For any company to fulfill its obligations to stakeholders, the company’s top management must design a rapport between the company and the staff members, which will meet the dynamic needs of both the staff members and the top management. The company expects the staff members to carry out their duties in a reliable manner within the set parameters agreed in their contracts signed with the company.
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The company expects the staff members to work with minimum supervision, to take initiatives and to acquire new skills in the course of their work.
On the other hand, the staff members expect the employer to grant them favorable pay, safe working environment and just treatment at all times as agreed by the two parties and as guided by any regulations or statutes relating to employer-employee relation.
From a small ground-handling business with five employees, Dnata is today the fourth largest air services provider in the world with over 20,000 staff members spread in the five continents of the world (The Emirates Group, 2013).
The company specializes in ground handling, cargo, travel, and catering in the 38 countries in which they offer their services. Dnata belongs to the Government of Dubai though it operates independently and has its headquarters in Dubai (The Emirates Group, 2013). The name Dnata is an acronym for Dubai National Air Travel Agency.
It has created a niche for itself in the air services business and has received several awards that attest to this. The company scooped the prize for the ‘World’s Leading Air Travel Service provider’ in the Word’s Travel Awards, ‘Ground Handling Provider of the Year’ in the Aviation Business Awards and ‘Middle East’s Leading Tour Operator’ in World Travel Awards (The Emirates Group, 2013).
Problem of the Study
The reward management model is a crucial part of any modern company’s infrastructure since the company must operate through making maximum use of the employees. As such, staff satisfaction and the reward model are crucial factors for a company to realize its goals.
In the recent past, there have been several cases of industrial actions by Dnata staff members and the staff strike at Geneva airport by Dnata staff members in 2012 is still vivid. Such industrial actions are contagious and can spread from one workstation to another. They disrupt services and hurt the reputation of the company. They affect the profitability of the company too.
With this in mind, the company has the obligation of preventing such industrial actions from taking place.
The study relies on the assumption that Dnata can prevent such industrial actions and boost the morale of its employees by putting in place a proper reward system that will cater for the needs of the employees. The following are the research questions: How does reward model assist to achieve organizational goals and avert industrial actions? Are rewards within a company able to boost employees’ performance? Lastly, which is the best reward model for an organization?
The study will include both qualitative and quantitative approaches to ensure that all the necessary information is in place for thorough analysis to yield informed conclusions. There will be a review of available literature on reward systems backed by the findings of this study. The study will administer questionnaires to acquire quantitative data while face-to-face interviews will yield qualitative data.
Limitations of the Study
It will be hard to approach Dnata employees because of the nature of their work. In addition, the staff members work in 38 countries and this presents a difficulty in reaching them.
The study will provide reasons for the industrial actions by the company staff and recommend to the company on the necessary steps for the company to avert such industrial actions in the future. The analysis from this study and the available literature will enable the researcher to make objective conclusions and recommendations to the company.
The Emirates Group. (2013). Our Brands. Retrieved from http://theemiratesgroup.com/