A REPORT

ON
REWARDS AND RECOGNITION IN THE
ORGANIZATION

BY
RAVI SHARMA
18BSPDD01C0147

BRIDGE GROUP SOLUTIONS, GURGAON

1
 REPORT
ON
REWARDS AND RECOGNITION IN THE
ORGANISATION
BY
RAVI SHARMA, 18BSPDD01CO147
BRIDGE GROUP SOLUTIONS
A report submitted in partial fulfillment of
The requirements of
MBA Program of
IBS DEHRADUN
Distribution list:

Date of Submission: 20/05/2019

2
 AUTHORIZATION

This is to certify that report titled “REWARD AND RECOGNITION IN THE

ORGANISATION” is submitted by RAVI SHARMA as a partial fulfillment of
the requirements of MBA Program of IBS Dehradun. It is original work done by
RAVI SHARMA carried out at BRIDGEGROUP SOLUTIONS and making of
the same has been authorized by Mr. KASHISH JERATH, Head of the Department
of the BRIDGEGROUP SOLUTIONS.

The report has been formally submitted to Company Guide Mr. Kashish Jerath
(Head of the Department) of Bridgegroup Solutions and Dr. Ankita Srivastava
(Faculty Guide), IBS Dehradun.

Dr. ANKITA SRIVASTAVA Mr. KASHISH JERATH

Faculty Guide Company Guide

IBS Dehradun Bridgegroup Solutions

3
 ACKNOWLEDGEMENT

At the outset, I wish to express my sincere thanks to almighty for showering his
blessings on me to develop this project.

I would like to thanks to my company guide Mr. Kashish Jerath, under whose
guidance I could complete my project.

I would also like to thank Ms. Srashti, my regional guide for their constant
support and guidance during the course of the project. I am extremely grateful to
them for providing invaluable inputs and assistance throughout my project work.

I wish to place on recorqds, my deep sense of gratitude and sincere

appreciation to my faculty guide Dr. Ankita Srivastava for her support and
guidance. She helped me move ahead in a systematic manner in my project. I
am grateful to her for her constant feedbacks and guidance. Her patience and
faith in my abilities has always boosted my confidence.

DATE- 20/05/2019

RAVI SHARMA

4
 TABLE OF CONTENTS
S.NO. PARTICULARS PAGE NO.
AUTHORIZATION 3
ACKNOWLEDGEMENT 4
ABSTRACT 7
CHAPTER 1. INTRODUCTION 8

1.1 INTRODUCTION TO STUDY 9

1.2 EMPLOYEE R&R SYSTEM 10

1.3 R&R 11
1.4 PROCEDURE OF R&R 12

1.5 TYPES OF R&R 13-14

1.6 METHODS OF R&R 15-16
1.7 R&R SCHEME 17-23
1.8 OBJECTIVE STUDY 24
1.9 NEED OF THE STUDY 25

1.10 SCOPE OF STUDY 26

1.11 LIMITATIONS OF STUDY 27

5
 CHAPTER 2. COMPANY PROFILE 28

2.1 PROFILE 29-34

2.2 LEARNINGS DURING INTERNSHIP 35-38

CHAPTER 3. RESEARCH 39
METHODOLOGY

3.1 RESEARCH METHODOLOGY 40

3.2 RESEARCH DESIGN 41

3.3 DATA COLLECTION 42

CHAPTER 4. DATA ANALYSIS & 43

INTERPRETATION

PIE CHARTS 44-51

CHAPTER 5. CONCLUSION 52
CONCLUSION OF THE STUDY 53
ANNEXURE 1. BIBLIOGRAPHY 54

6
 ABSTRACT
The main aim of the undergone Summer Internship Program is to make the
students experience the work culture and the procedures of the Corporate World.
The Summer Internship Program consists of the involvement of the students in the
company as intern and understand the facets of the company as well as to make the
project work done by the students in the company allotted to them for the
Internship in various domains like Marketing, Marketing Research, HR, Finance
,Operations etc.

My project “Rewards and Recognition in the organization” is a research project,

where I am trying to understand the behavior and preference of companies as to
which strategy they prefer.

During the past days in the company I have worked on two different verticals of
the company.

