Telkom Malang Regional Office, by a proportional random sampling technique with the sample size of 57 employees.
A compensation system is based on the expectancy theory, which suggests that employees are more likely to be motivated to perform when they perceive that there is a strong link between their performance and the reward they receive Fey and Bjorkman, ; Guest, ; Mendonca, Aspects of non-financial compensation include workplace environment, career development, training, employee empowerment and participation.
This study aimed at establishing the effect of non-financial compensation on employee performance of micro finance institutions in Kenya with special reference to WakenyaPamoja Sacco in Kisii County - Kenya.
The study was guided by the following objectives: It was the intention of this study that upon realization of the objectives, the findings of this research study would be of great significance to researchers and scholars, the government and the existing body of knowledge related to the field of study in improving the overall employee performance and operations of the microfinance institutions.
This study was done in the month of December The target population was determined using a census survey method since the population under study was small. All the 65 employees of WakenyaPamoja Sacco-Kisii participated in the study.
To collect data, the researcher used questionnaires which were distributed to all respondents.
To ensure validity, a pilot study was done. For reliability, questions were discussed with the supervisors prior to collection of data. The data was then analyzed both quantitatively and qualitatively.
The study established that indeed the Micro finance industry especially WakenyaPamoja Sacco-Kisii, does employ Non-financial compensation and incentives to motivate employees, drive up their performance as well as to retain staff.The Effect of Financial and Non Financial Compensation to the Employee Performance Arik Prasetya† and Masanori Kato Graduate School of Asia Pacific Studies, Ritsumeikan Asia Pacific University Beppu-shi, Oita-ken, Japan.
Goldman Sachs’ Compensation Principles We recognize that every financial institution is different, shaped by its activities, size, history and culture. Policy Item D RE: Application of Part 3 - Where Jurisdictional Limits Exist.
BACKGROUND 1. Explanatory Notes The Canadian Constitution, the Workers Compensation Act and other federal and provincial legislation place certain limits on the Board's authority to take measures to prevent workplace injuries and illnesses..
In some cases, the Board may be totally excluded from inspecting. effect of non-financial compensation on employee performance of Micro Finance Institutions in Kenya. Objectives of the Study The general objective of the study was to establish the effect of non-financial compensation on .
Few executives and business owners are aware of the power of their compensation systems to focus attention on, and to drive, organizational goals. Last updated: 5/31/ Purpose. The intent of the benefits matrix is to offer medical benefits to full-time employees. Any employee who is employed on average at least 30 hours per week based on the Employee Services policy is eligible for medical benefits..
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