Influence of Non Financial Rewards on Employee Commitment at Kenya Tea Development Agency

Abstract

The study aimed to investigate the influence of non financial rewards on employee commitment at Kenya Tea Development Agency. The research design adopted was descriptive survey design. This consisted of all the employees of Kenya Tea Development Agency who were based at the agency headquarters. The population of interest was 294. The researcher used stratified sampling because of ease of classifying the population into strata‟s. The sample comprised of 30% from each strata of the target population hence sampled to 90. The study used primary data that is collected through self-administered questionnaires containing both open ended and closed questions. The data collected was analyzed using descriptive statistics. Data was analyzed using statistical package for social sciences based on the questionnaires. Results were presented in tables and charts. The study found that the employees agreed that they were provided with medical treatment to a moderate extent. The study found that, career advancement would improve their job to a great extent. The study also found that, the organization released employees from regular work to attend training and even sponsored employees where possible to a great extent .The study also found that, they were being praised and recognized in public for good work to a great extent. The study concludes that career development, development opportunities offered and employee recognition are the tools that management can use to motivate employees in order for them to perform effectively and efficiently. The study also concludes that employees of KTDA place great value on different rewards given to them and this promoted their level of commitment. It is therefore concluded that workers place great value on the different non- financial rewards given to them by their employers. The results of this investigation could be of benefit to managers and policy makers. The study recommends that since career development influenced employees‟ commitment, organizations would be interested in providing opportunities for career development. Institutions such as KTDA have an increasingly competitive operating environment, so by revising their non-monetary reward policies it may lead to a positive influence on employee commitment; this will in turn improve retention and performance