1. Initial sales- I worked on this vertical for almost 30 days where, the
company provided with the brief knowledge of the insurance sector, various
products, its tie up company and the products we were supposed to pitch in
market (India first Life Mahajeevan plan, Traditional plan). The pitch in
process was aimed to make us understand the mentality of people who are
7
 willing to negotiate for the insurance, the various questions they ask. It is
through this I understood the huge variability in the behavior of insurers and
the need to understand and link the correct product to correct group of
people and preference for timing of investment and types of insurance plan.
2. Reward and Recognition:
The main aim of this module will be reward and recognition of the
organization. I have to coordinate with different colleges for the
management interns in this module. I have to line up the colleges for the
internship and visit various campuses for the internship and placement. It
will be effective till the end of the training.

CHAPTER-1

INTRODUCTION
8
 1.1 INTRODUCTION TO
THE STUDY

People may forget words; People may forget actions; but people will always
remember Respect, Recognition, and Appreciation given to them publicly
for their contributions.

My project is aimed to examine that, what is the role of reward and

recognition scheme in employee motivation, how different company applies
this scheme for the growth of its employees to achieve individuals and
collective goals and also to examine any drawbacks or hurdles in its way.

The basic for the efficient functioning of a company is that its employees
work hard and stay motivated no matter how tough is the client to deal with.
This can only happen if the employees find a driving force towards working
in a better way from within a company. And a company can reciprocate to
its employees in no way better than rewards and recognition. It has been
statistically proved that frequent indulgence of rewards and recognition

9
along with constant appreciation and most importantly constructive
criticism have been the reason for the employees of any company to work
better than they used to. By implementing different rewards and
recognition, firms show that the employee is not unnoticed and that their
work is dearly valued.

Organizational success is driven by satisfied and motivated employees.

Satisfaction and motivation can be enhanced through rewards and
recognition. Recognition and rewards are achievements that have a notable
impact on a program, to project an individual activity that contributes to the
vision and to the pursuit of excellence.

Rewards and recognition are fine; but they should be focused on showing
people that we truly appreciate their efforts.

In a competitive market, more business owners are looking at development

in quality while reducing costs. This system deals with the assessment of
job values, the plan and management, performance management, pay for
performance, competence or skill, the provision of employee benefits and
pensions. Importantly, reward and recognition system is also concerned
with the development of appropriate managerial cultures, foundation core
values and increasing the motivation and commitment of employees.
Reward system processes cover both financial and non-financial rewards.

1.2 EMPLOYEE REWARD AND

RECOGNITION SYSTEMS

In a competitive business climate, more business owners are looking at

improvements in quality while reducing costs. Meanwhile, a strong
economy has resulted in a tight job market. So while businesses need to get
more from their employees, their employees are looking for more out of
them. Employee reward and recognition programs are one method of

10
 motivating employees to change work habits.

1.3 REWARD VS. RECOGNITION

Although both these terms are often used interchangeably, reward and recognition
systems should be considered separately.

Employee reward systems refer to programs set up by a company to reward

performance and motivate employees on individual and/or group stage. They are
usually considered separate from salary but may be monetary in nature or
otherwise have a cost to the business. While previously considered the area of big
companies, small businesses have also begun employing them as a tool to lure top
employees in a competitive job market as well as to increase employee
performance.

Employee recognition programs are often combined with reward programs they
retain a different idea altogether. They are planned to provide a psychological
rewards. Though many elements of scheming and maintaining reward and
recognition systems are the similar, it is helpful to keep this disparity in mind,
particularly for business owners interested in motivating staffs while observance
costs low.

11
Rewards and recognition are powerful tools for employee motivation and
performance improvement.

A reward is something given to a person or a group of people to recognize their

excellence in a certain field; a certificate of excellence. Awards are often signified
by trophies, titles, certificates, commemorative plaques, medals, badges, pins, or
ribbons. An award may carry a monetary prize given to the recipient.

Recognition is public acknowledgement of person's status or merits

(achievements, virtues, service, etc.).When some person is recognized, he or she is
accorded some special status, such as a name, title, or classification.

1.4 PROCEDURES OF
REWARD & RECOGNITION

This section provides step-by-step, a general procedure to assist managers

in the development and assessment of recognition programs that are
beneficial and meaningful to the employees.

