Summary of Monetary Rewards on Job Satisfaction The Case of Human Resource Department In The Private Higher Education Institute In Bangladesh

The present analysis defines the impact of monetary rewards on the job satisfaction. The case considers the human resource department for the evaluation of activities and financial rewards. The effective monetary reward is considered for the educational sector and satisfaction of employees. The data was collected from different sources to evaluate behaviour of employees, human resource system, and reward system. The primary analysis includes descriptive and inferential analysis and carried out regression analysis, Cronbach's Alpha, and ANOVA. Besides considering the monetary rewards, the ethical impact on working capability of workers is also considered.

The prime consideration of the effective monetary reward is to improve the satisfaction levels and performance of employees in the organization. The samples were collected by using convenience sampling methods. The survey was delivered to the participants through E-mail. The dependent and independent variables were considered in the educational sector for HRM practices. The ethical considerations of research include correct principles and evaluated behaviour of employees in the workplace. The efficiency of employees increases by awarding and praising their abilities, skills and knowledge. The research can be helpful for the future perspective, the improved abilities of the employees through proper admiration can accelerate the development process in the organization and management can achieve their goals.

Background/Literature review of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

 Bonuses are the financial compensations that are not part of the salary but given to the workers as a reward for their dedication to their work.  It could also be given to the employee to inspire them to work even better. Whether or not an employee gets bonuses depends on how well they are doing. Those performances could range from a multitude of activities, and they pay off to the employee as additional financial reward.

 Research questions, hypothesis, objectives:

Research question of Monetary Rewards On Job Satisfaction The Case Of Human Resource Department In The Private Higher Education Institute In Bangladesh

Some of the major research questions of the study are the following:

1.      What is the importance of monetary rewards in the educational sector for increasing the job satisfaction of the employees?

2.      What are the effective monetary reward HR practices of the educational sector and they help the organization to improve the employee’s performance and satisfaction?

Hypothesis of Monetary Rewards On Job Satisfaction The Case Of Human Resource Department In The Private Higher Education Institute In Bangladesh

Ha1: The importance of monetary rewards in the educational sector is important for increasing the job satisfaction of the employees.

Ha0: the importance of monetary rewards in the educational sector is not important for increasing the job satisfaction of the employees.

Hb1: Effective monetary reward HR practices in the educational sector help the organization to improve the employee’s performance and satisfaction.

Hb0: Effective monetary reward HR practices in the educational sector not help the organization to improve the employee’s performance and satisfaction.

Aims and objectives of Monetary Rewards On Job Satisfaction The Case Of Human Resource Department In The Private Higher Education Institute In Bangladesh

Some of the major research objectives of the study are the following:

 1.                  To understand the importance of monetary rewards in the educational sector for increasing the job satisfaction of the employees.

2.                  To study the effective monetary reward HR practices of the educational sector and they help the organization to improve the employee’s performance and satisfaction.

 Methods including all the major aspects of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

This study is understood in the 13 local schools of the US to know about the monetary reward system in the HRM and its overall impact on the job satisfaction of the employees in the educational sector. In this research study the overall behaviour of the employees in the educational sectors would also ne analyses to evaluate any sport of chances in the behaviour and motivation for work after the implementation of monetary reward system by Human resource management.

The present study is thus based on the investigation of the practice of the monetary reward system in the HRM and its overall impact on the job satisfaction of the employees in the educational sector.

Their primary tests that are to be applied in this research paper are Regression analysis, Cronbach's Alpha, and ANOVA. There are two variables in this research study one is independent and the second one is dependent. The dependent variable is job satisfaction and independent variable is monetary reward. The researchers in this research study will personally manage all of the data and information collected from the primary and secondary resources. The selection of the appropriate statistical technique in this research study is the most significant factor. Therefore, the data analysis techniques for the present research study are based on both the descriptive and inferential data analysis.

Ethical considerations of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

Here a list of ethics is mentioned below that will be taken into consideration:

·           Before the beginning of research all data related to procedure, study instructions and possible hazard will be given to applicant by research managers. 

·           Researchers will defend the participants confidentialities

·           The participant will be the unpaid assistant rather than the forced one.

