Our Group organises 3000+ Global Conferenceseries Events every year across USA, Europe & Asia with support from 1000 more scientific societies and Publishes 700+ Open Access Journals which contains over 50000 eminent personalities, reputed scientists as editorial board members.

Impact of Extrinsic Rewards on Employees’ Performance

Rewards can be classified as intrinsic rewards and extrinsic rewards. Intrinsic rewards are that which are inbuilt in the job itself as a result of successfully completing the task or attaining his goals. Extrinsic rewards are those that are external to the task of the job, such as pay, work condition, fringe benefits, security, promotion, contract of service, the work environment and conditions of work. Such tangible rewards are often determined at the organizational level, and may be largely outside the control of individual managers [2]. Hellriegel expressed extrinsic reward as result of performance in the form of salary, status, fringe benefits and job security. Extrinsic rewards include things such as pay, job security, fringe benefits, promotions and working conditions. Other things included in it are competitive salaries, increment in pay, bonuses, and such indirect forms of payment.

  • Share this page
  • Facebook
  • Twitter
  • LinkedIn
  • Google+
  • Pinterest
  • Blogger
Top