Gross and Rook (2018) suggest that it is essential for total reward programs to acknowledge “the needs of the business, the changing environment, the aspirations and demographics of employees, the local culture, and the current and future cost constraints” (p. 350). They argue for shifting the focus from disparate pay components to a holistic total rewards approach that includes:
Compensation base pay and variable pay plans
Benefits
Careers
Work life
Given this understanding, do you believe your organizations total rewards program is appropriate and effective in attracting, retaining and engaging talent? Are there any gaps? Make some suggestions on how your organization can improve total rewards. Please comment on each of the four components listed above. If you’re current not working, you can use a previous company you worked for. If you have not yet worked anywhere, you can answer these questions in general.
Sample solution
Dante Alighieri played a critical role in the literature world through his poem Divine Comedy that was written in the 14th century. The poem contains Inferno, Purgatorio, and Paradiso. The Inferno is a description of the nine circles of torment that are found on the earth. It depicts the realms of the people that have gone against the spiritual values and who, instead, have chosen bestial appetite, violence, or fraud and malice. The nine circles of hell are limbo, lust, gluttony, greed and wrath. Others are heresy, violence, fraud, and treachery. The purpose of this paper is to examine the Dante’s Inferno in the perspective of its portrayal of God’s image and the justification of hell.
In this epic poem, God is portrayed as a super being guilty of multiple weaknesses including being egotistic, unjust, and hypocritical. Dante, in this poem, depicts God as being more human than divine by challenging God’s omnipotence. Additionally, the manner in which Dante describes Hell is in full contradiction to the morals of God as written in the Bible. When god arranges Hell to flatter Himself, He commits egotism, a sin that is common among human beings (Cheney, 2016). The weakness is depicted in Limbo and on the Gate of Hell where, for instance, God sends those who do not worship Him to Hell. This implies that failure to worship Him is a sin.
God is also depicted as lacking justice in His actions thus removing the godly image. The injustice is portrayed by the manner in which the sodomites and opportunists are treated. The opportunists are subjected to banner chasing in their lives after death followed by being stung by insects and maggots. They are known to having done neither good nor bad during their lifetimes and, therefore, justice could have demanded that they be granted a neutral punishment having lived a neutral life. The sodomites are also punished unfairly by God when Brunetto Lattini is condemned to hell despite being a good leader (Babor, T. F., McGovern, T., & Robaina, K. (2017). While he commited sodomy, God chooses to ignore all the other good deeds that Brunetto did.
Finally, God is also portrayed as being hypocritical in His actions, a sin that further diminishes His godliness and makes Him more human. A case in point is when God condemns the sin of egotism and goes ahead to commit it repeatedly. Proverbs 29:23 states that “arrogance will bring your downfall, but if you are humble, you will be respected.” When Slattery condemns Dante’s human state as being weak, doubtful, and limited, he is proving God’s hypocrisy because He is also human (Verdicchio, 2015). The actions of God in Hell as portrayed by Dante are inconsistent with the Biblical literature. Both Dante and God are prone to making mistakes, something common among human beings thus making God more human.
To wrap it up, Dante portrays God is more human since He commits the same sins that humans commit: egotism, hypocrisy, and injustice. Hell is justified as being a destination for victims of the mistakes committed by God. The Hell is presented as being a totally different place as compared to what is written about it in the Bible. As a result, reading through the text gives an image of God who is prone to the very mistakes common to humans thus ripping Him off His lofty status of divine and, instead, making Him a mere human. Whether or not Dante did it intentionally is subject to debate but one thing is clear in the poem: the misconstrued notion of God is revealed to future generations.
References
Babor, T. F., McGovern, T., & Robaina, K. (2017). Dante’s inferno: Seven deadly sins in scientific publishing and how to avoid them. Addiction Science: A Guide for the Perplexed, 267.
Cheney, L. D. G. (2016). Illustrations for Dante’s Inferno: A Comparative Study of Sandro Botticelli, Giovanni Stradano, and Federico Zuccaro. Cultural and Religious Studies, 4(8), 487.
Verdicchio, M. (2015). Irony and Desire in Dante’s” Inferno” 27. Italica, 285-297.
Sample Answer
Sample Answer
Evaluating Total Rewards Programs: A Holistic Approach to Talent Management
Thesis Statement
To effectively attract, retain, and engage talent, organizations must adopt a holistic total rewards program that integrates compensation, benefits, career development, and work-life balance, while also aligning with the evolving needs of the workforce and the business environment.
Introduction
In today’s competitive labor market, organizations face the challenge of attracting and retaining top talent. Gross and Rook (2018) emphasize the importance of a comprehensive total rewards program that acknowledges various factors influencing employee satisfaction and engagement. This essay will evaluate the components of a total rewards program—compensation, benefits, career opportunities, and work-life balance—and provide suggestions for improvement based on these elements.
Compensation: Base Pay and Variable Pay Plans
Compensation is often the most visible aspect of a total rewards program. A competitive base salary is critical in attracting talent, but variable pay plans such as bonuses and performance incentives also play an essential role in motivating employees.
Current Assessment
In my previous organization, while the base pay was competitive within our industry, the variable pay component was not clearly communicated or consistently distributed. This led to confusion regarding performance expectations and diminished motivation among employees.
Suggestions for Improvement
To enhance this component, organizations should:
– Clearly define performance metrics for variable pay.
– Regularly communicate how employees can achieve these metrics.
– Consider introducing more flexible variable pay options that align with individual and team goals.
Benefits: A Comprehensive Approach
Benefits extend beyond health insurance and retirement plans; they encompass a range of offerings that meet employee needs and preferences.
Current Assessment
The benefits package at my previous company included standard health insurance and retirement savings plans but lacked options for wellness programs or family leave policies. This limited our ability to address diverse employee needs.
Suggestions for Improvement
Organizations should consider:
– Offering customizable benefits packages that allow employees to choose what best fits their lives.
– Introducing wellness programs that promote physical and mental health.
– Expanding family leave policies to accommodate various family structures.
Careers: Development Opportunities
Career development is vital for employee engagement. It provides employees with a sense of direction and growth within the organization.
Current Assessment
In my previous organization, career development was often seen as an afterthought. While there were occasional training sessions, there were few structured paths for advancement or mentorship opportunities.
Suggestions for Improvement
To foster career growth, organizations should:
– Implement mentorship programs that pair less experienced employees with seasoned professionals.
– Offer clear career pathways that outline potential progression and necessary skills.
– Invest in continuous learning opportunities, such as workshops and online courses.
Work-Life Balance: A Modern Necessity
Achieving a healthy work-life balance is increasingly important for employee satisfaction. Organizations that support this balance can improve retention rates significantly.
Current Assessment
In my previous workplace, while flexible working hours were offered, there was an unspoken expectation to be available outside normal business hours. This created stress and a sense of burnout among employees.
Suggestions for Improvement
Organizations can improve work-life balance by:
– Encouraging a culture that respects personal time and discourages after-hours communication.
– Offering remote work options or hybrid work models to accommodate various lifestyles.
– Providing resources for time management and stress relief.
Conclusion
In conclusion, a successful total rewards program must integrate compensation, benefits, career development, and work-life balance effectively. By addressing gaps in these areas and adapting to the changing needs of the workforce, organizations can create an environment that attracts, retains, and engages top talent. The implementation of these suggestions will not only enhance employee satisfaction but also contribute to the overall success of the organization in a competitive marketplace.
