dissertation report

How reward management can increase the
efficiency of the employees in the hospitality
industry of Bangladesh?
A case study on KFC
This dissertation is prepared in partial completion of
the requirements for the degree of B.A (Hons) in
Business Studies of the University of Cardiff
Metropolitan University
Farial Mahtab Haque
ID No: 0018MSOT0213
January 2015

Declaration
"I, Farial Mahtab Haque, thusly pronounce that this dissertation
submitted to Cardiff Metropolitan University is a result of my
independent study, aside from it is cited otherwise. A full rundown of
references and resources are associated"
Sign: Date:
Farial Mahtab Haque
ID No: 0018MSOT0213
January 2015

Acknowledgements
I would like to dedicate this dissertation report to Cardiff Metropolitan
University, future course participants as well as those who have
interest in researching about KFC and how reward management system
can enhance employee’s efficiency.
I am sincerely grateful to many people for the various roles they have
played in contributing and supporting me throughout my journey in
completing this dissertation.
I express my profound appreciation to the dissertation supervisor Zoeb
Rahman, whose motivation, assessment and guidance brought out the
finest in me, despite his busy schedule.
The employees and the line managers of KFC outlets in Dhaka.
My mother for giving me the strength, encouragement and comfort
during difficult times. Without her inspiration I wouldn’t reach this far
of the long journey.

Abstract
Progressive organizations are constantly working towards achieving
increased high performance through various tools and strategies
characterized by increasing investment by employers in their
employees. Rewards and related practices is one of the fundamental
tools through which organizations invest in their employees, with the
main objective being to be able to procure, maintain and good efficient,
motivated and high performing employees.
The main aim of the study is to investigate the relationship between
rewards and employee performance in KFC and is based on primary
research data from questionnaire and survey and also secondary
informations from different websites and journals. The reward
provided by KFC is inclusive of the total financial and non financial
rewards. In managing the motivation of the employee it is very much
important in understanding the psychological contract involved
between the employer and the employee. The literature review
attempts to identify and explain the concepts of reward, and
motivation and tackle the complexity of defining and measuring
employee performance.
In this study, the importance of the reward management system and
recognition to the employee is analyzed. For this purpose qualitative
method of research is applied in this research. Based on the study, the
research findings indicate a strong and positive correlation between
reward management system and employee performance.

Table of Contents
Acknowledgements………………………………………………………………………..2
Abstract………………………………………………………………………………………….4
Chapter 1:
Title……………………………………………………………………………………………….7
Executive Summary……………………………………………………………………….7
1.1 Introduction……………………………………………………………………………..7
1.2 Background of the study……………………………………………………………7
1.3 Statement of the problem…………………………………………………………8
1.4 Purposeof the study………………………………………………………………….8
1.5 Beneficiaries of the study…………………………………………………………..9
1.6 Research questions……………………………………………………………………10
1.7 Research objectives…………………………………………………………………..10
1.8 Background of the company ……………………………………………………..10
1.9 Background of the study……………………………………………………………..11
Chapter 2:
2.1 Literature review……………………………………………………………………..12
Chapter 3: (Research methodology andTools)
3.1 Research Methodology……………………………………………………………. 24
3.2 Research types………………………………………………………………………….24
3.3 Research Approach………………………………………………………………….. 25
3.4 Data collection method…………………………………………………………….26
3.5 Sampling Techniques ………………………………………………………………..27
3.6 Sampling Frame………………………………………………………………………..27
3.7 Sampling Size……………………………………………………………………………27
3.8 Reliability and Validity………………………………………………………………28
3.9 Ethical consideration…………………………………………………………………28
Chapter 4:
4.1 Data Analysis……………………………………………………………………………..29
4.2 Primary research………………………………………………………………………..29
4.3 Secondary research……………………………………………………………………39

Chapter 5:
5.1 Conclusion and recommendation…………………………………………….43
5.2 Answers to questions……………………………………………………………….43
5.3 Validation of the research objectives………………………………………48
5.4 Implication for further research………………………………………………53
5.5 Limitation of the Research……………………………………………………….53
References…………………………………………………………………………………….55
Bibliography…………………………………………………………………………………..61
Appendix: Questionnaire……………………………………………………………….63

Chapter 1
How reward management can increase the efficiency of the
employees in the hospitality industry of Bangladesh? A case study on
KFC
Executive Summary
In the overall report primary research and secondary research has been
conducted. For conducting primary research the author prepared a questionnaire
and collected data fromthe employee and line managers of KFC and for
conducting secondary research the author collected data through different
websites fromthe internet and from journals. Theauthor used PESTEL Analysis,
SWOTAnalysis, Mckinsey’s 7s modelin order to conductthe secondary research.
The fundamental point of the research is to figureout how reward management
systemcan enhance efficiency of the employee and to figure out what are the
rewards KFCshould provideto their employee to keep them encouraged towards
their job.
1.1 Introduction
With time things are changing and the perception of management in
organizations towards their employees is also changing. Management now a day
is more concerned about how they can motivate their employees to get their
work doneon time. Therefore organizations now a day is performing reward
management system.
Reward is considered as a part of motivational theory. Motivating employees
proves as a huge success for any businesses. Human resources areconsidered as
an essential component for any businesses to increase their productivity, success
and performance. (incentivequotes)

The study has being held in order to provethat how reward management can
increase the efficiency of the employees in the hospitality industry of Bangladesh
and how they can be motivated to get possible outcomes.
1.2 Statement of the problem
Hospitality industry in Bangladesh is rapidly increasing and so is the competition.
Therefore organizations thatare associated with hospitality industry needs to
keep their employees motivated and interested towards their job to maintain
high quality performancein order to sustain in the market.
Employees these days don’t put their hundred percent efforts towards their jobs.
Because back in their mind they feel boredomof their monotonous job and
responsibilities towards an organization and they know it really well that no
matter how much little effort they put towards their job employees would get a
fair amountof fixed income.
Hospitality industries in Bangladesh should consider this problem very seriously.
Because if they fail to keep their employees interested towards their job then
there is a high chance that employees might switch to other restaurants or hotels,
don’t maintain an organization’s standard and quality and put less effort in their
designation post.
Therefore, hospitality industries should perform reward management systemin
order to keep their employees interested towards their job and lure them to put
extra efforts in order to enjoy the extra benefits the organizations has to offer.
(thefinancialexpress-bd,2009)
1.3 Purpose of the study
The primary reasons for conducting the research is to evaluate how managers can
make the employees feel as an important aspect towards an organization, keep
the employees interested towards their job. Apart frommoney, material and
machineries men is considered as the mostimportant aspect in a business.

Without men a business can’tbe run. Reward management systemis highlighted
to carry out the research and the motive is mainly for the managers of the
hospitality industry in Bangladesh that how they can keep their employees
satisfied and increases their efficiency.
1.4 Beneficiaries of the study
The target audiences of the study are the managers and the line managers who
are associated with the hospitality industry in Bangladesh. Their research would
help the managers to acquire proper knowledgethat how they can keep their
employees satisfied and interested towards their job.
Hospitality industry is increasing rapidly in Bangladesh and the chance of high
competition is also rising. Therefore managers need to know how they should
value their employees in order to keep them satisfied.
The study mainly consists of the information of reward management systemand
how it can be used to increase the efficiency of the employees in the hospitality
industry. Thereforestudying the research reportwould help the managers to gain
a clear concept of how and what are the steps they should undertaketo ensure
that their employees wouldn’tfeel boredom towards their job and wouldn’t
switch their jobs to somewhereelse. Because in the end if the employees switch
their jobs to other organizations then all the training and education provided by
the currentorganization would be valueless and it would be a big loss for an
organization to undergo recruitment selection process and providing training and
education to the new employees. This research consists of crucial information
that can lead a hospitality industry to place themselves as a strong competitor in
the market.

