THE IMPACT OF REWARD SYSTEM ON EMPLOYEE PERFORMANCE,A CASE STUDY OF ACCESS BANK

Chapter One Introduction 1.1 Background to the Study The contribution of employees on job is the most important factor for development and excellence in the organization. The difficulty faced by many organizations is meeting their corporate objectives for performance and productivity (Manolopoulos, 2023). Therefore, employee productivity and performance are fundamental indicators of an organization’s success, reflecting the efficiency and quality with which tasks are executed (Smith, 2020). In modern organizations, high employees’ productivity translates into competitive advantages in the market, enabling faster task completion and innovation (Johnson, 2019). Equally, performance, which includes meeting quality standards and achieving strategic objectives, is critical for sustaining long-term growth and profitability (Adams, 2018). Employee performance can relate to a person’s emotional, mental, and physical attitude towards his or her job and can be influenced by many factors. For a person to experience employees’ satisfaction, all, or most of the factors that the person considers relevant should be taken into consideration. Kabir (2021) recognises that the origin of productivity gains within a wellmanaged business organisation is the employees. Kabir (2021) refers to them as the capital of the business who add value to the firm’s development. Rich et al, (2020) identified two types of employee performance for organizational effectiveness: task performance and contextual performance. Task performance refers to behaviors that are directly involved in activities that provide indirect support for the organization’s core technical processes (Borman and Motowidlo, 2019). These behaviors directly relate to the formal organization reward system. On the other hand, contextual performance is defined as individual efforts that are not directly related to their main task functions Werner (2020). However, these behaviors are important because they shape the organizational, social, and psychological contexts serving as the critical catalyst for task activities and processes. The performance of employees on different j