12
 1.5 TYPES OF
REWARDS AND RECOGNITION

13
TYPES OF REWARDS

❖ Membership and seniority based rewards

❖ Job status based rewards
❖ Competency based rewards

Performance based rewards

• Organizational rewards
➢ Stock option
➢ Profit sharing
• Team rewards
➢ Gain sharing
➢ Special bonuses
• Individual rewards
➢ Commission
➢ Merit pay
➢ Bonuses

TYPES OF RECOGNITON

14
❖ Recognition events such as banquets or breakfasts
❖ Employee of the month or year recognition
❖ An annual report or yearbook which features the accomplishments
of employees
❖ Informal or spontaneous recognition
❖ Symbolic recognition
❖ Latter of expressions (thanks...)
❖ Additional support or empowering the employee
❖Department or company recognition boards

1.6METHODS OF
REWARDS AND RECOGNITION

1. BASIC PAY
Pay is an essential factor, which is closely related to job satisfaction
and motivation. Pay is an essential factor, which is closely related to
job satisfaction and motivation. Although pay may not be a reward as
15
 this is a static amount, which an employee will be paid every month,
it will be considered as a reward if similar work is paid less.

2. ADDITIONAL HOUR’S REWARDS

This is similar to that of overtime. However, it is paid to employees if
they put in an extra hour of work for working at unsocial hours or for
working long hours on top of overtime hours.

3. COMMISSION
Many organizations pay commission to sales staff based on sales that
they have generated. Th commission is based on the number of
successful sales and total business revenue that they have made. This
is a popular method of incentive.

4. BONUSES
Bonuses will be paid to employees, who meet their targets and
objectives. This is aimed at employees to improve their performance
and to work harder.

5. PERFORMANCE RELATED PAY

This is typically paid to employees, who have met or exceeded their
targets and objectives. This method of reward can be measured at
either team or department level.

6. PROFITS RELATED PAY

Profits related pay is associated with if an organization is incurring a
profit situation. If the organization s getting more than the exceeded
profits, then employees receive an additional amount of money that
has been defined as a variable component of the salary.

16
 7. RECOGNITION
Employees will not always be motivated by monetary value alone,
they do require recognition to be motivated and to perform well in
their work.

8. AWARDS
This again is an important type of recognition that is given to
employees, who perform better. Organizations have introduced award
systems such as best performer of the month etc., and all these will
lead employees to perform better.

1.7 REWARD AND RECOGNITION

SCHEME

The company organizes rewards & recognition program, so that there is

something for the employees to look forward too. Also, if brought under
regular circulation, it will create integrity amongst the employees for the
company and for each other. In better words, promoting rewards and
recognition programs within a company for the employees helps foster a
healthy workmanship and promotes a better work environment.

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 TYPES OF R&R FOR THE INTERNS

1. BRONZE CLUB:
Premium: 50,000
Incentive
• 6000
• One Movie Ticket
• Club Medal
• Club Certificate

2. SILVER CLUB:
Premium: 1lakh
Incentive
• 10000
• 2 Movie Tickets
• Club Medal
• Club Certificate
• Headphones

18
3. GOLD CLUB

Premium: 2.5 lakhs

Incentive
• 16000
• 2 Movie Tickets
• Club Medal
• VR Box
• Goa Trip
• Club Certificate
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4. DIAMOND CLUB

Premium: 4 lakhs
Incentive:
• 25000
• 2 Movie Tickets

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 • Club Medal
• VR Box
• Bali Trip
• Club Certificate

5.PLATINUM CLUB

Premium : 6lakhs
Incentive:
• 32000
• 2 Movie Tickets
• One+7 Phone
• Malaysia trip

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 • Club Medal
• Certificate

TYPES OF R&R FOR THE MARKETING AND

SALES EMPLOYEES

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 INCENTIVE FOR THE BATCHES

PREMIUM INCENTIVES
10,00,000 11,000
12,00,000 13,000
15,00,000 16,000
20,00,000 22,000
25,00,000 27,000
30,00,000 32,000

If two batches able to generate sales above Rs. 20,00,000 then

incentive will be Rs.75,000 as cash prize and International trip.

TYPES OF R&R FOR THE HR EMPLOYEES

Employee of the Month:

Employees are nominated from their department on the basis of
skills such as knowledge, suggestions, attendance, etc. Among
them employee is awarded every month.
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Employee of the year:
Among all the 12 employees of each month, one employee is
awarded as employee of the year.

Appreciation Certificate:
This certificate is given to the employee for any commendable
work done by him/her.

Performance related pay:

Employee who has met or exceeded the targets and objectives is
paid over and above salary.

