Master of Arts
Chairperson (Advisor 1)
Dr. Charles Nuckles
Reader (Advisor 2)
Dr. Kimora Kachelmyer
The purpose of this project was to determine the value for organizations, as well as employees of the development and maintenance of a well-run employee reward/recognition program in a small, non-profit, service oriented organization.
A survey instrument was developed to determine the importance of a reward/recognition program from the perspective of the employee. The survey included questions concerning the importance of having a program as well as its impact on morale and the overall success of an organization.
The survey was sent to 109 adult college students at Concordia University, St. Paul, Minnesota. The survey included questions concerning effectiveness, importance, desired attributes and employee participation in an employee reward/recognition program.
Hypothesis one sought to determine whether or not employees view a well-run employee reward/recognition program as an important and effective part of feeling valued by their organization. Eighty-nine percent of the respondents identified a reward/recognition program as important to employees. Of those respondents who are currently participating in employee reward/recognition programs, sixty-six percent feel they are effective.
Hypothesis two questioned whether or not workers would be willing to participate in the development and administration of a reward/recognition program. Seventy-six percent of respondents surveyed stated that they would be willing to participate in developing and maintaining a program. Eighty-seven percent of respondents stated that management and employees should be involved in development and administering an employee reward/recognition program.
Hypothesis three asked if workers thought organizations that have well-run employee reward/recognition programs have higher employee retention than organizations that do not have reward programs. Seventy percent of respondents replied that a well-run reward/recognition program was important in attracting and retaining quality employees. Sixty-three percent responded that a reward/recognition program was important to the over all success of an organization.
The main principles recommended for the development and maintenance of a well-run employee reward/recognition program are: Have a well-defined corporate culture, get support from top management, have clearly set goals, develop a budget and a timetable then focus on a fair and consistent process.
Further research was recommended to determine the importance of employee reward/recognition programs and effective employee relations from the perspective of the employer.
Recommended CitationHuberty, K. (2002). The Value and Development of a Well-Run Employee Reward/Recognition Program for Non-Profit, Service Oriented Organization (Thesis, Concordia University, St. Paul). Retrieved from https://digitalcommons.csp.edu/legacy-capstones_maom/55
Available when logged in with your CSP email address and password.
For users outside of the CSP community, use the "Request Access" button to submit a request for full text.