Recognition can come in different forms. This is noted as being just as effective as any types of monetary incentives.
Creating a meaningful, cost-effective reward system is one of the most important challenges facing any organization today. The exploration of the present study can be compared with other different countries whether or not the results differ from the findings in the present paper.
He also mentioned that research surveys are not curing all the motivational problems in the organization. Employee stock-option programs give employees the right to buy a specified number of a company's shares at a fixed price for a specified period of time usually around ten years.
The litmus test for all rewards and recognition programmes is just one — how successful the organisation is in attracting and retaining talent.
Table 2 shows the overall ranking on the 17 ways between Malaysia and UAE respondents. Typically, we announce the new recipient of the award during an agency staff meeting to recognize their achievements. Belongingness Sickness is just one of the least causes of absenteeism.
It is actually conflict and politics in the workplace that makes workers hate coming to the office. The overall view is that it puts a lot of extra cost-burden on a company. Managers may think a particular item as reward, but the workers might think otherwise. Reference  have reviewed the literature on employee motivation developed in the last 30 years giving special emphasis on the last decade.
Ensure that wages are competitive. Based on the responses, 60 percent of the Malaysian respondents were private employee, whereas 36 percent were public.
All items had to be ranked and no rank could be used more than once. Purpose The purpose of monetary and non-monetary incentives are similar. To this end, although the recognition may have a monetary value such as a luncheon, gift certificates, or plaquesmoney itself is not given to recognize performance.
Will it acknowledge them for the efforts they have put in? When given a cash incentive, an employee may spend the money on groceries or the electric bill.
The company's market capitalization grows by the market price of the share, rather than the strike price that the employee purchases the stock for. Each has its own pros and cons, and much of it depends on the individual employee as the fact remains that one size does not fit all.
Types One of the primary differences between monetary and non-monetary incentives is in the type of reward they offer.Recognition is external-what do we get when we do something. In reality, all motivation is non-monetary, some recognition is non-monetary. The most effective way to get results is to design a recognition program that ties in to the individuals internal motivation.
To create satisfaction, Herzberg says you need to address the motivating factors associated with work. He called this "job enrichment." His premise was that every job should be examined to determine how it could be made better and more satisfying to the person doing the work.
In reality, all motivation is non-monetary, some recognition is non-monetary. The most effective way to get results is to design a recognition program that ties in to the individuals internal motivation. Rewards come in all shapes and sizes, and can be tangible or intangible.
Tangible rewards include such things as a briefcase, a gift certificate, a bonus or a pay increase.
The results are synthesized and prioritized lists of reward/recognition and motivating factors are obtained for both the countries. A detailed comparison on the findings on the two countries is made.
The findings of the research are expected to provide guidelines in developing an appropriate reward and recognition system for motivating. Effect of Non-Monetary Rewards on Productivity of Employees Non-Monetary Rewards, Productivity, Employees, Government, Parastatals, Abia State, But Perry et al, () discovered that financial reward is not the most motivating factor and financial incentives have a de-motivating effect among employees (Srivastava.Download