·           Reliability and facility of the results and collected data is necessary

Monetary Rewards on Job Satisfaction -The Case of Human Resource Department in the Private

Higher Education Institute in Bangladesh

Literature Review and   Financial Rewards of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

A worker needs to be paid for everything they do. Those payments could be of many forms, from pensions to insurances to salary, which the boss is legally and morally obliged to pay to the worker. The compensation is of various forms. They can include bonuses. Bonuses are the financial compensations that are not part of the salary but given to the workers as a reward for their dedication to their work.  It could also be given to the employee to inspire them to work even better. Whether or not an employee gets bonuses depends on how well they are doing. Those performances could range from a multitude of activities, and they pay off to the employee as additional financial reward. (Terera & Ngirande, 2014). The salary or pay is another different thing: depending on how well an employee is performing, and is the compensation of their work. A portion of the pay could be at the employer’s decision, on whether it should be paid or not.

Money serves as a great incentive in businesses as it is fundamentally important to survive in a capitalist society. A person cannot survive without money as they need it for their basic needs, so they are dependent on the company to pay them to fulfil their needs. In addition to that, benefits are the incentives used to motivate an employee to work better. Therefore, it is important for the company to create a benefit program to enhance their production. Another monetary reward is pension. It is money set aside for employees after retirement and given to employees after they retire (Aktar, Sachu, & Ali, 2012).

Pension can serve as an incentive too because pension is only granted when a person retires. If an employee is made to leave or leaves before retirement they do not get pension. This serves not only as motivation but also makes the employee feel that the company cares about them. Another type of reward is the commissions, which are usually given to the people who work in the sales department and is proportional to how many sales they ensure. This is because the sales staffs get paid less and commissions are used to incentivize them to work more for the company. Yet another form of monetary compensation is health insurance. It is basically the employer paying either a significant part of, or all of the medical bills. This is very important for two reasons: firstly because healthcare is very expensive in the modern society; and secondly because it gives a sense of emotional belonging to the employee and gives them satisfaction from their job.  (Hafiza, Shah, & Jamsheed, 2011).

 Job Satisfaction of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

Kumar, Heide, & Wathne, (2011), The blend of Physiological, Environmental and psychological surroundings that results in person to say that he is happy with his job is defined as job satisfaction, the condition that results in great emotional and pleasurable experience via one’s work can be illustrated by job satisfaction as per (Mustapha, 2013). It is also important factor in employee’s detainment and inspiration is further enhanced. Satisfaction about the job is considered as one of the major part in any company.  And for any organization to do well they must ensure to make their employees happy.  (Mustapha, 2013). As per the research done by Yadav & Dabhade, (2014), salary is something paid to an employee of the company in form of cash or another compensation as return of valuable work done for the company by an employee. An employee level of happiness about the job has to do with his salary or compensation. The growing needs of his family with the standard of the life compels an employee to go after higher wages that can help him to pay for his family needs and satisfaction of life. (Yadav & Dabhade, 2014). A sheer volume of un-satisfaction can arise if one feel that he is not being compensated well. As a result, there is something that we call as lack of zealous feelings that will make an employee unhappy from the organization. Georgellis, Iossayz, & Tabvuma, (2010), the studies illustrate that gap between employee satisfaction about his job compensation and the job itself is huge. The inspiration factor behind employees’ attitude towards work and performance is greatly depended on financial aspects.  Those employees or who are self-employed have a kind of work that rewards him well would enhance the chances of an employee satisfaction towards work. As cited by (Georgellis, Iossayz, & Tabvuma, 2010), that satisfaction about work has to greatly do with its compensation that he assumes of his worth. Those workers that they think are compensated as per there worth are highly motivated about the work as compared to the person who is not. Malaysian scholarly staff states that level of concentration has to greatly depend on salary one is getting based on his general happiness level and his worth. Furthermore, in the scenario of Lebanon Human resources efforts play a great role in employees’ performance as in the banking sector of Lebanon where remunerations and benefits play an important role in employees’ performance and satisfaction about the job. (Georgellis, Iossayz, & Tabvuma, 2010).

