Introduction

In the present era, job satisfaction plays vital role in the organization’s managementand in the implementation of effective human resource development strategies. In view of this, the study attempts to identify the influence that rewards have on job satisfaction.

Job satisfaction increases the degree of happiness in the workplace, which leads to a positive work approach. A lack of jobsatisfaction can lead to increased absenteeism and unnecessary turnover in the workplace(Locke, 1998). A satisfied worker is creative, flexible, innovative, and loyal, (Enotes, 2010).

Employee’s job satisfaction has always been an important issue for managers. Since, satisfied employees tend to be more productive, creative and committed to its organization and work place therefore, work place environment must be able to attract, motivate and retain creative, committed and hardworking individuals, (Michelle, 2006).

In different dimensions the rewards structure have strong relationship with job satisfaction (Clifford, 1998). Earlier Job rewards have been studied as set of the task itself, salary, promotions, behavior of supervisors and coworkers, cohesiveness of work groups, security, fringe benefits, and working environment (Locke &Gruenberg, 1995). The demographic variables are also very important while a study is being conducted on relationship of work rewards with job satisfaction.

The importance of reward in the day-to-day performance of workers’ duties cannot be over emphasized, especially when it comes to being rewarded for a job done. It is a well-known fact that human performance of any sort is improved by increase in motivation. Going by the findings of this study, it can be easily inferred that workers reward package matters a lot and should be a concern of both the employers and employees.

Concepts and theories