Should Work Perks Be An Essential Function Of The Contemporary Workplace?

Today people are looking for benefits what will help them manage their work-life life-styles better. Today, with the help of technology, employer is now starting to be more capable of offering flexible options with great results.

The other non-monetary perks offered to the top executives are a car allowance, parking, on-site exercise room, spousal travel on business trips, and personal use of company aircraft and reimbursement of financial management expenses (Forbes, 2013). A non-monetary element or benefits promote productivity, help retain employees and encourage workforce

We all know that a company that can build trust and bring about a rewarding atmosphere of personal appreciation and contribution will develop workplace norms and behaviors that bring outstanding performance from its personnel. Of the companies on our list the ones chose to research were CHG Healthcare, Wegmans Food Markets and Google. All three of these organizations caught my attention for number reasons, but what got my attention the most and really made me choose them was how they value their employee’s and strive to satisfy their needs. Most of us strive provide the best way of life possible for our families. When searching for employment people

Over the last two decades, American workers have been clocking more and more hours on the job, and they now work more hours than workers in any other industrialized country. Annual work hours are 4% higher than they were in 1980, amounting to an extra 1 hour and 30 minutes at work per week, on average (ILO 1999). Workers are also clocking more overtime hours. Almost one-third of the workforce regularly works more than the standard 40-hour week; one-fifth work more than 50 hours. The growth in overtime work, while helping to drive the healthy growth in output in the U.S., has unhealthy social costs. It is taking its toll not only on workers, but on their families, communities, and, ultimately in many cases, patients, customers, and

Additionally, it is imperative to note that compensation does not automatically imply rewarding in the monetary form. It also includes other benefits such as, health care benefits, work-life balance options, as well as employee perks and incentives. Nonetheless, this day and time employees not only work for the money, but also place equivalent importance on other aspects of compensation.

In his second chapter he reveals the uncanny wage cuts in America. The author highlights the point of bosses telling employees that in order to earn more money after wage cuts it to work harder and for longer hours. This is ultimately telling workers to ‘work more for the same money.’ Because of this wage cut situation, the quality of the service you provide will dramatically decease due to the pressure to meet a quota and make ends meet. Although wages cuts are impending across America, the ultimate cheating culture is highlighted for associations as their wage rates

Multi-national companies have started to focus on their HR departments and initiated benefit plans and employee schemes for their workers. These schemes are ‘supposed’ to reflect the amount of care and responsibility that firms have for their workers but the reality is that these schemes are simple mechanisms to

Pay, paid vacation, personal days, health insurance and bonuses. In the year 2000 there were many jobs that people

When employers purchase this ability, they typically view it as their private property (Yates, 2009). Precisely, workers are merely a costs of production to be minimized (Yates, 2009). Their ability to work is treated no better than the tools and machines they operate (Yates, 2009). The nature of the United States financial system perpetuates the objectification of workers by employers (Yates, 2009). As humans, we have an underlying desire to be treated with dignity and respect (Yates, 2009). However, whether employers are willing to treat their workers with a basic level of respect is a matter of chance (Yates, 2009). Even if employers would like to treat their workers with a basic level of respect, they will not and cannot hesitate to sacrifice them for the good of the company (Yates,

“Understanding your employee’s perspective can go a long way towards increasing productivity and happiness” – Kathryn Minshew, founder of The Muse. In today’s highly competitive and robust job market, benefit programs have become an integral aspect of an employer’s total compensation package. In fact, an employer’s total benefit package plays just an important role in attracting and retaining talent for organizations as monetary compensation, according to a recent Glassdoor survey (Chamberlain & Tain, 2016). Given the important role benefit plans play in attracting and retaining talent as well as their impact on employee engagement and happiness it is critical that employers empower their benefits specialists to design a total benefit package that functions in such a way that it ensures the organization is not only in compliance with legal guidelines, but also gives the company a competitive advantage within the labor market it competes in. Furthermore, they should be responsive to the organization’s employee’s needs, as well as any changes in the organization’s competitive environment.

As difficult times tend to loosen these binds, many employers find that reminding employees of the dollars and cents value of that relationship can provide a little fresh glue (HRO Today - Human Resource Outsourcing Today).” Employees have to consider not looking at just the base salary if there are non-monetary benefits, perks and extras to consider as well. Unions have a significant effect on those who are in unions and those who aren’t in unions in relation to total compensation plans and benefits. Unions in their bargaining for the employees can potentially increase the salaries, increase the benefits as well as encourage or help an organization offer up additional perks. Unions allow for equality within the lower and middle class sector, those who work in more labor intensive careers and those who are limited in the degree they hold by fighting for those workers to ensure some amount of fairness. Unions can impact the salaries of an industry that doesn’t have a union in a particular building because the unions are in the industry the worker would be paid a more because of that even though the union may not be physically in the building. The biggest impact that a union has on a total compensation package is the perks or additional benefits of employees by bargaining for leave with pay, which ends up

Employers have been coming up with innovative employee rewards to boost morale and acknowledge employee needs for creativity and personal goal accomplishment. This is a positive sign for both employers and employees because it brings a personal element to the work relationship. Employers are displaying signs of empathy via the acknowledgment of their employees’ needs. Additionally, employees will begin to feel a sense of trust and loyalty to the employer because of their demonstrated acts of compassion. A few of the most up to date employee benefits include use of the Internet during work hrs. for personal reasons; allowing employees to bring their pets to work; establishing a controlled napping policy, and sports and office betting pools.

I enjoyed reading your forum post on SAS Software’s corporate culture, and how their philosophy improves the lives of its employees. Goggle is another great example of an extraordinary corporate culture that focuses on their employee’s happiness, and well-being. For example, Google provides their employees with three meals day, on-site physicians, dog friendly environment, etc., which translates into increased production, and employee retention. I wonder if Google’s employee turnover rate is equal to SAS Software’s because, Google appears to offer many more benefits. Consequently, in your opinion, do you think employee perks, can become excessive, and counterproductive to the mission of a corporation? Finally, what are some cultural values

The rewards offered can be extrinsic such as wages, incentives and bonuses, or intrinsic such as job satisfaction, an internal feeling of worth and a sense of well being on the job.

The success of companies in today's market place is a process that involves the way business practitioners manage its workers and the financial resources and structures. The management of employees, structures, and financial resources includes the development and establishment of effective compensation strategy. Actually, the lack of a sound compensation system has negative impacts on the company's ability to recruit and retain competent and best-qualified employees. Consequently, compensating workers represents an important practice of a company's human resource management (Martocchio, 2013). Wal-Mart is not only a cultural but also a business phenomenon that operates in a competitive environment that is very unique. The company has grown steadily since its inception to an extent that it has become the number one ranked firm on Fortune 500 for four consecutive years. The success of the company is attributed to sound business practices and strategies throughout the years. Currently, the firm has over 1.3 million employees in America, making it the largest employer in the United States. In addition to being the biggest corporation worldwide, Wal-Mart's ability to attract and retain qualified employees is based on its compensation strategy.