Rewards as a Motivational Tool: Research Project Proposal

This research project proposal investigates the role of rewards as a motivational tool within organizations. The proposal begins with an introduction to the topic, highlighting the importance of motivation in the modern business environment and the impact of globalization. It outlines the research aims, objectives, and research questions, focusing on the effectiveness of rewards in motivating employees. The literature review examines early approaches to motivation, the relationship between rewards and employee performance, and relevant motivational theories. The methodology section details the research design, including qualitative interviews, sampling, ethical considerations, and the project's budget, resources, and timeline. The proposal also includes a team charter and communication strategy, along with appendices containing figures and tables. The project aims to determine the types of rewards that attract employees and the issues managers face when implementing motivational theories. The research will provide valuable insights into how organizations can effectively use rewards to enhance employee engagement and improve overall performance.

Running head: RESEARCH METHODOLOGY
Research methodology (Rewards as a motivational tool)
Name of the student
Name of the university
Author Note:

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Table of Contents
Chapter 1:...................................................................................................................................5
1.0 Introduction..........................................................................................................................5
Chapter 2:...................................................................................................................................7
2.0 Literature Review.................................................................................................................7
2.1 Early approaches..............................................................................................................7
2.2 Rewards and Employees..................................................................................................8
2.3 Rewards and Motivation................................................................................................10
2.4 Necessity of Motivation.................................................................................................12
2.5 Employee Satisfaction and Rewards..............................................................................13
2.6 Theories to be used.........................................................................................................13
Chapter 3:.................................................................................................................................14
3.1 Research Scope..................................................................................................................14
Chapter 4:.................................................................................................................................14
4.0 Research method................................................................................................................14
4.1 Introduction....................................................................................................................14
4.2 Research Design.............................................................................................................15
4.3 Justification for selecting the Research Design.............................................................15
4.4 Research Approaches.....................................................................................................15
4.5 Justification for selecting the Research Approaches......................................................16
4.6 Qualitative Interview......................................................................................................16

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4.7 Reliability and Validity of the Qualitative Method........................................................16
4.8 Sampling and Sample Size.............................................................................................17
4.9 Ethical Considerations...................................................................................................17
Chapter 5:.................................................................................................................................18
5.1 Budget of the Project......................................................................................................18
Table No 1: Budget Table....................................................................................................18
5.2 Resources of the Project.................................................................................................18
5.3 Timeline of the Project...................................................................................................20
Table No 2: Timeline Table.................................................................................................20
Figure No 1: Gantt chart......................................................................................................21
Chapter 6:.................................................................................................................................21
6.1 Team Charter and Communication Strategy..................................................................21
Chapter 7:.................................................................................................................................23
7.1 Summary........................................................................................................................23
Reference List..........................................................................................................................25
Appendices...............................................................................................................................28
Appendix 1...........................................................................................................................28
Figure No 2: Employee Motivation in Company.................................................................28
Appendix 2...........................................................................................................................28
Figure No 3: Interpretation the users and issues..................................................................28
Appendix 3...........................................................................................................................29

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Figure No 4: Motivational factors behind the organization.................................................29
Appendix 4...........................................................................................................................29
Figure No 5: Reasons behind motivational success.............................................................29

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Chapter 1:
1.0 Introduction
1.1 Background
Globalization generally plays a major role in changing the work environment of the
modern day business world. The last few years has experienced a huge change in the way the
people works for the business organization and have led to the initiation of different kind of
new forms of the management approaches. According to, Aithal and Kumar (2016)
Motivation is one of the most essential elements of the business organization and motivating
the people is one of the most efficient examples that can improve the organizational
performance of the firm in the market. It is important for the business organisation to ensure
the success of the business by means of motivating the employees in their own way and make
them work accordingly to fulfil the goals of the business organization. The expression about
the carrot and the stick is perhaps the best example that can justify the importance of
motivation in the business organization. The more the employees are motivated, the more
will be the productivity of the business organization. The employee rewards and the
recognition programs generally acknowledges the contributions of the employee to the goals
of the company and also show appreciation for the different kind of the efforts which are
necessary to include in the high performance business workplaces (Block Sandner and
Spiegel 2015). The presence of a large number of different employees coming from different
kind of backgrounds makes the motivational factors different for each of them. There are
some employees who are motivated because of their inclination towards financial benefits.
While on the other hand, there are people who gets motivated to gain recognition and also
ensure progress in their professional careers.