 Jahani, Ramayah, & Effendi, (2011), they states that just fullfilling the basic needs will not satisfy the employess. There is no doubt in that the higher compensation level and rasing the rewards along with the great work envoirenment will let the employees more attached towards their work. By taking this hypothesis into consideration we can say that the worker try to find satisfaction of various level and necessasities as per their mental level like higher responsibility, modification and thankfullness. Furthermore it is suggested to have the modifcation in the job and have such assignments that can further creates oppurtunities of single accomplishment, salutation and ones achievement. As a result in change in employees’s working has showed great success shown by means of tideness and motivation after working on Herzberg’s dual factor hypothesis.

It is stated by the scholars that it is essential to push the specialist for inspiration to carry out their occupations and feasible with their most astonishing level of capacity. On the other hand it is necessary for the corporation that their employees should not be down and disappointed to fulfil the factor of cleanliness. In addition the scholar promoted the stimulation of cleanliness hypothesis to illuminate the results. Moreover the scholar has considered the motivator the one who is satisfy and declare the hygiene ones who is disappointed. The purpose which is the reason behind the hygiene name is that these constituents are preserved ones which are essential to be separated from dissatisfaction and they also don not motivate themselves (Jahani, Ramayah, & Effendi, 2011).

In the year of 2013 Bari, Shoaib and Atif examine and stated that the factors instigate the satisfaction are quite different from the elements which became the reason behind disappointment so the description behind the separation of the components of hygiene and motivation is this. Though these two attitudes cannot be just evaluated as conflicting energies of the other. In addition, two alternate perceptions of the human desires are accessible stated by the Herzberg. It is essential to distillate and think about the idea of job satisfaction to validate the degree to which it is effected by and employees get satisfied by rewards of non – money or rewards related to money. The term of job satisfaction is which needs concern and is really crucial which is broadly utilized in the aspect of human asset administration.  Job satisfaction is considered as hypothetical development which is decisively recognized with inspiration and assumptions. Job satisfaction is also appropriate to regulate the hypothesis of employees conduct 

All over the year a number of behavioural researchers have made and evaluate an assembled study by evaluating the crucial issue and link between the motivation and job satisfaction. The hypothesis of Herzberg which he explains in 1957, Maslow in 1945, Hawthorne practical’s and the McGregor hypothesis which he conduct in 1960 are considered as the most demonstrative and clarified hypothesis. The chain of the necessities of individuals runs on a climbing scale. Moreover if sentimentality instability assume resist than in this situation the individual can return to the stage of pats. When this desire of individual gets fulfilled than the individual again come back to his or her past necessities. According to the hierarchical administrations should design some domain by which the motivation can increase in the case of the not fulfilling the needs of individuals. In the end of the day when necessities are disappointed to far away from the results directors should have the ability to implement on the right action at the right time (Bari, Arif, & Shoaib, 2013).

It is considered that rewards play an important role in determining the performance of the employees and it has also great effect on the motivation of the individuals. In the year of 2010 it is examined by Saleem, Mahmood and Mahmood that there are two factors which determine that how much a reward can be tempting. These two elements are the measure of the reward which is given and the other element is the weight and age which an individual gives for a particular reward. It is to be notifying that the good managers examine the employees by their activities that acknowledge their endeavours and then they give them some reward which should be tangible to motivate them and to increase their abilities. Mangers should be fair and deal their employees equally and should give them rewards by analysing their performance. By this employees show more dedication to towards their work and they show their full potential which in turns proves fruitful for the firm. Saleem, Mahmood, & Mahmood, (2010), stated that it increase the level of motivation of the employees when they got any achievement in a challenging occupation which authorized them to practice their abilities and skills, it increase their job satisfaction high.  According to the most of the associations the rewards which are given to employees to encourage or to motivate them plays the fundamental role in today’s program of motivation. It is examined by Pouliakas in 2010 that increasing advancement of the world has provide a way and make it easy to self-awareness, enlargement on social standing and to increase the level of job. By taking the appropriate rewards workers came nearer to their association as by satisfying their motivation scale. Rewards play crucial role in the workability of the employees. When employees get to know that they will be rewarded on their good performance they show more faithfulness with their work as when a person know that if he or she will perform good than it will be beneficial for both the organization and for employees than employees will definitely perform good to take the rewards. Rewards make the performance of the employees more effective which in result increase their productivity also. After first reward they struggle more as it is the first reward they can achieve more by showing their more potential (Bari, Arif, & Shoaib, 2013).

