Effects of employee reward on organisatioal performance: A case study of the tax revenue agencies in Ghana
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University of Cape Coast
Abstract
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xi, 97p. :ill
Tax revenue remains the single most important source of government revenue in Ghana. Given its large impact in the development of the Ghanaian economy, it is expected that the workers within the Tax Revenue Agencies would be given adequate attention and be well motivated since these motivational packages could be used effectively to enhance interest and performance. The objective of this research was to evaluate the effect of employee reward on organizational performance in the Tax Revenue Agencies in Ghana. Data were collected from 90 workers of some selected branches of three Tax Revenue Agencies. Well-structured questionnaires were administered to employees and management of the agencies and descriptive analysis was mostly used for the study. There was also a quantitative bit to the work. Data were analyzed using Statistical Product and Service Solutions (SPSS), version 12.0. The study showed that there was a comprehensive reward system in the Tax Revenue Agencies in Ghana, which has been improving over the years. In addition, there was a positive relationship between the various employee reward systems and organisational performance. It was recommended that the employees, through their Union leaders should be involved in any policy relating to the type of reward systems to be implemented. This would make the reward system relevant to the needs of employees. By this, management could be sure of achieving the desired outcomes. Secondly, for rewards to be effective, the needs of the different age groups and gender of the employees should be taken into consideration.
Tax revenue remains the single most important source of government revenue in Ghana. Given its large impact in the development of the Ghanaian economy, it is expected that the workers within the Tax Revenue Agencies would be given adequate attention and be well motivated since these motivational packages could be used effectively to enhance interest and performance. The objective of this research was to evaluate the effect of employee reward on organizational performance in the Tax Revenue Agencies in Ghana. Data were collected from 90 workers of some selected branches of three Tax Revenue Agencies. Well-structured questionnaires were administered to employees and management of the agencies and descriptive analysis was mostly used for the study. There was also a quantitative bit to the work. Data were analyzed using Statistical Product and Service Solutions (SPSS), version 12.0. The study showed that there was a comprehensive reward system in the Tax Revenue Agencies in Ghana, which has been improving over the years. In addition, there was a positive relationship between the various employee reward systems and organisational performance. It was recommended that the employees, through their Union leaders should be involved in any policy relating to the type of reward systems to be implemented. This would make the reward system relevant to the needs of employees. By this, management could be sure of achieving the desired outcomes. Secondly, for rewards to be effective, the needs of the different age groups and gender of the employees should be taken into consideration.
Keywords
Reward systems, Employee reward, Organisatioal performance, Reward and performance, Tax revenue agencies, Revenue agencies