Original Research

The strategic importance of motivational rewards for lower-level employees in the manufacturing and retailing industries

CA Arnolds, DJL Venter
SA Journal of Industrial Psychology | Vol 33, No 3 | a390 | DOI: https://doi.org/10.4102/sajip.v33i3.390 | © 2007 CA Arnolds, DJL Venter | This work is licensed under CC Attribution 4.0
Submitted: 19 February 2007 | Published: 19 February 2007

About the author(s)

CA Arnolds, Nelson Mandela Metropolitan University, South Africa
DJL Venter, Nelson Mandela Metropolitan University, South Africa

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One of the biggest challenges that managers face in executing business strategies to achieve competitive advantage, is the employment of motivational techniques that build wholehearted commitment to operating excellence. Much confusion however still exists on the question of which rewards really motivate employees. This study investigates which rewards motivate lower-level employees (N = 367) in both manufacturing and clothing retail firms. The results show that the most important individual motivational reward for blue-collar employees is paid holidays and for frontline employees, retirement plans. The most important motivational reward category for both blue-collar and frontline employees is fringe benefits (paid holidays, sick leave and housing loans).


Motivational Rewards; Lower-Level Employees; Frontline employees


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Crossref Citations

1. Impact of Tangible and Intangible Rewards on Organizational Commitment: Evidence from the Textile Sector of Pakistan
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American Journal of Industrial and Business Management  vol: 05  issue: 03  first page: 138  year: 2015  
doi: 10.4236/ajibm.2015.53015