Employee benefits should never be considered entitlements

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Employee benefits should never be considered entitlements
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Employee benefits should never be considered entitlements
Introduction
Everyone agrees that no organization can run without employees. It is the employees who
are concerned about the delivery of services to the patients. For the employees to work well, they
must be managed well. Meaning, the management should use appropriate strategies that can
enable the workers to serve the organization well. Although everyone agrees that employees are
essential, there is no consensus regarding the motivation strategies for the employees. There is a
section of the people who argue that the workers should be entitled to certain benefits. This
position is refuted by other people who argue against such entitlements. To such people, no
employee benefits should be regarded as entitlements. This paper takes side in this debate by
arguing against the entitlement of the workers to benefits.
Reasons for the Employee Benefits should never be considered as Entitlement
An entitlement is a right that recognized by the law. In the job market, all the
employment-related issues should be done in line with the labor laws. Labor laws are put in
place to protect the welfare of the workers, create a favorable working environment, and
empower them. In other words, it motivates the workers and boosts their morale (Kizilos,
Cummings & Cummings 2013). I strongly believe that the employee benefits should never be
considered as an entitlement. It should be the responsibility of the management to offer benefits
such as bonuses, rewards, long-term incentives, individual-based annual bonuses, merit pay,
health insurance cover, motor car grants, and other monetary and non-monetary incentives to the
workers (Brebels, De Cremer & Van Dijke 2014). However, it should not be an entitlement that

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must be provided no matter what happens in the organization. This is due to the following
reasons:
Entitlement does not guarantee a Job Satisfaction
Many people support the entitlement of employee benefits because it leads to a job
satisfaction. When employees serve an organization, they aspire to be rewarded well. If the
rewards are entitled and guaranteed, the workers can feel satisfied with their job. Job satisfaction
can be attained if the workers are made to understand that the employer cares about their welfare
by providing them with bonuses, insurance covers, pension schemes, and payments that are
commensurate with the kinds of services that they offer (Brown 2014). However, I disagree with
this argument because, to me, it is misleading. I do not agree with the claim that a workplace
which provides all these manages to create favorable workplace that is accommodative to
everyone regardless of their position in the company. Once the employees are hired, they should
serve the employer without demanding for such entitlements.
Entitlement does not contribute to the Improvement of Productivity
The proponents of entitlement of the employee benefits argue that it can help in the
improvement of the productivity of the workers within an organization. Motivation is a strategy
whose proper application can help in the improvement of the performance of the workers. If the
employees are entitled to annual bonuses, merit payments, and rewards, they can be inspired to
work hard and help the organization to accomplish its short and long-term objectives. However, I
disagree with such claims. In my opinion, productivity does not depend on the entitlement of the
benefits. It should be the responsibility of the workers to perform well as long as they are
employed in an organization (Agarwal 2014). Therefore, even if the employees should be