Table of Contents
2.0 Research aim.
3.0 Research objectives.
4.0 Research questions.
5.0 Literature Review.
5.1 Reward and Recognition Programs.
5.3 Concept of Employee Motivation.
5.2 Impact of Reward and Recognition Programs on Employee Performance.
6.0 Research design.
6.2 Data collection methods.
6.3 Data sources.
6.4 How data will be collected.
6.5 Sampling technique.
This paper develops a research proposal on how reward and recognition programs influence employee performance of UK retail sector including Lidl, UK. Thus, this paper outlines the research aim along with research objectives and research questions. Then, this paper overviews short literature on the research topic and subject matter. Finally, this paper outlines the research methodologies and design for the proposed study.
1.1 Background to the Study
According to Boeuf (2010), the only way the employees will fulfill a dream is by sharing it. Above all, reward schemes provide mechanisms for this to happen. Likewise, you get more of the behavior you reward. You don’t get what you hope for, wish for or beg for. You get what you reward. Reward Systems (2008). This means that the main aims of the reward schemes are to attract new employees to that specific institution, elicit good work performance and maintain a commitment to that organization. Torrington et al. (2005) correspondingly observe that reward schemes help to maintain the “psychological contract”. Furthermore, it indicates what behavior the organization values coupled with what is paid for, Reward Systems (2008). Comparatively, if an institution values teamwork, then a team bonus of some kind is provided.
This psychological contract will somehow determine what the employees perceive to be “fair” in terms of the reward for the work they do, Reward Systems (2008). Deviant behaviors like theft in the workplace are often due to an attempt to restore “fairness”, to the remuneration, Torrington et al. (2005). Violation of the psychological contract is likely to cause problems with employees more than any other single factor, Reward Systems (2008). This can be supported by The Porter and Lawler Model which suggests that the actual performance in a job is primarily determined by various factors: the effort spent by a person’s ability to do the job and the individual’s perception of what the required task are Shah and Shah (2007). Kelly (1999) for instance suggests that a movement to school-based reward schemes can increase the precision at which resources are allocated by encouraging the alignment from top-down setting organizational goals and from bottom-up setting since the teachers are gaining feedback and benefit from better resource allocation and policy coherence.
1.2 Statement of the Problem
In the last decade, staff reward and recognition schemes in UK retail sector have received much attention. However, their utilization remains questionable since some have not yet been effectively implemented. According to the Evaluation of Performance Contracting Report (March 2010) from the office of the prime minister, a culture of professionalism, competitiveness, innovation and target setting is being inculcated into the public sector. This, they plan to do through Performance Contracting (PC). Waswa and Katana (2008) demonstrate that pay for performance system has two advantages in the organizations practiced; attracting high-quality employees and secondly motivating employees to exert more effort at their jobs. Is there any evidence that the schemes have the capability to complement the quality of service delivery in terms of staff work output? What types of rewards and recognition are offered at Kenyatta University? How do they contribute positively to job performance and motivation? This study, therefore, seeks to fill this knowledge gap by investigating the effects between rewards and recognition on employee performance in UK retail sector.
2.0 Research aim
The aim of this study is to understand the reward and recognition programs and their influence on employee performance in the UK sector. Then, the study will provide recommendations to the retailers on how they can improve the effectiveness of reward and recognition programs to improve staff performance in the workplace.
- To understand the importance of reward and recognition programs in the UK retail sector
- To evaluate several reward and recognition programs used in the UK retail sector
- To understand the importance of employee performance in the UK retail sector
- To analyze the impact of reward and recognition programs on employee performance in the UK retail sector
- To provide suggestions for the UK retailers so that they can improve the effectiveness of reward and recognition programs to influence employee performance
- What is the importance of reward and recognition programs in the UK retail sector?
- How effectively different reward and recognition programs are used in the UK retail sector?
- What is the importance of employee performance in the UK retail sector?
- How do reward and recognition programs influence employee performance in the UK retail sector?
- How can the UK retailers improve the effectiveness of reward and recognition programs to influence employee performance?
Chapter 2: Literature Review
5.1 Reward and Recognition Programs
As Troutman (2016) notes, employee reward and recognition programs state a set of programs that are established by an organization to motivate the employees and improve their performance in the workplace. Virginia (2017) disclosed that employee reward and recognition programs are mainly designed to motivate the employees and also improve their performance through both financial and psychological advantages. A study by Fisher (2016) said that reward and recognition are mainly applied in business organizations to reward employees to prompt their behavior and recognize employees. Katou (2017) stated that the main purpose of reward and incentive programs is to motivate the employees to increase their performance. A business organization mainly focuses on the reward and recognition program that focuses on key four sections including compensation, recognition, benefits and appreciation……………………..