many organizations focus on thebusiness performance at the end of year results, but forget all the factors that influence employee retention needs to be enhanced for better performance (Achieng, 2011; Nzuve, 1997; Allen, 1992).When an employee feels dissatisfy with his/her job, itcan result into labor turnover. (Knudson, 2006). Armstrong (2006; 1999), said some of the best way foran organization to appreciate their employees is by allowing them to participate in the organization, and to ensure that the employee have a feeling that he/she is appraised fairly. Furthermore, this slogan has been repeatedly affirmed by various authors that “employees don’t leave jobs, they leave superiors” (Hodgetts and Hegar, 2008). The study revealed thatapproximationsof 80 percent of turnover is driven by the environment a manager creates for an employee (equated to 20 percent resulting from issues with company culture). The success of any retention strategy is ultimately subject to the line manager’sability to deliver an appropriate motivating reward. Thus, it is significant for organizations to motivate their employees to succeed and grow, rather than just drive performance. Which may in turn increase in employee’s retention?2.3 Appreciation and its impact on employee’s retention and productivityGallup (2014), affirmed that appreciation is an indispensable building blocks of a great workplace and significance key to employee retention and productivity. Organizations that may possibly be the champions, based on organizational capabilities and organizational competencies, are right kind of human resource. In order to be formed and maintained by organizations as both, need ever more than efficient employees (Fatima, 2011). As maintained by this author, an
PEOPLE: International Journal of Social Sciences ISSN 2454-5899 Available Online at: 45 organization that acknowledges and directs their organizational competencies efficiently competes more productively and effectively. Retaining employees is the key issue in contemporary corporate setting, devoid of well integrated work force in the organization and placing their paramount effort, success can never be long stint in such organization (Foong-ming, 2008). There are a comprehensive variation of intrinsic rewards existing which increase satisfaction and overall job related productivity of employees (Mussie, Kathryn, and Abel; 2013; Anchor, 2010). Some of these rewards come in the form of job involvement, participate in decision making, job autonomy, task significance and appreciation. Conversely, these rewards have their merits in creating a highly satisfied workforce, through creation of a positive and cooperative atmosphere within an organization, designing effective compensation package for employees leads to satisfaction, motivation and commitment (Workineh and Shimels, 2010; Gostick and Elton, 2007; Nelson, 2005; Daniels, 1999; Darling, Arm, and Gatlin 1997. Thus, leading to the improvement of overall functioning of an organization.