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The management of the business organizations thus face an uphill task to motivate the
people of the organizations positively and lead them towards high productivity. As said
earlier, the inclusion of different kinds of people with different choices and ideologies makes
it hard for the business management to motivate them in a same chain (Block Sandner and
Spiegel 2015). The following report will identify the different issues in motivating the
employees and will also identify the importance of motivation in an organization.
1.2 Purpose of the Research
The major purpose of the research will be to evaluate the vital issue that are related with
the employee motivation in an organization. The main issues that will be discussed is to
ascertain on whether rewards motivate the employees, identify the kinds of the rewards that
the employees consider to be the most beneficial while working in the business organization.
The research will also be discussing on whether the types of the dilemmas and problems that
are faced by the managers and supervisors of the different kinds of the business organization
while implementing the motivational theories in these organizations. The selection of the
topic has been excellent as globalization has increased the use of the motivational theories.
The study of the motivational theories and its inclusion in the business organizations will
surely be a study of great importance. The availability of all the different kinds of the
necessary information and literature related to that of the motivation and its necessity to
improve productivity further adds the necessity of the research as the completion of the
research will be easy in the presence of the different types of the literatures on the same
subject.
1.3 Research Aims and Objectives
The research will be conducted by keeping in mind a basic aim and some objectives in
order to fulfil the goals of the research. The aim of the research is “To ascertain the role of

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rewards as a powerful tool of motivation”. The objectives of the following research will
be as follows;
a. To determine rewards as an important motivational tool
b. To determine the issues faced by the managers while implementing motivational
theories
c. To determine the types of the rewards that attracts the employees of the
organizations
1.4 Research Questions
The research questions of the following research will be in line with the different
objectives of the research. The research questions for the following research are as follows;
a. How can rewards act as an important motivational tool for the organizations?
b. What are the major issues that are faced by the managers in order to establish
motivation in the organization?
c. What kind of rewards generally draw the attention of the employees?
Chapter 2:
2.0 Literature Review
The literary review chapter of the assignment will be based on the secondary research
studies that will be related to the study of rewards as one of the most important elements of
the motivational tool. The literary review chapter will be based on the study of the different
articles and journals that are completely based on the research related to the study of the
rewards and motivation.

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2.1 Early approaches
The concept of motivation along with the management of the performance has been
developed since a long time back as the process dates back to as early as 1400AD. The
research in the earlier times were done by means of monitoring the speed as well as by
managing the employees of the business organization. Venice, is generally considered to be
the arsenal of creating rewards as an important motivational tool (Bryman and Bell 2015).
The rate of the work and the level of the work completed by the employees working in
different kind of the shops of the country were monitored and salaries of the employees were
paid accordingly. One of the best pioneers of the following trend was FW Taylor who was
instrumental in the development of the scientific management based studies. The idea of the
management was to establish a common link in between the scientific management and the
level of the efficiency through which the employees performed in the business organization.
This led to the observation that the way of motivating the employees was to provide them
with monetary benefits, which will help in improving the performance of the employees.
2.2 Rewards and Employees
Rewards act as an important tool for motivating the people of the organization. The
employee rewards and recognition programs that acknowledges employee contributions to
the company goals and show appreciation for their efforts are highly necessary for a high
performing workplace, creation of happier employees and also a reduced turnover.
Rewarding the employees in an organization is highly important for the business to ensure
success. Rewarding the people of the organization spurs the people to work harder and be
more productive. According to, Bryman and Bell (2015) the people will always tend to work
at the time when they are rewarded and appreciated for their work. The appreciation factors
thus play a major role in the success of the business in the organization. Most of the
employees of the business believes in the ideology that it is recognition that helps them to

