Name: Early Joy L.

Borja Section: G49 | MBA203

Year: MBA 1

Proposed Research Topic: Employee Performance and Motivation: Monetary Incentives vs. Fringe Benefits

No. Authors Title of the Research Methodology Findings Conclusion URL

Paper Questions
1 Preeti Monetary Descriptive It, in fact, brings about Thus, it becomes crucial to http://
Rajpal Incentives or Research high morale and sense understand the priorities of the dx.doi.o
Singh and Fringe Benefits Design of security among the employees with respect to rg/
Deeksha –What Do employees which leads monetary and fringe benefits, 10.5958/
Agarwal Corporate to lower employee their composition in salary 2249-
Employees turnover rates and packages, and their 7315.20
Prioritize? higher profits. contribution towards employee 21.0000
satisfaction. 6.X
2 Amara Monetary 1. To what Stratified Based on the findings, The study concludes that https://
Lovina Incentives And degree does sampling the study recommends monetary incentive stigma is seahipaj.
Employee salary and wages technique among others that seen as one of the most org/
Performance have a monetary incentives important strategies in the journals-
Of motivating like bonuses, human resource management ci/mar-
Manufacturing potential in performance based function as it influences the 2020/
Firms In increasing rewards, should be productivity and growth of an IJIFER/
Anambra State employee provided to attract, organization. full/
performance in retain and motivate IJIFER-
an organization? employees for better M-2-
2. What is the performance and 2020.pdf
extent of Commission to
relationship employees should be
between fringe considered in the
benefits and distribution of reward
employee types to deserving
 performance? employees for
3. What is the maximum employee
extent of performance.
relationship
between bonuses
and employee
performance?
3 Adeduro Effect of Quantitative The result of multiple The study concluded that https://
Adesola Financial Research regression showed that financial incentive has a doi.org/
Ogunmaki Incentives on Design merit positively and significant effect on employee 10.4236/
n Employee significantly affects morale and motivation of ajibm.20
Morale and employee morale and SMEs in Ekiti State, Nigeria. 23.1360
Motivation of motivation ages of 30
Small and SMEs with the t-
Medium Scale statistics and
Enterprises in probability of (t =
Ekiti State 7.288; 0.000 < 0.05);
bonuses positively and
significantly impact
employee morale and
motivation of SMEs
showing t-statistics and
probability of (t =
3.147; 0.002 < 0.05.
4 Dr. Alex Effects of Non- Quantitative In identifying the Non-monetary incentives have http://
Yaw Monetary Method challenges of a strong significant positive journalc
Adom, Incentives on non-monetary relationship on employee ra.com/
Christina Employee incentives, the study performance at Zenith bank sites/
Ayitey Performance: found the following in while the relationship is default/
and Lydia A Case of both banks: short-term moderate positive at ADB. files/
Boateng Selected impact, entitlements, Furthermore, the total variation issue-
Banks in wrong things for in employee performance at pdf/
Sunyani rewards, delay which Zenith bank explained by the 37800.p
 Municipality discounts any reward, linear relationship between df
inflexibility of reward non-monetary incentives and
systems and employee performance is
demotivators. In 35.64% while it is 14.3% at
finding the effects of ADB. What determined these
non-monetary performances were ability and
incentives on employee motivation, declarative
performance, the knowledge, procedural
results of the Kendall's knowledge, motivation to
tau_b correlation show work, achievement of set
a strong significant goals, staff competence, and
positive relationship set standards.
between non-monetary
incentive and employee
performance, two-
tailed at Zenith bank.
5 Ogony Role of Non- 1) What is the Stratified The data findings and This section presents the https://
Chrisantos Monetary role of employee sampling analyses was presented conclusions made in the www.res
e Incentives on recognition on using textual method; current study. Research earchpu
Odhiambo Employee employee where it was explained objective one in this study was blish.co
, and Performance in performance in using texts, tabular to establish the role of m/
, Prof. Public Public methods; using employee recognition on upload/
Mike A. Chartered Universities in frequency distribution employee performance in book/
Iravo, Universities Kenya? method and graphical Public Universities in Kenya. Role
(PhD.) in Kenya 2) What is the methods; using bar The indicators of employee %20of
role of capacity charts, pie chart and recognition were Verbal %20Non
building on histograms. The major Praises, Empowerment, Award -
employee finding was non- presentation in front of peers Monetar
performance in monetary incentives and New office or upgraded y-
Public has significant role on work space. Research objective 8125.pdf
Universities in employee performance two in the current study was to
Kenya? in determine the role of capacity
3) What is the public universities in building on employee
role of work Kenya performance in
autonomy on Public Universities in Kenya.
employee The pointers for capacity
performance in building were Mentorship
Public programmes, Short training
Universities in sponsorship programmes, Job
Kenya? enlargement and Career
4) What is the guidance. Research objective
role of flexible three in the current study was
schedules at to establish the role of work
work on autonomy on employee
employee performance in
performance in Public Universities in Kenya.
Public The pointers for work
Universities in autonomy were Opportunity to
Kenya? make decision, Minimal
supervision
and Trust