Page 37 - Appreciating Organization's Biggest Assets

Are glass ceilings breaking and
sticky floors not sticky anymore?
Gen Z and Gen Y compensation

and benefits structure
Ruta Padhye.

Commentary :
1) The case investigates whether the traditional barriers to career
advancement, such as the glass ceiling and sticky floors, are still
prevalent in the compensation and benefits structures of organizations
for Gen Z and Gen Y employees.

2) There is a need for more comprehensive and transparent
compensation structures that account for differences in experience,
education, and job responsibilities.

3) Organizations should prioritize creating a culture of inclusion
and equity, promoting transparency in compensation and benefits
structures, and providing flexible work arrangements to attract and
retain Gen Z and Gen Y employees.
4) The case suggests that organizations should regularly evaluate their
compensation and benefits structures to ensure that they are equitable
and provide opportunities for advancement for all employees.

Introduction

Motivating and retaining employees is
an essential factor for any organization.
Companies cannot keep their
employees with high salaries alone;
they also have to develop compensation
packages that address with needs of
the employees. The dynamics of all
businesses have changed over the
past few decades. Focus on engaging
employees, providing competitive

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