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1. INTRODUCTION Reward practice is essential as to be reinforced and as an incentive motivator towards achieving the organizational overall performance. Those employees with the astonishing performance will expect that their exceptional contributions will be recognized and also to be appreciated by the top management. At present, reward practice have been adopted by numerous organizations either both organizations in public or private sector. As stated by Bowen (2000), in a world of downsizing, doing more with less, reward/ recognition are vitally important to boost morale and creating goodwill between employees and managers. At the same time, lack of reward and recognition is cited as one of the main reasons behind employee turnover (Urichuk, 1999). But, on top of it, there should be in concern that a poorly designed reward practice may only turns out as a de-motivator to the employees instead of motivating them.