Total reward -Job Satisfaction Literature review

Total reenforcement -Job Satis particularion - Literature review ExampleTotal Rewards pertains to all the tools that an employer has at ones disposal, which could be used to cast, retain and motivate employees.Total Rewards address takes into cognizance all the factors and attributes that ar the direct outcome of an employment relationship, which are perceived by an employee to be of valueThe objective of the Total Rewards approach is to optimize the rewards offerings facilitated by an organization so as to yield the optimal results for the money spent on configuring and delivering awards This approach may choose an integration of a wide range of programs within an organization, which may non be directly perceived to be rewards by everyone (Fitz-Enz 2009). A wide range of practices that may involve enhancing the employee productivity by making the work hours more flexible, curtailing employee turnover by extending career advancement and tuition opportunities within an organiza tion, making the management system within an organization more participative and interactive to encourage employee federation could be blended with the direct and indirect monetary compensation to yield maximal results from a reward system that is inherently bold and innovative (Fitz-Enz 2009). A Total Rewards approach do takes into consideration that the fact that when it comes to foster a workforce that is committed and motivated, the tangible reward forms and systems are important, but are certainly the be all and end all of a viable reward system (Fitz-Enz 2009). In that context, the promontory that deserves the attention of researchers is that why the reward approach has suddenly become very important in the modern context. One of the reasons for this is that there is a war for talent in the job market out there. though going with the current economic meltdown and the recessionary trends, the labour market may have boring somewhat, still, employee retention has emerged to b e a pivotal issue in many organizations (Jensen, Mcmullen &Stark 2007, p. 62). Companies do pay off massive expenditure in training and grooming talent and hence attracting and retaining a staff that is experienced and skilled stands to be the top priority for many managers. With the compensation budgets getting more constrained, the competition to attract skilled and experienced employees has tremendously increased (Jensen, Mcmullen & Stark 2007, p. 62). To be able to cope up with such budgetary squeezes, managers need to delve on an assortment of tangible and intangible rewards and benefits to hold on to their employees. and so there is an enhancing focus on employee engagement (Jensen, Mcmullen & Stark 2007, p. 63). By making the jobs more rewarding and meaningful, the managers privy encourage the employees to put in a discretionary effort so as to deliver go results (Jensen, Mcmullen & Stark 2007, p. 63). The challenging global environment is pushing the organizations to ma ke the most of the human resources that they have at their disposal, and hence it has become essential for the managers to directly depend on their employees to perform and act in a way that is in consonance with the organizations objectives, values and culture (Jensen, Mcmullen & Stark 2007, p. 63). The increasing form of workforce is one other reason necessitating a Total Rewards approach towards management (Jensen, Mcmullen & Stark 2007, p. 64). globalisation has given way to dilution of borders and has augmented the diversity within organizations (Jensen, Mcmullen & Stark, p. 64). Besides with women getting an enhanced access to training and career building opportunities, the participation and proportion of women within the workforce has increased (Jensen, Mcmullen & Stark, p. 64). Changes in social attributes and demographic aspects have also contributed to the