Motivation is helpful to producing innovative work

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motivation is helpful to producing innovative work, and we know that recognition is a part ofintrinsic reward. (Deep rose 1994) states in his research that effective recognition and rewardsystem can play a vital role in increasing the motivation level of the employees and thus providethem with enhanced job satisfaction, which will eventually result in more productivity.Promotion is defined as elevating employees at a job of higher significance and compensationlevel (Lazear, Edward, 2000). In other words, it is shifting employees in an upward hierarchythat will increase their level of responsibility (Lazear, Edward, 1986). Promotions are considereda significant aspect of one's career life.The perception of justice by the employees is the leadingfactor in determining the relationship between job satisfaction and promotion (Malik, Qaiser,Munir, 2012). (Kosteas, Vasilios D,2010) states that promotion expectations can also play a vitalrole.Those Employees who realize that they are not going to get a promotion this time willreduce their work effort unless they believe that they are still in the hunt for future promotion.On the other hand, employees who consider that a promotion is likely to happen in thenext two years report higher job satisfaction.In short, we can say that promotion is an effectivetool for firms to produce positive behavior from their employees and maintain a greater level ofjob satisfaction by making workers believe that a promotion is possible.(Robbins 2001) statesthat promotions construct the chance for individual growth, increased accountability levels, andincreased social standing.According to (Shields and Ward, 2001), employees show
[SHORTENED TITLE UP TO 50 CHARACTERS] 12dissatisfaction and greater intention to leave the organization when they are not promoted.According to the research done by Kelly-Radford (2001), there is a greater risk of failure whenthe employees are recruited externally rather than promoted internally.Employees tend to besatisfied with their place in the organization when they perceive fair chances for promotion (DeSouza,2002).According to Flynn in 1998, the primary aim of reward and recognition is first todefine the system today and then effectively communicate that system to employees to create alink between their reward and performance, which will lead to job satisfaction.The research design used in this paper is the causal method and correlational method.Itis used to determine how pay, promotion, and recognition are related to employees' jobsatisfaction in banks.Also, the research is trying to figure out which of the three variables aremore important for job satisfaction.The research is quantitative.This research focuses oncommercial banks of Karachi, and the respondents are junior and middle-level employeesworking in the following banks: Bank Alfalah, Albarrak Islamic bank, Faisal bank, MCB, BankAl-Habib, Bank Islami. The Questionnaire was used to collect data based on the Likert scale.

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