Analysing the effectiveness of the reward strategy of the Department of Justice in the Northern Cape in motivating its employees: a case study
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Date
2014-10
Authors
De Klerk, Ronel
Journal Title
Journal ISSN
Volume Title
Publisher
University of the Free State
Abstract
Chapter 6 highlighted the problem areas identified in the findings of the study, and
those were verified against the literature review which was discussed in Chapter 2.
Each of the different sub-problems as identified in Chapter 1 was addressed and
recommendations were made on how each of the sub-problems might be solved.
The first sub-problem concentrated on determining whether the monetary reward
strategy of performance bonuses leads to employee motivation. The second subproblem
was focused on determining whether the monetary reward strategy of notch
increments leads to employee motivation in the Department. The third sub-problem
involved the different facets of a total reward strategy, and was aimed at determining
which of these facets are important in motivating employees. The facets concerned
are: Recognition; communication; the work environment; training, and career
development.
The aim of the research was to determine which of the above-mentioned reward
strategies were regarded as important motivating factors to the employees of the
Department of Justice in the Northern Cape. The „components of total reward‟ model
of Shields (2012), as illustrated in Chapter 1, was used as a guide in the research.
Conclusions drawn from the data provided in Chapter 5 were summarised, and
based on these conclusions and the theory discussed in Chapter 2,
recommendations were made with a view to improve and reinforce the performance
and reward management processes in place in the Department.
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The value of the study is that it has contributed to research-based studies on the
effectiveness of performance and reward management practices aimed at motivating
employees. The research was successful in building theory on the implementation of
individual reward strategies that will address the individual needs of employees, as
people have different needs and aspirations. It is hoped that the outcome of this
study will make a contribution to performance management policies by providing
guidelines for the implementation of a total reward management system based on
Shields‟ components of a total reward model.
Description
Keywords
Employees motivation, South Africa -- Dept. of Justice -- Officials and employees, Dissertation (MBA (Business Administration))--University of the Free State, 2014