Which factor does NOT contribute to the differences between a union and non-union Total Rewards program?

In the context of Total Rewards programs, cultural perceptions relate to the broader societal and organizational attitudes towards employee benefits, compensation, and workplace practices. While cultural perceptions can influence overall employee satisfaction and engagement within both union and non-union environments, they do not directly dictate the structural differences in the design and implementation of Total Rewards programs themselves.

The other factors play a crucial role in shaping these differences. Collective bargaining agreements define the specific terms of compensation and benefits for unionized employees, leading to distinct Total Rewards structures compared to non-unionized settings where management has more flexibility. Employee needs refer to the varying expectations and priorities of employees in union versus non-union contexts, which can drive differences in benefits offerings. Management discretion highlights the ability of leadership to tailor compensation and benefits in a non-union environment compared to the constraints imposed by union negotiations, further emphasizing the structural contrasts in Total Rewards programs.