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work for organization and turn the enterprise more productive in nature. As more and more
millennial and generation Z workers are entering the business fray, it has turned out to be
utmost important for the business to introduce the reward system in order to increase the
motivation of the employees. Although the younger business workers want a fair amount of
compensation from the management of the business organization, they are similarly in search
for interesting and meaningful works that helps them to gain personal satisfaction from the
job.
The employers always wants their employees to be happy and enjoy their work in a
satisfied manner. The happy employees are always productive and loyal to the company.
Another major advantage of the presence of the happy employees are that these employees
contribute to a higher morale. The presence of a high morale, low turnover makes the
organization inclined towards greater success in the business market of the organization.
Different researches have indicated an increase of 10%-15% more production in the presence
of a great morale. Rewards can be said to be the most important tool to motivate the
employees towards performance (Buckwalter and Turri 2017). It acts as an important part in
keeping the employees happy as well as productive in nature. Research indicates that there is
direct correlation in between the rewards provided by the management of the business
organizations and the happiness of the employees working for that particular business
organization. More than 90% of the employees who generally gets rewarded confess about
their happiness with their works. On the other hand there are other persons in the work who
confess that they were happy at both the workplace as well as the home. Satisfaction at home
is also important in this particular context as because it plays a key role on the performance
of the employees. According to, Buckwalter and Turri (2017) the best performance of the
employees helps the business organization to ensure business productivity.

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The presence of happy and highly motivated employees in the organization is useful
for the success of the business. The happy and motivated employees are responsible for the
change in the bottom line performance of the business organization. The significant
difference and the bottom line performance thus helps the business organization to ensure the
success of the organization in a proper and successful manner (Burke and Noumair 2015).
The companies who generally engage the employees of the business organization have higher
revenues compared to those organizations that does not have such high revenues. The
quantitative as well as qualitative business environment is highly necessary for the success of
the business organization. A better employee engagement is important for the success of the
business to boast the chances of profitability and increase the resources of the business
organization. The positive employee engagement helps to ensure better profitability and
success of the business. Apart from the keeping the employees happy the employee
engagement also helps the business organization to ensure trust and responsibility within the
business organization. Different kinds of surveys conducted earlier on employee engagement
has revealed that more than 90% of the employees of the organization who had received
different kinds of recognition for their work share a higher level of trust for their supervisors
(Burke and Noumair 2015). On the other hand the employees who have not been recognized
or rewarded are totally divided in their opinion about the trust over their supervisors. A half
part of the employees have their trust with the boss while the other half does not have trust
over their boss. Rewarding the employees for their work helps the employees to stay in the
company and be loyal to the company. Recognition of the employees and providing them
with different kind of the rewards are essential for the organization to stay motivated and
such a activity helps the management of the organizations to demonstrate the respect and
appreciation for the efforts of the employees. It shows the trust of the employer that they are
doing the jobs in a better manner. According to, Creswell and Poth (2017) this kind of the

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activities not only encourages the organization to stick around, but also to work harder and
give the best efforts to the business organization.
2.3 Rewards and Motivation
Motivation is one of the most challenging yet interesting areas with respect to the
studies that are conducted on the Human Resources Management of the company. This leads
to the nature of the changes concerning the functions of the business, the application models
and the different purposes of the business along with the modes of the business (Creswell and
Poth 2017). It is a common belief that the managers will be able to work if they take the help
of employees within the organization. The employed people not only show up in the place of
work but also they need a kind of motivation so that they can perform their duties in an
efficient manner. It can be defined that motivation acts as a driving force, which will help the
people in acting and performing without applying any type of pressure on them. This will
help the employees in working under better conditions so that the organizations can achieve
its level of production (Carbonell and Rodríguez-Escudero 2016).
The rewards acts as the most powerful motivators that turns on the performances of
the business organization. The rewards can be cited as the best motivator to bring out the
performance of the employees in a better manner. The employees can be motivated by
suggesting that rewards are far more effective than that of punishments. There are some of
the business organizations that has the tendency to set out different kinds of the targets and
also sets out strict punishments for failure to adhere to the goals. However, according to
popular researches, the idea of rewarding acts as a far better motivator than the idea of
punishing the people to achieve the goals (Gerhart and Fang 2015). Different kinds of
researches on motivation has revealed that the levels of “Dopamine-A Happy Hormone” in
the brain has an impact on the motivational performance of the employees in the business.

