Effective reward management is critical to organizational performance Being rewarded and recognized for one's work or contribution is what keeps an employee motivated to work towards goals organizational and personal. When employees are motivated by rewards, they will have job satisfaction thereby increasing the productivity of the organization. This requires managers to pay more attention in understanding their employees and find suitable types of reward systems for the organization so that employees are always intrinsically and extrinsically motivated. The hypotheses I advance here serve to support this assertion that effective rewards management is critical to organizational performance as it helps improve operational effectiveness and, consequently, production. Allen, Takeda, White, and Helms (2004) state that reward practices play an important role in motivating employees and some reward practices are more effective than others in influencing performance. Most researchers agree that reward practices logically serve as motivators in shaping employee behavior and motivating them to achieve higher levels, and the use of appropriate rewards can culminate in improved business performance at the organizational level. Consequently, they also add that it is important for managers and HR professionals to carefully consider national cultural values ​​when designing a reward system suitable for their organizations since some reward practices may be universally effective regardless of culture, while others may be culturally sensitive . They accentuate the importance of managers selecting reward practices, both of which are associated with superior organizational performance… half of paper… (2006). TOTAL REWARDS: GREAT FIT FOR TECH WORKERS. Research Technology Management, 49(5), 27-35. Retrieved from EBSCOhost.Esteves, T., & Caetano, A. (2010). Human resource management practices and organizational outcomes. Proceedings of the European Conference on Intellectual Capital, 239-248. Retrieved from EBSCOhost.Donovan, K. (2008). Immediate reward lick. Employee Benefits, 39-40. Retrieved from EBSCOhost.Mujtaba, B.G., & Shuaib, S. (2010). An equitable approach to total compensation to pay for performance management. Journal of Management Policy and Practice, 11(4), 111-121. Retrieved from EBSCOhost. Utilitarianism or Romanticism: The Effect of Rewards on Employee Innovative Behavior Zingheim, P. K., & Schuster, J. R. (2006). Career guidance for Total Rewards professionals. Compensation and Benefits Review, 38(3), 18-23. doi:10.1177/0886368706288206