The Recognition and Reward of Employee Performance

Bishop, John H.

doi:10.1086/298164

Cited by 178 publications

(126 citation statements)

References 13 publications

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“…Contrary to that, Bishop (1987) suggested that pay is directly related with productivity and reward system depends upon the size of an organization.…”

Section: Types Of Motivationmentioning

confidence: 92%

Employee motivation and work performance: A comparative study of mining companies in Ghana

Kuranchie-Mensah

Amponsah‐Tawiah

2016

JIEM

106

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Abstract:Purpose: The paper empirically compares employee motivation and its impact on performance in Ghanaian Mining Companies, where in measuring performance, the job satisfaction model is used.Design/methodology/approach: The study employed exploratory research design in gathering data from four large-scale Gold mining companies in Ghana with regards to their policies and structures in the effectiveness of motivational tools and strategies used by these companies. Findings:The study observed that, due to the risk factors associated with the mining industry, management has to ensure that employees are well motivated to curb the rate at which employees embark on industrial unrest which affect performance, and employees are to comply with health and safety rules because the industry contribute hugely to the Gross Domestic Product (GDP) of the country. Research limitations/implications:Limitation to the present study include the researcher's inability to contact other mining companies. However, the study suggests possibilities for future research including contacting other mining companies, expanding the sample size, managers ensuring that the safety and health needs of staff are addressed particularly those exposed to toxic and harmful chemicals.-255-Journal of Industrial Engineering and Management -http://dx.doi.org/10.3926/jiem.1530 Originality/value: A lot of studies have been done on mining companies in the past. This paper fills a gap perceived that employees in this sector are highly motivated in spite of the challenges being faced by them, and knowing more about what keeps employees moving is still of national interest.

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“…Contrary to that, Bishop (1987) suggested that pay is directly related with productivity and reward system depends upon the size of an organization.…”

Section: Types Of Motivationmentioning

confidence: 92%

Employee motivation and work performance: A comparative study of mining companies in Ghana

Kuranchie-Mensah

Amponsah‐Tawiah

2016

JIEM

106

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“…In addition to the law, a very important role in determining the cost of labor has a level of income in other companies Gerhart and Milkovich, 1991). Costs of living , organizations ability to pay (Milkovich i Newman, 1999;Gerhart, Minkoff i Olsen, 1995), kao i produktivnost samih zaposlenih (Bishop, 1987).…”

Section: The Concept and Importance Of The Reward Systemmentioning

confidence: 99%

Employee Reward Systems in Organizations

Došenović

2016

Economics

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Summary Employee rewarding is one of the activities of human resource management concerning the management of money, goods and services that employees receive from their employer in exchange for their work. Given that a properly designed reward system is one of the conditions for a stable business, successful performance of work activities and the achievement of set objectives in each organization, the basic theme of this paper is the employee reward system, with a special focus on different elements of it. The purpose of this paper is to describe the role and significance of the observed system and to draw attention to its role in employee’s motivation. Based on the given analysis many conclusions have been drawn. It has been proved that a properly designed employee reward system has many advantages for the organization, which emphasizes its importance.

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“…A study of how individual wage rates varied with initial job performance found that when people hired for the same or very similar jobs are compared, someone who is 20% more productive than average is typically paid only 1.6% more. After a year at a firm, better producers received only a 4% higher wage at nonunion firms with about 20 employees, and they had no wage advantage at unionized establishments with more than 100 employees or at nonunion establishments with more than 400 employees (Bishop, 1987a).…”

Section: The Absence Of Major Economic Rewards For Effort In High Schoolmentioning

confidence: 99%

Why the Apathy in American High Schools?

Bishop

1989

Educational Researcher

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The Recognition and Reward of Employee Performance

Cited by 178 publications

References 13 publications

Employee motivation and work performance: A comparative study of mining companies in Ghana

Employee motivation and work performance: A comparative study of mining companies in Ghana

Employee Reward Systems in Organizations

Why the Apathy in American High Schools?

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