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Author
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Maguraushe , Sharon T.
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Title
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An Investigation of the relationship between reward management strategies and employee satisfaction at city of Harare
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Abstract
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In public organisations like the City of Harare, where efficient service delivery depends on a contented and dedicated workforce, reward management systems are essential for improving employee happiness, motivation, and organisational success. The City of Harare needs to assess the efficacy of its reward systems since, in spite of reform initiatives, it has seen significant personnel turnover, deteriorating service quality, and ongoing employee unhappiness. This study examined the connection between employee satisfaction at the City of Harare and reward management systems, namely performance-based awards, recognition, financial incentives, equity, and fairness. A self-administered questionnaire was used to gather data for the quantitative cross-sectional survey design. Since non-managerial staff members from different departments within the municipality are most immediately impacted by operational reward methods, this study focused on them. Out of an 80 person sample, 45 valid replies were received, yielding a 56.25% response rate. The main goals were to evaluate how work-life balance and performance-based awards relate to one another and to ascertain how well financial incentives and recognition improve the workplace. A secondary goal investigated the relationship between job stability and equity and fairness. Important results showed a statistically significant positive correlation between work-life balance and performance-based awards, indicating that properly designed incentives can enhance workers' capacity to balance work and personal obligations. Furthermore, even in cases where competitive compensation was absent, it was discovered that financial incentives and recognition greatly improved the work environment. Additionally, the study found that employee job security and perceived equity and fairness in reward systems were strongly positively correlated. Based on these results, the study suggests formalising recognition programs, enhancing performance-based reward systems, and increasing award distribution's transparency and consistency in order to meet the needs of both intrinsic and extrinsic employees in Zimbabwe's public sector.
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Date
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June 2025
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Publisher
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BUSE
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Keywords
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reward management systems
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public sector
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Supervisor
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Dr T. Tichagwa,