In the year of 2012 the researchers Sachu, Aktar and Ali had conducted a research on job satisfaction of the employees. According to this research the satisfaction level of the job is considered as the most powerful element that connects the workers with their jobs for a long – term. Moreover it is reviewed that job satisfaction leads the better performance of the employees. So the primary objective of this research is to examine the influence and effectiveness of the financial rewards on their performance and job satisfaction of workers specifically Blue Collar employees in the contracting, construction and printing organization of Lebanon.  The information on which this research is based is collected through the self – administrated questionnaires. These questioners were filled by the employees of Lebanon organization who are serving in the contracting, printing and construction sectors. The total number of these questioners was 250. The data of this research were examined by using the SPSS tool to explain the demographic profile of employees as well as the several linear regressions evaluation to investigate the association among the different variables.

The hypothesis planned to be examined by the proved research. As anticipated the outcomes has revealed that there is a strong connection in the job satisfaction and financial rewards. Additionally job satisfaction has significant effect on the performance of the employees in an effective way. The company should understand that financial rewards play a crucial role in increasing the job satisfaction of employees and improves their workability (Aktar, Sachu, & Ali, 2012).

By Arif, Barfi and Shoaib (2013) a research is conducted to analyse the association among the performance of workers and job satisfaction and to recognize the connection among extrinsic and intrinsic rewards. This research revealed the factors define the effect of intrinsic and extrinsic rewards on the performance and of employees and their activities which has impact on the commercial banks for deliberation of more structured approach and systematic value to recognize the efforts the workers which flourish high performance values in commercial banks of Bangladesh. Tables and graphs were used in the research comprises on descriptive statistic to provide data on demographic variables. To collect data for this research 200 questioners were spread to the employees of commercial banks and in return researchers got 180 questioners which were filled properly. The outcomes of this research show a strong relationship among independent and dependent variables and explains independent variables has positive impact on employees performance (Bari, Arif, & Shoaib, 2013).

Kumar, Wathne and Heide (2011) stated that rewards could be financial or non-financial. The reward depending on general negatively influence on free choice behaviour but not influence to interest in the task of individual. Several researches has proved that rewards has crucial impact in a company for knowledge sharing and also shows that there is a positive connection among knowledge sharing and rewards. (Terera & Ngirande, 2014).

Financial rewards have deep impact on motivation and knowledge sharing. It also suggests that implicit rewards such as status and reputation are altercation resources that support knowledge exchange. It is also stated to encourage knowledge sharing company requires rewarding in optimistic behaviour of sharing and learning and avoiding rewarding for nonconductive behaviour or possessing knowledge (Kumar, Heide, & Wathne, 2011). 

According to Terera & Ngirande (2014) employees’ satisfaction is considered as one of the most important yet critical aspect of human resource and compensation management. Considering the importance of the employees’ satisfaction numerous researchers have addressed this topic and wide range of research studies is available on this area.  In this regard, organizations are using different strategies and techniques in order to ensure employees motivation and satisfaction. According to this research study, there is a strong relationship between the organizational reward system and the satisfaction of the employees towards their jobs. It is considered as that the employees with high level of motivation and job satisfaction tends to shows high level of productivity and performance. Moreover, such employees are also considered more loyal toward their respective companies. Monetary rewards that are money based rewards are considered as more effective tool for employees motivation. However, a wide range of non- monetary rewards are also used in organizations around the world to enhance the employees’ satisfaction as well as their motivational level. Employees get job satisfaction, when the actual performance of the employees meet with the expectation associated with their job. The non –financial reward plays a vital role in order to provide the positive feeling of job satisfaction. Theses rewards also enhance the motivation level of the employees without using high financial resources. The non-financial rewards include appreciation, job autonomy and job enrichment. On the other hand, the monetary reward incurred considerable cost for ensuring employees satisfaction. Hence, non-monetary rewards are considered more effective in order to enhance employees’ motivation and satisfaction. (Terera & Ngirande, 2014).

Defining the research 250 of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

Research question

Some of the major research questions of the study are the following:

 1.      What is the importance of monetary rewards in the educational sector for increasing the job satisfaction of the employees?

 2.      What are the effective monetary reward HR practices of the educational sector and they help the organization to improve the employee’s performance and satisfaction?

