PLEASE RESPOND TO THIS POST WITH A SCHOLARLY RESPONSE. ONE REFERENCE IS NEEDED.

Question

PLEASE RESPOND TO THIS POST WITH A SCHOLARLY RESPONSE. ONE REFERENCE IS NEEDED.

Netflix has an extreme-flexibility employment structure, not tracking hours, vacation pay, or family leave. Instead, employees have a job to do, and total freedom to do it when, where, and how they see fit, in alignment with their cultural values of "freedom & responsibility" (Work life philosophy, n.d.). Regarding family leave, employees are given license to take as much time as they feel necessary and ease back in at their own pace. Meanwhile, pay is set competitively against other companies with the goal of attraction and retention. Netflix's expressed goal is to keep pace or slightly ahead of competitors in terms of wages, but to offer a uniquely attractive work life characterized by freedom in balance with responsibility, on a whole-life level. A much smaller company offering total rewards to stay ahead of much bigger competition is Dick's Drive In in Seattle. The company focuses on customer service by investing in customers, employees, and the community in that order (Tan, 2013). The company sees itself as a transitional employer, being a likely first and not last job. To retain employees longer-term, preserve consistent customer service and quality, the company offers above minimum wage pay, education and childcare benefits as well as paid vacation and paid volunteer hours (Tan). Other fast food companies, like McDonald's, offer minimum wage and some benefits including tuition assistance, many of which are left to franchisees (McDonald's Employee Benefits, n.d.). In its local market, therefore, Dick's has set itself as a market leader in compensation among fast food, inexpensive burger restaurants. Strategically, its market position helps an overall reputation of consistent service and customer as well as employee loyalty.

Explanation / Answer

The employee motivation and satisfaction has become the key to the organization’s success and different companies find unique ways, such as flexible work timing, best in class pays and career mapping and development services. It brings the engagement level of the employees and it contributes to the profitability among the many other dimensions (Finnegan, 2014). It is no secret that human resources in any organization driven by innovation and creativity are treated as resource of strategic importance. A research survey study conducted by Gallup, comparing the engagement level in top 25% of Gallup survey database with the last 25% of the survey database, revealed that the higher engagement level of employees not only drive higher profitability, but also superior productivity, less quality defect issues, higher customer's ratings and superior customer service among the others (Finnegan, 2014). Is the return on investment, trust and belief an organization makes upon their employees and reap the reward in the short as well as in the long run.

Reference:

Finnegan, D. (2014). How Much Does Employee Engagement Correlate With Profitability?. Retrieved from: http://www.c-suiteanalytics.com

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