1.5 Research Questions
Q. 1: Why employees decide to work in KFCand what are the explanations for it?
Q. 2: Keeping in mind the end goal to accomplish the organization's objective
what amountof exertion does KFC put in rewarding their employees?
Q. 3: What are the implications for reward management of the 'adaptable firm'?
1.6 Research objectives
To identify the main reasons of the study the following aspects needed to be
carried out. They are explained below:
 To attain unrivaled measures of work execution, how representatives of KFC
can be empowered.
 To identify the usageof an effective reward mechanism in KFC.
 To evaluate how reward management systemcan help the employees to
enhance their job satisfaction.
1.7 Background of the company
Kentucky Fricasseed Chicken (KFC) is primarily spotted in Louisville, Kentucky, US.
They created themselves in the 50-60's. KFC is one of the biggest chicken chain
restaurants on the planet. They offer in excess of eight million clients over the
world. Clients around the globe can delight in more than 300 differentitems. (kfc,
2014)
TranscomFoods Limited (TFL) began its excursion in 2003 as a franchiseeof Pizza
Hut, the firstWorldwideChain Restaurantin Bangladesh, and happened to sign
the agreement to turn into the franchiseeof Kentucky Fried Chicken (KFC) in the
year 2006. Both Pizza Hutand KFC are subsidiaries of the world's biggest

restaurantorganization Yum! In a compass of seven years, TFL has opened ten
KFC outlets so far all over Bangladesh. (transcombd)
Kentucky Fricasseed Chicken (KFC) remains for astounding fastfood in a famous
show of complete suppers to enhance the customer's commonplacelife. KFC
strives to serveextraordinary tasting, "finger licking great" chicken dinners that
empower the entire family to impart a fun, uninhibited and completely fulfilling
consuming knowledge, with the same comfortand moderateness of a
conventional Speedy Administration Restaurant. TFL effectively propelled the lead
KFC on South Boulevard, Gulshan in September 2006. Ithas effectively won over
the heart of Dhaka and its incredible tasting sustenance, elevated requirement of
cleanliness, marvelous inner part and obviously superb and moderate evaluating.
Tailing its colossalaccomplishmentin Gulshan, the second outlet was opened in
Dhanmondiin November 2008, butthen an alternate in Banani in December
2008. Mostas of late TFL has opened two outlets at Eskaton on February 2010
and another is in Paltan. (transcombd)
1.8 Background of the study
An employee is a person who provides serviceto another person under a state or
oblique agreement and the employer has the constitutional rights to manage the
details of work performance. An employee is hired to work for a precise
occupation who provides his/her serviceto someone else. (biztaxlaw, 2014)
Reward management is an instrument utilized to persuadeemployees for their
commitment on the exertions of the association, so the fundamental reason for
prize administration is additionally intriguing in the estimation of representatives
and whatthey contribute to the association (Stredwick, 2005). Hence, to attain
the responsibilities and objectives in business, association oughtto have a
creating prize method to guarantee that what employees help for the association
will have a worth (Armstrong, 2010). Reward is considered as a part of
motivational theory. Motivating employees proves as a huge success for any
businesses. Human resources areconsidered as an essential component for any

businesses to increase their productivity, success and performance.
(incentivequotes)
The study has being held in order to provethat how KFCcan increase the
efficiency of their employees by providing them rewards apartfromtheir
designated salaries.
Chapter 2
2.1 Literature review
The main objectiveof the research is to identify how reward management system
can keep up the value and courtesy of rewards being offered towards the
employees, which are principally focused around their execution and
commitments towards KFC and how they can be attracted, retained and
motivated.
Reward management is intrigued as the persuasion of work power. Itrequests the
association's unprejudiced quality to encouragethe job achieve its target.
Furthermore, the mostconnotation and troublesomepurposeof prizeframework
is that how to gauge precisely vocation day's work for an evenhanded pay rate. In
the time of mechanical insurgency, paying was consolidated essentially with item
productivity of plural. A successfulprizeframework is taking into account
worker’s fulfillmentof their need and anticipates fromwork. Customarily,
workers figures on budgetary guaranteeas well as paying for time not work or
exchanging over engages (Bratton & Gold, 2007). Reward managementis
concerned with the plan and execution of methods and strategies that intend to
remunerate individuals decently, fairly and reliably as per their worth to the
association engages (corehr.wordpress).
There are mainly two types of reward:
 Extrinsic rewards:

a) it satisfy basic needs of the employees, ensures survivaland provides security
b) Pay, conditions, treatment
 Intrinsic rewards:
a) Satisfy higher needs of the employees, boost esteem, and develop the
employees according to an organization’s necessity. (corehr.wordpress).
The fundamental point of reward management in a business association is to
remunerate the representatives decently for the work that they have finished.
The fundamental reason reward administration exists in business associations is
to propel the workers in that specific association to buckle down and attempt
their best to attain the objectives which are situated out by the business. Reward
administration in business associations notjustcompriseof monetary
remunerates, for example, pay yet they additionally compriseof non-budgetary
compensates, for example, representative recognition, employee
preparing/advancementand expanded occupation obligation. (ukessays, 2014)
The importance of Reward Management System
The components of reward management inside a business association areall the
things that they use to draw in potential workers into their business which
incorporates compensation, rewards, motivating forcepay, advantages and
representative development opportunities, for example, proficient improvement
and preparing open doors. Having a prize administration framework setup
furnishes the business with numerous points of interest, particularly in little to
medium size associations wherethe supervisors musthavea decent association
with the workers. Reward projects haveturned outto be extremely profitable in
persuading representatives and thusly build the execution of the association as an
issue. (ukessays, 2014)
Why reward management is thought to be paramountis clarified beneath:
A reward management is valuable to the employee as well as to the association.
The employee will feel more roused to work harder by having a prize framework
set up the representativewill feel more dedicated to their work and their benefit

will increment. An increase in productivity will then advantagethe association.
Thusly a reward management is commonly gainful to the employee and the
association. A reward management will rouserepresentatives by arriving at
targets and hierarchical objectives in return for prizes. A reward management is
incredible at propelling workers yetthey will likewise be persuaded to
substantiate themselves to the association. A reward systemwilldecrease
truancy in the association. Employees like being compensated for an occupation
well done and if there is a prizeframework setup, representatives will be more
averseto be ringing in wiped out and not appearing for work. Additionally by
having a reward systemset up the representatives will be clearer about the
targets and objectives of the association as they will be compensated when
certain targets are achieved. So by having a reward systemas a motivating force
they will be less inclined to be missing fromwork. A reward systemwill expand
the representative's reliability to the association. By a reward systembeing set up
the worker feels esteemed by the association and realizes that their supposition
matters. In the event that a representativeis content with the reward system,
they are more proneto acknowledgework putand stay reliable to the
association.
Having a reward systemset up gives workers impetuses and distinguishment
which will supporttheir resolve. By swaying representatives to meet objectives
and targets it provides for them clear center and reason which will their spirit. By
the employees confidence being supported this will expand the resolveof the
whole association. This is all down to a reward framework in the association. The
reward management will build the collaboration soulin the association. The
reward systemwill elevate collaboration to the personnel. The employees will
cooperate as a major aspectof a group to attain their focuses as an exchange for
prizes. Collaboration inside the association will help build proficiency and make a
more content working environment. This is an alternate motivation behind why
reward frameworks arecriticalin business associations. (ukessays, 2014)

Types of Reward management system
There are numerous approaches to clarify reward structure; someof them are
clarified underneath:
I. Intrinsic Rewards: Intrinsic rewards are theindividual fulfillment an
employee achieves froma position, example: having pride in an individual's
work, having an inclination of achievement or being a piece of a group. In
the event that a employee encounters sentiments of accomplishmentor
self-improvementfromthe occupation, this would be named as an
instinctive reward.
Extrinsic rewards: An extrinsic reward incorporates cash, advancements and
different profits. Outward remunerates areoutside to the occupation and
originate froman outside source, normally administration. In the event that a
representative gets a pay increment or advancement, this would be named as an
extrinsic reward.
II. Financial Rewards: Financial rewards arethosethat will upgradethe
representative’s monetary prosperity straightforwardly. Example: Reward
increment in wages and benefit offering plans.
Non-financial rewards: Non-financialrewards don'timprovethe worker's
monetary position straightforwardly however makethe occupation morealluring.
A portion of the Non-financial related compensates that a business association
offer may incorporatean appealing benefits plan, access to private medicinal
consideration, help with long haul ailment, crèche offices, guiding
administrations, staff restaurantetc.
III. Performance-Based Rewards: Non-financialrewards don'timprovethe
employees. The rewards thata business association provides for their
representatives can be focused around either their execution or
participation criteria. Performancebased rewards areexemplified by the
utilization of commissions, piecework pay plans, motivating forceplans,
bunch rewards, legitimacy pay or different manifestations of pay for
execution plans.

