An Overview of US Benefit Programs

There is quiet an abundance of social welfare policies related to Medicaid. One of the biggest and well know policy is Social Security, it is also known as the “Old Age, Survivors, and Disability Insurance” (Marx, n.d.). Social Security is based primarily on the money you made while you were able to work, which had to be at least 10 years, and you must contribute payroll taxes during that time. Another well know social policy that is related to Medicaid is Unemployment insurance. Unemployment insurance is somewhat similar to social security it is another tool used to try and minimize poverty in America. Eligibility for Unemployment is determined by state of employment and benefits normally last a maximum of 26 weeks. This is a way of giving

Motivation is not only about money. As Greenberg points out, motivation and job performance are not synonymous. (Pg. 215) Occasionally, even with high motivation, the job performance

The entitlement programs we have today are carefully-crafted and are easily changeable with our economy and financial state. Entitlement programs in America have been constantly adjusted over time in order to keep up with society and the growing economy, providing sustainability when it comes to addressing all citizens in the US. The constant changing and strengthening of entitlement programs has proven to be very important in lowering the unemployment rate and keeping criminals off the street. Financial and demographic programs all around the country have been changed and adjusted over the years to maximize the amount of money it can distribute to American citizens. For example, automatic cost-of-living increases did not even exist in Social

To determine eligibility for welfare benefits, people applying must record their net incomes, size of family, and any crisis situation such as medical emergencies, pregnancy, homelessness, or unemployment (U.S.). Eligibility administrators, in some states, will approve an application for food stamps, but just as easy turn another application for TANF (Edelman). Why do administrators do this? Food stamps is the most unhealthy form of all the welfare benefits. The food stamps could easily be used for junk food or cashed in. Then when they are cashed in how is the government really know what the cash is going to be used for? How does the government know that they are not using that cash to buy drugs? The answer is that the government does not

“Understanding your employee’s perspective can go a long way towards increasing productivity and happiness” – Kathryn Minshew, founder of The Muse. In today’s highly competitive and robust job market, benefit programs have become an integral aspect of an employer’s total compensation package. In fact, an employer’s total benefit package plays just an important role in attracting and retaining talent for organizations as monetary compensation, according to a recent Glassdoor survey (Chamberlain & Tain, 2016). Given the important role benefit plans play in attracting and retaining talent as well as their impact on employee engagement and happiness it is critical that employers empower their benefits specialists to design a total benefit package that functions in such a way that it ensures the organization is not only in compliance with legal guidelines, but also gives the company a competitive advantage within the labor market it competes in. Furthermore, they should be responsive to the organization’s employee’s needs, as well as any changes in the organization’s competitive environment.

Entitlement programs have drastically changed our nation over the past 75 years. In this essay I will show how entitlement programs such as the New Deal in 1933, the Great Society in 1965 and the Affordable Care Act in 2010 have negatively affected our country.

However, because human behavior suggests that rewards motivate people, the manager – Bent - implemented an incentive plan, Scanlon, to boost productivity and sales. Identification and Analysis of Root Causes of Known Organizational Issues The manager chose the Scanlon plan because it engages the employees in decision-making processes and rewards their creativity. Since human beings find it difficult to accept significant changes, the employees showed little enthusiasm in the plan (Wagner III, 2014). Nonetheless, after engagement with workers from another firm that implemented the same plan, it was accepted.

Government mandated benefits is a collection of perks that national governments control and which every employee both private and public is entitled to. There are prerogative programs where the government taxes employees from their payroll to finance them such as Medical Care and Social Security.

Reward power is often common in the workplace when employees are praised from meeting goals or deadlines, or just having doing something special for another coworker. Rewards can range from gift cards, commission, pay raises or even promotions depending on the case. Everyone likes being praised for their accomplishments, so this power is usually one of the common powers in large organizations with a large amount of employees. (Abudi, 2011)

I do believe people receiving welfare benefits should be able to spend some of their money on “non-essentials”. Everyone that is on welfare did not choose to be and do not what to be on welfare, circumstances has landed them there. Our society is fixated on welfare recipients as lazy non-working able body people, but they’re only a portion of the population receiving benefits other recipients are people working low paying jobs, elderly, children and people with illnesses who are not able to work. Furthermore, for these welfare recipients it can be degrading and depressing because society looks down on them as less than because they receive assistance from the government. So in my opinion being able to buy a lottery ticket, cosmetics, eat out

Despite the importance of benefits to the compensation area, there has been relatively little empirical research on employee attitudes concerning benefits. For example, it appears that employees tend to undervalue their benefit packages and to underestimate the costs incurred by employers (Wilson, Northcraft and Neale

As Thorpe and Homan (2000), the role of incentive pay in employee motivation nearly sets up on psychological theories. Locke and Latham (2004) define motivation as internal factors that impel action and to external factors that can act as inducements to

Scientific management uses incentives to motivate workers. This idea comes from Henry Gantt who introduced the bonus system, which motivated workers to complete their daily tasks by

Keeping employees motivated in addition to creating incentives and/or additional ways for employees to receive more compensation will create better performance overall within an organization. Contrary if company B gives their employees incentives to perform, without any motivational tactics they probably will not have as many top performances as company A, in addition the company may only seek short term rewards verses have long term success. Lack of motivation for employees within an organization, can cause long term damage for the company’s success. Different things motivate everyone; therefore there should be a system in place to keep employees motivated for the long term success of the company. In the MBM textbook under the concept of incentives, compensation, and motivation, there are a couple of different views of how it should be applied within an organization. We will discuss The Social Role of Profit, Personal Profit and Losses, and the way Market-Based Management view how incentives, compensation, and motivation should be applied and the things that effectively drive employees’ actions while at work.

A study completed by the University of Michigan revealed that as employee motivation improved, the a company’s stock reached higher subsequent returns the following year, spanning times both good and bad. As an example, in 2002 the Standard & Poor 's 500 returned negative 22%. Yet the study found that for every five points added onto a firm 's Employee Motivation Index--how the study kept score--it returned an additional 2% in stock price the following year (Serchuk, D. n.d.). Costco subscribes to this type of belief in that a satisfied employee that enjoys higher wages, potential for bonuses, job security and full appreciation for their work is not only recognized by management, but taken into consideration when promotions for other positions are considered.