Discussion Response

One Global Total Rewards Plan

Ivory West posted Jan 20, 2020 12:21 PM

 

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Large employers face daily changes trying to accommodate all of the employees across the globe. Facilitating a standardized benefits package that meets the needs of every regional requirement is a little farfetched. There are so many rules and regulations that play a part in what has to be given that employers often simplify what they are willing to offer. Research showed that employees with a less restricted work environment were more successful than those that were more restricted. For example, Netflix employees were able to set their work schedules and vacations as freely as they pleased with only one restriction, all their required work had to be completed by the deadline (CBS This Morning, 2015). The study also shows that there are so many that lose vacation days every year and that they are more disgruntle and less effective in their performance than those that are afforded the opportunity to take a break. My employer tries to enforce our vacation policy which consists of every employee has 30 days to take off within our fiscal year. If the leave isn’t used by the end of the summer typically the leadership will try to direct time off if it is feasible to the mission at the time. 

The total rewards system is a great idea in the perfect culture. Some benefits are required across the organization; however, some rewards are not feasible in all locations. 

References

CBS This Morning. (2015). ). Work vs. vacation: From unlimited time to no time off. Retrieved from https://www.youtube.com/watch?v=RV4hPjmZVyA

FitSmallBusiness. (2013). Employee compensation—how to design the right plan. Retrieved fromhttps://www.youtube.com/watch?v=0Z2pwJ8TSy0