Discusssion

Discussion
Student’s Name
Institutional Affiliation
Discussion
Discussion #1
Total rewards entail the tools that are at employer’s disposal and can be used in the attraction, motivation as well as the retention of employees. These tools are aimed at developing a positive relationship between these two parties. They may include professional interaction, addressing of employee’s problems, the appropriate reaction on the employees’ feedback among others (Perry, 2018). Besides, the traditional approach to compensation can be defined as the process in which the employer offers the employees with different types of benefits or instead address all their needs as a means of showing consideration and care for their welfare (Mercer, 2007). The compensation is aimed at establishing a positive working relationship (Horwitz, Heng & Quazi, 2003).
Discussion #2
Even though there are different types of demographic change, the typical example of this is the decline in birth rates or the increase in the migration rate. Overpopulation, pollution as well as resource depletion are the key examples of globalization. In the current technological era, the internet has been termed as the main and the basis of all other technologies (Noe et al., 2006). Competitive forces are the various aspects which define the competitiveness of a business. These aspects include cost leadership, supplier’s bargaining power, differentiation, and consumer’s bargaining power. Indeed, total rewards positively affect the organizational culture since it improves adherence to beneficial values and maxims such as accountability.

Discussion #3
In most organizations including the high performing ones like Berkshire Hathaway, Apple, Facebook, and others the strategic objective of rewarding revolves around establishing a positive and professional working relationship. In turn, this leads to efficacy and strict adherence to organizational policies and goals (Boswell, 2006). Strategic objective aims at ensuring the best from employees and fostering the relationship between the producer and the consumer. This results in a significant consumer rate as more customers are attracted to the organization. This is vividly seen in the objective strategy used by Verizon telecommunication Company.
References
Boswell, W. (2006). Aligning employees with the organization’s strategic objectives: Out of ‘line of sight,’ out of mind. The International Journal of Human Resource Management, 17(9), 1489-1511.
Horwitz, F. M., Heng, C. T., & Quazi, H. A. (2003). Finders, keepers? Attracting, motivating and retaining knowledge workers. Human resource management journal, 13(4), 23-44.
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2006). Human Resources Management: Gaining a Competitive Advantage, Tenth Global Edition. McGraw-Hill Education.
Perry, R. (2018). What Makes Up A Great Total Employee Rewards Package? | Helios HR. Helioshr.com. Retrieved 4 October 2018, from https://www.helioshr.com/2013/11/what-makes-up-a-great-total-rewards-package/
Mercer, P. M. (2007). The employee survey: more than asking questions. Journal of Business Strategy, 28(2), 48-56.