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Dopamine levels are also higher when making appropriate choices but decrease when the
employees are punished, which is something that most of the people wants to avoid.
Thus it is seen that the employers are better served to focus on the rewarding
employees for the different kinds of the actions rather than the threatening punishment if they
wants them to motivate. According to, Haider et al. (2015) promising rewards for specific
actions in place of threatening punishment is a much better process of motivating the
employees of the business organizations. It is not right to trigger the performance of the
employees by means of threatening, rather it is important for the business organization to
ensure success and productivity by rewarding the employees with financial and other kind of
benefits. Coupling the same with a natural human tendency to believe that avoiding pain and
suffering is simply a matter of not doing something, and it becomes clear that punishment is
simply not an effective motivator.
The designing of a perfect rewards program is highly necessary to ensure that the
right employees get the right recognition at the right time. The rewards are supposed to only
work at the time when they are meaningful and address the needs of the recipient (Hautz
Seidl and Whittington 2017). This makes the recognizing the internal and external factors at
play in motivating the people and the way they have an influence over the business
organization.
2.4 Necessity of Motivation
Motivation is a continuous process that is highly important on a daily basis within the
business environment where the employees of the business works together. The managers of
the business are on a lookout for the employees who are efficient enough and committed
towards the goals and missions of the business organization. The performance of the
employees is experienced as directly proportional to the levels of the motivation. The

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following theory acts as the driving force that helps the organization to bring out the
eagerness of the employees to work in a better and concentrated manner for the business
organization. Different types of the applicable research methods can be seen as the
motivational tool that provides a higher degree of performances to be achieved by the
business organization (Hensel Hensel and Dewa 2015). The high degree of the business
performance enables both the business as well as the performers of the business to attain
success in the business market. The rapidly changing work environment and the effect of
globalization have forced the management of the business organizations to change their
employees who receive the motivation are seen as the necessary approach to motivation and
rewards are considered to be the tools for the survival and the growth of the business
enterprises. According to, Hewett and Conway (2016) the motivated employees are thus more
productive and dedicated for the success of the business organization. It can be seen that the
managers are highly responsible for influencing the employees with the help of the different
kinds of the reward combinations. Therefore this kind of reward combinations helps the
business to ensure full productivity along with success and sustainability. Therefore the
employees of the business are the people who will have to choose the levels of the reward,
which will help them in performing within the Company. The factors of the motivation
involves the managers and the employees, as the managers are dependent on the employees
to achieve greater production levels by rewarding them in a fair manner.
2.5 Employee Satisfaction and Rewards
The managers and supervisors of the business organization has their task cut out to
ensure the success of the organization through the means of proper and effective motivation
of the employees. The managers must be able to provide necessary satisfaction to the
employees with the help of the rewards which is a very complex process (Hewett and
Conway 2016). The function of the organization is related to different kind of factors that are

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generally used by the managers of the business for the intention of achieving a much greater
and better productivity and also implementing the reward system in the most positive manner.
The level of the satisfaction and dissatisfaction of the employees can be influenced by means
of comparing the other people who works in the same position and has the same task
(Khajavy Ghonsool and Fatemi 2017). On the other hand, there has been significant
improvements in the assessment of the employees which also acts as a crucial factor for the
business organizations.
2.6 Theories to be used
One of the toughest call for the business organizations is to motivate the employees
according to the different kinds of the business needs. The failure to motivate the employees
will lead to the different kinds of the losses of the business. A number of different researches
on the motivation in business entities have found out that most of the organizations fails to
motivate the employees. The organization or the business entity can only succeed when there
is a proper input from the employees and also adequate motivational strategy of the business
organization. The strategies for motivating the people of the business organization must be
implemented in a proper and effective manner to ensure business success (Aithal and Kumar
2016). The research will use McGregor’s Theory X and Theory Y Theory and Maslow’s
Theory of Motivation to determine the different perspectives of rewards and motivation.
Chapter 3:
3.1 Research Scope
Many of the researches conducted earlier have mostly determined on motivation and has
also determined its importance to the business organization. However, the research to be
conducted on motivation will not only determine the importance of motivation on the
business organizations, but also determines the reasons behind the fact of rewards being the

