Rewards and Employee Engagement among workers of Housing Finance Bank

Abstract

Employees who are engaged in their work and committed to their organizations give companies crucial competitive advantages including higher productivity and lower employee turnover. This research investigated the relationship between rewards and employee engagement among workers of housing finance bank. This study adopted a self-administered questionnaire in the investigation of the relationship between Rewards and employee engagement. Stratified sampling technique was used to select the sample after which simple random sampling was used to select 75 respondents from the organization. The study used both primary and secondary data. From the study it is evident that reward, adequate remuneration by the employer and recognition would work towards building of trust between employees and management. The organization encouraged sharing of information, knowledge and resources; and provided opportunities for employees to learn and grow thus influencing employee engagement and overall engagement policy framework to a great extent. Employee engagement is evidenced by good reward and salary programs, systems and processes that support getting work done effectively. It can be concluded that the allowing people to choose how to best perform their work help employees become more engaged in their jobs. Further to this it is recommended that workers should have a clear understanding of the company’s strategic goals. Organizations also need to formulate ways of recognition of contribution by employees that would help define what determines employee engagement in order to enhance commitment levels.