Session
Management, Business and Economics
Description
A reward system is like the biggest management principle in the world. Organizations around the world, the rural banking industry are no exception, use some form of reward system; whether it is open or not, it exists. The belief that: "Reward behavior is repeated" is a statement, which is generally accepted. Rewards are therefore tools of operational control used to link employee goals. To be able to touch employees who use rewards reward must be perceived as meaningful and meaningful. Rewards are described in two different types; it can be in the form of motivational motivation (internal) or personal motivation of growth (external). External rewards can be monetary, usually a variable compensation, divided by salary or non-monetary. Employees may have difficulty seeing how their efforts translate into results and may be demotivated if they see a team member being rewarded for not contributing enough to the end result. She argues for a reward based on equality in a given team and not on a basis based on balance, where everyone gets the same. Therefore designing team-based rewards is vital if you are to avoid negative effects on motivation, which will eventually lead to bigger problems for your organization if allowed to promote. The data of the paper are primary, with a sample of 53 employees of 4 commercial banks in Peja, where the econometric results of the paper show that external, internal bonuses and other factors have an impact on the performance of employees in the banking sector.
Keywords:
Reward, Kosovo, Banking sector
Session Chair
Hasan Metin
Session Co-Chair
Nehat Dobratiqi
Proceedings Editor
Edmond Hajrizi
ISBN
978-9951-437-96-7
First Page
130
Last Page
136
Location
Lipjan, Kosovo
Start Date
31-10-2020 10:45 AM
End Date
31-10-2020 12:15 PM
DOI
10.33107/ubt-ic.2020.315
Recommended Citation
Daci, Enver and Lani, Lirim, "Reward Management of Employees in the Banking Sector" (2020). UBT International Conference. 463.
https://knowledgecenter.ubt-uni.net/conference/2020/all_events/463
Included in
Reward Management of Employees in the Banking Sector
Lipjan, Kosovo
A reward system is like the biggest management principle in the world. Organizations around the world, the rural banking industry are no exception, use some form of reward system; whether it is open or not, it exists. The belief that: "Reward behavior is repeated" is a statement, which is generally accepted. Rewards are therefore tools of operational control used to link employee goals. To be able to touch employees who use rewards reward must be perceived as meaningful and meaningful. Rewards are described in two different types; it can be in the form of motivational motivation (internal) or personal motivation of growth (external). External rewards can be monetary, usually a variable compensation, divided by salary or non-monetary. Employees may have difficulty seeing how their efforts translate into results and may be demotivated if they see a team member being rewarded for not contributing enough to the end result. She argues for a reward based on equality in a given team and not on a basis based on balance, where everyone gets the same. Therefore designing team-based rewards is vital if you are to avoid negative effects on motivation, which will eventually lead to bigger problems for your organization if allowed to promote. The data of the paper are primary, with a sample of 53 employees of 4 commercial banks in Peja, where the econometric results of the paper show that external, internal bonuses and other factors have an impact on the performance of employees in the banking sector.