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According to Mathis and Jackson (2003), fringe benefits are forms of indirect

Compensation given to an employee or group of employees as a part of organizational   Membership.  Bratton and Gold (2009) define them as that part of the total reward package Provided   to employees in addition to base or performance pay.  Fringe benefits focus on maintaining (or improving) the quality of life for employees and providing a level of protection and financial security for workers and for their family members. Like base pay plans, the major objective for most organizational fringe compensation programs is to attract, retain and motivate qualified, competent employees ( Bernardin , 2007).  Mathis and Jackson (2003) continue to state that an employer that provides a more attractive benefits package often enjoys an advantage over other employers in hiring and retaining qualified employees when the competing firms offered similar base pay.  In fact, such benefits may create “golden handcuffs,” making employees more reticent to move to other employers. Some common examples are; retirement or pension plans, medical and dental insurance, education reimbursement, time off, paid vacation and use of company car. 

Man is a complex being. Managing man to increase its productivity   involves a number of  variables, one of which is to identify those factors, which can incite him to contribute maximally to organizational growth and development. Once these factors are identified and established, they can be manipulated in a way that will enable them, actuate labour effectively and efficiently for improved   performance which leads to jobs satisfaction and engagement.