Membership-based rewards: Membership-based rewardswould incorporate
typical cost for basic items expands, profits and pay build, position or time in rank,
qualifications or future potential. (ukessays, 2014)
Models and theories of Reward management system
Reward management system is considered as a standoutamongstthe mostvital
part to overseeworkers. Nonetheless, reward is moremind boggling, it connects
to an alternate division in the association, for example: account, systems business
(academia.edu, 2014). Reward managementis an instrument used to support
workers for their commitment on the exertions of the association, so the principle
motivation behind prize administration is all the more fascinating in the
estimation of representatives and whatthey contribute to the association
(Stredwick, 2005).
Fig. 1 Reward Management System
(devplan)

Reward management system deciphers a few theories. They are given beneath:
AbrahamMaslow's hierarchy of needs theory
A few scholars, including AbrahamMaslow, Frederick Herzberg, David Mcclelland,
and Clayton Alderfer, havegiven hypotheses to help clarify needs as an issueof
inspiration.
AbrahamMaslow characterized need as an issueor mental lack that an individual
feels the impulse to fulfill. This need can make strains that can impact an
individual's work disposition and practices. Maslow shaped a hypothesis focused
around his meaning of need that recommends that people are spurred by various
needs and that these needs exist in a progressiverequest. His reason is that just
an unsatisfied need can impact conduct; a fulfilled need is not a spark.
Maslow's hypothesis is focused around the accompanying two standards:
I. Shortfallrule: A fulfilled need no moreinspires conduct on the grounds that
individual’s demonstration to fulfill denied needs.
II. Movement guideline: The five needs he recognized exist in a chain of
command, which implies that a need at any level justbecomes possibly the
most importantfactor after a lower‐level need has been fulfilled.
In his hypothesis, Maslow distinguished fivelevels of human needs. Table
represents these five levels and gives proposals to fulfilling each one need.
(cliffsnotes, 2014)
Fig. 2 Maslow’s Hierarchy of Human needs
Higher level needs: To satisfy, offers:
Self completion needs Inventive and tough work
Support in choice making
Work adaptability and self-governance
Regard needs Obligation of a paramount occupation
Advancement to higher status work
Acclaim and distinguishmentfrom
supervisor
Lower level needs: To satisfy, offer:

Social needs Agreeable collaborators
Communication with clients
Standard director
Safety needs Safe working conditions
Professional stability
Base remuneration and profits
Physiological needs Rest and refreshment breaks
Physical solace at work
Sensible work hours
(cliffsnotes, 2014)
Despite the fact that examination has not confirmed the strict deficiency and
movement standards of Maslow's hypothesis, his thoughts can help supervisors
comprehend and fulfill the needs of representatives. (cliffsnotes, 2014)
Maslow's Hierarchy of needs is a successfulhypothesis on the grounds that it
helps an association to recognizethe needs of a representativeand utilizing this
hypothesis KFCcan set their prize administration framework and make a
workplaceas per their need, where workers would view themselves as an
essential part of the fast-food chain restaurantand would be inspired to give their
hundred percent in their assigned post.
Herzberg's two-factor theory
Frederick Herzberg offers an alternate systemfor comprehension the
motivational ramifications of workplaces.
In his two‐factor hypothesis, Herzberg distinguishes two sets of variables that
effect inspiration in the work environment:
a. Cleanliness components incorporatepay, professionalstability, working
conditions, authoritative approaches, and specialized nature of supervision.
The cleanliness components of Herzberg’s theory would help the line chiefs of
KFC to consider how they can alter the pay rates of the representatives, in

what manner ought to the workplacebe similar to and whatare the principles
the employees need to acquire.
b. Satisfiers or helpers incorporatesuch things as obligation, accomplishment,
development opportunities, and sentiments of distinguishment, and are the
way to occupation fulfillment and inspiration. For instance, directors of KFC
can figureout whatindividuals truly do in their employments and make
upgrades, in this manner expanding occupation fulfillment and execution.
Taking after Herzberg's two‐factor hypothesis, directors need to guarantee that
cleanliness elements are satisfactory and afterward incorporatesatisfiers with
occupation. (cliffsnotes, 2014)
Alderfer's ERG theory
Clayton Alderfer's ERG (Presence, Relatedness, Development) hypothesis is based
upon Maslow's chain of command of necessities hypothesis. To starthis
hypothesis, Alderfer collapses Maslow's fivelevels of requirements into three
classifications.
a) Presenceneeds are cravings for physiologicaland material well‐being. (As far
as Maslow's model, presenceneeds incorporatephysiologicaland wellbeing
needs)
b) Relatedness needs are goals for fulfilling interpersonalconnections. (Regarding
Maslow's model, relatedness correspondenceto social needs)
c) Development needs are wishes for preceded with mental development and
improvement. (As far as Maslow's model, development needs incorporate
regard and self‐realization needs)
This methodology is considered important for the research becauseit suggests
that unsatisfied needs spur conduct, and that as lower level needs are fulfilled,
they get to be less critical. More elevated amountneeds, however, get to be more
essential as they arefulfilled, and if these needs are not met, an individual may
move down the chain of command, which Alderfer calls the frustration‐regression
standard. Whathe implies by this term is that a fulfilled lower level need can get
to be reactivated and impact conductwhen a larger amount need can't be

fulfilled. As an issue, line managers of KFC ought to give chances to the employees
to exploit the imperativeness of larger amount. (cliffsnotes, 2014)
McClelland's acquired needs theory
David Mcclelland's procured needs hypothesis perceives that everybody
prioritizes needs in an unexpected way. Headditionally accepts that people are
not conceived with these needs, yet that they are really adapted through
backgrounds. Mcclelland distinguishes three particular needs:
I. Requirement for accomplishmentis the driveto exceed expectations.
II. Requirement for forceis the yearning to cause others to act in a manner that
they would not haveacted something else.
III. Requirement for association is the longing for agreeable, close interpersonal
connections and clash evasion.
Mcclelland relates each one need with a unique set of work inclination, and chiefs
can help tailor the nature to address these needs.
High achievers separatethemselves fromothers by their yearnings to improve
things. These people are unequivocally inspired by employment circumstances
with moral obligation, criticism, and a middle level of danger. Furthermore, high
achievers regularly show the accompanying practices:
 Look for moralobligation regarding discovering answers for issues
 Need fastcriticism on their exhibitions so they can tell effortlessly whether
they are enhancing or not
 Set decently difficult objectives and performbest when they see their
likelihood of accomplishment as 50‐50.
A single person with a high need of force is prone to take after a way of preceded
with advancement aboutwhether. People with a high need of force frequently
exhibit the accompanying practices:
o Appreciate being in control
o Need to impact others
o Want to be set into focused and status‐oriented circumstances

o Have a tendency to be more concerned with glory and picking up impact over
others than with compelling execution.
Individuals with the requirement for connection look for fraternity, social
approbation, and fulfilling interpersonalconnections. Individuals requiring
connection show the accompanying practices:
I. Take an exceptional enthusiasmtoward work that gives fraternity and social
approbation
II. Strive for companionship
III. Favor agreeable circumstances as opposed to aggressiveones
IV. Want connections including a high level of shared comprehension
V. May not make the best administrators on the grounds thattheir yearning for
social supportand kinship may convolutemanagerial choice making.
(cliffsnotes, 2014)
Mcclelland's obtained needs hypothesis is viewed as vital for the assessmentin
light of the fact that it would help the chiefs of KFCto recognizewhat are the
needs of a worker and in like manner would need to set the prizeframework so
representatives feel the drive to give their full exertion and satisfy the
restaurant's prerequisites inorder to addition those profits and satisfy their needs.
Expectancy theory
Expectancy theory is a cognitive methodology hypothesis of inspiration that is
focused around the thought that individuals accept there are connections
between the exertion they advanceat work, the execution they accomplish from
that exertion, and the prizes they get from their exertion and execution. As it
were, individuals will be roused on the off chance that they accept that solid
exertion will promptgreat execution and great execution will prompt sought
prizes. Victor Vroom (1964) was thefirstto create an anticipation hypothesis with
immediate application to work settings, which was later extended and refined by
Watchman and Lawler (1968) and others (Pinder, 1987). Theexpectancy theory
focused around these suppositions has three key components: hope,
instrumentality, and valence.

