Our Services

Get 15% Discount on your First Order

[rank_math_breadcrumb]

W6 DISCUSSION REP

SEE ATTACHED

Please site textbook: Martocchio, J. (2020). 
Strategic Compensation: A Human Resource Management Approach (10th ed.) Pearson.
and outside source:

*Please response to both discussions below regarding the following case***views about whether discretionary employee benefits should be an entitlement or something earned based on performance.

NG1…To determine whether discretionary employee benefits should be considered entitlements or linked to performance, it’s essential to first define what discretionary benefits are and their significance. These benefits can be categorized into three main types: protection benefits, paid time off (PTO), and services (Martocchio, 2020). Protection programs provide financial support for unforeseen events and wellness initiatives for families. PTO allows employees to take paid time away from work, helping them balance their professional and personal responsibilities. Services encompass a wide range of employee interests, which allow organizations to maintain a competitive advantage. Overall, discretionary benefits aim to enhance work-life balance and improve both professional and personal experiences.

Imagine the resentment and inequities that could arise if only some employees received PTO or vacation time while others did not. This demonstrates why discretionary benefits should be considered entitlements rather than performance-based rewards. While it may be reasonable for employees to earn a percentage of a retirement match based on performance, withholding essential benefits like family assistance programs from those who need them most is highly unfair.

From personal experience, not all performance evaluations are conducted fairly or impartially. Making access to discretionary benefits contingent on performance evaluations can lead to injustice. Furthermore, issues such as preferential treatment and nepotism can create barriers, making it challenging for employees to earn benefits based on performance. To promote equity and inclusion, organizations must ensure that all employees have access to certain discretionary benefits (McGrath & Rocchi, 2024).

Ultimately, discretionary benefits function like welfare practices by enhancing employees’ comfort and growth, both intellectually and socially (Martocchio, 2020). Since these benefits can significantly improve employees’ quality of life—financially, mentally, and intellectually—they should be considered entitlements for all employees. Additionally, providing these benefits can boost productivity and foster loyalty (Higginbotham, 2021).

Discretionary benefits are also vital for attracting talent. A recent survey revealed that 60 percent of respondents see employee benefits as a key factor in their decision to accept a job offer (Martocchio, 2020). By offering an inclusive and comprehensive discretionary benefits package, organizations can effectively distinguish themselves in a competitive job market.

In conclusion, discretionary employee benefits play a crucial role in fostering a supportive work environment and enhancing overall employee well-being. Given their significance in promoting work-life balance and improving the quality of life for all employees, these benefits should be treated as entitlements rather than performance-based rewards.

 

 

References: 

Higginbotham. (2021, October 1). 
Discretionary employee benefits 101


 

McGrath, L., & Rocchi, V. (2024, July 16). 
Building an inclusive benefits program for your employees. 


 

Strategic Compensation: Martocchio, J. J. (2020). Strategic compensation: a human resource management approach (10th ed.). Hoboken, NJ: Pearson Education, Inc. ISBN: 9780135192146

GJ2). My point would be that this is a debatable question. Whether discretionary employee benefits should automatically come as an entitlement or be performance-based are valid ‘for’ and ‘against’ arguments. However, in my opinion, the factor is situational and depends upon the nature of the benefit and the goals of the organization.

Entitlement Benefits: It is also desirable that some discretionary benefits should be granted as an entitlement to all employees, inasmuch as these would contribute to employee welfare and productivity. Health insurance, wellness programs, and paid time off are just a few of the most meaningful benefit resources in maintaining a healthy and engaged workforce.These benefits build job satisfaction, fewer absences from work, and a sense of equitability and security. Once everyone has all these basic benefits, this builds a positive work environment that will attract and retain the best.

Moreover, offering certain benefits to all employees, regardless of performance, can promote equity and inclusiveness. Employees from different backgrounds and with varying personal circumstances may have different needs, and offering these benefits universally can help create a more supportive workplace. For example, providing child care assistance or mental health resources benefits everyone, not just high performers, and it helps address personal barriers that could affect job performance.

Performance-Based Benefits: On the other hand, linking some benefits to performance will encourage employees to aim for excellence. Performance-based benefits might include such things as bonuses, stock options, or additional time off. These types of benefits reward employees for exceeding expectations within their job roles and contribute to the success of the company. These benefits align directly with individual and organizational goals-rewarding high performance and encouraging a results-oriented culture. Those who contribute more may feel that they deserve more, and this fosters a culture of meritocracy.

However, there is another side of the coin to making benefits performance-based. This system may breed an environment where only star performers get benefits, and the rest may be demotivated, especially in cases where the performance indicators are not well spelt out or transparently measured. Secondly, it could alienate those employees who function in support capacities and lack as much scope for standout performance in such measurable areas of performance.

A Hybrid Approach: My view is that the optimal approach is a hybrid approach. Health insurance, wellness programs, retirement contributions, and other forms of basic discretionary benefits are viewed as entitlements given to all employees, since these forms of perks are very significant in fostering a care-oriented and enabling work environment and guaranteeing the overall welfare of employees.

