The Effect of Reward Programmes on Employees’ Performance in Ghana: Evidence from Kpone-Katamanso Municipal Assembly

Abstract

The research investigated the influence of reward programs on employee performance in the context of the Kpone-Katamanso Municipal Assembly. Supported by the Expectancy Theory and the Goal Setting Theory as philosophical views on which the study is grounded, 10 employees from the Kpone-Katamanso Municipal Assembly made up the study population, and were chosen using standard random sampling procedures as the study mainly followed the qualitative paradigm besides demographics of respondents that were determined quantitatively using Statistical Package for Social Sciences (SPSS). This was used to calculate the ages, educational background, and number of years in the Assembly appropriately. Empirical outcomes of the study reveal that the primary means of rewarding employees is compensation. Word-of-mouth accolades, meeting allowances, gift packages, cash, and external training were also considered. The study also revealed that positive attitudes regarding employment are boosted by rewards. The practical implications encountered by the KKMA in compensating its employees according to the investigation were also deliberated.