Do the non-monetary rewards affect employees' performance and motivation as monetary rewards?

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ACKNOWLEDGEMENT

I would like to take this chance for thanking my research facilitator, friends & family for support they provided & their belief in me as well as guidance they provided without which I would have never been able to do this research.



DECLARATION

I, (Your name), would like to declare that all contents included in this thesis/dissertation stand for my individual work without any aid, & this thesis/dissertation has not been submitted for any examination at academic as well as professional level previously. It is also representing my very own views & not essentially which are associated with university.

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ABSTRACT

This research investigates the views of employees regarding the affect of non-monetary rewards on employee's performance and motivation as compare to monetary rewards. This research also analyzes the impact of non-monetary rewards on team working, analyze the impact of non-monetary rewards in terms of cooperation or conflict among employees and analyze the impact of non-monetary rewards on the performance of employees. This research is based on descriptive method. The descriptive method associated with research was used in order to carry out research. The basic purpose of this kind of research technique is to explain the collected or gathered information and to describe its associated features. I have used questionnaire to collect data at Sainsbury's about the non-monetary rewards incentive scheme/reward system. This method was quite convenient and easy for me as an employee of Sainsbury's in order to contact with respondents. After analysing the collected data it can be seen that the incentive scheme at Sainsbury's Luton has been successful as it helped in achieving its goal of creating motivation in employees leading to improved non-monetary rewards. So it can be concluded that incentives are main source of motivation and they help in improving the non-monetary rewards level. If the non-monetary rewards level is improved

it means the organization has achieved its goal.

Table of contents

ACKNOWLEDGEMENTII

DECLARATIONIII

ABSTRACTIV

CHAPTER 01: INTRODUCTION1

Back ground of the Research1

Introduction of the Sainsbury's Plc1

Significance of the Research2

Aims and Objectives of the Research3

Research Questions3

Structure of the Dissertation3

CHAPTER 02: LITERATURE REVIEW5

Human Resources Milestones5

Development of the Field of Human Resources Development8

Human Capital9

Motivation11

Motivational Models13

Job Satisfaction13

Monetary incentives18

Recognition20

Interactions between monetary incentives, feedback and recognition21

Intrinsic and extrinsic motivation23

Motivation crowding out and the motivation crowding out-effect24

CHAPTER 03: RESEARCH METHODOLOGY35

Overview of Qualitative Method of Research36

Overview of Quantitative Method of Research36

Survey Method of Research37

Limitations of the Research Methodology38

CHAPTER 04: DISCUSSION AND ANALYSIS39

CHAPTER 05: CONCLUSION49

Suggestions for Sainsbury54

Application of Research Findings56

Limitations of the Research57

REFERENCES58

Questionnaire61

CHAPTER 01: INTRODUCTION

Back ground of the Research

Current era is the period of technology, skilful knowledge, and the best utilization of non human and human capital in order to reap the benefits and outcomes due to committed, and highly motivated workforce enable any business to have a strong competitive advantage. The different strategies have been adopted by different employers in the case of reward management, and the traditional hierarchical organisational forms have been replaced with the flatter organisation structure which leads to team working. In order to meet the objectives and to ...