The Relationship between Reward Practice and Employees Performance: An Empirical Study

Employees today are more concerning on the rewarding approaches in which they seek for the ground elements that should be demonstrated in accordance to ensure that one's organizational reward practice will be effective as possible. Thus, the study is to investigate the relationship between employees' perception on transparency, fairness, controllability and the reward values of reward practice and employees' performances at TOYOTA 3S Centre SP Selatan Otomobil Sdn Bhd, Kedah in 2009. The employees were given questionnaires regarding the reward practice in the organization to be answered. As a result of findings, the study shows that all factors were not significant to contribute employees' performances. Moreover, even the transparency factor which gives the highest degree of contribution still not significant. As recommendation, the study suggest that organization should be aware on the rights of the other potential employees to be listed in the reward programme The reward values may not only necessary to be in the monetary form, but should also alternatively being provided in other form such as the employer's appraise in the employee recognition. In future research, the employees and employer should have the good relationship to get the win-win situation in reward practice.