Reward mentality as a lever to enhance corporate culture. How can reward and benefit systems improve employee satisfaction and companies’ competitiveness?

Table of Contents

1 Introduction

1.1 Problem definition

1.2 Aim

1.3 Research Question

1.4 Research Objectives

1.5 Dissertation structure

2 Literature review

2.1 Introduction

2.2 Rewards as drivers for motivation at work

2.3 Importance of reward systems for employees

2.4 Relationship between rewards and a successful Corporate Culture

2.5 Different reward systems

2.5.1 Individualistic rewards

2.5.2 Cooperative rewards

2.5.3 Monetary rewards and benefits

2.5.4 Non-monetary rewards and benefits

2.6 Impacts of reward and benefit systems on employee satisfaction

2.6.1 Psychological and emotional effects

2.6.2 Positive and negative effects of extrinsic rewards

2.6.3 Positive and negative effects of intrinsic motivation

2.7 Innovative mind-set: Rewards as influencers of innovative thinking

2.8 Rewards as decisive factors for long-term competitiveness

2.9 Summary of findings

3 Methodology

3.1 Research philosophy

3.2 Data collection methods

3.2.1 Primary data: Semi-structured interview

3.3 Sampling techniques

3.4 Ethical considerations

3.5 Methodological limitations

4 Data analysis

4.1 Introduction

4.2 Primary data

4.2.1 Qualitative data analysis and discussion with links to literature

4.3 Summary and discussion of key findings

5 Conclusion and Recommendations

5.1 Conclusion

5.2 Recommendations

5.3 Limitations of the overall research

Research Objectives and Key Topics

The primary aim of this research is to analyze how Evergreen Marine can optimize its existing reward and benefit systems to enhance employee satisfaction, long-term competitiveness, and an innovative mind-set within its German offices, using qualitative data to bridge the gap between literature and practice.

• The correlation between effective reward mentalities and corporate success.
• Distinctions between individualistic and cooperative reward structures.
• The impact of monetary versus non-monetary rewards on employee motivation.
• Barriers to innovative thinking caused by hierarchical structures.
• Strategic recommendations for implementing a balanced reward model.

Excerpt from the Book

Summary of Chapters

1 Introduction: This chapter introduces the research context, focusing on the correlation between reward systems, employee satisfaction, and organizational competitiveness at Evergreen Marine.

2 Literature review: This section provides a theoretical framework by examining various reward types and their psychological effects on motivation and innovation.

3 Methodology: The author details the use of qualitative, semi-structured interviews and an interpretive philosophy to gather subjective data from employees.

4 Data analysis: This chapter presents the primary findings from the interviews, organized into themes such as job satisfaction, reward effectiveness, and areas for improvement.

5 Conclusion and Recommendations: The final chapter synthesizes the findings and proposes practical strategies, such as implementing a performance-measuring scorecard and increasing autonomy.

Keywords

Reward systems, Employee satisfaction, Corporate culture, Shipping industry, Evergreen Marine, Intrinsic motivation, Extrinsic rewards, Long-term competitiveness, Innovative mind-set, Qualitative research, Performance-based pay, Organizational commitment, Human resources, Career development, Strategic management.

Frequently Asked Questions

What is the core focus of this master thesis?

The thesis focuses on analyzing the current reward mentality at Evergreen Marine and exploring how to improve these systems to better support employee satisfaction and long-term business competitiveness.

Which thematic fields are central to the study?

The central themes include the effectiveness of monetary and non-monetary rewards, the influence of leadership on motivation, the role of corporate culture, and the promotion of an innovative mind-set.

What is the primary research goal?

The goal is to provide strategic recommendations that enable Evergreen Marine to optimize its reward structures to boost employee engagement and performance.

Which scientific methodology was applied?

The researcher employed a qualitative research approach, specifically utilizing semi-structured interviews with 14 full-time employees across different hierarchical levels and departments in Germany.

What is covered in the main body of the work?

The main body covers a comprehensive literature review, the methodological framework, a detailed analysis of primary data collected through interviews, and a discussion of key thematic findings.

Which keywords best characterize this research?

The work is characterized by terms such as reward systems, corporate culture, intrinsic and extrinsic motivation, employee satisfaction, and organizational competitiveness.

How does the shipping industry's competitiveness affect rewards?

The high competitiveness of the shipping sector pressures companies to treat employees as their main competitive advantage, making effective reward systems essential for retaining skilled staff.

Why did the researcher choose the 'Evergreen Marine' case study?

The researcher, being a former employee in the Sales Department, identified specific challenges regarding reward transparency and hierarchical constraints, which provided a practical and research-worthy basis for analysis.

What is the role of the 'Balanced Scorecard' in the recommendations?

It is recommended as a performance-measuring tool to provide clear goals and increase transparency, though the author emphasizes it must be carefully tailored to individual departmental tasks.

How do generational differences impact the study’s results?

The findings indicate that younger employees (Generation Y) place a higher value on monetary rewards for financial security compared to older generations, which influences their overall job satisfaction.