| Abstract: | In a competitive business environment, the concept of rewards and employee motivation has become a popular point of discussion in many successful organizations. Companies need to review their reward systems in order to improve employee motivation, increase performance and stay competitive. The main purpose of this study is to investigate financial and non-financial rewards that affect the motivation of employees in Ethiopian Construction Design and Supervision Works Corporation. To conduct the study both primary and secondary data were used. Explanatory research design was employed to carry out the study. Hence, to collect primary data, questionnaire was used. Document analysis check list is employed to extract data from secondary sources as journals, thesis works, books and from on line sources. The samples in this research involve 161 employees of the enterprise. To take the samples, this research employed simple random sampling method. The data analyses, both descriptive and inferential statistics method were used in SPSS version 20.The reliability of variables tested by Cronbach’s Alpha coefficient, the average result of variables was0.839 which is satisfactory. The findings of the study have indicated and have affirmed that both financial and non-financial rewards affect the motivation of employees and there is a direct and significant relationship between the variables on employee motivation. According to the research many reward systems have been used in the enterprise. However, high numbers of employees are receiving some sort of financial reward that is salary and allowance but salary and allowance is very important to motivate employees of ECDSWC employees. Therefore, the researcher recommended that the top management should revise the current salary and allowance system. It is also important that the employees should be publically recognized, so the employees may assure, that they are the important part of the organization. Moreover, Managers need to revisit their reward package time to time to make sure that these motivational factors are still valued or desired by employees. |
