Individual Performance Related Pay (IPRP) is a system of reward system that has more of disadvantages compared to its benefits and therefore the purpose of the paper is to evaluate the positive and negative points of the existing reward system used by Cavendish Hall Hotel. Based on this, the researcher recommends a newer performance management system capable of overcoming the shortcomings of IPRP. The paper utilized various theories like Expectancy, Motivational and Equity theory in order to judge the suitability of the IPRP system. This proves that behaviour is influenced by elements like motivation, equity and expectancy. The present reward system of Cavendish Hall Hotel fails to link performance with efforts of all the staff members. As a consequence, the introduction of profit sharing reward technique can have a positive impact on the business of Cavendish Hall leading to increased profitability of it. By adopting the new reward system, the hotel has a chance of meeting the standards of a four star hotel.
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