The main objective is to discuss whether the rewards/incentives schemes provided to the employees to improve and enhance performance within the Department. The discussions will be done on employee satisfaction on the rewards/incentives schemes offered in the Department. The study will cover both the theoretical and practical approach to the topic of Incentives/ rewards that can improve performance of employee and service delivery to communities. Qualitative and quantitative methods were used to collect data for this study. The samples were selected from employees of the Department of Health and Social Development, North West Province. A questionnaire consisting of three parts has been used in the survey. / Thesis (MBA) North-West University, Mafikeng Campus, 2010

It is hypothesised that benefits have had little effect on freedom of choice, done little to increase social order and integration in the firm, but have undermined redistributional measures taken by Governments, and influenced the principles on which social policy is based.

Inaug.-Diss.--Basel. / Vita. Bibliography: p. 6-9.

Inaug.-Diss.--Basel. / Vita. Bibliography: p. 6-9.

Thesis (M. Phil.)--University of Hong Kong, 1997. / Includes bibliographical references (leaf 172-178).

The intention of this study was to measure the work engagement and EVP of employees and further to investigate the relationship between work engagement and EVP. A secondary objective was to determine to determine to what extend intrinsic rewards of EVP affects work engagement more than extrinsic rewards. The study was quantitative in nature and data was obtained by means of an electronic survey. The EVP questionnaire and UWES were used to measure EVP and work engagement respectively. Results showed that there is no practical relationship between work engagement and EVP; however, evidence suggested a statistically significant relationship between work engagement and EVP. There was no evidence to suggest that in the relationship between work engagement and EVP, intrinsic components of EVP affect work engagement more than extrinsic rewards. It was however suggested that although the extrinsic rewards component of EVP are important in attracting and retaining employees, rewards had no correlation with work engagement. Implications of the findings suggest that rewards might be important when attracting and retaining employees to a company. However, in order to develop levels of work engagement rewards play no significant role. Companies should invest in enhancing the intrinsic components of their EVP to such an extent that it contributes to levels of work engagement.

No description available.

No description available.

張家偉. / 論文(哲學碩士) -- 香港中文大學硏究院政治與行政學部, 1997. / 參考文獻: leaves 107-116. / Zhang Jiawei. / Chapter 1. --- 緖論 --- p.1-15 / Chapter 2. --- 中國國有企業的福利制度 --- p.16-32 / Chapter 3. --- 國有企業的福利擴張趨勢 --- p.33-60 / Chapter 4. --- 中國政府對福利擴張的控制 --- p.61-74 / Chapter 5. --- 福利擴張揭示的現象-- 工人與企業經營者的關係 --- p.75-90 / Chapter 6. --- 總結 --- p.91-97 / Chapter 7. --- 附錄一：山東省某國有企業的個案硏究 --- p.98-106 / 附錄二：中國國有企業職工福利發展相關大事記 / Chapter 8. --- 參考文獻 --- p.107-116

published_or_final_version / Social Work / Master / Master of Social Work