IMPACT OF REWARDS AND RECOGNITION

ON EMPLOYEE MOTIVATION
Group 1 Amit Swain (1301-018) Sachin Jaiswal (1301-399)
M V S Srikanth (1301-108) Sudipta Goswami (1301-420)
Saswati Sunayana (1301-196) Sulabh Gupta (1301-572)
Sidheshwar (1301-218)
Contents
▪ Introduction
▪ Literature Review
▪ Methodology
▪ Data analysis
▪ Conclusions and Limitations

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Introduction
▪ Importance of Motivation

▪ Study was conducted on 47 employees of CSC India Pvt Ltd., an IT services and
Professional services company headquartered in NOIDA

3
Literature Review
▪ Baron (1983) definition of motivation is “a set of processes concerned with the
force that energises behaviour and directs it towards attaining some goal.”
▪ Kreitner and Kinicki (1992) defines motivation as “those psychological processes
that cause the arousal, direction and persistence of voluntary actions that
directed towards the goal.”
▪ The Needs Hierarchy theory of Maslow (1982)
▪ Douglas McGregor Theory X and Theory Y

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Contd.
▪ Total Rewards management
▪ Elements of Rewards system
▪ In this project, we focussed mainly on the effects of payment, promotion, benefits
and recognition of the employees

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Methodology
▪ Project design
▪ Survey method
▪ Data was collected using questionnaire, developed by De beer (1987)
▪ Questionnaire was used as the main method

▪ Subject
▪ 47 employees of CSC India Pvt Ltd

▪ Instrument used
▪ Close-ended questionnaire designed by De Beer (1987)

▪ Contains two sections – Section A (Biographical information) and Section B (Dimensions

of motivation)

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Contd.
▪ Scale used
▪ Section A of the questionnaire has no scoring as they were pertaining to the biographical
information of the employees
▪ Section B of the questionnaire was scored using a 5-1 point Likert scale in the following
pattern

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Questionnaire used
Section A (Biographical information) Section B (Dimensions of Motivation)
▪ Work content
▪ Age
▪ Payment
▪ Sex
▪ Promotion
▪ Marital status
▪ Recognition
▪ Grade
▪ Benefits
▪ Experience
▪ Working conditions
▪ Personal
▪ Leader/supervisor
▪ General
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 Sample characteristics
 Gender Distribution of the sample
Age distribution of the sample Male – 30
Female – 17

45

40
 Distribution based on the grade
35 Grade 10 – 13
30 Grade 20 – 29
25 41 Grade 30 – 5
20

15

10
 Distribution based on Marital status
5 6 Single – 26
0 Married – 21
21-30 yrs 31-40 yrs

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Simple Regression Analysis
▪ Hypothesis
▪ All the dimensions of the instrument i.e. work content,
payment, promotion, recognition, working conditions,
benefits, personal, leader/supervisor and general
dimensions are statistically significant with work motivation
Inference
Out of all the dimensions we have
considered for the work motivation,
▪ Dependent variable: work motivation Work content, Promotion and
satisfaction can significantly explain
▪ Independent variable: All the dimensions of the instrument the changes in work motivation of this
(work content, payment, promotion, recognition, working sample (p < 0.1)
conditions, benefits, personal, leader/supervisor and general
dimensions)

▪ Level of the significance was considered was 10%

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Multiple Regression Analysis
▪ While performing multiple regression analysis,
Durbin Watson statistic results to be 0.03, which
indicates that these dimensions are negatively auto
correlated To overcome auto
correlation
By increasing the sample size

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Conclusions and Limitations
Conclusion

 There was significant relationship between work rewards (promotion, recognition etc.) on
work motivation. Also, many other dimensions were considered to study their effects on
work motivation. But among them, only work content proved to be a significant factor for
this set of employees (this sample)

Limitations

 The survey was conducted on 47 employees with in the same project in CSC India Pvt
Ltd. So, the findings cannot be generalized and therefore low in external validity. Also,
the sample size is less
 The survey concentrated only on Grades 10, 20 who are in the range of 1 to 4 years of
work experience
 Findings may be specific to that project group within the organization and only they can
use the outcomes

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Thank you