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most important tool for motivation. The research will also provide different types of the
issues faced by the managers to implement motivation in a proper manner in the business
organization. Several theories related to rewards and motivation along with performance has
been formulated by different authors and researchers.
Chapter 4:
4.0 Research method
4.1 Introduction
The fourth chapter of the research will be dealing with the methods that will be used
to complete the following research. The objective of the research will be to find out the
importance of rewards as a motivational tool in the business organization. The research will
also try to evaluate the issues faced by the supervisors to implement the different changes in
order to motivate the employees of the business organization. The different methods that will
be used for the research has been identified and its selection has been justified accordingly.
The research designs, research approaches as well as the sample to be selected for the
following research has been discussed and justified accordingly.
4.2 Research Design
The most widely used research designs includes the likes of the exploratory,
explanatory and the descriptive research designs. An explanatory research design provides
the opportunity to explain different reasons for the particular phenomenon. On the other hand
the exploratory research design helps to test the formulated hypothesis. Last but not the least,
the descriptive research design will enable the research to clarify different kinds of the
research topics and different kinds of the concepts in terms of the topics of the research. The
descriptive research design generally emphasizes on the description of the characteristics of a
particular population or a particular set of data.

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4.3 Justification for selecting the Research Design
The descriptive research design will be chosen for the following research as because it
will provide an opportunity for the researchers to clarify the formulated hypothesis and the
topic of the research. The use of the following research design has helped the research to
understand the cause and effect of the research rationale and will also help to predict the
future occurrences. The research design will provide the research the necessary path to
achieve the objectives of the research and fulfil the aim of the research to identify the
importance of rewards as a motivational tool.
4.4 Research Approaches
Inductive approach and deductive research approach are two of the research
approaches that are extensively used during the conduction of the researches. The deductive
research approach will help the research to formulate the hypothesis based on the previously
existing theories and concepts. This helps the research to gain knowledgeable insights from
the previously existing researches and the theories. In the case of the deductive research
approach, the research approach can easily formulate the hypothesis. This provides the
research to consult and gather information from existing literatures and concepts. On the
other hand, the inductive research approach is based on the findings of new theories and data
related to the research.
4.5 Justification for selecting the Research Approaches
The current research will be using deductive research approach to complete the
research. The first justified reason for its selection is that deductive research approach helps
to test the hypothesis and answer the research questions that are formulated for gaining a
clear idea about the research. The use of the deductive research approach can also help to
save time as it will be concentrating on the use of the earlier constructed theories and models

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of rewards as a motivational tool. The use of the deductive research approach can help the
research to be successful in nature.
4.6 Qualitative Interview
The qualitative interviewing process will be applied to complete the following
research. The qualitative research interview will be based on the information that will be
generated from different kinds of formal interaction. The interviewees or the interviewer
are the main sources of information in the research. The following form of interview can be
segmented into three different types of interview process which are semi-structured,
structured and unstructured. The following research will be formulated on a structured
format where the researcher can set up a predetermined and standardized set of questions
for the respondents. In such a structured format the research will be more flexible.
4.7 Reliability and Validity of the Qualitative Method
Reliability and validity of the research method is utmost essential for the success of
the research. Reliability is referred to as the extent to which the dare derived from the
different kind of the results are derived from a particular population and studied. It is
important for a research to ensure both reliability and validity as such an assurance can help
address the quantitative researches in a similar manner. The absence of any kind of statistical
based calculations is important for the success of the business organization accordingly. Each
and every explanation is provided on a theoretical based manner.
4.8 Sampling and Sample Size
A sample size of six different managers from different organizations and 4 different
people who are the employee of these organizations have been chosen for conducting the
research. The data from the sample population will be gathered from the conduction of the

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interview. The interview process will be help the research to ensure the collection of the live
data that is more reliable and precise in nature.
4.9 Ethical Considerations
Ethics is considered to be one of the most important part of any research. The
presence of the research ethics is essential for the maintenance of honesty and integrity
during the conduction of the research. At the very first, the researcher had to ensure the
confidentiality of the research information and also maintain secrecy on the responses
provided during the interview processes and also the identity of the respondents. Apart from
these, the researcher must ensure to not use any kind of force to manipulate the responses of
the research. It is important for the research to ensure success by means of ethical researches.
Chapter 5:
5.1 Budget of the Project
Resources
Rewards to provide motivation
Identification of the resources $5,000
Selection of the best resources $10,000
Market survey to judge the quality of the resources $15,000
Team formation $35,000
Hiring motivators $20,000
Miscellaneous $2,500
HRM
HRM management $50,000
Group of Consultants $4,000

