Document Type

Thesis

Abstract

The nonprofit sector has seen a 20% increase in the number of higher education institutions over a period of 10 years, from 2000-2010, (Blackwood et al. 2012), which had a big impact on the public charity revenues and expenses. In this fast-paced growing environment, employees working in higher education are directly influenced by the changes and increase in the number of students. Motivating employees in such an environment can be challenging, therefore finding a comprehensive package that includes fair compensation levels, benefits, awards and recognition ceremonies and other incentives such as promotions and opportunities for growth are important for the success of universities in particular and any organization in general. This research paper used both qualitative and quantitative methods and an appreciative inquiry model to identify the benefits and awards and recognition programs that are available to full-time Pace University employees, which are both family-friendly and family-neutral and implicit incentives. Through the analysis it was identified that: Pace employees are driven by both intrinsic and extrinsic motivation; the level of awareness of the benefits is at 69% and of the awards and recognition programs at 68%, and that employees are most satisfied with the health insurance benefits (63%), the retirement plan (69%), the number of vacations provided (77%) and the tuition remission benefits (42%). Additionally, Pace University employees are interested in receiving additional benefits and awards and recognition programs. 83% of the respondents were interested in receiving additional benefits or improving existing benefits programs and 74% of the respondents suggested the need of additional awards or changes in the current incentive programs at Pace University.