Expectancy
Expectancy is an individual's evaluation of the likelihood that occupation related
exertion will bring about a given level of execution. Hope is focused around
probabilities and extents from0 to 1. (Alderfer, 1972)
Instrumentality
Instrumentality is a singular's evaluation of the likelihood that a given level of
accomplished assignmentexecution will promptdifferent work results. Likewise
with anticipation, instrumentality ranges from0 to 1. (Alderfer, 1972)
Valence
Valence is the quality of a worker's inclination for a specific prize. Consequently,
pay expands, advancement, peer acknowledgement, distinguishmentby
managers, or some other prizemay havepretty much esteem to individual
workers. Notat all like hope and instrumentality, valences can be either positive
or negative. (Alderfer(1972),Herzberg(1968), Maslow(1970),and Mcclelland,
(1976).
Vroomproposes thatinspiration, hope, instrumentality, and valence are
identified with each other by the equation
Motivation = Expectancy x Instrumentality xValence.
Expectancy Theory in Practice: Key Managerial Implications
Expectancy theory has some essential ramifications for spurring representatives.
The model gives rules to improving representativeinspiration by changing the
singular's push to-execution anticipation, execution to-remunerate hope, and
prize valences. (Greenberg,(2011),Hellriegel& Slocum, (2011), Mcshane & Von
Glinow, (2011), Nadler & Lawler, (1983).

Effort-to-PerformanceExpectancy
Pioneers ought to attempt to build the conviction that workers arefit for
performing the occupation effectively. Methods for doing this include: select
individuals with the obliged aptitudes and information; give the obliged preparing
and elucidate work prerequisites; givesufficient time and assets; dole out
dynamically more troublesome undertakings focused around preparing; takeafter
representatives'proposals aboutapproaches to change their occupations;
intercede and endeavor to mitigate issues that may thwartpowerfulexecution;
give samples of workers who havebeaten the undertaking; and give training to
representatives who need self-assurance.
Performance-to-Reward Expectancy
Pioneers ought to attempt to expand the conviction that great execution will
bring about esteemed prizes. Methods for doing so include: measurework
execution precisely; depict obviously the remunerates that will come about
because of fruitful execution; portray how the representative's prizes were
focused around pastexecution; give cases of different workers whosegreat
execution has broughtabout higher prizes. Basically, pioneers ought to
connection specifically the particular execution they yearning to the prizes craved
by representatives.
Remuneration components can be an effective motivation in connecting
execution to compensate. Recompense frameworks thatcompensateindividuals
straightforwardly focused around how wellthey performtheir employments are
known as pay-for-execution plans (Berger, 2009). Thesemay take such structures
as "commission arrangements" utilized for deals staff, "piece-rate frameworks"
utilized for assembly line laborers and field hands, and "motivating force
investment opportunity (ISO) plans" for administrators(Dunn, 2009; Mercer,
Craftsman, & Wyman, 2010)and differentworkers (Cook, 2011).
Notwithstanding, remunerates connected to execution require not be fiscal.
Typical and verbalmanifestations of distinguishment for good execution can be
exceptionally successfulalso (Markham, Dow, & Mckee, 2002).

Expectancy theory is included as a vital perspective the study in light of the fact
that if the administrators of KFC execute this hypothesis in the fast-food chain
restaurantthen this would drive the representatives to give their full exertion in
the execution of their work and get the rewards they would be offered through
their diligent work and determination.
Chapter 3
3.1 Research Methodology
Research philosophy
The author has utilized Positivistparadigm for this study for the following aspects:
 Ithelped the author to concentrate on the fact that why line managers
ought to give rewards to the employees of KFC.
 Helped the author to concentrate on the setbacks and essential laws of
Bangladesh for restaurantbusiness.
 Plan speculations and afterward tested them.
Positivistparadigm helped the author by following ways:
 Operational sing ideas, so they can be measured.
 Took large specimens.
3.2 Research types:
There are various sorts of research types, yet for this specific study just one sort
of research is actualized. Itis clarified underneath:
i. Quantitative research: Quantitativeexploration is by and large connected with
the positivist/postpositivistideal model. Itgenerally includes gathering and
changing over information into numerical structureso that measurable
estimations can be made and conclusions drawn. Analysts willhaveone or
more speculations. These are the inquiries that they need to address which
incorporateforecasts aboutconceivable connections between the things they

need to examine (variables). With a specific end goal to discover answers to
these inquiries, the analysts will likewise have differentinstruments and
materials and an obviously characterized arrangementof activity. (alzheimer-
europe, 2009)
Qualitative research:Qualitativeresearch is the methodology normally
connected with the socialconstructiviststandard which accentuates the socially
built nature of reality. Itis about recording, examining and endeavoring to
uncover the deeper significanceand importance of human conduct and
experience, including opposing convictions, practices and feelings. (alzheimer-
europe, 2009)
The author has used qualitative research for this particular study. The main
objective for the author to conduct qualitative research is to figureout what are
the new trends of reward management systemand how they can be
implemented on the employees to keep themselves satisfied with their jobs and
boostthem to increase their productivity and efficiency.
3.3 Research Approach:
Inductiveapproach has been executed to do the exploration. The author gathered
information that is applicable to reward management systemfor KFC. After
significant measures of information have been gathered, the author grabbed a
seat frominformation accumulation, going over to get a superior perspectiveof
his information. The author searched for examples in the information, attempting
to create a hypothesis that could clarify those examples. Along these lines when
author took an inductive methodology, he began with a set of perceptions and
afterward moved fromthose specific encounters to a more general set of
recommendations about those encounters. At the end of the day, the author
moved frominformation to hypothesis or fromthe particular to the general.
(lardbucket)

Fig. 3 InductiveApproach
(lardbucket)
3.4 Data collection method:
Primary research and secondary research arethe two fundamental methods to
gather informations. For this particular study the author used both the methods.
Techniques to collect informations:
i. Interviews
 Meetings are led in individual or via phone.
 Meetings are carried out formally (organized), semi-organized, or casually.
 Inquiries wereconcentrated, clear, and supported open-finished reactions.
 Meetings are mostly qualitative in nature.
ii. QuestionnairesandSurveys:
 Reactions are brokedown with quantitative techniques by allocating
numerical qualities to Likert-sortscales.
 Results werefor the most partless demanding (than subjectivestrategies) to
investigate.
 Pretest/Post-testare thought about and examined. (cyfernetsearch, 2013)
Gather Data
Specificlevel of
focus
Look for
Patterns
Analysis
DevelopTheory
General levelof
focus

3.5 Sampling Techniques
The author used systematic sampling technique for this study, because of the
following reasons:
 They are uniformly/routinely dispersed in a spatial setting.
 They can be at equivalent/general interims in a fleeting connection.
 They can be consistently numbered. (rgs)
The advantages of using systematic sampling technique are given below:
 Itis all the more straight-forward than arbitrary inspecting.
 A network doesn'tessentially must be utilized, sampling simply must be at
uniforminterims.
 A decent scopeof the study range can be more effortlessly accomplished than
utilizing arbitrary examining. (rgs)
3.6 Sampling Frame
The author focused on the employees and the administrators of KFC for this
specific examination. The author inspected how the supervisorsof KFCkeep the
workers intrigued towards their work and what are the prizeadministration
frameworks KFCfollows keeping in mind the end goal to keep the representatives
fulfilled by their occupations, expand gainfulness and their proficiency and keeps
up the standard of the fast-food chain restaurant.
3.7 Sampling Size
One hundred workers and threeline managers were included in directing the
overview fromthe three outlets of KFC in Gulshan, Bananiand Dhanmondiof
Dhaka city. Workers wereasked to take part through survey and criticisms of the
line managers weredirected through meeting.

3.8 Reliability and Validity
Reliability and validity actually structurea continuum. Toward one side are the
circumstances wherethe ideas and techniques for estimation are the same
(dependability) and on the other are the circumstances whereideas and routines
for estimation are distinctive (extremely discriminate validity).
(socialresearchmethods, 2006)
The method the author has used is reliable and valid to analyzethe information in
a precise manner.
3.9 Ethical consideration
The author conducted the survey in an ethical manner. For performing ethical
consideration the author performed the following method:
Informed consent
Informed consentimplies that the individual partaking in the assessmentis
completely educated about the assessmentbeing led. Members need to be made
mindful of the motivation behind the task, who or whatgathering is subsidizing it,
how the discoveries will be utilized, if there are any potential antagonistic effects
of their investment and who will have entry to the discoveries. Thefundamental
motivation behind educated assentis that the member has the capacity settle on
an educated choice concerning whether they will partakein the assessmentor
not. Extra data ought to likewise be given on the off chance that the member gets
to be troubled in any capacity amid their support. (mypeer, 2010)
The author took consent and informed about the survey to the employees and
line managers of KFC and did the assessmentthrough questionnaireand interview
sessions.

