Employee Reimbursement Recognition and Its Impact on Employee Motivation

Abstract

A key instrument for assessing organizational standing and worker performance is effective motivation. It serves as an internal motivator that pushes workers toward accomplishing their goals and those of the company. This study uses a positivist epistemology to investigate how employee motivation affects performance. With a descriptive and causal research design, the study makes use of statistical techniques like regression, correlation, ANOVA, and T-tests. Employees of commercial banks in the Kathmandu Valley were given questionnaires to complete in order to measure the effect of motivation on output. The findings show a strong relationship between employee motivation and performance appraisals (PAs), with rewards, salary, and recognition being important components in raising performance. Fairness in performance reviews and award distribution are viewed by staff members as important drivers of productive work. Rewards and recognition have a good effect on performance, but remuneration has a negligible effect. On the other hand, performance is significantly impacted negatively by motivation. In addition, opinions of PA differ dramatically throughout age groups, genders, occupations, levels of education, monthly incomes, and years of experience.