University of Wales Institute, Cardiff

Assignment
On

Comparative analysis of two peer-reviewed journal articles

on Performance appraisal and reward in the employment
relationship

Submitted by
Sabbir Imam Jan
ID: 10004317

Submitted to
Ahmad EL-Gohari
Lecturer, School of Management
UWIC

Date: 3rd March, 2011

 Table of Content

Abstract ..................................................................................................................3
Introduction:...........................................................................................................3
Comparison between two articles:........................................................................3
Conclusion...............................................................................................................7
Reference: ..............................................................................................................8

2
Abstract

I was asked by my instructor to prepare an assignment on “Comparative analysis of

two peer reviewed journal articles”.
For that purpose I choose two peer reviewed articles on Performance appraisals and
reward system in employment relationship. And the articles are as follows:
First one is “Increasing the effectiveness of Reward Management: an evidence based
approach”
Second one is “Adopting performance appraisal and reward systems A qualitative
analysis of public sector organisational change”

Introduction:

“Reward management is concerned with the formulation and implementation of

strategies and policies that aim to reward people fairly, equitably and consistently in
accordance with value to the organization” (Armstrong and Murlis, 2007, p. 3). It is
actually a great motivation for employees of an organization to work in a manner that
is good for the company. High performing companies get better results compare to
those who use rewarding system. It motivates stuff towards the job and employees
pay more dedication to their work. If we look few years back this kind of strategies
are hardly used on that time. However it is an immense prospect for business
industries and companies as well as for employees to practice reward system.

Performance and reward related to each other. Give employee recognition in way of
pay him bonus or praise as a reward according to his performance. So that others
could get motivated to their work to get the same or better reward. According to
Mudor and Tooksoon(2011) one of the most renowned rewards is job satisfaction. If
an employee is not completely satisfied with his job, it affects his performance so
affects the whole team in short affects organization.

Comparison between two articles:

3
In both articles the writers depict a clear and concise thought in the abstract that
reader can understand what the article is all about. They clearly described the purpose
of the article, how they have done it means design/ methodology of the article,
findings or problem they find, practical implication and originality.

1st article, author used literature review, survey and case studies for methodology,
they surveyed 173 HR and reward practitioners and also take case studies. These
triangulated tests strengthened the grounded theory approach to find the results more
accurately. They mainly focused on the survey and combine with case study.
(Armstrong M. and Brown D. and Reilly P. 2011)
2nd one, writer focused on literature review and theoretical frame work for their
methodology. They also use 24 semi structured questionnaire and interviews one and
half hour. (Azzone G. And Palermo T. 2011)
1st article writers focused on both government sector and private sector for their
survey like Electrical retailing, accountancy, children’s charity, hotel group,
restaurant chain and technology company etc.
Whereas 2nd article focused only government sector such as Ministry of Justice,
Ministry of economics and finance, Ministry of interior, Ministry of welfare etc.
1st article describe the methodology after introduction which is clearer than the 2nd
article. In the 2nd article they tried to describe performance appraisal and theoretical
frame work. According to me they should emphasize more on the methodology.
In the 1st article writer use a model of the inter-relationships between the components
of evidence-based reward management that is follows:

4
The picture shows the complex and varied ways in which evidence-based reward
management works. But the authors argue that an approach which makes appropriate
use of these components will be helpful on many occasions. Using them appropriately
means applying and linking the components in ways which fit the demands of the
situation. (Armstrong M. and Brown D. and Reilly P. 2011)

On the other hand 2nd article writers’ use three phase design that is:

Decision and
design

Implementatio
n

Use

• Design and Decision

• Implementation
• Use

These phases are surrounded by four external phase:

• External pressure
• Power
• Learning
• Communication

Both the article use different technique.

5
1st article emphasize on effectiveness of reward management and 2nd article focused
on adopt and implement the change for reward management.
None of them describes the various ways of reward practice. There are two types of
reward practices:

• Financial reward(extrinsic)
• Non-financial reward(intrinsic)

In case of findings 1st articles authors explain it clearly that described under following
headings:
1. The incidence of reward evaluation
2. Why organization do or do not evaluate
3. Evaluation criteria and
4. Approaches used by case study organizations to assess reward effectiveness
(Armstrong and Murlis, 2007)
But in the 2nd article it really ambiguous about the findings. Authors tried to describe
the methodology with the findings and problems which is not very clear. They tried to
describe the change, adoption and implementation as a priority. (Azzone G. And
Palermo T. 2011)
In discussion part 1st article writers depict the discussion more depend on overall
approaches than the survey results but clearly explain that how organizations are
trying to adopt the reward strategy and try cope up with the effects of adopting this
new management. (Armstrong M. and Brown D. and Reilly P. 2011)
2nd articles authors discussed the topic based on the case studies result. How the
organizations design and take decision about change in the system, adopt it and
implement it. The external factors played a great role to adopt and implement the
change. (Azzone G. And Palermo T. 2011)

1st article clearly explain the conclusion for better understanding of the reader. The
reward management is strategies that guide the employee towards the better results for
the organization.
2nd article writer tried to explain the conclusion in a systematic manner which is not
that successful.

6
Conclusion

Bloom and Milkovich 1995(cited in Armstrong et al, 2011, p.118) noted that: A blend
of theory, research, and practice holds the promise of expanding knowledge about the
forces and processes that shape compensation systems and their links with managers
and organizations.
After analyzing these two articles I find that 1st article is much more organized and
systematic. 2nd article tried to be systematic but in some case ambiguous. Performance
appraisal and reward management are related to each other. Organizations should try
this strategy for the better performance of the employee thus itself. Though both the
articles are on reward and performance management they missed some points like
various kind of reward strategy. They have not described its behavior, advantages and
disadvantages. 1st article used triangulated data that are survey; case studies and
literature review whereas 2nd article focused on case studies and literature review. So
according to me 1st article is clear than the 2nd one.

7
Reference:

1. Armstrong M. and Murlis H.(2007) Reward Management: A Handbook of

Remuneration strategy and Practice. 5th Edition. Kogan page limited. London.
2. Mudor H. and Tooksoon P. (2011) Conceptual framework on the relationship
between human resource management practices, job satisfaction, and turnover
Journal of Economics and Behavioral Studies, Vol. 2, No. 2, pp.41-49, Feb
2011.
3. Armstrong M. and Brown D. and Reilly P. (2011) Increasing the effectiveness
of reward management: an evidence-based approach, Employee Relations,
Vol. 33, No. 2, 2011, p. 106-120.
4. Azzone G. And Palermo T. (2011) Adopting performance appraisal and
reward systems A qualitative analysis of public sector organisational change,
Journal of Organizational Change Management, Vol. 24 No. 1, 2011, pp. 90-
111.
5. Bloom, M.C. and Milkovich, G.T. (1995), Issues in Managerial Compensation
Research, Centre for Advanced Human Resources Studies, Working Paper,
Series 95-24.