Chapter 4
4.1 Data analysis
Statistical surveying can be either primary or secondary. Primary research is new
research, conveyed out to answer particular issues or inquiries. It can include
questionnaires, overviews or meetings with people or little gatherings.
Secondary research makes utilization of data beforehand investigated for
different purposes and freely accessible. This is otherwisecalled 'work area
research'. Secondary research incorporates distributed examination reports in a
library, overviews or the Internet. (businesscasestudies, 2015)
Author interviewed the line managers and the employees of KFC and collected
their feedbacks through questionnaire for conducting primary research. The
questionnaireand the interpretation fromthe following questions are shown
below:
4.2 Primary research
Q. 1: To keep employees motivated towards their jobs, does KFC follows
traditional pay systemand modern pay system?
Fig. 4 Traditional pay systemand modern pay system
40%
45%
2% 6%
7%
Traditional pay systemand modern pay
system
Agree Strongly agree No comments Disagree Strongly disagree

Interpretation
Fromthe aboveassessmentit can be judged that 43% of the employees agreed
that KFC follows traditional pay systemand modern pay system, 29% strongly
agreed, 7% of the employees didn’tcomment on it, 14% employees disagreed and
7% employees strongly disagreed.
The new Kuapay framework empowers GACC's LA-rangeareas to benefit fromthe
becoming versatile installments pattern. Tony Frazier, Chief Operations Officer for
GACC, accepts the smooth installment stage compliments the chain's turn to an
all the more cutting edge, stylish environmentthat will empower the organization
to draw in new clients and a more extensive demographic.
"The versatile upsethas significantly changed the way individuals shop and pay,
and this new framework fromKuapay empowers us to wipe out hindrances that
confine clients to justcertain sorts of installments," Frazier said. "Presently,
clients can pay anyway they'd like rapidly and safely, which they expect will help
them pull in a more youthfuldemographic at their KFC restaurants and improve
the client encounter over all their areas." (prnewswire, 2015)
Q. 2: To encourage employees to increasetheir efficiency does KFC builds pay
structureto recognize individual contributions?
Fig. 5 Pay structureto recognizeindividual contribution
40%
45%
2%
6%
7%
Agree
Strongly agree
No comments
Disagree
Strongly disagree
Pay structure to recognize individual
contribution
Series1

Interpretation
that KFC builds pay structureto recognizeindividual contributions in order to
encourageemployees to increase their efficiency, 40% of the employees strongly
agreed, 25% of the employees chosenot to comment on it, 10% disagreed and
15% of the employees strongly disagreed. Through outthe survey theemployees
of KFC stated that KFCalways monitor individual contributions and reward them
based on their performance, which clearly portraits that rewards keep the
employees motivated towards their job and creates a drivein themselves to
performmore efficiently in order to enjoy the rewards.
Q. 3: To keep you and your colleagues interested towards work and to increase
your efficiency, do you feel KFC should always performcompensation policy for
emergency reasons?
Fig. 6 Compensation policy
Interpretation
that KFC should performcompensation policy for emergency reasons, in order to
increase their efficiency. 40% of the employees strongly agreed, 3% of the
40%
45%
2%
6%
7%
Compensation Policy

employees chosenot to comment on it, 12% disagreed and 10% of the employees
strongly disagreed.
Line managers of KFCbelieve that it is to the greatest advantage of both the
association and its workers to decently compensate its workforcefor thevalue of
the work provided. KFC's expectation to utilize a pay framework decides the
currentbusiness sector estimation of a position focused around the abilities,
learning and practices needed of a completely equipped occupant.
Q. 4: To keep the employees interested towards their jobs, does KFCprovides
you and you colleagues fair amount of compensation if any emergency arises?
Fig. 7 Fair amount of Compensation
Interpretation
that KFC provides fair amount compensation when any emergency arises, in order
to keep the employees satisfied towards their job. 40% of the employees strongly
agreed, 2% of the employees chosenot to comment on it, 11% disagreed and 8%
of the employees strongly disagreed. According to the line managers of KFC, KFC
always provides compensation to their employees if any emergency situation
Agree Strongly agree No comments Disagree Strongly
disagree
40%
45%
2%
6% 7%
Compensation
Series1

arises in order to keep them satisfied with their work and to earn their loyalty
towards the fast-food chain restaurant.
Q. 5: To enhance encouragement does KFCprovides you job based pay, skill based
pay and competency pay?
Fig. 8 Job based pay, skillbased pay, competency pay
Interpretation
that KFC provides you job based pay, skill based pay and competency pay, in order
to enhance encouragement. 27% of the employees strongly agreed, none of the
strongly disagreed. According to the employees of KFC the line managers always
monitor activities of each individual and provides them job based paymentat the
end of every month, skilled based payment if an individual employee is assigned
for any special task and only when the task is accomplished successfully within
the given time, competency paymentif any emergencies arises of any individual
employee. These payment methods keep the employees motivated towards their
job and enhance their efficiencies.
40%
45%
2%
6%
7%
Job based pay, skill based pay,
compentency pay

Q. 6: To attain your loyalty, do you think KFC provides you enough benefits?
Fig. 9 Benefits
Interpretation
that KFC provides you enough benefits, in order to attain their loyalty. 55% of the
employees strongly agreed, 3% of the employees chosenot to comment on it,
15% disagreed and 7% of the employees strongly disagreed. According to the
survey mostemployees agreed that KFCalways provides benefits apart fromtheir
assigned salary in the form of different rewards, which keeps the employees
focused towards their job and does their assigned tasks efficiently. The following
are the benefits KFCprovides to their employees:
The Benefits
a) Work Life Balance: Having work that permits you the adaptability to appreciate
the things that life brings to the table is a distinct tick in the case. At KFC
employee work to live. KFC attempt to make employee's working life generally
as advantageous as life outside work. Employeecan act naturally and
appreciate a strong society that advances fellowship.
Agree Strongly
agree
No
comments
Disagree Strongly
disagree
40%
45%
2%
6% 7%
Benefits
Series1

b) Discounts: As a KFCworker they'll be qualified for a markdown on items.
Employee will get a staff rebate card itemizing the rebates they can appreciate
when they join the group.
c) Service Recognition: Fromthe day employee go along with KFC, KFC perceive
consistently employee go through with it. The prizes change frominsignias to
recognizeyour years of administration to surrounded declarations and unique
endowments to show KFCadmire the critical breakthroughs employeehave
arrived at.
d) Education Assistance: For thoseworkers needing to leave on tertiary training,
KFC may help towards employee's instruction and coursebook charges. Full-
time workers and at times, low maintenance parts of the Restaurant
Management group, are as of now qualified for this support. (kfcjobs)
Q. 7: To attain employment retention, do you think reward managementplays an
important role?
Fig. 10 Employee retention
40%
45%
2%
6%
7%
Employee Retention

Interpretation
that reward management plays an important role, in order to attain employment
retention. 45% of the employees strongly agreed, only 2% of the employees chose
not to comment on it, 6% disagreed and 7% of the employees strongly disagreed.
Employee retention alludes to the capacity of an association to keep up its
workers. In many examples, worker maintenancecan be represented by a simple
statistic. KFCfollows monetary related sorts of remuneration which incorporate
remunerates, for example, extra time pay, rewards, benefitimparting, and
distinguishmentprizes and deals commission. For the fiscally determined
representative, approaches to reinforcetheir take-homepay are a solid
motivating force.
Q. 8: To increase your efficiency and productivity, does rewards plays an
important role?
Fig. 11 Efficiency and Productivity
Agree Strongly
agree
No
comments
Disagree Strongly
disagree
40%
45%
2%
6% 7%
Efficiency and Productivity
Series1

