Examining the impact of compensation and rewards on employee’s performance a survey of teachers within the Manhyia sub-metro Ghana Education Service

Abstract

The study measured the impact of rewards and compensation on employees’ performance within the Ghana Education Service. Specifically, the objectives of the study were to identify the rewards and compensation practices implemented within the Ghana Education Service, to assess the impact of intrinsic rewards on employees’ performance and finally to investigate the impact of extrinsic rewards on employees’ performance. This study was positioned within the positivism worldview hence quantitative methodology was adopted. The study employed probability sampling specifically simple random sampling to select the study participants. Afterwards, the study used the Krejcie and Morgan (1970) sampling table to determine the sample size for the 150 population size. Based on the table, the sample size for this study was 108 with a 95% confidence interval and 5% error of margin. Since the study was guided on the principles of quantitative methodology, this study used questionnaires to solicit data from the respondents. The study distributed 108 questionnaires to teachers working in the Manhyia Sub Metro of the Ghana Education Service. From the questionnaires distributed, a total of 66 completed questionnaires were returned to the researcher. However, out of the retrieved questionnaires, 51 were usable for the analysis, giving an effective response rate of 54.8%. Data was subsequently analyzed using descriptive statistics such as Mean and Standard deviation. Inferential statistics thus, Pearson correlation and multiple regression were used for the relationship analysis. Findings from this study showed that intrinsic reward packages which in effect were given to employees to supplement their salary were not provided by GES. On this score it is recommended that fringe benefits such as headmaster duty allowance, class teacher allowance, teacher on duty allowance ought to be provided by GES to supplement teachers’ pay since it was established that the pay and salary GES provided was not adequate for its employees.