1.8 OBJECTIVES OF THE STUDY

➢ Primary Objective:
• To study the Reward and Recognition
program and its effectiveness among the
employees at Bridgegroup Solutions.

24
 ➢ Secondary Objectives:
• To assess the overall employee opinion about
the current Reward and Recognition program
in the organization.
• To determine the factors which can motivate
the employees to perform to the fullest extent
of the capabilities.
• To discuss alternative Reward and
Recognition program including non-
monetary benefits.
• To suggest various methods which instantly
and innovatively recognize and reward
employees for exemplary individual and team
behaviors.
• To identify the level of satisfaction
employees have towards the current reward
and recognition program in the organization.

1.9 NEED OF THE STUDY

The employee recognition is so important in today’s competitive

workplaces.
1) To meet the present and emerging challenges of the organization.
2) Increased performance- motivated and driven employees produce
outstanding results. Take pride in their work and in their job
responsibilities.

25
3) Improve reward and Recognition program and team culture in the
organization.
4) Feel appreciated for their contributions.
5) Improve relationships between co-workers
6) To increase the job morale day by day.
7) Support and promote a positive atmosphere in which praise
prevails.
8) Heighten level of commitment to the organization.

1.10 SCOPE OF THE STUDY

1) The study enumerates the importance of the reward and

recognition and it effectiveness in the organization.
2) Building an effective employee recognition strategy.
3) Benefits looked at whether the benefits such as rewards and
recognition schemes are satisfactory.

26
4) Recognizing and rewarding good performance in an organization.
5) Payment probed respondent’s satisfaction with their salary.
6) Promotion probed for the opportunity that the organization offers
for promotion.
7) Recognition probed whether the respondent was receiving the
recognition and feedback for the job they perform.

1.11 LIMITATIONS OF THE STUDY

1) Time was the most important constraint in carrying out this

project.
2) During the research methodology process/time, it was difficult to
collect information because of the busy schedule for their work.
3) Data and inferences are based only on the information collected
from the few employees that have participated.

27
4) The data used for the study relies on the assumption that the
employees have provided accurate responses.
5) There was scope of biased response. Employees could be biased
regarding opinions towards certain factors while answering the
questionnaire.

CHAPTER-2

28
 COMPANY
PROFILE

2.1 COMPANY PROFILE

BRIDGEGROUP SOLUTIONS is a distributary and advisory firm

emerging in financial services sector which focuses on providing best
investment solutions. It helps in providing investment plans which
29
reduce the upcoming risks and at the same time provide maximum
returns.

BGS is an emerging leader in highly unorganized and diversified

Financial Sector and aims to provide best investment solutions to the
customers and also establish its footprint in this sector, with its strong
research capabilities and strong team of experts.

The company helps the customer’s foresee upcoming risks and help
them reduce it and at the same time maximize returns and take well
planned and calculated investment decisions through a well-trained team
and its in-depth analysis and extensive research.
Bridgegroup solutions started as a HR outsourcing firm in 2012. Later
on, company expanded as an IT firm in 2014 and served more than 250
major giants in the industry. It is renowned for the services. Then in
2016, it entered into financial sector as financial advisory firms and still
growing. The company deals in financial services like insurance, mutual
funds, equity etc.

30
 2012 HR OUTSOURCING FIRM

2014 IT FIRM

2016 FINANCIAL ADVISORY

The Vision is to offer unique financial planning opportunities, to

individuals, by assisting them in accomplishing their financial goals and
dream in systematic and efficient approach, leading transformed Planned
Finance for Life. The Mission is to provide comprehensive financial
planning for individuals, with the whole process driven on systems
thereby developing such unique processes that can be controlled,
monitored and evaluated by us independently, thus making us self-
reliant, with over 10 million clients, by 2028.

The Financial Services Sector is further divided into 4 sectors:

1. Health Insurance- Aditya Birla, Star health, ICICI Prudential’s

31
 2. Life Insurance- Max life insurance, IFAB
3. Mutual Funds- All Mutual Funds
4. Portfolio Management Services- MotiLal Oswal, ICICI Securities

Bridgegroup solutions is currently working on the schedule of being

“mediator” and selling the various financial products i.e. Term life
insurance of “India First Life Company” (Joint venture of Bank of
Baroda, Andhra Bank and Legal& General(UK)).

