IMPACT OF REWARD AND RECOGNITION

ON EMPLOYEE ENGAGEMENT: A STUDY AT

ASHOK LEYLAND(Ltd,). CHENNAI

Guided By, By,

M. Sri Rama Vedanthini
Dr.S.Victor
Asst.Professor & Head
950018631030
DoMS- AURCT
CONCEPTUAL EXPLANATION OF TITLE:

 Various studies have explored the concept of employee reward and recognition schemes and the effect they
have on employee engagement.

 Attention has also been given to how the programs contribute to the overall realization of organisational goals.

 This study was conducted to determine the impact of reward and recognition in employee engagement in
Ashok Leyland (Ltd).

 Moreover, the relationship between other factors affecting engagement.

 Implications of the study for Ashok Leyland management and policy makers in the context of human resource
practices include making sure those employees who demonstrate increasing level of ability are given increasing
level of responsibility.

 Providing employees with more organisational freedom and autonomy and engaging employees in
collaboration so that they feel their opinions are important for development of Ashok Leyland.
 OBJECTIVES OF THE STUDY

 To access the overall employee opinion about the current reward and

recognition program in employee engagement.

 To identify the level of satisfaction employees have towards the current reward and
recognition in employee engagement.

 To discuss alternative reward and recognition programs including

monetary Benefits.
 VARIABLES IDENTIFIED FROM THE REVIEW:

 The concept illustrates how the independent variable relates to the dependent variable.
 The dependent variable of the study is employee engagement while the independent variable is
the employee's reward and recognition.
 It is the level to which employees are fully involved in their work, committed to their work, care
about their organization and colleagues, and are willing to extend themselves and go the extra
mile for their company to ensure its success.
 Some studies conducted the relationship between reward and employee engagement was
facilitated by the collaboration of the employees. In this, the collaboration was followed through
the engagement activity.
 For this study, the constructs considered for reward were salary, bonus, and promotion. The
constructs considered for the dependent variable included: Collaboration, Learning, and Diversity
& Inclusion.
 RESEARCH METHODOLOGY

 Source of data:
Primary Data - Administering a questionnaire from the employees
Secondary Data - Collected through books, magazines, journals, articles,and websites
 Sampling Elements:
In this organization, the sample is collected from the Manager, Assistant manager, and
Executives.

S.NO STRATA POPULATION SAMPLE COUNT

1 Manager 8 5
2 Assistant Manager 8 5
3 Executives 114 88
  TOTAL 130 98
 Sample size Estimation:
The sample size determination is the act of choosing the number of observations or
replicates to include in a statistical sample. It is determined by the formula,
n=N/(1+Ne^2 )
Where n is the sample size, N is the population size and e is the level of precision. By
substituting we get,
n=130/(1+130[(0.05)]^2 )
n=98
The sample size is 98 and a total of 98 Questionnaires were distributed to the employees to
gather relevant information regarding the impact of reward and recognition in employee
engagement.
 Sampling technique and tools used:

Under stratified sampling, the population is divided into subpopulations that are
individually more homogeneous than the total population and then select items from
each stratum to constitute the sample.

Tools used:

 Mann Whitney U- test

 Kruskal Wallis H test

 Wilcoxon Rank test

 Correlation
 FINDINGS
 The analysis is observed that majority of the
respondents belong to the work experience between
31 to 40 years. The sector is known for employing a
very young workforce.
 Wilcoxon test was used to find whether there is any
significant relationship between employee Reward
and recognition and Employee Engagement.
 The result shows that the reward and recognition
has a significant impact on employee engagement
among the employees.
 The Objective1 of "To access the overall employee
opinion about the current reward and recognition
program in employee engagement“ tested using
Kruskal Wallis H-test.
 The result shows that the alternate hypothesis is
rejected and therefore, it can be inferred that the age
of the employee has no significant impact on
reward and recognition in employee engagement.
 The Objective 2 of “To identify the level of
satisfaction employees have toward the current
reward and recognition in employee engagement” is
tested using Mann-Whitney U-test.
 The result shows that the alternate hypothesis is
rejected and therefore, it can be inferred that the
gender of the employee has no significant impact on
reward and recognition in employee engagement.
 The Objective 3 of “To discuss alternative reward
and recognition including monetary benefits” is
tested using correlation.
 The result shows that the null hypothesis is rejected
and therefore, it can be inferred that the reward and
recognition have a significant impact on employee
engagement.
 RECOMMENDATIONS

 Many different things motivate people, and that  All levels of managers should be trained in the art of
which motivates one person may not necessarily
making all the employees feel comfortable in the
motivate another. Thus companies should take
working environment.
into account the interests of all the employees.
1.Providing employees an understanding of
 Most of the employees demand monetary benefits how they can impact the organization's goals and drive
in rewards and recognition, organizations should the business to success.
adopt more financial incentives for rewarding the
employees. 2.Discussing the approach for managing and
rewarding both individual and team performance.
 If the above-mentioned suggestion hinders the
budget, innovative ways of low-cost recognition 3.Explaining how the program works and how
programs can be organized. employees can receive recognition.
4.Learning ways to motivate and inspire others.
1) Praise your co-worker.
5.Learning how to communicate needs,
2) Celebrate Personal Wins.
expectations, and goals.
3) Post the story-links.
4) Let your art do the talking.
5) Put up the snapshot board.
 CONCLUSIONS

 The findings of the study revealed that research, several factors contribute to Employee
engagement and commitment at the place of work.
 Promotion opportunities were identified as the leading direct financial driver in employee
engagement.
 It was also significant to discover that there is a direct and positive relationship between reward
and recognition in employee engagement.
 Hence, if rewards and recognition offered to employees were to be altered, then there would be a
corresponding change in employee engagement.
 The direct translation of this could be that the better the reward and recognition, the higher the
employee engagement.