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Employees at all levels compare their efforts and rewards relative to those of other employees. A perceived equity of these comparisons leads to experienced levels of job satisfaction and motivation. The expectancy theory of motivation makes it clear that if employees perceive a weak connection between performance and reward, then the rewards will not function as motivators. (Dailey, 2005:4/14)
Group-Based Reward Systems
According to Dailey (2005:4/29), group based reward systems encourage team work and collaborative work activity in organizations where employees are arranged in self-directed teams...
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