A well-designed reward system motivates employees and helps in building positive emotional response towards the job.
Therefore, both hospital administrators' and Addis Ababa health bureau should revise the existing nurse motivation strategy. Intrinsic rewards are those that exist in the job itself.
They comprise such elements as pay, fringe benefits, job security, promotions, private office space, and the social climate. Employee performance is important tool to analyze the outputs and yields of any organization Kohn et al.
These intrinsic rewards help reinforce team identity and esprit de corps. Among those factors, which affect employees' performance, motivation that comes with rewards is of utmost importance 2.
Another study reveals that extrinsic reward not best motivate among employees and some time cause of de-motivation in employees Perry et al.
Rewards, Nurses, Motivation, Public Hospitals Introduction Human resource is a vital component for health organization in delivering health services 1. There are various ways a company can choose to reward its employees. In general, there seems to be agreement that rewards are important for individual outcomes.
The study also revealed that Job satisfaction serves as tools, which make an employee mood happy to do work without the concept of leaving job.
For employees to be quality-driven, as TQM requires, there should be consistency between reward system and quality. Examples are achievement, variety, challenge, autonomy, responsibility, and personal and professional growth.
To retain labor force motivated they offer best and fair rewarding system and judges and investigate their employees mentality individually whether they preferred intrinsic reward consist of task significance, autonomy, promotions, opportunity increasing holidays, family benefits and on the other hand extrinsic rewards contain edge benefits, pay, salary, contract of services, the work environment of work Qureshi, Iftikhar, Abbas, Hassan, Khan, and Zaman, Sense of achievement It takes lots of efforts, skills, and courage to perform any task and there is no better feeling than the joy one feels seeing his hard work pay off.
To examine the mediating role of rewards system between the relationship of extrinsic rewards, job performance and job satisfaction.
Extrinsic rewards are used to show that the company is serious about valuing team contributions to quality. Similarly, Cheema, Alam and Shujaat enlightened that significant positive relationship is exist three out of five intrinsic variables training, identification for performance, chances for career advancement, effective contact channels and job safety out of them career advancement, communication channels and job safety direct relationship with Journal of Management Info 11 1Available at: Extrinsic rewards Extrinsic rewards are the physical ones that come from an external source employers only.
For example, it is common for them to reward employees for their quality efforts with certificates, letters of appreciation, or merchandise, often in conjunction with celebrations like luncheons or special quality-related events. After, it discloses the research methodology section and presents the results of testing the hypotheses and discussion section.
More ever, that long and high working hours, low wage rate, job insecurity, lack of job autonomy etc can be dangerous for the organization and this leads to low job satisfaction level Rahimipour The objective of this study was to examine the relationship between rewards and nurse motivation on public hospitals administrated by Addis Ababa health bureau.
After the data was collected, it was analysed using SPSS version Further explanations shows that better results can be achieved by understanding Journal of Management Info 11 1Available at: This study highlighted the importance of the intrinsic reward system for implementing TQM.
Review of the Previous Work and Hypotheses While it is accepted that intrinsic and extrinsic reward systems are effective on various performance indicators of TQM applications, a study does not exist that directly examines the effect of these reward types on performance indicators of people results and which reward practices are more effective.
If implemented properly, employee recognition can benefit both employer and employees more than any monetary rewards.Unexpected external rewards typically do not decrease intrinsic motivation.
For example, if you get a good grade on a test because you enjoy learning about the subject and the teacher decides to reward you with a gift card to your favorite pizza place, your underlying motivation for learning about the subject will not be affected.
Extrinsic Motivation - a type of motivation that comes from outside of a person. Intrinsic Motivation - refers to motivation that comes from inside a person rather than from any external or outside rewards, such as money or grades. the effects of extrinsic rewards on work performance, job satisfaction and intrinsic motivation by michael e.
gibbs, b.s., m.a. a dissertation. Motivational dynamics have changed dramatically to reflect new work requirements and changed worker expectations. One of the biggest changes has been the rise in importance of psychic, or intrinsic rewards, and the decline of material or extrinsic rewards.
The effects of extrinsic rewards on intrinsic motivation: Reinforcement theory or cognitive evaluation theory Jack S. Leon University of Nebraska at Omaha extrinsic rewards on intrinsic motivation. The underlying assumptions of the theory are based on attribution theory.
Job satisfaction reflectthe influence of intrinsic and extrinsic rewards as a resus lt of employee atti- tude and positive effective employee performance. After understanding the definition of job satisfaction, in this study we focus on other side of employee athe t.Download