Abstract:
The study measured the impact of rewards and compensation on employees’ performance
within the Ghana Education Service. Specifically, the objectives of the study were to
identify the rewards and compensation practices implemented within the Ghana
Education Service, to assess the impact of intrinsic rewards on employees’ performance
and finally to investigate the impact of extrinsic rewards on employees’ performance.
This study was positioned within the positivism worldview hence quantitative
methodology was adopted. The study employed probability sampling specifically simple
random sampling to select the study participants. Afterwards, the study used the Krejcie
and Morgan (1970) sampling table to determine the sample size for the 150 population
size. Based on the table, the sample size for this study was 108 with a 95% confidence
interval and 5% error of margin. Since the study was guided on the principles of
quantitative methodology, this study used questionnaires to solicit data from the
respondents. The study distributed 108 questionnaires to teachers working in the Manhyia
Sub Metro of the Ghana Education Service. From the questionnaires distributed, a total of
66 completed questionnaires were returned to the researcher. However, out of the
retrieved questionnaires, 51 were usable for the analysis, giving an effective response rate
of 54.8%. Data was subsequently analyzed using descriptive statistics such as Mean and
Standard deviation. Inferential statistics thus, Pearson correlation and multiple regression
were used for the relationship analysis. Findings from this study showed that intrinsic
reward packages which in effect were given to employees to supplement their salary were
not provided by GES. On this score it is recommended that fringe benefits such as
headmaster duty allowance, class teacher allowance, teacher on duty allowance ought to
be provided by GES to supplement teachers’ pay since it was established that the pay and
salary GES provided was not adequate for its employees.
Description:
A Dissertation in the Department of Management Studies, Faculty of Business
Education, submitted to the School of Graduate Studies, University of
Education, Winneba in partial fulfilment of the requirements for award of the
Master of Business Administration (Human Resource and Organizational
Behaviour) degree.
AUGUST, 2017
