An examination of non-monetary rewards and their impact on organizational performance: A study of MTN Nigeria
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Background of the Study
Non-monetary rewards refer to non-financial incentives that organizations use to motivate and retain employees. These rewards may include recognition, career development opportunities, job autonomy, work-life balance, and personal growth programs, among others. In recent years, businesses have increasingly recognized the importance of non-monetary rewards as a critical factor in enhancing employee engagement and organizational performance (Akinyemi & Alabi, 2024). While monetary rewards like salaries, bonuses, and commissions remain a common form of employee motivation, there is growing evidence suggesting that non-monetary rewards have a significant and lasting impact on employee satisfaction, loyalty, and performance (Adeola & Owolabi, 2023).
MTN Nigeria, as a leading telecommunications company in the country, faces intense competition in both the telecommunications sector and in attracting and retaining a skilled workforce. Non-monetary rewards play a crucial role in enhancing employee motivation and commitment to the company’s goals. Research has shown that when employees feel valued and recognized for their contributions, they are more likely to remain committed to the organization and perform at higher levels (Ogunyemi & Eze, 2025). Non-monetary rewards can also foster a positive organizational culture, improve employee morale, and strengthen teamwork. This study seeks to examine the role and impact of non-monetary rewards on the organizational performance of MTN Nigeria, exploring how such rewards contribute to increased employee productivity, job satisfaction, and overall company performance.
Statement of the Problem
While non-monetary rewards have been recognized for their positive impact on employee engagement and organizational performance, there is limited research on their specific impact within the Nigerian telecommunications industry. MTN Nigeria, being one of the largest telecom companies in the country, faces challenges in improving employee performance in an increasingly competitive and dynamic environment. Despite offering various non-monetary rewards, there is uncertainty regarding their true effectiveness in enhancing organizational performance. This study aims to evaluate how non-monetary rewards influence employee productivity and overall organizational success at MTN Nigeria.
Objectives of the Study
- To evaluate the impact of non-monetary rewards on employee performance at MTN Nigeria.
- To explore the relationship between non-monetary rewards and organizational performance at MTN Nigeria.
- To identify the challenges MTN Nigeria faces in implementing effective non-monetary reward systems.
Research Questions
- How do non-monetary rewards affect employee performance at MTN Nigeria?
- What is the relationship between non-monetary rewards and organizational performance at MTN Nigeria?
- What challenges does MTN Nigeria face in implementing non-monetary reward systems to enhance employee performance?
Research Hypotheses
- H₀: Non-monetary rewards do not significantly affect employee performance at MTN Nigeria.
- H₀: There is no significant relationship between non-monetary rewards and organizational performance at MTN Nigeria.
- H₀: MTN Nigeria does not face significant challenges in implementing non-monetary reward systems to enhance employee performance.
Scope and Limitations of the Study
This study will focus on MTN Nigeria and its use of non-monetary rewards to enhance organizational performance. Data will be collected through surveys of employees, interviews with human resource managers, and analysis of internal performance and reward system data. Limitations of the study include possible biases in employee responses, as well as challenges in accurately measuring the impact of non-monetary rewards on organizational performance due to other influencing factors.
Definitions of Terms
- Non-Monetary Rewards: Incentives that are not financial in nature but are used to recognize and motivate employees, such as praise, career development, job autonomy, and work-life balance.
- Employee Performance: The efficiency, productivity, and quality of work demonstrated by employees in fulfilling their roles and responsibilities.
Organizational Performance: The ability of an organization to achieve its goals and objectives, often measured through profitability, market share, and employee satisfaction.
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Chapter One: Introduction
