The effects of various types of reward systems on the performance of construction workers in Ghana
Loading...
Date
APRAKU KINGSLEY
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
Abstract
One major problem facing managers is to obtain optimum performance from employees. This
is possible when employees are recognized and rewarded for a high performance. The aim of
the study is to determine the effects of various reward systems on the performance of
construction workers in Ghana. The researcher adopted a fieldwork research method. Ashanti
region and for that matter Kumasi was chosen for the study. The registered D1K1 classes of
contractors in Ashanti region were sixty two however; twenty five were active with the
sample sizes fifty. Data collection was in the form of both primary and secondary data. A
thorough literature review was also undertaken in order to explore the views of other
researchers and authors on corporate reward systems. Other relevant information were
collected directly from the organization through interviews. From the study, the following
were some of the findings discovered: lack of information on the reward systems available in
the organization; employees equally see non-financial rewards as important as financial
rewards; there is correlation between reward systems and performance; and lack of personal
growth. However, some of the recommendations made were: that policies on reward
packages be outlined in a brochure for employees at the time of employment because some of
the respondents were not aware of some of the reward systems available in the organization
especially on the operatives, that a multiple function and integration of framework which
seeks to attract, retain and motivate employees to induce high performance must be
implemented in the organization, that there is a strong correlation between performance and
employees‟ reward systems therefore failure to institute reward systems could lead laxity,
non-performance and loss of productivity, that employers institute the realistic type of
financial reward systems, that career progression and development should be available and
accessible to enable employees build their capacity to take potential opportunities and
improve performance.
Description
A dissertation submitted to the Department of Building
Technology, in partial fulfillment of the requirement for a
degree of Master of Science in Construction Management.