 Hypothesis of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

Ha1: The importance of monetary rewards in the educational sector is important for increasing the job satisfaction of the employees.

Ha0: the importance of monetary rewards in the educational sector is not important for increasing the job satisfaction of the employees.

Hb1: Effective monetary reward HR practices in the educational sector help the organization to improve the employee’s performance and satisfaction.

Hb0: Effective monetary reward HR practices in the educational sector not help the organization to improve the employee’s performance and satisfaction.

Theoretical Framework of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

            In this research proposal there is one independent variable monetary rewards and one dependent variable job satisfaction, and relationship between the variables would be analysis by using quantitative and qualitative research. Some of the researchers in the previous research also conducted that both variables have positive relationship with each other. The primary research is also conducted in order to know about the more accurate relationship between the variables.

Aims and objectives of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

Some of the major research objectives of the study are the following:

1.                  To understand the importance of monetary rewards in the educational sector for increasing the job satisfaction of the employees.

2.                  To study the effective monetary reward HR practices of the educational sector and they help the organization to improve the employee’s performance and satisfaction.

 Study Methods 1500 of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

 Study setting

            This study is understood in the 13 local schools of the US to know about the monetary reward system in the HRM and its overall impact on the job satisfaction of the employees in the educational sector. In this research study the overall behaviour of the employees in the educational sectors would also ne analyses to evaluate any sport of chances in the behaviour and motivation for work after the implementation of monetary reward system by Human resource management.

 Study design of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

The present study is thus based on the investigation of the practice of the monetary reward system in the HRM and its overall impact on the job satisfaction of the employees in the educational sector. Therefore, the explanatory research design will be followed and this is the most appropriate research design. While selecting the research design, it is also emphasized that whether the research design is related to the objectives of the study or not. Thus, the explanatory research design is most suitable for the nature of the present study. This research design is also suitable for the quantitative nature of the study. The present research study is quantitative. Therefore, the explanatory research purpose is more suitable in that regard.

Their primary tests that are to be applied in this research paper are Cronbach's Alpha, Regression analysis, and ANOVA. The tests are necessary for hypothesis Ha and Hc and in order to test hypothesis Hb and Hd second test must be applied. There would be no separate test for antecedents; the test for regression for the monetary reward system in the HRM and its overall impact on the job satisfaction of the employees in the educational sector would include the antecedents as well, in order to signify that the results are a true depiction of the industry itself.

 Target and study population of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

For this research study the target population is consist of the employees working at the America’s educational sector. In this regard, the survey was conducted in the 13 schools of the region. The employees of US educational sectors were selected because they are directly involved in the operations and maintenance of educational system. Convenience sampling method was used to research sampling. Researchers use convenient and HR system of the company to get the email addresses of the research participants. Therefore, the survey invitations were sent via E-mail.

 Sampling procedure of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

The data was collected through the public sector school of United States. The research participants were selected randomly by entering in the offices of the employees where the faculties of these institutes act as the research respondent. In this regard, a total of 13 schools were surveyed. The research respondents were categorized into eight different sets based on the age of the employees. Employees aged between 20-25 were kept in category one, 326-30 in to category two and so on up to 56-60 as the category eight respectively.

 Sample size of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

The collective faculty of these13 schools is around 300 employees in total which serve as the research population. Among this population around 200 employees were selected as the research respondent to study the relationship among the variables of the research. Therefore, the research sample makes 40% of the total population hence; it’s a true representative of the entire population. The full-time employees of theses school filled the research questionnaires with 86% response rate.

 Variables, definitions and data sources of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

There are two variables in this research study one is independent and the second one is dependent. The dependent variable is job satisfaction and independent variable is monetary reward.  The job satisfaction of the employees in educational sector is depends on the HRM practices like the monetary reward for the employees for their exceptional performance in the organization.

Data collection of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

The researchers in this research study will personally manage all of the data and information collected from the primary and secondary resources. For that purpose, the previous approval will be agreed by the concerned authorities. The covering letter and the letter of approval will also be used in order to make the respondents aware of the purpose of the data collection. Moreover, the instruction to fill the questionnaire will also be provided in on the questionnaire. These are the arrangements which are necessary to undertake and quite important for the sake of the appropriate selection and collection of the data. The covering letter will explicitly indicate that the purpose of the research is noncommercial and it is not going to be conducted for the sake of the commercial activity.

