DSpace
 

KNUSTSpace >
Theses / Dissertations >
College of Architecture and Planning >

Please use this identifier to cite or link to this item: http://hdl.handle.net/123456789/7040

Title: The effects of various types of reward systems on the performance of construction workers in Ghana
Authors: Apraku, Kingsley
Issue Date: 24-Mar-2015
Abstract: One major problem facing managers is to obtain optimum performance from employees. This is possible when employees are recognized and rewarded for a high performance. The aim of the study is to determine the effects of various reward systems on the performance of construction workers in Ghana. The researcher adopted a fieldwork research method. Ashanti region and for that matter Kumasi was chosen for the study. The registered D1K1 classes of contractors in Ashanti region were sixty two however; twenty five were active with the sample sizes fifty. Data collection was in the form of both primary and secondary data. A thorough literature review was also undertaken in order to explore the views of other researchers and authors on corporate reward systems. Other relevant information were collected directly from the organization through interviews. From the study, the following were some of the findings discovered: lack of information on the reward systems available in the organization; employees equally see non-financial rewards as important as financial rewards; there is correlation between reward systems and performance; and lack of personal growth. However, some of the recommendations made were: that policies on reward packages be outlined in a brochure for employees at the time of employment because some of the respondents were not aware of some of the reward systems available in the organization especially on the operatives, that a multiple function and integration of framework which seeks to attract, retain and motivate employees to induce high performance must be implemented in the organization, that there is a strong correlation between performance and employees‟ reward systems therefore failure to institute reward systems could lead laxity, non-performance and loss of productivity, that employers institute the realistic type of financial reward systems, that career progression and development should be available and accessible to enable employees build their capacity to take potential opportunities and improve performance.
Description: A dissertation submitted to the Department of Building Technology, in partial fulfillment of the requirement for a degree of Master of Science in Construction Management, 2014
URI: http://hdl.handle.net/123456789/7040
Appears in Collections:College of Architecture and Planning

Files in This Item:

File Description SizeFormat
APRAKU KINGSLEY..pdf1.37 MBAdobe PDFView/Open

Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.

 

Valid XHTML 1.0! DSpace Software Copyright © 2002-2010  Duraspace - Feedback