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Expert Analysis Fees $5,000
HRM recruitment $40,000
Resources
Employee fees $3000
Program fees $4500
Estimated Total $1,86,500
Table No 1: Budget Table
Source: (As created by the author)
5.2 Resources of the Project
The resources of the project generally includes the likes of;
a. Stakeholders of the rewards program- The stakeholders of the research forms the
most important part in the total rewards program. It is the stakeholders who are the
main constructors of the projects. The stakeholders of the rewards program will
include the likes of the top notch management of the business organization. The top
notch management of the business organisation includes the likes of the different
people who are generally the owners and are in the board of the directors of the
company. The stakeholders of the business organization plays a vital role in the
application of the rewards program within the business organization. The stakeholders
of the business thus have the major say in the implementation of the business rewards
program.
b. HRM- The Human Resource Management of the organization can be considered to
be a vital resource in the build up to the total process of the rewards program (Aithal
and Kumar 2016). The presence of an effective Human Resource Management is key
to the success of the organization. As a better HRM can ensure the presence of the

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best employees and can also ensure the presence of motivation. The motivating factor
will help the business to ensure success in the market.
c. Financial Resources- Financial resources can be said to be the main resources of the
reward programs as the management of the organization needs to answer the financial
needs of the business in a proper and effective manner (Buckwalter and Turri 2017).
The financial resources of the company must be in adequate terms in order to make
the rewards program successful.
d. Physical and intangible resources- The presence of physical and intangible
resources have helped the organization to answer the different kinds of the needs of
the organizations during the implementation of the project.
5.3 Timeline of the Project
Task Name Duration Start Finish
Project Rewards
and Motivation
Program
106 days Mon 27-
05-19
Mon 21-
10-19
Decision to
implement the
rewards program
1 day Mon 27-
05-19
Mon 27-
05-19
Meeting of the
stakeholders of the
organization
5 days Tue 28-05-
19
Mon 03-
06-19
Approval of the
rewards program
10 days Tue 04-06-
19
Mon 17-
06-19

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Start of the phase 1
of the rewards
program
1 day Tue 18-06-
19
Tue 18-06-
19
Survey of the
employees
20 days Wed 19-
06-19
Tue 16-07-
19
Selection of the
choice of the
employees
15 days Wed 17-
07-19
Tue 06-08-
19
Start of the second
phase
1 day Wed 07-
08-19
Wed 07-
08-19
Selection of the
benchmark for the
employee reward
system
15 days Thu 08-08-
19
Wed 28-
08-19
Selection of the best
employees
12 days Thu 29-08-
19
Fri 13-09-
19
Presentation of the
rewards
1 day Mon 16-
09-19
Mon 16-
09-19
Monitoring of the
success rate
25 days Tue 17-09-
19
Mon 21-
10-19
Table No 2: Timeline Table
Source: (As created by the author)
Figure No 1: Gantt chart
Source: (As created by the author)

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Chapter 6:
6.1 Team Charter and Communication Strategy
Working in different kinds of the teams can be really enjoyable and a fantastic
experience for each and every members involved in the team. However people hardly tends
to stay stable and instead opts for better experience and better opportunities. The management
of the business organization must be sharp in such cases and ensure the success of the
company by retaining the employees of the team through recognitions and rewards (Kosinski
et al. 2015). The providence of rewards and recognition is highly important for the business
organization to ensure the success of the company. Therefore the management of the business
organizations must ensure to build a team charter and implement an effective business
strategy that can be helpful for the success of the business (Buckwalter and Turri 2017).
Team charters are the documents that helps to define the purpose of the team and the way
they will work. There are different kinds of roadmaps that the team and the sponsors creates
at the beginning of the journey in order to make sure about the awareness of the team of the
different goals of the business. Team charters must be formed in order to set the team right
from the beginning itself (Kuvaas Buch and Dysvik 2018). The creation of a capable team
charter will be helpful for the business to ensure success. The members can follow the team
charter and make them capable of receiving rewards and recognitions.
The major characteristics of the project that needs to be adapted to the team’s
situation includes the likes of;
a. Context- The introduction part of the charter is said to be the context. It sees out as to
why the team was formed and the different problems that needs to be solved. It also
sees out as to how the different business problem fits in with the broader objectives of
the business organization and the different kinds of the business consequences of the
problem that needs a thorough checking.