At the same time, organizations can offer performance-based benefits as incentives for employees who go above and beyond. This could include additional bonuses, career development opportunities, or even access to higher-tier benefits, such as extra paid leave or flexible working arrangements.

This caters for equity and fairness, while at the same time providing motivation through performance-based rewards. It makes sure that all are taken care of, while at the same time creating room for the top performers to be recognized and rewarded for their contribution.

In other words, discretionary employee benefits should combine elements of both entitlements and performance-based rewards. Only if major benefits are provided to everyone, while others are performance-based, could an organization succeed in creating a work team that is motivated, inclusive, and productive.

References

Balkin, D. B. (2023). Theorizing the relationship between discretionary employee benefits and individual performance. Human Resource Management Review, Issue 1.

Martocchio, J. (2020). Strategic Compensation: A Human Resource Approach. Boston: Pearson Education.

Miller, E. (2024). Discretionary benefits. Retrieved from AIHR: 

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2022). Fundamentals of Human Resource Management (9th ed.). McGraw-Hill Education.
“Discretionary benefits are instrumental in not only attracting and retaining employees but also in fostering loyalty and commitment, especially when aligned with company values and employee needs” (Noe et al., 2022, p. 344).

Dessler, G. (2023). Human Resource Management (17th ed.). Pearson Education.
“When discretionary benefits are tied to performance, organizations can better align their compensation strategies with corporate objectives, ensuring that high performers are rewarded for their contributions” (Dessler, 2023, p. 291).

Share This Post

Email
WhatsApp
Facebook
Twitter
LinkedIn
Pinterest
Reddit

Order a Similar Paper and get 15% Discount on your First Order

Related Questions

Module 2 ogl 551

Module 1: Learning Materials IMPORTANT NOTE :   Anything in the  “Learning Materials” content area  (excluding “Supplemental Learning Materials”)  is “fair game” for the quizzes(as is any other content presented in the module).  You’ll also be doing some analysis and synthesis types of writing in this graduate-level course, so be sure to read

Discussion 3

Discussion 3 A common form of training is cooperative training. There are two widely used cooperative training methods: internships and apprentice training. In both forms of training, there is a combination of classroom training (formal education) and on-the-job training (experience) that can be used for career development. Based on your

Human Resources

Job Interview.  [ NAME OF THE COMPANY ] JOB TITLE: [ ] FSLA EXEMPTION STATUS: [Exempt or Non-Exempt] JOB LOCATION: [City, State] WORK SCHEDULE: [Days, Time] OVERVIEW OF WORK: [Purpose of the position and general summary of the job] TASKS: [5-8 Statements of Tasks · · · · · ·

human resources

The Social Security Benefits Act, which created the Social Security program in the United States, was signed into law by President Franklin D. Roosevelt in 1935 as part of the New Deal. At its core, the program provides financial support to Americans during retirement, in cases of disability, or after

Performance Appriasal

Ethical Performance Appraisal Issues Performance Appraisal  The type of performance appraisal in the workplace. Please see attached

Human Resource Management Homework Assignment

Human resource management assignment is located in file uploaded Prior to beginning work on this assignment, review 5 Keys to Success as an HR Department of One Links to an external site. and refer to the HR Department of One: How to Succeed Links to an external site. webpage for

human resources

The Salary History Trap Jake is interviewing for a marketing coordinator position at TechCorp, a growing software company. He is currently earning $38,000 at his small nonprofit job but knows that similar positions at tech companies typically pay between $55,000 and $65,000. During the interview, everything is going well until

Week 2 605

 research in ways that directly relate  For this learning assignment, you will begin the process of research in ways that directly relate to the final paper. This week you will write on your chosen topic from the list below using  one scholarly article that you find in the APUS Library or

CASE 3

Module 2 – Case Social Media and HR; Behavioral Anchored Rating Scales; Simulation Training Case Assignment After reading the required materials on social media found on the Background page for this module and your own library research, prepare a  4- to 5-page paper addressing the following: Discuss the influence social media

SLP 2

Module 2 – SLP Social Media and HR; Behavioral Anchored Rating Scales; Simulation Training Behaviorally anchored rating scales (BARS) directly assess performance  behaviors. The BARS method depends on critical incidents or short descriptions of effective and ineffective behaviors that ultimately produce a number value. The assessor is responsible for rating the

HR Final

 As managers and HR professionals, we must be proactive in addressing possible. 

discussion 2

Module 2 Discussion A popular type of training at all levels of an organization is simulation training/development. Simulation training uses a duplicate work environment that is set up independently of the work site. In this setting, trainees can learn under realistic conditions, but away from the pressures of interruptions. Based

Final

Instructions for final paper: Please look at the feedback from the paper you did for me before, and write the final paper based off the input. I have attached the draft paper that you did for me. Purpose: Complete an Applied Project Prospectus in OGL 570. Specifics:  This is an