<div class="description">
<dl><dd>"December 1999"</dd>
<dd>Thesis advisor(s): Kenneth J. Euske, Susan P. Hocevar</dd>
<dd>Thesis (M.S. in Management) Naval Postgraduate School, December 1999</dd>
<dd>Includes bibliographical references (p. 187-190)</dd>
<dd>An incentive system should motivate employees to increase productivity and find innovative ways to control costs. In 1998, Naval Air Warfare Center, Aircraft Division, (NAWCAD) instituted a new reward system. At the request of the NAWCAD, this thesis sought to evaluate the effectiveness of the new reward system from the perspective of the employees affected by the system. The thesis examined current literature on motivation theory with emphasis on expectancy and equity theories. Focus groups and interviews with employees at Lakehurst, NJ and Patuxent River, MD were conducted. Information from the literature review, focus groups, and interviews was used to inform a questionnaire survey which was distributed to 700 employees. Analysis of the survey returns showed NAWCAD's reward system does not fully meet its potential as an effective motivational tool. For example, results suggest that increasing the average number of monetary rewards given per employee during a fiscal year, without increasing the total budget for monetary rewards, could raise employees' sense of reward system effectiveness. Increasing the number of monetary rewards given might make the system more useful for developing employee expectancy levels, developing line-of-sight between performance and reward, as well as promoting a greater sense of equity</dd>
<dd>Mode of access: World Wide Web</dd>
<dd>System requirements: Adobe Acrobat reader</dd>
<dd>US Navy (USN) author</dd>
<dd>dk/dk cc:9116 05/17/00</dd></dl><br>Subjects:</div>
<div class="fn value">
Montgomery, John F.</div>
Internet Archive identifier