MISSION
"Our vision as a firm focuses to help our customers and communities
realize their dreams by anticipating, understanding and meeting financial
needs”

VISION
As a firm, we strive to provide financial peace of mind by delivering
tailored objective advice designed to give clients the confidence to
pursue their own passion, dreams and talents. We help our customers in
financial and investment planning.

32
 VALUES
• Integrity: Provide professional services with integrity.
• Objectivity: Provide professional services objectively.
• Competence: Maintain the knowledge and skill necessary to
provide professional services competently.
• Professionalism: Act in a manner that demonstrates exemplary
professional conduct

Currently the company acts as a mediator for the selling of Term

Insurances which are actually investment oriented plans designed by
“India First Life Insurance Company”

The major components are

1. HDFC Life Insurance
2. Aviva Life Insurance
3. Bajaj Life Insurance
4. LIC etc.

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 BRANCHES

NOIDA ROHINI GURUGRAM

BRANCH BRANCH BRANCH

Currently the firm operates into three ventures

• Financial Services( Gurugram Branch)
• HR Outsourcing ( Rohini –Delhi Branch )
• IT Services ( Noida Branch )

34
 SWOT ANALYSIS

STRENGTHS WEAKNESS
• Tie ups with Max Life • Brand image
Insurance and Star Health • Costs
• Skilled workforce •

• Customer centric products and

services
• Strong customer base
• Training process is strong
OPPORTUNITIES THREATS
•
•
Growing demand
New markets
• Major competitors-MotiLal
Oswal, LIC,IBM
• Growth rate and Profitability
• New products and services • Great risk involved
• Difficult to win the trust of
public

35
 2.2 MY LEARNINGS DURING
INTERNSHIP

Our internship has been divided into 2 Modules, based on which we are working.
The first module included sales to the customers which had to be completed within
the given time period. Currently we are being working on the second module
which includes training on the Mutual Funds and further providing Portfolio
Services to the companies.

MODULE 1(Sales to the Customers - B2C)

• These were the three plans which were supposedly made to be sold to our
network. We were provided time period to work on field and sent to our respective
hometowns for making sale, experiencing the field strategy and mould our learning
on project titles. We spent around a 15 Days on field work, post which we were
called back and assigned work on different verticals of company.

• The minimum target to be achieved was worth Rs.50, 000, which was to be
achieved within the time period allotted. The time period allotted was from 4th
March’19 till 15th March’19. Further the amount was to be deposited in the
company to the undersigned Company Guide.

• The product sold was Maha Jeevan Plan. The pitching of almost 30 clients was
done and out of them three were converted. The three clients thus applied for the
policies worth “Rs16, 500”, “Rs16, 500” and “Rs17, 000” which in all made “Rs
50, 0000”.

The Client Generation Process thus included certain steps such as

1. Pitching of Clients (Calling and References)
2. Briefing the clients regarding the Investment Plans
3. Closing the sale by collecting the cheque or cash from the clients and also
finishing the form filling procedure.

36
 MODULE 2

In the second module the training according to the specialization starts. I was given
training for HR. Being an HR intern I gained experience to perform different HR
practices.

• Data collection
In the initial days of second module I was asked to collect data of different
colleges in the state of UP which provide B.Com, BBA, and MBA. The data
was about the college details including college name, its city, direct contact
numbers of the person concerned for internships and placement. A proper
excel sheet was maintained to keep the records.

• Sharing JDs
Post collecting the details, I had words with the coordinators of colleges
regarding the internships provided by the company, also received their mail
Ids so as to share the JD with them so that they can float it amongst the
students and the interested ones can apply.

• Taking reverts
Once the JD was shared, I again contacted the coordinators to take reverts
regarding the JD shared. If the latter had any issue or query then it was
discussed with management of the company and the query was solved and
coordinator was provided with solutions.

37
• Nominations and Slot Freezing
If the contacted college was interested, a mail was received sharing the
details of students interested. Then I had words with the TPO to discuss the
further process. According to the suitability of students I fixed the slot for
their interviews and the type of interview.

• Conducting the interviews

Finally the interview was conducted whether it was telephonic or skype or
campus drives. During the interviews, firstly I explained the whole
internship details and process to the students and solved their queries if any.
Then I conducted their interviews for the three profiles offered by the
company: Marketing, Finance and HR.

