Introduction The question of motivation strategies is very complex and contradictive. There are different opinions regarding the elements that comprise an effective motivation policy. The paper at hand is aimed at elucidating one of such elements – a reward technique. It is assumed that a reward plays an important role in terms of the motivation elevation. As a result, it is considered critical to examine the mechanisms that underpin the interconnection between rewards and motivation, the approaches to the generation of reward policies, the main types of rewards, and other related aspects. It is expected that a detailed analysis of the reward method will help to get a better idea of the motivation techniques and provide some useful guideline for generating an effective motivation strategy. The Role of Motivation in the Workplace Nowadays, the fact that motivation plays an important role in the employees’ performance seems to be undoubted. A large scope of scientific research is devoted to the examination of the positive effect that high employees’ motivation produces on the job commitment and satisfactions. Hence, for instance, recent studies provide empirical evidence for the fact that there is a close interconnection between the level of employees’ motivation and the organizational effectiveness (Manzoor, 2012). Speaking more specifically, every employer is sure to receive practical benefits from the motivated workforce: low turnover and absenteeism, increased job commitment, and the determination to achieve better results. Therefore, it is not surprising that organizations try to work out such management strategies that would assist considerably in raising the employees’ motivation. These strategies might imply the implementation of different techniques. One of the most commonly applied motivation tools is a reward, the mechanisms and the impact of which will be discussed below. Rewards as a Tool to Raise Employees’ Motivation The Mechanism of the Reward Method First and foremost, it should be noted that there is a consistent scientific grounding that allows considering a reward to be an efficient motivation tool. Hence, the need for being appraised or rewarded is included in the “esteem” section of the Maslow’s Hierarchy of Needs (Lauby, 2005, p. 2). Therefore, the idea of using rewards in order to elevate motivation refers to the psychological theories rather than to the managerial inventory. The mechanism of a rewarding method is rather simple. Once an employee receives a reward, he or she satisfies the natural need for an appraisal and seeks another chance to experience it. As a result, the performance is either improved or carried out at the same level. Most importantly, it does not go back as the employee realizes that in this case, the need for appraisal will not be satisfied. Kressler (2003) notes that it is a beneficial scenario for both an employer and an employee: the former “buys” a sort of a guarantee for a high-quality performance, whereas the latter has a clear idea of what he or she is expected to do to receive the desired outcomes (p.117). The Reward-Motivation Relation The mechanism of the impact that a reward has over the motivation level has been described above. At this point, it is evident that a reward serves to be a powerful mo