Analysis of The Extrinsic Reward Systems on Productivity of Refugee Workforce in Kakuma Camp

Abstract

The purpose of this study was to evaluate the effect of the extrinsic reward systems offered to employed refugees on their productivity and motivation to work and their subsequent effect on employee commitment and retention at work in Kakuma refugee camp. The objectives of this study were to identify the existing extrinsic rewards for employed refugees in Kakuma refugee camp, determine the effect of the extrinsic rewards on their commitment and retention levels, find out their satisfaction levels with extrinsic rewards, establish the factors that influence their performance and establish strategic interventions that can be adopted to enhance productivity and commitment among employed refugees in Kakuma camp. Exploratory and descriptive designs are the research designs that were used to collect data to portray accurate information on the extrinsic rewards implemented in Kakuma Camp. The research instruments which facilitated the collection of data were questionnaires and interview schedules. The sampling procedure relevant in this study to achieve the objectives in the most effective and efficient manner were purposive sampling and random sampling. Data was coded and entered into Statistical Package for Social Sciences (SPSS). The findings of this study reveal that the extrinsic reward received by employed refugee as salary was incentive, thus monetary reward. Though the majority of the respondents did not recognize non-monetary rewards offered by the employer such as trainings, bicycles, food, days off, and parties at the end of year, some organizations offered those rewards to their employees. The findings showed that commitment and motivation of employees were influenced by the extrinsic rewards, while, satisfaction level and productivity were largely affected. The findings also displayed factors such as performance appraisals, salary and benefits surveys influenced their performance that led to poor productivity. Reward system therefore was among the main factors that influenced employee refugees’ productivity. Basing on the research findings, the study has recommended the development of a reward system that aligns job performance with the rewards while ensuring that both monetary and non monetary rewards are offered to employed refugees. Moreover, the rewards system should value employees’ qualification, job performance and length of service in order to yield motivation and increased job productivity