• Presentations
During the campus drives I was given the opportunity to present our
company and give a presentation to the students about the internship. I was
also appreciated for the best presentation out of all the HR interns.

• Outsourcing the candidates

During the internship I was also assigned the task of outsourcing the
candidates for other companies. A data was given to me of candidates with
their details. I contacted them and fixed their interviews.

• Screening of interviews
As the company also outsources for other companies, I was given the task to
contact candidates. During this I had to do screening of interviews and then
fix their slots for final interviews.

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• Walk In Interviews
During walk in interviews, I assisted the head HR by collecting the resumes,
sending them turn wise to give interviews and finally contacting the selected
candidates.

• Documentation
During the joining of new employees, I collected their documents, joining
letter necessary for the records of employees and arranged them in the order
required and managed them at one place.

• Employee engagement
I was also assigned the task to engage employees so I made them have fun
while taking a break from their hectic schedule. An activity was organized
called dare with a twist and another activity was identifying the false one.

• Confirmation of students
Another task assigned was of confirming the students joining and their
joining dates. Then their groups were formed and all the information
regarding their internship was conveyed on it.

39
 CHAPTER-3

RESEARCH
METHODOLGY

40
 3.1 RESEARCH METHODOLOGY

INTRODUCTION:
Research means scientific and systematic search for pertinent
information on a specific topic. According to CLIFFORD WOODY research
comprises defining and redefining problem, formulation hypothesis or suggest
solution, collecting, organizing and evaluation data -making deductions and
reaching conclusion; and at last carefully testing the conclusions to determine
whether they f i t the formulation of hypothesis.

OBJECTIVES OF RESEARCH:
1. To portray accurately the characteristics of a particular individual, situation or
group.
2. To test a hypothesis of a casual relationship between variables.
3. Research Methodology is a way to systematically solve the research problem. It
may be understood as a science of studying how research is done scientifically. In
it we study the various steps that are generally adopted by researcher in studying
his is research problem along with the logic behind them. It is necessary for the
researcher to know not only the research methods.

41
 3.2 RESEARCH DESIGN

A research design serves as a bridge between what has been established (research
objectives) and what is to be done while conducting the study to realize those
objectives. It anticipates what a company wants in terms of results and the
analytical work on the gathered data that will convert into useful findings
.
This research is a descriptive research and, by and large, a field and desk research
which involved the following procedures:

1. Collection of data regarding rewards & recognition of workers.

2. Analysis of the data collected and illustrating i t through graphs and thereby,
interpreting the results.
3. Finally, forwarding certain recommendations and conclusions to the company.

TYPE OF RESEARCH:
Descriptive Research has been used, it involves survey and fact findings
enquiries if different kinds the of descriptive research are the descriptive
of state of affairs as it exists at present.

42
 3.3 DATA COLLECTION
Data collection is one of the most important aspects of research. The
information in tough research methodology must be accurate and
relevant. The data collection method can be classified into two methods.

Primary Data:
Questionnaire method has been used as a tool for a data
collection in this research.

Secondary Data:
Secondary data means data that are already available i.e., they refer to data
which has already been collected and analyzed by someone else. The
secondary data for the study was collected from book, company websites,
magazines and other sources.

QUESTIONNAIRE PREPRATION
The basic requisite of any research stud is the appropriate data
which can be collected with the help of a schedule or
questionnaire. With the help of questionnaire it is easy to
determine the involvement level of so many employees in the
organization.

43
 CHAPTER-4

DATA ANALYSIS
AND
INTERPRETATION

44
 4.1 Classification based on age.

Age No of Respondents Percentage

20-35 15 50
25-30 10 34
30-35 5 16

20-25
25-30
30-35

Interpretation:
From the above table it is interpreted that:

• 50% of respondent belong to the age group of 20-25.

• 34% of respondents belong to the age group of 25-30
• 16% 0f respondents belong to the age group of 20-25

45
 4.2 Level of agreeability on the rewards
and recognition system that encourages
employees to contribute.

strongle agree
agree
neutral
disagree
strongly disagree

INTERPRETAION:
From the above table it is interpreted that.

• 16 % of Respondents Agree that the rewards and recognition

system encourages employees to contribute.
• 60% of Respondents Strongly Agree that the rewards and
recognition system encourages employees to contribute.
• 10% of Respondents Neutral that the rewards and recognition
system encourages employees to contribute.
• 14% of Respondents Disagree that the rewards and recognition
system encourages employees to contribute.
• 0% of Respondents Strongly Disagree Agree that the rewards and
recognition system encourages employees to contribute.

