The Implications of the Reward System on the Performance in Relation to Self-Efficacy

Research Methodology Course MBA program

“The Implications of the Reward System on the Performance in Relation to Self-Efficacy”

Presented by:
Mahmoud Hamouda

Presented to: Dr. Ahmed Amin

Date: Jan 14th, 2012

“The Implications of the Reward System on the Performance In Relation To Self-Efficacy”

Mahmoud Hamouda
Germany University in Cairo
Prof. Ahmed Amin
Germany University in Cairo

January 2012

Introduction

Reward System is an important tool used by the organization (Trevor, 2011) to increase the employee’s performance (Cummings & Worley, 2008), however it always depend on the manager’s subjective evaluation (Bol, 2011) which always lead to employee’s dissatisfaction (Cummings & Worley, 2008) declining in the employee performance and abusive treatment from the managers (Tepper, Moss, Duffy, 2011). part of these employees perceived themselves as able to offer a high level of performance (Bandura, 1994) believing in their capabilities, this study is going to call them herein after their self-efficacy is high as they always show great results in their assignments regardless whether they are well compensated or not. This study will show that reward system always has a positive relation with the performance, also is going to examine the relation between the reward system and the employee performance (Mumford, 2011) and see its effect on the employees who are high self-efficacy
Since there is a great relation between the organization and the high caliber employees this study will emphasize the role of the high self-efficacy persons and what is the impact of abusing or mistreating them and examining whether they will still high performer or their performance will decline and consequently the organization will be in a risk
Also the study is going to focus on the literature on (1) the relation between the reward system and the employee performance (Cummings & Worley,

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