Work Satisfaction and Motivation

- THE RELATIONSHIP BETWEEN REWARDS, RECOGNITION AND MOTIVATION AT AN INSURANCE COMPANY - IN THE WESTERN CAPE ABSTRACT Increasingly, organizations argon realizing that they cook to establish an equitable balance between the employees contribution to the organization and the organizations contribution to the employee. Establishing this balance is one of the main basiss to reward and realise employees.Organizations that follow a strategic approach to creating this balance centralise on the three main components of a reward system, which includes, compensation, benefits and recognition (Deeprose, 1994). Studies that admit been conducted on the topic indicates that the most common problem in organizations at present is that they miss the important component of recognition, which is the low-cost, high-return ingredient to a well-balanced reward system. A key focus of recognition is to make employees feel appreciated and valued (Sarvadi, 2005).Research has proven that employees who get recognized incline to fork up higher self-esteem, more confidence, more willingness to take on new challenges and more eagerness to be innovative (Mason, 2001). The aim of this study is to investigate whether rewards and recognition has an impact on employee motivation. A biographical and shit Motivation Questionnaire was administered to respondents (De Beer, 1987). The sample group (N= 184) consists of male and female employees on post-grade levels 5 to 12. The results of the research indicated that thither is a positive relationship between rewards, recognition and motivation.The results also revealed that women and employees from non-white racial backgrounds experienced lower levels of rewards, recognition and motivation. time to come research on the latter issues could yield interesting insights into the different factors that motivate employees. - Notwithstanding the insights derived from the current research, results pack to be interpreted with caution since a convenie nce sample was used, thereby restricting the generalizability to the wider population. - - DATA accumulation INSTRUMENT For the purpose of this study a quantitative methodology was followed and a questionnaire was used as the touchstone instrument. According to Leary (2004), the major advantages of questionnaires are that they can be administered to groups of people simultaneously, and they are less(prenominal) costly and less time-consuming than other measuring instruments. The data gathering techniques used included a biographical questionnaire and the formulate comfort and Motivation Questionnaire as set out by De Beer (1987). BIOGRAPHICAL QUESTIONNAIRE The biographical questionnaire was a self-developed questionnaire that corporate the following personal information of the respondents, gender, home language, marital status, age, race, logical argument classification, education, qualifications, job grade and tenure. Refer to addendum 2. - WORK SATISFACTION AND MOTIVATION QUESTIONNAIRE The questionnaire as set out by De Beer (1987) incorporates the sixteen factors of Herzbergs two-factor theory.The questionnaire consisted of gild dimensions that impact employee satisfaction and motivation. Refer to Appendix 3. - THE NINE DIMENSIONS OF THE QUESTIONNAIRE According to De Beer (1987) the nine dimensions are as follows 1. start capability probed the respondents feelings intimately the type of work at they do. 2. Payment probed respondents satisfaction with their salaries. 3. Promotion probed for the opportunity that the organization offers for promotion. 4. acknowledgment probed whether the respondent was receiving the recognition and feedback for the jobs they perform. . Working conditions were probed as the fifth factor and looked at opportunity to mix with colleagues and interpersonal relations. 6. Benefits looked at whether the benefits such as pension, medical schemes and leave were okay. 7. Personal probed the respondents feelings towards th eir job. 8. Leadership or supervision probed the level of satisfaction with the manager. 9. General probed if the respondents had considered alternative employment, and hence their level of satisfaction with the organization. Appendix 2 - BIOGRAPHICAL education . Gender Male Female 2. Home / Preferred language English Afrikaans Xhosa Other 3. marital Status Single Married Divorced Widowed 4. Age Under 20 long time 21 30 geezerhood 31 40 years 41 50 years 51 60 years 61 years & older 5. Race African Asian Colored White 6. melodic phrase Classification Specialist Line Manager Clerical/ Administration If you are unsure which category, please arouse your occupation 7. Educational Qualification Std 8 Matric Diploma Degree Masters Other (Please specify) 8. blood Grade PG 9 PG 10 PG 11 PG 12 PG 13 PG 14 PG 15 9. How long boast you been employed at this company?Less than 1 year 1 year 5 years 6 years 10 years 11 years 15 years 16 years 20 years 21 years or longer Appendix 3 - Work Satisfaction and Motivation Questionnaire 1. INTRODUCTION It is fairly obvious that people differ from one another in what they take and expect to get from different areas of their lives. Please think about the work you do and because most jobs are not perfect, consider what would make it better from your point of view. 2. METHOD FOR ANSWERING QUESTIONS With each question, you have a choice of three answers.Choose one of the following TRUE = T NOT SURE = NS fictitious = U Mark your answers with a cross (X). 3. WORK CONTENT T NS UT 3. 1 I am interested in my work 1 2 3 3. 2 My work consists of a variety of work 1 2 3 3. 3 I receive training periodical which teaches me something new 1 2 3 3. 4 My work is easy 1 2 3 3. 5 The amount of work is easy to handle 1 2 3 3. 6 I control the amount of work I do myself 1 2 3 3. 7 I am completely independent of others 1 2 3 3. 8 I regard the content of my work as responsible 1 2 3 3. I know exactly what my mistakes are 1 2 3 3. 10 I am allowed to decide on the methods for doing the work 1 2 3 3. 11 I am proud to say what kind of work I do 1 2 3 3. 12 My work is the way to future success 1 2 3 3. 13 I will not be dismissed without good reason 1 2 3 3. 14 I have the opportunity to take part when decisions are made 1 2 3 3. 15 I feel that my work is of value in my department 1 2 3 3. 16 There is not time for idleness 1 2 3 3. 17 I have a certain degree of authority in my work 1 2 3 4. PAYMENT T NS UT . 1 My salary is satisfactory in relation to what I do 1 2 3 4. 2 I work the same as or more that other people in a similar job 1 2 3 4. 3 The basis of payment, for example overtime payment, is middling 1 2 3 4. 4 Salary increases are decided on a fair manner 1 2 3 5. PROMOTION T NS UT 5. 1 I will be promoted at bottom the next two years 1 2 3 5. 2 Everyone has an equal chance to be promoted 1 2 3 5. 3 Staff are promoted in a fair and skillful way 1 2 3 6. RECOGNITION T NS UT 6. 1 I am prai sed regularly for my work 1 2 3 6. I receive constructive criticism about my work 1 2 3 6. 3 I get credit for what I do 1 2 3 6. 4 I am told that I am making progression 1 2 3 7. WORKING CONDITIONS T NS UT 7. 1 My working hours are reasonable 1 2 3 7. 2 I am never overworked 1 2 3 7. 3 I get the opportunity to mix with my colleagues and to communicate on aspects of our work 1 2 3 8. BENEFITS T NS UT 8. 1 My pensions benefits are good 1 2 3 8. 2 My medical scheme is satisfactory 1 2 3 8. 3 I never have problems with my arrangements for leave 1 2 3 9. PERSONAL T NS UT 9. I am minded(p) work in accordance with my qualifications a skills 1 2 3 9. 2 I work in the department of my choice 1 2 3 10. MY LEADER/ SUPERVISOR T NS UT 10. 1 Is satisfied easily 1 2 3 10. 2 Will support me if there are problems 1 2 3 10. 3 Can be convinced and persuaded 1 2 3 10. 4 Is a warm-hearted person 1 2 3 11. GENERAL T NS UT 11. 1 I have considered changing jobs 1 2 3 1. 2 I have been looking out for another job 1 2 3 11. 3 I am thinking of resigning 1 2 3 THANK YOU Please check to make sure that you have not missed any questions.