Interpretation
that reward management plays an important role, in order to increasetheir
efficiency and productivity. 45% of the employees strongly agreed, only 2% of the
strongly disagreed. According to the survey mostemployees of KFC strongly
agreed that reward plays an important role towards the efficiency, the employee
believes that it creates an excitement and driveamong themselves to enjoy
different rewards KFCoffers themand they stay focused towards their job and
performtheir tasks professionally.
Q. 9: To make your job easier, do the managers of KFCgive priority to your
demands and feedbacks?
Fig. 12 Demand and feedback
Interpretation
that the managers of KFCgive priority to their demands and feedbacks, in order
to make their job easier. 45% of the employees strongly agreed, 2% of the
40%
45%
2%
6%
7%
Demand and Feedback

strongly disagreed.
Employee retention is a procedurethrough which the association can keep its
workers with a certain time of time. Maintenance is usefulfor both
representative and association. The targets of the exploration are about
representative's maintenance and authoritative execution. Representative
maintenance is the principle concern of justabout all of KFC. Fundamentally, little
organizations enduremore as a result of representative's exclusive standard.
There are numerous firms; offer little advantages mostrecent 10 years or
something like that. Presently a-days representatives need and needs becoming
consistently. Representatives need morethan their compensation. Thus
representative turnover is expanding. On the other sidethe vitality of
maintenance gets to be imperative for each association. (KimMclean, 2008).
Representative maintenance dependably increments authoritative exhibitions.
Maintenance likewisesways currentrepresentatives to stay with the association.
Long haul administration of representative's methods they are effective and
viable to their employment obligations. Again they know extremely well how to
employment done. On the other side maintenance can sparea few expenses to
the association. For example, enlisting expense, preparing expense, profitlost,
substitution expense and proficiency cost. (Workforce Planning for Wisconsin
State Government, 2005). Worker maintenancehas a few advantages however
representative's turnovers has a few disservices. A portion of the article
demonstrates that, "turnover is a noiseless yet noteworthy benefit executioner."
(Kottolli, 2010). (ukessays, 2015)

Q. 10: To have a flexible working environment, do you think your feedback
matters to the management of KFC?
Fig. 13 Feedback
Interpretation
they think their feedback matters to the management of KFC, in order to have a
flexible working environment. 45% of the employees strongly agreed, 2% of the
strongly disagreed. According to the survey mostemployees strongly agreed that
their feedback matters a lot, because based on their feedback the line managers
make certain changes in the work environmentwhich makes the employees work
comfortably.
4. 3 Secondary research
Secondary research makes utilization of data long ago examined for different
purposes and freely accessible. This is otherwisecalled 'work area research'.
Secondary research incorporates distributed examination reports in a library,
studies or the Internet. (businesscasestudies, 2015)
Agree Strongly
agree
No
comments
Disagree Strongly
disagree
40%
45%
2%
6% 7%
Feedback
Series1

The tools utilized as a part of the study aregiven underneath:
1. PESTEL Analysis:A PESTEL analysis is a schema or device utilized by marketers
to examine and screen the macro-ecological(outside showcasing
environment) considers that have an effect on an association. The aftereffect
of which is utilized to distinguish dangers and shortcomings which is utilized as
a part of a SWOTanalysis.
PESTEL stands for:
 P – Political
 E – Economic
 S – Social
 T – Technological
 E – Environmental
 L – Legal (professionalacademy)
Fig. 14 PESTEL Analysis
(marketingminefield)
Legal factors:
Legitimate perspectives like duty commitments, job guidelines, and quality
necessities are justa couple among the other similarly essential lawful variables
on which KFC needs to contemplate. (writepass, 2014)

2. SWOT Analysis: SWOTanalysis is a basic schema for producing key choices
froma circumstanceinvestigation. Itis relevant to either the corporatelevel or
the specialty unit level and habitually shows up in advertising arrangements.
SWOT(at times alluded to as TOWS) stands for Strengths, Weaknesses,
Opportunities, and Threats. (netmba, 2010)
Fig. 15 SWOTAnalysis
(bp.blogspot)
Strengths:
 KFC invests more than $1 billion annually in training its staff.
(marketingteacher, 2014)
Weaknesses:
 High employee turnover in their restaurants leads to more money being spent
on training.

3. Mckinsey’s 7s model: Mckinsey 7s modelis a device that examines
association's hierarchicaloutline by taking a gander at 7 key interior
components: strategy, structure, systems, shared values, style, staff and skills,
to recognize in the event that they are adequately adjusted and permit
association to attain to its destinations. (trategicmanagementinsight, 2014)
Fig. 16 Mckinsey’s 7s model
(valuebasedmanagement)
e) Staff: KFC advanceand empower their workers. KFCperceivesingular
commitments and reward them appropriately. KFClikewise offer extraordinary
preparing and capabilities to help employees accomplish the vocation they
have generally needed.
I. Work Life Balance: Having an occupation that permits representative the
adaptability to appreciate the things that life brings to the table is an
unmistakabletick in the container. At KFC everybody work to live. KFCtry
to make employee's working life pretty much as advantageous as life
outside work. Workers can actnaturally and appreciate a steady society
that advances brotherhood.
II. Discounts: As a KFCrepresentative they'll be qualified for a discounton
items. They'll get a staff rebate card specifying the rebates they can
appreciate when they join the group.
III. Service Recognition: Fromthe day employees join KFC, KFCperceive
consistently employee go through with itself. The rewards changefrom
identifications to recognizeemployee’s years of administration to confined

authentications and uncommon endowments to show KFCadmire the huge
turning points worker havearrived at.
IV. Education Assistance: For thoseemployees needing to leave on tertiary
training, KFCmay help towards their instruction and coursebook expenses.
Full-time representatives and sometimes, low maintenance parts of the
RestaurantManagement group, areas of now qualified for this help.
(kfcjobs)
Chapter 5
5.1 Conclusion and Recommendation
The author recommends that KFC oughtto performreward managementsystem
and providethe employees with extra benefits apartfromthe designated fixed
salary inorder to expand their efficiency like: Extrinsic and intrinsic rewards,
Performance-Based Incentives, EmployeeRecognition, incentives, pensions,
transportation facility etc after conducting the study. The author also
recommends after conducting the survey thatthe line managers of KFC ought to
gather criticism fromthe representatives with respect to: the work environment,
changes in food items, innovativeways to servethe customers. If themanagers of
KFC succeeds to collect feedback fromthe employees it would boosttheir
confidence and make them believe that they are an important part of the
organization, stay loyal towards KFCand work more efficiently.
5.2 Answers to Questions
Q. 1: Why employees decide to work in KFCand what are the explanations for it?
Answer: Reasons why employees chooseto work in KFCis given below:
Benefits and Support:
New Team Members win the national the lowest pay permitted by law, while
base pay for more serving Team Members, Team Leaders, AssistantManagers
and Managers is in the average reach for the friendliness business overall. A
restaurantchief's basepay is in the middle of £22,000and £44,500 relying upon

their experience and the extent of the operation. KFCUK and Ireland is a spot
whereyou can learn while you procure – we offer an one of a kind preparing and
advancement projectincluding Level 2 and 3 Apprenticeship and opportunities for
quick advancement.
Pay benchmarks and yearly execution audits for all representatives help watch
that our pay and profits are reasonable. Salaried representatives, including
restaurantand associaterestaurantsupervisors, arelikewisequalified for
childcare vouchers, benefits procurementand a reward framework focused
around organization and individual execution. KFC UK and Ireland paid £2.2
million in rewards to restaurantrepresentatives a year.
Incentives and Rewards:
KFC’s Sales IncentiveProgrampermits colleagues and group pioneers in
restaurants to experience the accomplishmentof their restaurant. Itis focused
around real deals contrasted and determined deals over a four-week period. In
2013, qualified colleagues got their individual reward in real money, set up of the
past voucher plan. Restaurants performing great get an entirety to reservea
group occasion. In 2013, wepaid £508,650in individual money rewards under this
plan and £108,650 into restaurantgroup pots.
KFC energize business enterpriseby offering rewards and offer alternatives based,
to some extent, on individual restaurantresults. Yumbucks is their benefit offer
programfor restaurantsupervisorsand territory mentors and provides for them
the opportunity to be a holder in YUM! In 2013, KFCUK and Ireland paid £660,836
in Yumbucks to these representatives. Likewise, 84% of restaurantsupervisors got
an execution reward of £3,769 as a rule, or around 12% of their compensation.
Flexible Benefits:
Worker criticismfrom the Great Place to Work handle in 2013 demonstrated that
our kin truly esteem their profits bundle and the way we perceive their
accomplishments. Then again, they'd additionally like to havethe capacity to
tailor their profits to their individual needs. Accordingly, KFC presented an
adaptable profits plan called Pick & Mix for salaried representatives including
restaurantand partner restaurantsupervisors –around 11% of their workers. This

