Over the years, competition in the business world has been on the rise with every organization trying to out-do each other in terms of revenues, efficiency and productivity. It is the aim of every human resource department to attract, employ, and retain the best and talented workforce in order to aid the organization to achieve its strategic plans. To arrive at this objective, business owners and managers use a reward system that is attractive enough to their employees, lack of which will lead to their personnel looking for better opportunities elsewhere (Baldwin 2006). As economies become stronger and the job market competitive, employers are looking forward to obtain the maximum output from their employees, while their employees are out to get the most benefits from employers. Baldwin (2006) noted that reward allocation is one way of motivating staff to influence work habits and major behaviors for the benefit an organization. While reward allocation is important in boosting the morale of the workforce, if it is not done in an equitable and amicable manner, it can have detrimental effects to an organization (Jawad, Raja, Abraiz, & Tabassum 2012).