Effect of Rewards and Job Design on Employee Performance at the Kenya Bureau of Standards

International Journal of Research and Innovation in Social Science (IJRISS) | Volume III, Issue XI, November 2019 | ISSN 2454–6186

Effect of Rewards and Job Design on Employee Performance at the Kenya Bureau of Standards

Linda Muthoni Nthiga^1*, Dr. Thomas Ngui²

^1,2Management University of Africa, P.O Box 29677-00100, Nairobi Kenya

Abstract:-The study focused on determining the effect of employee motivation on their performance, using Kenya Bureau of Standards Headquarters, Nairobi as a case study. Motivation is a catalyst of behavior and as such, to cultivate a behavior of success in an organization it is imperative to ensure that employees have the relevant motivating factors in place. The objectives for the study were; to establish the effect of employee reward and recognition and job design on their motivation. The study was supported by the Maslow’s Theory of Motivation and the Herzberg’s Two-Factor Theory. The research design used for the project was descriptive design. The population consisted of all the employees at KEBS Headquarters, Nairobi which comprises of 220 employees. The study adopted the census approach; therefore, all the 220 employees were included. Primary data was collected with the aid of questionnaires and a descriptive analysis carried out to interpret and analyze the variables. Data analysis was carried out using statistical tools such as SPSS and through Descriptive Analysis. Correlation and regression analysis was conducted to establish the effects of the independent variables on the dependent variables. Analyzed data was presented in tables, figures, and charts. From the analysis the co-efficient value for reward was 0.506, which was statistically significant. The co-efficient value for job design was 0.060, which was statistically insignificant.

Keywords: Rewards, Job design, Employee Performance

I. INTRODUCTION

Performance is imperative for any organization especially in a highly competitive environment (Noe, Hollenbeck, Gerhartand Wright, 2017). The performance of any organization or company highly depends on individual employee performance. Motivation helps employees achieve organizational demands effectively and thus allows for efficient continuity of work. According to Temminck, Mearns and Fruhen (2015), motivation towards performance can be done by propelling employees towards task fulfillment to ensure that the organization’s goals and objectives are met. In the pursuit of success, many organizations fail to realize the vital role that human capital plays in the achievement of goals. Employees who are satisfied tend to be more productive and therefore motivation of these employees translates to the great performance of the organization and achievement of overall success (Cook and Artino, 2016).

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