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PLAGIARISM SCAN REPORT

Date 2021‐06‐21

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1.2 Background:
The dawn of human resource as a important field and a separate philosophy has made the current time organization
realized that worker’s performance is one of the integral part of organizational success. Hameed and Waheed ﴾2011﴿,
argued that employer are now increasing their commitments with employees, consequently increases the organizational
and employee performance. They continued and argued that worker’s performance has become the matter of concern.
Organizations are now utilizing different tools such as rewards to increase performance of the employee. Meanwhile,
employee motivation has also raised as an antecedent of employee performance. An organization success in driving its
objectives and strategies rests with the ability of employees to drive maximum performance.
From employee’s point of view, work performance is significant because there is continuous need for employees to
enhance their standards of living. It is important for every people to improve his quality of life. This is because it is
connected with the lifestyle and characteristics of the employ. Spargaren and VanVliet ﴾2000﴿, submitted that the way of life
﴾i.e lifestyle﴿ is mainly related to the attitudes of a human being, global views, mode of life and values that eventually will
become their identity. There are aspects that will affect the performance of the employ especially in relation to personal
objectives, their needs, lifestyle, health and work life balance. Every angle will have a significant impact on the performance
of employ health, their wellbeing, working and home environment.
Motivation in work is very crucial to people because motivation will help to increase the chances to achieve the desired
objective of the organizations.﴾Torrington, 2005 ﴿ Employer should try to give the suitable motivation for workers that can
be hypothesized and be as a key contributor to achieve the maximum productivity among workers. In other words, if the
company gives the higher motivation to employees it will bring a higher productivity with better quality.﴾Bateman, 1999﴿ To
maintain an optimum level of motivation is very hard when workers should be able deal with various environment and
more challenging to employers to ask for full commitment from the employees. ﴾Brwon, 1999 ﴿ Besides monthly pay, a
common reward in Pakistan is periodic bonus, pension, insurance, loans, company car, discounted meals, and few other
options.
Porter and Lawler ﴾1968﴿ explained rewards and recognition as desirable and positively valued return or outcome to a
employ that are provided by himself ﴾intrinsic﴿ or by others ﴾extrinsic﴿ , while Reif, Newstorm and St. Loius, Jr. ﴾1976﴿
explained recognition and reward as anything that employ take as need satisfying. It can then be further split into financial
and non‐financial reward.
Recognition and reward are considered as to modify attitude and behavior. In addition, by cognitive theory of evaluation
by Deci ﴾1975﴿, recognition lead to the engagement, prediction and increased feelings of competence. Individuals who
usually do not feel recognized would eventually result in increased perceptions of incompetence.

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