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b. Composition and roles- The roles of the team members must be explained in a proper
and effective manner to ensure success.
c. Mission and objectives- The team must be made aware of the missions and objectives
of the business to ensure that they achieve them and are easily capable of the rewards
and recognitions.
d. Operations- The daily basis operations of the business must be addressed by the
management as the operations of the team are addressed on a daily basis to ensure a
comprehensive and detailed long duration team maintenance.
e. Negotiation and Agreement- The team charter must have the option of a proper and
effective negotiation process. The team's client establishes the Context and Mission.
Objectives, composition, roles, boundaries and resources ideally emerge through
negotiation between the sponsor, the team leader, the team, and other stakeholders.
f. Authority and Boundaries- The roles of the organization must be defined and the
budgets and ongoing activities of the team must also be explained to ensure business
success.
g. Resources and Support- The resources that are available to the enterprise must be
provided properly to ensure business success. The support of the company to the
employees must also be figured out.
Chapter 7:
7.1 Summary
The following proposal has proposed the research to be undertaken on “Rewards as a
motivational tool”. The management of the business organizations provides utmost
importance to rewards and recognition. Rewards and motivation always go hand in hand in a
business organization. It is very much important to provide rewards to the employees to
retain them for a long time. The retention of the employees for a long time can ensure success

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and stability for the business organization. The rewards acts as the most powerful motivators
that turns on the performances of the business organization. The rewards can be cited as the
best motivator to bring out the performance of the employees in a better manner. The
employees can be motivated by suggesting that rewards are far more effective than that of
punishments. There are some of the business organizations that has the tendency to set out
different kinds of the targets and also sets out strict punishments for failure to adhere to the
goals. However, according to popular researches, the idea of rewarding acts as a far better
motivator than the idea of punishing the people to achieve the goals. Rewards act as an
important tool for motivating the people of the organization.
The employee rewards and recognition programs that acknowledges employee
contributions to the company goals and show appreciation for their efforts are highly
necessary for a high performing workplace, creation of happier employees and also a reduced
turnover. Rewarding the employees in an organization is highly important for the business to
ensure success. Rewarding the people of the organization spurs the people to work harder and
be more productive. He people will always tend to work at the time when they are rewarded
and appreciated for their work. The appreciation factors thus play a major role in the success
of the business in the organization. Most of the employees of the business believes in the
ideology that it is recognition that helps them to work for organization and turn the enterprise
more productive in nature. As more and more millennial and generation Z workers are
entering the business fray, it has turned out to be utmost important for the business to
introduce the reward system in order to increase the motivation of the employees.
The aim of the research is “To ascertain the role of rewards as a powerful tool of
motivation”. The proposal has provided the necessary inputs to support the quest for
undertaking the research in a proper and effective manner. The main issues that will be
discussed is to ascertain on whether rewards motivate the employees, identify the kinds of the

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rewards that the employees consider to be the most beneficial while working in the business
organization. The research will also be discussing on whether the types of the dilemmas and
problems that are faced by the managers and supervisors of the different kinds of the business
organization while implementing the motivational theories in these organizations. The
selection of the topic has been excellent as globalization has increased the use of the
motivational theories. The study of the motivational theories and its inclusion in the business
organizations will surely be a study of great importance. The availability of all the different
kinds of the necessary information and literature related to that of the motivation and its
necessity to improve productivity further adds the necessity of the research as the completion
of the research will be easy in the presence of the different types of the literatures on the same
subject.
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Appendices
Appendix 1

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Figure No 2: Employee Motivation in Company
Source: (Kuvaas Buch and Dysvik 2018)
Appendix 2
Figure No 3: Interpretation the users and issues
Source: (Lawter Kopelman and Prottas 2015)
Appendix 3
Figure No 4: Motivational factors behind the organization
Source: (Lazaroiu 2015)

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Appendix 4
Figure No 5: Reasons behind motivational success
Source: (Malik Butt and Choi 2015)