NOTE: Please answer it asap

Please read the following scenario and answer questions below :

Imagine working in an organization where employee morale is low, turnover is high, and the costs of hiring are astronomical. If that were the case, youd imagine such affected employers do whatever they can to find, attract, and retain quality employees. But you couple this goal with the reality of the economic pictureyou simply cannot throw good money at employees who will jump ship for an extra $1,000. You recognize that statistics say that 41 percent of all employees have no loyalty to their employers and will move on if a better offer comes. What a dilemma! These issues clearly are a concern for organizations like Genentech or Zappos. But they dont fret over them. Thats because they have found that treating employees with respect, and giving them such things as bonuses, rewards for longevity, on-site child care, on-site lunches, and sending employees home with prepared dinners works. Genentech is a California company that develops and produces drugs that cure diseases, according to the company Web site. Genentech celebrated its eleventh year on Fortunes Best Places to Work list in 2019. The primary reasons for this recognition are the important work that they do and the strong company culture that values equality and communication, but any discussion of how great Genentech is always circles back to benefits that show a real respect for employees. In addition to traditional benefits like retirement and health care, they provide family-friendly perks such as unlimited sick leave, personal concierge service, flexible work scheduling, childcare, onsite nursing, adoption assistance, and company sponsored family events. The list of innovative benefits goes on to include unusual benefits like pet insurance, free snacks, and paid sixweek sabbaticals every six years! Zappos, the online shoe retailer, takes life a little less seriously than Genentech with perks to match their fun-loving culture like parties, nap rooms, regular happy hours, and a full-time life coach. Have these benefits worked for Genentech and Zappos? If you translate longevity to morale and loyalty, youd say they have. Both boast low turnover rates and high employee ratings for satisfaction. Questions: 19.Why do you think did they not primarily focus on monetary benefits as the main motivator?