46
 4.2 Level of agreeability on job
satisfaction of employees in BGS

STRONG AGREE
AGREE
NEUTRAL
DISAGREE
STRONGLY DISAGREE

INTERPRETATION:
From the above it is interpreted that
.
• 14% of Respondents Agree that they are satisfied with their jobs in
BGS.
• 77% of Respondents Strongly agrees that they are satisfied with
their jobs in BGS.
• 0% of Respondents Neutral with their jobs in BGS
• 9% of Respondents Disagree with their jobs in BGS
• 0% of Respondents Strongly Agree with jobs in BGS

47
 4.3 Level of agreeability on employees
believes that reward have a positive
effect on performance.

Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree

INTERPRETATION:
From the above table it is interpreted that
• 0% of Respondents Agree that the reward have a positive effect on
their Performance.
• 34% of Respondents Strongly Agree that the reward have a
positive effect on their Performance.
• 12% of Respondents Neutral that the reward have a positive effect
on their Performance.
• 0% of Respondents Disagree that that the reward have a positive
effect on their Performance.
• 26% of Respondents Strongly Disagree that that the reward have a
positive effect on their Performance.

48
4.4 Level of agreeability of the Employees
about the need for the improvement on
Reward and Recognition system

Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree

INTERPRETATION:
From the above table it is interpreted that
• 17% of Respondents Agree that their organization Reward and Recognition
system needs improvement.
• 10% of Respondents Strongly Agree that their organization Reward and
Recognition system needs improvement.
• 7% of Respondents Neutral that their organization Reward and Recognition
system needs improvement.
• 66% of Respondents Disagree that their organization Reward and
Recognition system needs improvement.
• 0% of Respondents Strongly Disagree that their organization Reward and
Recognition system needs improvement.

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4.5 Level of Agreeability of the employee
on being motivated in the organization

Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree

INTERPRETATION:
From the above table it is interpreted that
• 0% of Respondents Agree that they receive a feeling of being
motivated in their organization.
• 7% of Respondents Neutral that they receive a feeling of being
motivated in their organization.
• 83% of Respondents Strongly agrees that they receive a feeling of
being motivated in their organization.
• 10% of Respondents Disagree Agree that they receive a feeling of
being motivated in their organization.
• 0% of Respondents Strongly disagree that they receive a feeling of
being motivated in their organization.

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4.6 Level of Agreeability about the
increase in job morale.

Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree

INTERPRETATION:
From the above table it is interpreted that
• 0% of Respondents Agree that their job morale is increasing day
by day.
• 66% of Respondents Strongly agree that their job morale is
increasing day by day.
• 0% of Respondents Neutral that their job morale is increasing day
by day.
• 34% of Respondents disagree that their job morale is increasing
day by day.
• 0% of Respondents Strongly disagree their job morale is increasing
day by day.

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4.7 Level of Agreeability of the Employee
that they feel positive commitment and
loyalty

Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree

INTERPRETATION:
From the above table it is interpreted that
• 10% of Respondents Agree that they feel positive employee
commitment and loyalty where they work.
• 17% Respondents Neutrally feel positive employee commitment
and loyalty wherever they work.
• 69% Respondents strongly feel positive employee commitment
and loyalty wherever they work.
• 14% of Respondents Disagree that positive employee commitment
and loyalty wherever they work.
• 0% Respondents Strongly Disagree that positive employee
commitment and loyalty wherever they work.

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CHAPTER-5

CONCLUSION

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 CONCLUSION
Rewards and recognition are equally important when
trying to promote performance and morale among
employees. The above methods can be used to motivate
employees. Since all the methods may not be applicable
to the same organization, the organizations should make
sure that they choose the best rewards that suit the
organization. The most effective way to motivate
employees to achieve the desired goals of the organization
include creating an environment with strong, respectful
and supportive relationships between the organization’s
managers/supervisors and employees and a focus on
genuine expressions of appreciation for specific employee
achievements, service milestones and a day -to- day
acknowledgment of performance excellence .

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 ANNEXURE-1
BIBLOGRAPHY

✓ www.google.com
✓ www.bridgegroupsolutions.com
✓ www.Scibd.com

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