Moreover, the participation of the respondents would be subject to the voluntary. The researcher personally will not force them to participate and the participants have the right to quit the survey at any stage of the research. Therefore, this will be the procedure of the research which will be going to be conducted in that context. No incentive will be given to the participants and the participants would be subject to the personal decision of the participants. Thus, these are the important considerations which will be given priority.

 Data management of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

All of the data would be collected from the schools HRM afterward managed and analysis depending on the relationships of the variables with one another. The questions regarding the dependent variable that is employee’s satisfaction was selected. There are various researches on employee performance so the only suitable questioned for current research were selected.  Total six questions regarding dependent variable that is employee performance were selected. The questions regarding the independent variable that is employee training was selected. There are various researches on training of employees so the only suitable questioned for current research were selected. Total six questions regarding independent variable that is employee training were selected.

 Data analysis plan of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

The selection of the appropriate statistical technique in this research study is the most significant factor. Therefore, the data analysis techniques for the present research study are based on both the descriptive and inferential data analysis. For the sake of the analysis of the demographic variables, the descriptive data analysis technique will be employed. These techniques involve frequency, percentages, graphs charts, and central tendencies. These are quite important techniques which are essentially used in such kind of the analysis.

 ETHICAL CONSIDERATIONS of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

In the research, ethic cater the required and correct principals for the research and evaluate the behaviour of the researchers regarding the requirements related to the ethical modes with the purpose to conclude that whether the researcher is following the ethical modes or not in research. In case of more than one researcher, privacy regarding responses or data collected from the samples (the participants of the research) is difficult, in such situation it increases the responsibility of the researcher towards ethics particularly while designing the whole research subject. The data collection techniques in order to investigate the impact of the financial rewards and job satisfaction the research will communicate with all participants to determine what type of information they do not want to share, that will help the researchers to bring efficiency in the research (Resnik, 2015).

Here a list of ethics is mentioned below that will be taken into consideration:

·           Before the beginning of research all data related to procedure, study instructions and possible hazard will be given to applicant by research managers. 

·           Researchers will defend the participants  confidentialities

·           The participant will be the unpaid assistant rather than the forced one.

·           Reliability and facility of the results and collected data is necessary

Validity and Reliability of Study

The study is reliable because the primary and secondary data is collected to maximize the accurateness of the data regarding information regarding the impact of rewards system on the job satisfaction of the employees in the educational sector. The qualitative and qualitative researches are conducted in the research for the analysis of the variables relationship with each other.  This research study is valid because the result of the research study also matches with many of good researcher’s results in the past.

STRENGTHS AND LIMITATIONS of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

Strength of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

The main strength of the research study is that for the research the first hand and primary data is also collected to get more authentic and accurate information regarding the impact of rewards system on the job satisfaction of the employees in the educational sector. One other strength of the company is that it analysis the variables by using both qualitative and quantitative methods.

Limitations of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

Like any other research this research study also has some limitations. The first limitation is that the attitude and perception of the research participants towards the variables of job satisfaction and financial reward is measure on the basis of research questionnaire.  Considering this, the existence of error is possible in the data sets. Secondly, this study is developed for the educational and government settings. Hence, the research finding might not be applicable for the other settings such as private institutes.

 Communication and Dissemination of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

For the research at hand, in order to conduct the survey among the staff of the educational sector the request for the survey is made through the mail on the official email addresses of the school. The request is generated to 25 schools and out of 13 granted the request and allow us to conduct the survey in their school. After getting the permission for survey 2 of the group member visit the school and get the responses of the school administration, HRM   and employees regarding the financial rewards and job satisfaction. all of the candidates fill the questionnaire on voluntary bases.

 STUDY MANAGEMENT of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

Roles and responsibilities

There are total 3 people in the group to complete the thesis proposal; following are the group members and their responsibilities in the research proposal.

 Study Timelines

SEE in Appendix 1 of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

References of Monetary Rewards on Job Satisfaction the Case of Human Resource Department in The Private Higher Education Institute in Bangladesh

1.                Appendices

APPENDIX1: TIMELINE