| dc.description.abstract | Rewarding good performance is a challenging task. Yet it is one which is necessary to
support improvements in performance sought through the strategic management
initiative. Rewards are intended to align employees with organizational strategy by
providing incentives for employees to act in the firm’s interest and perform well over
time. To achieve desired goals, reward systems should be closely aligned to
organizational strategies. Much of the research systems find its basis in the work of
Maslow, who developed the needs-hierarchy theory. Other research has shown that the
impact of rewards varies from individual to individual, and that some individuals respond
more to extrinsic rewards, whilst others respond better to intrinsic rewards.
The purpose of the study is to establish the type of reward systems adopted in the Kenyan
government ministries and to determine the relationship between reward system and civil
service motivation in the government ministries. This was a descriptive survey. The
target population of this study was 43 human resource management in the government
Ministries. The research was conducted as census. The study used primary data collected
using self administered questionnaires to carry out the study. Analysis was done
quantitatively and qualitatively by use of descriptive statistics.
From the findings the study concludes that the ministries use non-monetary rewards,
monetary rewards and performance contingent rewards. The study deduced that the
ministries use better performance appraisals, training, enhanced job security, salary
increment and promotion which are fairly applied to all employees. The study also
concludes that rewards affect motivation of employee and hence the performance of the
ministries and foster co-operation within a ministry hence improved performance. It also
revealed that the ministries use social rewards, internal equity, individual equity and
external equity all of which have a great effect on employee motivation. The study
recommends that in order to enhance employees motivation, the ministries need to adopt
the use of job-contingent rewards, person-contingent rewards, recognition from
management, awards, fringe benefits and bonuses on the civil servants. The management
should come up with a clear cut reward system that ensures that all employees are
rewarded appropriately. This will go a long way in enhancing their motivation making
them stick in the ministries and they will also be proud to tell others that they work for
their organization | en |
