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为了激励员工以期望的方式进行激励，薪酬体系是管理层用来激励员工进行高绩效的重要工具。奖励制度旨在吸引潜在的员工加入组织，让他们来工作，激励他们在更高的层次上表现。奖励制度包括所有组织成分包括人、流程，为他们对组织的贡献交换在薪酬福利和员工参与的分配规则和决策活动。奖励制度是任何组织的设计的关键部分，生活的质量，组织中的员工的经验，以及他们如何平衡系统的一个组织中的其余部分发挥组织效能的重要作用。事实上，有必要进行一个详细的调查奖励系统如何可以帮助组织的成功，因为员工是组织中最重要的资产。这是因为它具有展示本身为现有和潜在员工的一项有吸引力的命题。本文探讨了奖励制度，组织的成功，使用工作满意度作为衡量组织成功的工具，对齐奖励系统与组织的成功，也表明，如果奖励制度是组织成功的充分条件。

To channel employee motivation in desired ways, rewards system is an important tool that management uses to incite them to perform at a high degree. Reward systems seeks to attract potential employees to join the organization, keep them coming to work and incite them to perform at a higher level. Reward systems comprises of all organizational components including people, processes, rules and decision making activities involved in the allocation of compensation and benefits to employees in exchange for their contribution to the organization (Pratheepkanth, 2011). Reward systems is a crucial part of any organization's design therefore, the quality of the life that the employees experience in the organization and how well they balance with the remainder of the system in an organization has an important role to play on the effectiveness of the organization (Lawler, 1993). Indeed there is need for an elaborate inquiry on how well a reward system can assist organizational success, because employees are the most important asset in an organization and in relation to high performance, this is ambitious. This is because it has to showcase itself as an attractive proposition to both existing and potential employees (Crain, 2009). This essay examines the reward system, organisational success, uses job satisfaction as a tool for measuring organisational success, aligns reward systems with organizational success and also show if reward systems alone is a sufficient condition for organizational success.

According to Armstrong (2002), reward systems shows what an organisation is prepared to pay an employee in return for the work they do, this pay shows how well the employee is being valued by the organisation. To convey the right message of what is important to the organisation in terms of attitude and productivity, the right reward must be assigned. Reward is related directly with the work system therefore the pay systems must be supportive of the universal use of information technology,knowledge sharing, strategic allocation, and variations in employee population. Armstrong (2007) emphasizes that the reward systems should be well aligned with the business strategy of the organization. For organizations to achieve organisational success, it has to work with the business drivers such as quality, performance, profitability and productivity. The reward systems ends up having a direct effect on all this if they are aligned with the business strategy of the organisation. A key aim of reward strategy is to monitor and control the level of organisational performance of employees, thus helping the organisation to be more productive and in the long run,assist or increase organisational success. Reward strategy also aims to create policies and practices that tend to attract higher levels of skilled labor which in turn increase the flexibility and experience of the work force (Armstrong and Brown, 2006).

Byars and Rue (1992) identifies that there are two types of rewards which comprises of intrinsic and extrinsic rewards. The intrinsic or non-financial rewards, gives rewards to t