Impact of Extrinsic rewards on Employees Motivation : a case of telenor pakistan

Abstract

Motivation is a critical factor that influences employee performance, productivity, and retention in any organization. While intrinsic factors, such as sense of achievement, recognition, and personal growth, are important for long term employee motivation, extrinsic rewards also play an important role, especially in the initial stages of employment. Telenor Pakistan, as one of the leading telecoms and financial services providers in the country, relies heavily on motivated employees to deliver quality services to its large customer base. This quantitative study aimed to examine the impact of extrinsic rewards on employee motivation levels at Telenor Pakistan. Extrinsic rewards in this context refer to financial incentives like salary, bonuses, commissions as well as benefits like leaves, medical coverage and retirement plans provided by the organization. The study collected primary data through a survey questionnaire administered to a sample of employees from different departments and designations at Telenor Pakistan. The survey assessed employee perceptions about the various extrinsic rewards offered by Telenor Pakistan and their influence on motivation levels. Motivation levels were measured using standard scales that evaluate factors, such as effort, commitment, job satisfaction, intention to stay, and work performance. Comparisons were made between rewards and motivation levels across different demographic groups and job levels. The findings of this study provided valuable insights into the effectiveness of Telenor Pakistan's current reward strategies and identified areas for improvement. Recommendations were provided to enhance rewards programs and to better link them with organizational goals of boosting employee motivation and engagement. The results can help inform HR policies and practices at Telenor Pakistan as well as similar firms operating in the dynamic telecom and financial services industry