| Abstract: | The purpose of this study is to investigate and analyze how successfully Hybrid Designs PLC's present reward methods contribute to employee’s motivation. Its goal is to determine which components of the reward system work well and which aspects should be enhanced and improved in order to boost employee motivation and satisfaction. The main objective of this study is to assess the impact of rewards on the motivational level of employees on Hybrid Designs PLC’s and identify the most effective ones. The specific objectives of the study was; To investigate the effect of payment, employee work contentedness, employee benefits, employee promotion and employee recognition on employee motivation in Hybrid Designs PLC. The thesis used an explanatory research design because it enabled to test a hypothesis about the causal relationship between reward and employee motivation. Quantitative research approach was employed in this study because it was the best way to answer the research question and to analyze the data. The target population of this study consists of 450 employees working in Hybrid Designs PLC. In this research, Stratified sampling technique was used where the population elements are selected in the sample based on the ease of access or respondents was selected because they happened to be at the right place at the right time. Accordingly, for a population of 450, the required sample size was 207. The study shows that predictor variables consisted 63.4 of adjusted R square which indicates 63.9% of Employee motivation was explained by the variation of the five predictor variables. In conclusion, the findings indicate that at Hybrid Designs PLC, each of the five Reward Components has a direct and positive relationship to the amount of motivation shown by employees (at the 0.01 level). The study recommends that, the management of hybrid designs plc needs to place a greater emphasis on and pay the appropriate amount of attention to all total rewards in order to increase the level of employee motivation. |
