{"id":{"repo_id":"zulu","oai_identifier":"oai:uzspace.unizulu.ac.za:10530/2375"},"canonical_url":"https://search.dev.ndltd.org/etd/zulu/oai:uzspace.unizulu.ac.za:10530/2375","repository":{"repo_id":"zulu","name":"University of Zululand","base_url":"https://uzspace.unizulu.ac.za/server/oai/request"},"display":{"title":"Investigating the role of performance incentives in driving performance in a faculty from a comprehensive university in KwaZulu-Natal","abstract":"Rewarding employees for meeting the organisation targets is crucial in order to motivate staff members to improve their performance. This is supported by Landry, Schweyer, Whillans (2017) that rewards such as monetary and non - monetary rewards are omnipresent and essential in today's workforce. The aim of the study was to investigate if the incentive plans and recognition plans given to the employees at the University drive performance. This study intends to recommend practical incentive and recognition plans that can be used to drive performance. The study followed a qualitative approach where data was collected through interviews. An investigation was conducted with Academics in the Faculty of Commerce, Law and Administration on the role of Performance Incentives in driving Performance at a Faculty from a Comprehensive University in KwaZulu-Natal. The collected data was analysed using NVIVO. The overall findings of the study showed a strong link between performance incentives and employees' performance. It was found that financial incentives in the form of performance bonuses influenced the employees to work harder to meet the performance targets. Moreover, the study revealed that the possibility of promotion has made staff in the University to work harder because it leads to an increase in salar","abstract_html":"Rewarding employees for meeting the organisation targets is crucial in order to motivate staff members to improve their performance. This is supported by Landry, Schweyer, Whillans (2017) that rewards such as monetary and non - monetary rewards are omnipresent and essential in today's workforce. The aim of the study was to investigate if the incentive plans and recognition plans given to the employees at the University drive performance. This study intends to recommend practical incentive and recognition plans that can be used to drive performance. The study followed a qualitative approach where data was collected through interviews. An investigation was conducted with Academics in the Faculty of Commerce, Law and Administration on the role of Performance Incentives in driving Performance at a Faculty from a Comprehensive University in KwaZulu-Natal. The collected data was analysed using NVIVO. The overall findings of the study showed a strong link between performance incentives and employees' performance. It was found that financial incentives in the form of performance bonuses influenced the employees to work harder to meet the performance targets. 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