offers a determination of choices, so workers can pick the profits that suit them
fromclassifications including Finance and Protection, Health and Wellbeing, and
Leisure and Lifestyle. The new bundle likewise incorporates another reduced
shopping site.
For the second year, KFCissues Total Reward Statements, which give an exact
valuation of the profits their representatives get. This helps KFC kin evaluate
whether their bundle is focused, and gives KFC the opportunity to advance their
Yumbucks offer motivation plan. (kfc-csr, 2014)
Q. 2: Keeping in mind the end goal to accomplish the organization's objective
what amountof exertion does KFC put in rewarding their employees?
Answer: Rewards KFCprovides to employees to keep them interested towards job
and to accomplish the organization's objectives aregiven below:
Rebroked GPP
The benefits plan dispatches take after a survey of KFC's profits bundlein mid-
2012, which broughtaboutthe re-broking of its GPP plan, a change of suppliers
and a decrease in the yearly administration charge (AMC) from0.6% to 0.4%.
Off the once again of the re-broking work out, the association presented an online
prize stage, which incorporates an aggregate prizeexplanation and internet
shopping rebates for all staff, and an adaptable profits gateway for its salaried
workers.
Online reward
The online stage is given by LoricaEmployee Benefits, which additionally directed
the re-broking activity.
Truter includes: "We were a paper-based association, so in the event that you
needed any profit you would be filling in a structureand afterward somebody
fromthe HR group would contact the supplier.

"Itwas the customary, old fashioned methodology to profits, though what we
have got now is a solitary stage that unites everything, where enrolment happens
online and where representatives can modify their profits determination."
Salaried staff
Center advantages for salaried representatives incorporated a GPP, a private
restorativeprotection (PMI) plan, a reduced dental arrangement, bunch pay
assuranceand gathering life coverage. Individualmishap protection and
discriminating disease protection have been presented as a component of the
adaptable profits dispatch.
Adaptability has additionally been acquainted with center advantages. For
example, workers can purchaseand offer occasion up to three days, can flex
salary security up to 75% or down to 40%, and can flex disaster protection up to
12-times and down to one or two-times, contingent upon whether they are in the
benefits plan.
Voluntary benefits
Intentional profits incorporatea bicycles for-work plan, payrollgiving plan, travel
protection and roadsideaid, which are accessible by means of a pay present
courseof action.
Truter includes: "Not justis everything in one spot, not justdoes it permit workers
to tweak and customizetheir profits, yet they can likewise sparecash through the
national protection funds."
KFC started to convey the new profits bundle for its salaried representatives in
January 2013, with balanced budgetary exhortation offered fromautonomous
monetary consultants. The adaptable profits decisions are viable from1 April.
Webinars
KFC additionally did webinars and phone calls out to their field-based workers,
presentations in their corporatehead office, which everybody fromthe field could

go to also," says Truter. "KFCadditionally did a teaser fight and sent packs outto
people's personalresidences."
The adaptable profits plan is called Benefits Pick 'n Mix, so sweet was conveyed
alongside booklets that clarified all the profits and pointed representatives
towards the online webpage.
Weekly-paid staff
Week after week paid representatives will have entry to the same webpage,
which will have their annuity plans and online rebates site.
The benefits plan for week by week paid staff will be taken off for the conceded 1
June arranging date. Truter included: "The noteworthiness of the single stage for
us is that Scottish Widows deals with the association with The People's Pension."
Top employer
Independently, KFChas likewise been picked as Britain's Top Employer for the
second year in succession. "Numerous things weregotten out, however one of
the things was their prize projects and their incremental enhancements of their
prize project," says Truer.
"Itis primarily determined by the HR movement. Itwas an exceptionally huge
acceptance for us that somebody remotely was looking inside at us and saying we
were making an awesomeshowing for representatives.
"The greater partof this movement is exceptionally valuable for workers,
however it is all that much about engagement. KFC's mantra is individuals first
and foremost, and consumer loyalty and benefits will take after. We should get
that individuals piece right. To get that privilege, you need to put the exertion into
captivating and conveying." (employeebenefits, 2013)
Q. 3: What are the implications for reward management of the 'adaptable firm'?
Answer: To give authority on Company Reward Strategy and obligation regarding
creating, executing and directing for KFCUKI aggregate rewards and profits.

 Improvementand execution of the reward strategy to include: compensation
benchmarking, benefits plans, advantages administration and yearly
remuneration occasions, for example, reward and pay survey.
 Business master in all matters identifying with reward, prompting senior chiefs
and the HR group on all issues.
 General responsibility for the InternationalMoves and all approaches
identifying with interior exchanges.
 All out obligation regarding compensation surveys to guarantee applicable
business benchmarking and consistency of use. This will incorporateliaising
with third gathering suppliers.
 Up and coming business sector information will likewise incorporatecurrent
duty suggestions especially in connection to profits and pay
 Plan and execute fitting prize projects to guarantee extraordinary and
exceptional profits
 Create and actualize Total methodology in accordancewith the marketable
strategy
 Create the official prize methodology and ideas focused around the
organization's worldwideand neighborhood reward procedures
 Help the organization of official payment, compensation organization,
exchanges, secondments, and job contracts. (uk.linkedin, 2015)
5.3 Validation of the Research objectives
Q. 1: To attain unrivaled measures of work execution, how representatives of KFC
can be empowered?
Answer: Having engaged workers is the fantasy of each pioneer. All directors need
individuals who show activity by tackling and finishing assignments with little
direction. Obviously, thedesire is that these individuals will performjustin
courses predictable with organization targets and qualities. Also there lies the
initiative test. Regularly the initiative has not done their part to enable the
representatives or, more awful, has acted as a burden through micro-
administration.

Not all pioneers haveegotistical propositions or poor abilities; numerous just
haven't had the preparation, time or center to make a situation of strengthening.
The following are eight tips to help make your organization a spotwhere
individuals like venturing up and going up against it. (inc.com, 2015)
a) Foster OpenCommunication: Such a variety of organizations arebased on
top-down correspondencefromadministration. Employees of KFC in this
environmentfeel there is no reason in standing firm, since they have no
immediate channel and don't feel they'll havean effect. A pioneer may have
clear bearing and moreexperience, however that doesn't refute input and
thoughts fromindividuals on the forefronts. Representatives of KFC ought to
be furnished with organized approaches to make their contemplations,
sentiments and perceptions known effortlessly and routinely. They ought to be
served to comprehend that their info is esteemed regardless of the fact that
pioneer chooses to go an alternate way. Directors oughtto verify they
recognizethem for imparting and prizeprofitable enter that helps the
organization.
b) RewardSelf-Improvement:Numerous pioneers gripethat workers are
stagnanthowever does little to help them develop. In such cases, by one
means or another administration has the thought that advancement and cash
are sufficient to get individuals to progress. Usually, individualemployees of
KFC don’t have the assets or information of whatto do. Numerous business
visionaries are so usualto changetoward oneself that they accept everybody
thinks the sameway. Plan dollars and time to administration and self-
improvement preparing. Representatives of KFC ought to be served to set an
arrangementfor development and prizethem as they progress. They'llbe
thankfuland apply their recently learned abilities as they ventureup to
administration opportunities.
c) Encourage Safe Failure:Numerous workers, by their exceptionally nature, are
danger unfriendly. That is the reason they are representatives and not
ambitious people. On the off chance that they work in a situation wherethe
manager is continually revising them beforethey have an opportunity to
execute, they will always search for endorsementbefore making a moveor,

