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首页> 外文期刊>International Journal of Business and Management >Effect of Reward on Employee Performance: A Case of Kenya Power and Lighting Company Ltd., Nakuru, Kenya
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Effect of Reward on Employee Performance: A Case of Kenya Power and Lighting Company Ltd., Nakuru, Kenya

机译：奖励对员工绩效的影响：以肯尼亚纳库鲁的肯尼亚电力和照明有限公司为例

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Today’s organizations are operating in a very dynamic and highly competitive environment. To remain relevant inthe market, they have to be able to respond quickly to ever changing customer demands. Reward management isone of the ways used by organizations for attracting and retaining suitable employees as well as facilitating themto improve their performance. KPLC is an organization that offers essential energy services that support othersectors of the economy. The management has established rewards in their organization in pursuit of increasingemployee performance so as to ensure prompt and quality service. However, the extent to which the rewardsadopted at KPLC have influenced employee performance is not established. This study therefore aimed atdetermining the effect of reward on employee performance at KPLC. Specifically the study sought to determinethe effect of cash bonus on employee performance. The research adopted correlation research design. 68management employees responded. Data was collected using questionnaires. Descriptive statistics (frequencytables, percentages) were used to present data. Inferential statistics (chi-square) was used to analyze therelationship between cash bonuses and employee performance. Data was analyzed with the help of the StatisticalPackage for Social Sciences (SPSS) computer programme. The findingsof the study showed that cash bonus haveno effect on employee performance (p=0.8). This is because those who received cash bonuses and those who didnot all agree that the cash bonus affects their performance the same. The organization should focus on changingthe intrinsic nature and content of jobs. This will increase employee motivation as employees will get moreautonomy more challenging job assignments and responsibilities. Further research can be done to find out impactof other rewards on performance e.g. owning equity. Research can also be done to identify other factors whichmay affect performance. Such findings can enhance management of performance.
机译：当今的组织在充满活力，竞争激烈的环境中运作。为了在市场上保持重要地位，他们必须能够快速响应不断变化的客户需求。奖励管理是组织用来吸引和保留合适员工以及促进他们提高绩效的一种方法。 KPLC是一个提供基本能源服务以支持其他经济部门的组织。管理层已在组织中建立奖励机制，以追求员工绩效的提高，从而确保及时优质的服务。但是，尚未确定KPLC所采用的奖励对员工绩效的影响程度。因此，本研究旨在确定奖励对KPLC员工绩效的影响。具体而言，该研究试图确定现金红利对员工绩效的影响。该研究采用相关研究设计。 68名管理人员做出了回应。使用问卷调查收集数据。描述性统计数据（频率表，百分比）用于显示数据。推论统计（卡方）用于分析现金红利与员工绩效之间的关系。借助社会科学统计软件包（SPSS）计算机程序对数据进行了分析。研究结果表明，现金奖金对员工绩效没有影响（p = 0.8）。这是因为那些获得现金红利的人和那些没有全部接受现金红利的人都同意现金红利会影响他们的绩效。组织应专注于改变工作的内在本质和内容。这将增加员工的积极性，因为员工将获得更大的自主权，更具挑战性的工作分配和责任。可以进行进一步的研究以找出其他奖励对绩效的影响，例如拥有股权。还可以进行研究以确定可能影响性能的其他因素。这样的发现可以增强绩效管理。

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