An Investigation into the Effects of Non-Financial Rewards on Employee Performance in the Health Sector: A Case Study of Toase Medical Centre (TMC)

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Rewards are an ever-present and controversial feature of organizational life. Some people see their jobs as the source of a pay cheque. Others derive pleasure from their jobs and association with co-workers. While motivation is determined by both monetary and non-monetary factors, money has come to play an overly important role in our thinking about the causes of behaviour. This is the situation that most organizations, including Ghana Health Service, experience as they seek to satisfy employees’ extrinsic need. The organization’s inability to adequately satisfy this need has led to frequent industrial actions. It is for this reason that the study was conducted to investigate the role that non-financial rewards can play in motivating workers to improve the level of their performance. The study used both qualitative and quantitative methods to collect data from respondents. The study revealed that financial rewards are necessary, but they are only short term motivators and non-financial rewards are needed to complete the motivation process. Factors such as better approach to performance management, identifying intrinsic needs of employees and providing them were found to be important in using non-financial rewards. The study identified eleven issues that workers identified as the most valuable non-financial rewards in their motivation process. From this, it was concluded that, non-financial rewards are necessary to motivate employees to achieve improvement in job performance. Among others, it was recommended that organizations should make conscious efforts to adopt non-financial rewards in their compensation policies. Universities and Professional Management Training Organizations should also include non-financial rewards in their curriculum for the training and development of managers.
A thesis submitted to the Department of Managerial Science, Kwame Nkrumah University of Science and Technology in partial fulfillment of the requirements for the degree of Master of Business Administration (HRM Option), 2012