European Journal of Social Sciences Studies ISSN: 2501-8590 ISSN-L: 2501-8590 Available on-line at: www.oapub.org/soc Volume 2 │ Issue 9 │ 2017 doi: 10.5281/zenodo.1065546 INFLUENCE OF EMPLOYEES REWARD PROGRAMME ON JOB PERFORMANCE IN NZOIA SUGAR COMPANY LIMITED BUNGOMA COUNTY, KENYA Injendi Wycliffe, Joash Migosi University of Nairobi, Kenya Abstract: This study aimed at investigating on how the current reward programme influence employees job performance at Nzoia Sugar Company Limited in Bungoma County. Specifically, it aimed at finding out which aspects of reward programme functions well and which aspects could be further developed and improved in order to increase employee job performance. The research specific objectives were; (i) to establish the influence of promotion on employee job performance at Nzoia Sugar Company Limited in Bungoma County; (ii) to establish how training influence employee job performance at Nzoia Sugar Company Limited in Bungoma County and (iii) to examine the influence of flexible work systems on employee work motivation at Nzoia Sugar Company Limited in Bungoma County. The target population was 252 employees of Nzoia Sugar Company Limited. The target population comes from different departments. The study sample size was 76 employees obtained through stratified random sampling method. The descriptive research design was used. The data was collected through questionnaires and interviews. The data was prepared and analyzed by descriptive statistics and inferential statistics through the aid SPSS. Data was presented in form of tables, pie charts, and bar charts. The study used correlation analysis to bring out the relationship between the variables under study. Promotion of employees showed the greatest influence on employees job performance as it indicated the highest mean of 35.5 and hence based on these findings the company should implement promotional rewards to realize increase increased productivity of the employees. Promotional rewards are ranked no. 1 among other promotional rewards. This study will be of significance to the management of Nzoia Sugar Company limited in Bungoma County Copyright © The Author(s). All Rights Reserved. © 2015 – 2017 Open Access Publishing Group 48 Injendi Wycliffe, Joash Migosi INFLUENCE OF EMPLOYEES REWARD PROGRAMME ON JOB PERFORMANCE IN NZOIA SUGAR COMPANY LIMITED BUNGOMA COUNTY, KENYA to revise reward program policies for the purpose of increasing employee job performance, the study will enable the researcher to make recommendations to Nzoia Sugar Company administrators in Bungoma County, policy makers especially Kenya Sugar Board and any public sector in formulating policies and strategies to be employed to improve employee job performance in institutions of sugar manufacturing industry. The study will also be a source of reference for researchers intending to carry out further research on the influence of reward programs on employee job performance at Nzoia Sugar Company limited in Bungoma County or any other institution. Keywords: reward, job, programme, performance, company, employee, promotion 1. Introduction Today’s reality in the global world is that people influence important aspects of organizational performance in a multitude of ways. The mix of people and systems mostly determine an organization’s capabilities. Therefore, if an organization is to treat its employees as most important asset, it has to be knowledgeable about what it is that motivates people to reach their full potential. (Lawler, 2003), the primary focus of rewards is how organizations define the reward programme and communicate this in a manner that employees clearly understand the link between reward and employee job performance (Flynn, 1998). Effective reward system enhances employee motivation, employee productivity, all of which contribute to improved organizational performance (Deeprose, 1994). Baron (1983), argues that there is a close relationship between rewards and employee work motivation. He notes that if successful performance does in fact lead to organizational rewards, such performance could be motivational factors to employees under such conditions, and they can see that their efforts result in rewards. Consequently, they may be motivated to exert higher levels of effort on the job. The notion of rewarding employees for a job well done has existed since the l9th century. (Schiller, 1996). Today some analysts have proposed that intrinsic rewards such as increased feelings of well-being achievement are better motivations of employees. Different motivation rewards may affect an employee in different ways at different points in time because conditions, needs and personal objectives are not static but in constant state of flux Lawler, 00 . Motivation concerns on the people’s perception and feelings on how they are treated as compared with others (Armstrong 2001). The argument is that people work well or motivated in accordance to what they regard as fair. Employees consider whether management has treated them fairly, when they look at what they receive for the effort they made. Maicibi (2003) agrees with this European Journal of Social Sciences Studies - Volume 2 │ Issue 9 │ 2017 49 Injendi Wycliffe, Joash Migosi INFLUENCE OF EMPLOYEES REWARD PROGRAMME ON JOB PERFORMANCE IN NZOIA SUGAR COMPANY LIMITED BUNGOMA COUNTY, KENYA that employee expect rewards or outcomes to broadly proportional to their effort. In this regard, Boddy and Patron (1998), give the formula below to illustrate the comparison. Input (A) = Input (B). Reward (A) = Reward (B). Employee (A) compares the ratio of his/her input to his/her reward to that of employee B. lf he/she feels the ratio are similar, he / she bound to be satisfied with treatment received. lf he/she feels inadequately treated, he /she is bound to be dissatisfied. This dissatisfaction is likely to breed tension and frustration in such employees and their consequent work motivation may be negatively affected this may perhaps lower rewards. (Boddy and Patron 1998). Motivation is based on how much one wants something and how likely he / she could get it (Bodden 2008). This is because the motivational force of every individual is influenced by his /her expectancies, valances, all of which depend on a personal way of perception. According to Victor Vroom (1964), he argues that motivation plus effort leads to performance which then leads to outcomes. He further argues that individuals exhibits motivated behavior when three conditions are fulfilled and these include: Valance, Instrumentality and expectancy. The expectancy theory explains that any given situation, the greater the number and variety of rewards that are available to the employees to greater is the probability that extra effort will be exerted in attaining the set goals in the hope of getting the desired rewards Bodden, (2008). Gerald Cole (2004) agrees with this and explains that Vroom focused especially on the factors that are involved in stimulating an individual to put an effort in doing something since this is the basis of motivation. The outcomes are consequences of behavior. Vroom defines the anticipated satisfaction of an individual hopes to get from the outcome or reward. According to Vroom the three factors expectancy, instrumentality and valence combine to create a driving force which motivates an individual to put in effort and achieve a level of performance to be rewarded in the end, Rewards can be very motivating, helping to build feelings of confidence and satisfaction (Kelle, 1999). The rewards also reduce absenteeism of employees, and increases employee retention Jimenez (1999). Zigon, (l998), argues that individual employees will be highly motivated when they find rewards more valuable to them. “llen and Helms’ 00 research confirmed the importance of regular expressions of appreciation by managers and leaders to encourage behavior of employees to reach strategic goals. For viewing / downloading the full article, please access the following link: https://oapub.org/soc/index.php/EJSSS/article/view/260 European Journal of Social Sciences Studies - Volume 2 │ Issue 9 │ 2017 50