THE IMPACT OF NON-FINANCIAL INCENTIVES ON MOTIVATION OF NON-EXECUTIVE STAFF AT LEADING COMPANY CITY OFFICE

Abstract

The most invaluable asset an organization possesses is its workforce, its human resources. This resource serves as a means to gain a competitive edge in many organizations. This is because the unique skills and capabilities of employees cannot be replicated by any machinery or equipment. Employee motivation is something which can impact organizations’ performance and employee retention, thereby diminishing employee motivation can be a problem. Therefore, the primary objective of the study is to investigate how non-financial factors impact the level of motivation of non-executive staff of leading company city office. The issue of dwindling motivation is a widespread challenge faced by organizations globally. It is a phenomenon that individuals encounter not only at their workplaces but also in their academic pursuits and personal lives. The central goal of the study is to pinpoint the key non-financial factors that can enhance employee motivation and provide insight into addressing this issue. Specifically, this study focuses on three identified non -financial factors: job security, flexible work hours and recognition. These factors have been analyzed in relation to their impact on employee motivation. By employing a quantitative research approach, the study utilizes scientific methodologies to investigate the issue. The sample for the study consisted of 117 randomly selected employees, and a questionnaire was sent through a google form to collect the primary data. The findings of the research shed light on the variables revealing a positive relationship between the non- financial factors and employee motivation. The analysis of collected primary data was carried out using SPSS. In conclusion the study reveals a significant positive relationship between job security and motivation & flexible work hours and motivation. But there is no significant relationship between recognition and motivation according to the study. As a result, the research recommends that the management take measures to address job security, recognition and flexible work hours in order to elevate employee motivation levels. By doing so the organization can expect to witness an improvement in employee engagement and employee retention.