Administration and Administrative Sciences Assessment

ISSN: 2308-1368

Volume: a couple of, Issue: your five, Pages: 431-442 (2013)

© 2013 Senior high of Business & Medical Research

www.absronline.org/masr

 Research Paper

The Impact of Benefits on Employee's Job Efficiency and Task Satisfaction

Zeeshan Fareed1*, Zain Ul Abidan2, Farrukh Shahzad3, Umm-e-Amen4, and Rab Nawaz Lodhi5 1 . MS College student, Department of Management Savoir, CIIT, Sahiwal, Pakistan 2 . MBA, Department of Management Sciences, College or university of Education, Okara Campus, Pakistan 3& 4. M. Com (Hons. ), Hailey College of Commerce, Punjab University, Lahore, Pakistan five. Lecturer, Office of Managing Sciences, CIIT, Sahiwal, Pakistan

Now a day's all firms or business agencies are facing so many concerns related to employee's job efficiency and employee's job fulfillment. Rewards include much impact on employees, which usually increase the degree of job performance and task satisfaction. Many investigations are carried out in the past to check on the impact of rewards. This kind of study will certainly examine the impact of rewards on employee's job efficiency and job satisfaction in telecommunication sector of Okara city, Pakistan. Questionnaire is used as device and 95 questionnaires were used to look into the respondent's opinion. The consistency test, detailed analysis, relationship and multiple regression checks were applied for data analysis. This analyze concludes there is positive romantic relationship between rewards (extrinsic and intrinsic) and employee's task performance and job fulfillment. Most of the businesses implement rewards system to improve the job performance and task satisfaction.

Keywords: Extrinsic benefits; Intrinsic advantages; job overall performance; Job fulfillment; INTRODUCTION

There exists so much changing occurring inside the

business world each business organization or

organization has much relay in employee‟s good

performance. Rewards are considered an

important instrument to check the employee‟s

efficiency. Management work with rewards for

employees motivation. So we could say that

eye-catching reward system attract fresh employees

intended for organization and motivate existing employees

to accomplish high levels. Employee‟s great work is

necessary to attain the organizational goals.

Workers give their very own good initiatives for attaining

goals and good efforts depends on advantages. In

various other words we are able to say that good rewards happen to be

most important way to engage the employees with

their particular work and with their firm.

According to Schuler and Jackson (1996), the

connection and marriage between advantages,

motivation and job satisfaction of employees have

very much significance to success of both public and

private sectors. Employees want to get the two types

of rewards means financial and nonfinancial

benefits. Some staff prefer the financial

*Corresponding publisher: Zeeshan Fareed,

MS College student, Department of Management Sciences,

COMSATS Company of Information Technology, Sahiwal, Pakistan. E-Mail: [email protected] com, Cellphone: +92-344-8484-855

431

Impact of Rewards System on Employee's Job Overall performance & Satisfaction

rewards and other are non-financial rewards that

opportunity to have an important tasks and

jobs, attention and encouragement of

leadership. In this way employees feel that they

are being highly valued by the employers and also experience

that the business is seriously involved in

employee‟s career and development. So these

advantages contribute to enhance the satisfaction

standard of workers (Dewhurst, 2010).

In accordance to La Belle (2005), different employees

have different needs about rewards. Some

staff consider funds is sufficient to fulfill their

demands and some other folks wants to materials

incentives like car, home, and some choose

holidays and a few prefer nonmaterial incentives.

Community sector personnel much prefer extrinsic

elements then inbuilt factors, such as pay, because more

significant than personal sector employees (Maidani,

1991). These two simple rewards (financial and

nonfinancial)...

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