Effective reward management is essential for organizational performance. Being rewarded and recognized for one's work or contribution is what keeps an employee motivated to work towards achieving organizational and personal goals. 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 to understanding their employees and providing the right types of reward systems for the organization so that employees are constantly motivated intrinsically and extrinsically. The hypotheses I advance here are intended to support this assertion that effective reward management is essential to organizational performance because it helps improve operational efficiency and, therefore, production. Allen, Takeda, White, and Helms (2004) argue that reward practices play an important role. 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 to shape employee behavior and motivate them to perform at higher levels, and that the use of appropriate rewards can result in improved job performance. company at the organizational level. Therefore, 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 organization, as some reward practices may be universally effective regardless of culture, while others may be culturally sensitive. They emphasize the importance of reward practices selected by managers, both of which are associated with superior organizational performance...... middle of article ......(2006). TOTAL REWARDS: GOOD SUITABLE FOR TECHNICAL WORKERS. Research Technology Management, 49(5), 27-35. Taken from EBSCOhost. Esteves, T. and Caetano, A. (2010). Human resource management practices and organizational results. Proceedings of the European Conference on Intellectual Capital, 239-248. Taken from EBSCOhost. Donovan, K. (2008). Licked instant reward. Employee Benefits, 39-40. Retrieved from EBSCOhost.Mujtaba, B.G. and Shuaib, S. (2010). A fair total rewards approach to rewarding 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 BehaviorZingheim, PK and Schuster, JR (2006). Career guidance for Total Rewards professionals. Compensation and Benefits Review, 38(3), 18-23. do I:10.1177/0886368706288206