more awful, justdodge any new or element activity. Workers of KFC ought to
be given the chance to attempt new things in a manner that doesn'tput the
organization in threat. Point of reference checkpoints ought to be made or lab
situations needs to set up where individuals can test new thoughts and gain
fromthe disappointments and additionally the triumphs. At that point workers
will increase comprehension and feel good developing.
d) Provide Plenty of Contexts:Mostpioneers convey loads of data in their brains.
Tragically, numerous representatives don't get the profit of all that data, yet
they are required to make a move and use sound judgmentas though they
saw each subtlety. Extraordinary pioneers make senseof how to concentrate
the vital data fromtheir brains and offer it in an organized and reliable way. A
representative who plainly comprehends the center values, reason and
heading of the organization can undoubtedly settle on predictable choices and
make fitting move at any intersection. It's on the pioneer to give his vision.
That is the way a leader leads.
e) Clearly Define Roles:Individuals who don'tcomprehend whatthey should do
can't do it extremely well. Also, they have to know their limits so they don't
venture on others'toes or make wastefulness through excess. Particular parts
and obligations with workers of KFC needs to be secured so all are clear and
can cooperate agreeably.
f) Require Accountability:Individuals need to know when they are meeting
desires and, all the more essentially, when they aremost certainly not.
Nobody will keep up responsibility on the off chance that they don't
comprehend the outcomes of disappointment. Also on the off chance that
they see others not being considered responsible, they will see minimal need
to endeavor for achievement. Pioneers of KFC ought to be steady and
tenacious in their estimation and remunerates so representatives are
persuaded to try their hardest.
g) Support Their Independence:A pioneer who is always looking over the
shoulder of representatives is minimal more than a sitter. Representatives of
KFC ought to be given reasons and chance to extend all alone and even lead
others. They may stagger, however they'll take in a considerable measureand
manufacturethe appreciation of their partners while get ready to be

incredible engaging pioneers themselves sometime in the not so distant
future.
h) Appreciate Their Efforts: Yes, it’s actual that individuals land paid for the
position. Anyhow the best representatives don't work at organization only for
the cash. Engaged individuals requirea more noteworthy level of fulfillment
than justbudgetary security. They haveto feel that authority of KFC admires
their commitment and qualities their cooperation. Line managers should not
be modest about discovering approaches to saying "thank you" or
commending the great things the employees do. In the event that they need to
ask how they are doing, a pioneer is getting along his occupation ineffectively.
(inc.com, 2015)
Q.2: To identify the usageof an effective reward mechanismin KFC?
Answer: A corporateculture that remunerates perfection spurs workers to try
their hardest. A worker needs to realize that his manager perceives the abilities
he brings to the work environmentand admires his commitments at work. Having
an inspiration and prize framework setup for representatives recognizes their
achievements and exhibits their criticalness to the association.
a) Retention:Reward frameworks thatemphasis on common appreciation
expands representative maintenance and execution, profitand resolve. High-
performing workers would increasethe value of KFC, and supplanting them is
lavish.
b) Why Workers Stay:Pay and budgetary rewards areonly one componentof
worker maintenance. Numerous laborers esteem the work environmentgroup
and the systemof expert connections that their employments help them
manufacture. Instead of sitting tight for the worker to make these
associations, managers of KFC can deliberately upgradethem by empowering
coach mentee connections, building powerfulwork groups, encouraging
proficient systems administration and cultivating individual improvement.
c) Career Path:A reward systemfor high-performing representatives oughtto
incorporateopen doors for headway. KFC ought to give a reasonable viewable
pathway to a vocation way that will take the representativeto the following
level. Regardless of the possibility that a worker is not yet prepared for
advancement into an alternate part, she may be prepared for more intricate

assignments in her current part. An alternate option to headway is for the boss
to place the representative in a "stretch" task where sheincidentally tackles
new obligations to take in more about different employments in the
association. (ehow, 2015)
Q: 3. To evaluate how reward management systemcan help the employees to
enhance their job satisfaction?
Answer: The reward practices connected to job satisfaction havebeen connected
distinctively by both private and public enterprises. There is an expanding
inclination towards connecting rewards to job satisfaction research donearound
there have not been satisfactorily enough. The fundamental destination of this
study is to discover the impacts of promotion policies, benefits, pay structures
and representativedistinguishment towards work fulfillmentat KFC.
Rewards framework and job satisfaction of workers thesedays is the issueof each
organization. Itis each organization to discover great and qualified Human
Resources and to composethe fill in as to attain to the authoritative objectives,
permitting the organization to climb to another level. Compelling business is hard
to envision withoutthe collaboration of experts, which thus is outlandish without
great reward and motivation system. Clark (2001) clarifies KFC's objectives are
attained to through fitting arrangementof rewards, intended to advance and
inspire the representatives and bring the fulfillment structuretheir work. Thusly,
the reward framework in KFCought to be equipped to energize profitin the
Modern universeof business. Mostassociations haveembraced reward
frameworks or plans to fortify conduct administration. As per Armstrong (2006)
Reward frameworks compriseof approaches thatare rules on methodologies to
administration, hones that give monetary and non-money related rewards. Job
satisfaction is a consequenceof representatives'impression of how well their
occupation gives those things that are seen as critical. Job satisfaction is regularly
controlled by how well results meet or surpasses desire. For instanceif KFC's
members feel that they are working much harder than others, they will likely have
a negative mentality to their, line managers or associates. They will be
disappointed which will prompt poor productivity. Reward is the procedureof
perceiving workers of their work profit. Incentives area positivemotivational
impact or an extra installment (or other compensation) to workers as method for

expanding yield. Productivity is the proportion of the amount and nature of units
created to the work every unit of time in any KFC. Clark (2001) clarifies the
reliance between job satisfaction and pay for execution as indicated by the
hypothesis of desires. When all is said in done, this methodology accept that
individuals have their own needs and own perspective of the work. In light of
their perspective, individuals choosehow to act, and work with the goal that the
aftereffect of work addresses their needs.
These discoveries proposethat there was requirement for line managers of KFCto
investigate part of representativebenefit, employee inclusion in reward
development. The other part of remuneration decision ought to be placed set up
component that would address this variableto improvejob satisfaction. KFC
additionally ought to have fundamental correspondenceprocedureon
advancement reportof reward policies either by thinking of an arrangement and
given employees composed handbooks of reward strategies, both money related
and non-fiscalfulfillment are as essential in job satisfaction. The rewarding system
ought to be set up and the arrangements to be figured and implemented. Based
on the discoveries the accompanying suggestions wereconsidered
representatives structurediscriminating piece of KFC, such that employment
fulfillment is enormously influenced by the current reward system.
5.4 Implication for further research
Qualitative and Quantitative research is proposed to be conducted further to
make senseof more précised replies on KFCcan increase the efficiency of the
employee by performing reward managementsystemand to figure out what are
the rewards KFCcan provideto their employee.
5.5 Limitations of the research
The study has been held by conducting both primary and secondary research. The
most challenging part was carrying outthe primary research becauseit took a
long time to travel to the three outlets of KFCin Dhaka and the outlets are located
in three different areas, as a result there was a distance barrier. The second

barrier was persuading the employees and line managers to participate in
answering the questionnaireas the questionnaire consists the information of
internal affairs about KFCtherefore the employees and line managers were not
finding it reliable to answer the questions in the beginning and it took a long time
to visit the outlets few times and convincethem.

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Appendices
Questionnaire
Q. 1: To keep employees motivated towards their jobs, does KFCfollows
traditional pay systemand modern pay system?
a) Agree
b) Strongly agree
c) No comments
d) Disagree
e) Strongly disagree
Q. 2: To encourage employees to increasetheir efficiency does KFC builds pay
structureto recognize individual contributions?
a) Agree
b) Strongly agree
c) No comments
d) Disagree
Q. 3: To keep you and your colleagues interested towards work and to increase
your efficiency, do you feel KFC should always performcompensation policy for
emergency reasons?
a) Agree
b) Strongly agree
c) No comments
d) Disagree

Q. 4: To keep the employees interested towards their jobs, does KFCprovides
you and you colleagues fair amount of compensation if any emergency arises?
a) Agree
b) Strongly agree
c) No comments
d) Disagree
Q. 5: To enhance encouragement does KFCprovides you job based pay, skill based
pay and competency pay?
a) Agree
b) Strongly agree
c) No comments
d) Disagree
Q. 6: To attain your loyalty, do you think KFC provides you enough benefits?
a) Agree
b) Strongly agree
c) No comments
d) Disagree
Q. 7: To attain employment retention, do you think reward managementplays an
important role?

a) Agree
b) Strongly agree
c) No comments
d) Disagree
Q. 8: To increase your efficiency and productivity, does rewards plays an
important role?
a) Agree
b) Strongly agree
c) No comments
d) Disagree
Q. 9: To make your job easier, do the managers of KFCgive priority to your
demands and feedbacks?
a) Agree
b) Strongly agree
c) No comments
d) Disagree
Q. 10: To have a flexible working environment, do you think your feedback
matters to the management of KFC?
a) Agree
b) Strongly agree

c) No comments
d) Disagree

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