assist in increasing the customer experience by satisfying employees with rewards.
But hospitality industry also considers cost and time before setting up the reward system so that
they do not need to suffer with the ineffective reward system. Hospitality industry creates
balance between different types of rewards so that employees can have different type of rewards
for their top performance and hard work.
RECOMMENDATION
With the above given research there are many ways which are recommended to the
managers of Hilton while setting up the reward system. The first is to make individuals
understand about the reward system because it is necessary to make them learn about the concept
of reward system and the process of planning, designing and delivering system of rewards. The
second, rewards should be aligned with the strategies, goals and mission of organisation with the
requirements and goals of workforce. The third, reward system should be related to the real
performance of workforce, managers should compare the actual performance with the standards
have set already so that confusion among employees can be decreased. Managers should come
up with the right system of job evaluation so that work done by employees can be measured and
evaluated the performance. The fourth, reward system should be set after understanding the
requirements and needs of employees because it would direct create positive impact among
employees and managers can easily set up reward system without any barriers. The fifth,
managers must communicate the values they are providing to workforce with rewards as they
should communicate about the importance of reward system and the organisation do not have
any hidden agenda. The sixth, managers should create positive environment with the schemes of
reward system, they should continuously ask feedback and opinions of employees so that
harmony and coordination can be achieved in organisation. This would help in reducing the
negative opinions for the top performers and other conflicts between employer and employee.
When positive environment is prevailing in organisation the manager can properly set the reward
system without going against employees and communicating properly with them.
CONCLUSION
With the assistance of research report it is summarised that reward system is referred as
achieving different from organisation by employees and workforce for their high performance.
40

Employees join organisations with some specific motives like financial gains, career
development and rewards are one of them. Rewards system are set after identifying and
determining the level of performance by employees towards their responsibilities and roles.
Effective reward system is set and managed by reward management in an organisation, in this
they consider the performance and capability of employees. In hospitality industry managers
adopt reward system to increase motivation level among employees with various benefits like
monetary gains, non monetary gains and employee recognition. There are different types of
rewards are available with the hospitality industry to encourage employees and with this improve
the customer service. For an organisation multiple types of reward systems are present which
include financial reward system, non financial reward system, programs for workforce assistance
and their recognition, extrinsic rewards and intrinsic rewards. All these kind of rewards attract
employees to remain in the same company, improve their performance, improve their own
productivity to achieve self goals as well as meet objectives of the organisation they are working.
Reward systems are adopted by organisation to track and evaluate the performance of workforce
so that employees become more aligned towards their work and perform effectively and
efficiently that is without wasting resources and time. The basic advantage with the reward
system is employees get chance to earn more from an organisation except their basic salary.
Employees also get new opportunities to perform so that they can get success in their
professional career. Managers of organisation also face many issues while setting up the reward
system because in the workplace environment there are many situations which create barrier and
do not assist in smooth functioning of reward system. Some of these issues include system of
rewards not understood by workforce, rewards are not connected systematically, not linked with
requirements of personnel and many more. In simpler words reward system has its significance
in an organisation as it is used to motivate employees to work more productively to fulfil the
predefined objectives.
41

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43

APPENDICES
Q1 Do you have any knowledge regarding the concept of rewards?
a) Yes
b) No
Q2 Do you think you have given right rewards for the roles and responsibilities you perform in
Hilton?
a) Yes
b) No
Q3 Is there any benefit which is attracting you to work with Hilton?
a) Yes
b) No
Q4 Do you have understanding about the activities to increase rewards for the work you
perform for Hilton?
a) Yes
b) No
Q5 What are the different types of reward system adopted by Hilton?
a) Programs for employee assistance
b) Programs for employee recognition
c) Financial rewards
d) Non-financial rewards
Q6 What are the benefits of rewards system in Hilton?
a) Improves performance of workforce
b) Increases morale of employees
c) Reduces employee turnover
d) Better customer experience
Q7 In your opinion, what is the impact of reward system on improving the employee
performance of Hilton?
a) Positive
b) Negative
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c) Neutral
Q8 According to you, what are the consequences would be faced by Hilton if they do not adopt
reward system?
a) High employee turnover
b) Low morale
c) Low productivity
d) Poor brand image
Q9 What are the challenges faced by managers of Hilton while setting up the reward system?
a) Conflicts
b) Biasness
c) Ineffective communication
d) Rewards are not based on employee performance
Q10 Which type of rewards are mostly considered by you?
a) Increase in pays or bonuses
b) Gifts that are edible(snacks, lunch etc)
c) Additional leaves
d) Options of stock
Q11 What are the different types of reward you want to suggest Hilton to include in their
reward system?
a) Star performer of the month
b) Verbal praise
c) More monetary benefits
d) Job rotations
Q12 Do you think that rewards are given in the same way for all personnel?
a) Yes
b) No
Q13 Do you think rewards assist in feeling appreciated and valued by Hilton?
a) Yes
b) No
Q14 Does reward system matches your efforts of work?
a) Agree
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b) Disagree
c) Strongly agree
Q15 Does quality and quantity of reward system depend upon the age and gender of workers in
Hilton?
a) Yes
b) No
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