Introduction
Contemporary employment dynamics are evolving in terms of benefits and perks offered in organizations. Over time, employees are considered influential as people are getting more satisfied with becoming conscious of their benefits. The dynamics are changing as employers seek to provide satisfying work environments for client retention and adhering to law mandates (Alvi et al., 2020). Alvi et al. (2020) reflected on the incident in which companies became aware that their engagement with employees, their compensation, and empowerment options revolutionized the industry. In this case, understanding employee needs is theorized to affect the quality of service employees output and the satisfaction of their working conditions.
Current Benefits Package
In my personal experience, the organization has accorded perks to working. My employer offered medical benefits for my health and emergencies. Moreover, there are personal perks to the working environment that allow a regular paid leave from the office. As a full-time employee, the company assigns approximately ten days of paid vacation leave and nine days of sick leave. The company also ensures paid parental leave in the event of pregnancy. Therefore, I get a range of conveniences that support working conditions, creating breaks from exhaustion and a balance of work, home, and recreation.
Employee Benefits and Perks in Other Companies
Consequently, these are not the only perks within a working environment as organizational frameworks diversify. Google is among the organizations that offer unique benefits, such as an on-site restaurant or meal service (All5, 2018). All5 (2018) also documented that organizations provided professional house management services such as cleaning the employees’ houses. In unique circumstances, beyond the normal paid leave to recover during maternal leave, some companies pay for extra expenses such as babysitting.
On the other hand, employers are becoming sensitive to sociocultural trends and evolving needs. Medical benefits are advanced to match modern needs, such as the expenses of fertility assistance that companies such as Apple finance treatment. Additionally, Netflix, Tesla, and Facebook have been estimated to finance gender reassignment, which is perceived as an image of equality and an evolving nature (All5, 2018). These perks have been leveraged as innovative and proactive approaches to influence employee loyalty by reducing the stresses of balancing work and home. Among these perks, fertility assistance, flexible working location, and time are reasonable considerations that should be added to my benefits package as a longstanding employee.
Benefits Plan
I prefer to add more benefits to my benefits plan to optimize my working environment. In a new bid, the plan should integrate the extended medical cover for assistance with fertility. I also require flexibility in the working location and hours, which can allow for a remote working scheme and self-assigned working time. The other perks are paid vacation and sick leaves that allow time off work. These elements have overarching benefits that meet the identified perks in contemporary environments.
Conclusion
The proposed new benefit plan is justified since most of my work is handled from my desktop device with minimal collaborative tasks, and the working space is congested. Consequently, the perks of remote working environments will be influential in reducing the financial and time-related costs of traveling. Furthermore, flexibility ensures I work in a shift that I am most productive.
Therefore, my employer could enhance work optimization by allowing diversified shift assignments. Accordingly, consolidating these elements forms a significant benefit framework that upgrades the current benefits. Organizations need to adapt to the changing paradigms as competition demands these benefits increase as consumable goods are in high demand.
References
All5. (2018). 5 Amazing Employee Benefits Offered By Tech Companies! Www.youtube.com. Web.
Alvi, A. K., Jawaid, A., Kaur, P., Safdar, U., & Bakht Yawar, R. (2020). Relationship between Organizational Benefits and Employee Job Engagement. European Online Journal of Natural and Social Sciences, 9(2), pp. 339–350. Web.