Promotion gives more pay, responsibility, authority, independence and status for employees. Therefore, opportunities for promotion determine the degree of satisfaction to the employees. I find that there is no proper system for employees in RFS  for promotions.  Employees have been promoted   taking into account   unimportant  factors which lead  others employees to feel  that they are discriminated or  improperly  treated.

There are countless ways, small and large, to reward and motivate quality people.  I find that  there is no  room  for RFS staff  to make them creative and  provide creative ideas to the Company for its advancement.

Non Financial Incentive is a scheme that provides an incentive to employees to work harder or perform better  some other form than money. I found that  there is no such incentive scheme in operation at RFS.

Workers, who are dynamic in nature, do not show preference for routine jobs. They are always ready to accept challenging assignments. It is, therefore, the duty of the Management  to understand the capabilities of every individual in the organization and accordingly assign him or her  work.

If a conservative person is given a job that requires a dynamic approach, he may not have any motivation to take it up. On the other hand, if a dynamic person is given a routine job, he too would not feel induced. There is no proper  system  in RFS evaluating employees.

It is important that the employer recognizes hard work. Even a word of appreciation  would motivate the employees to maintain the same level of performance or do even better. Recognition need not necessarily be in the form of tangible benefits to employees. It may be any gesture from the Management  which should come at the right time and right place. There is no  concrete steps have been taken in this regard at RFS in order to  recognize its employees’ performance.

The designation of an employee is yet another motivating factor. Employees do show preference for certain designations. A salesman, for example, would like to be designated as a sales executive. In this area   without spending financial resources employees can be motivated. No Proper creative  designations have been offered to employees at  RFS.

There should never be a stagnation point for any employee during the prime time of his or her  career. The Management   must always provide opportunities for his employees to perform well and move up in the hierarchy. I have found in my research that there is no proper system in operation at RFS   paving the way for employees to rise  up in the ladder of success.

Another non-financial incentive that stimulates any employee is his involvement in certain crucial decisions. For example, if the management decides to buy a new computer systems  for the office, the workers’ viewpoints may be secured before making the final decision. I found that there is no proper way of  taking the viewpoints of employees at RFS.

By job rotation employees will be exposed to different kinds of job. This certainly would break the monotony of employees. For example, in  RFS an employee may work in the Savings  Section for sometime after which he may be posted to the cash section. Such a change not only motivates the employees to perform well but also prepares him to be versatile and employees.

The management can encourage healthy competition among the employees. This would, certainly, motivate them to prove their capabilities. The management can also rank the employees according to performance. Such  employees who have performed well can  be given merit certificates or  an employee can be selected in each department as “employee of the month” There is no such competitions   for  RFS employees to motivate them.

Financial cause employees to remain motivated to excel and stay with their employer. Management has  to introduce  financial rewards system for employees of RFS without burdening the company  with much financial stress.

Non-financial incentives are not only an inexpensive way to motivate  employees, but are also one of the most effective methods of encouraging retention and high performance. Management has  to introduce  non-financial incentives for RFS employees.