Levels of Employee Satisfaction

In a response to the strengths, weaknesses, opportunities and threats to the organization, several alternatives should be considered in strategizing the best way to increase the wealth of the organization.

Looking at the imminent departure of the once baby boomer generation, it is critical the community be well-informed regarding development economically for possibility of long-term care and that the legislative policy creators offer motivation for this type of preparation. The private sector tax offer alternatives such as 401(k)’s and IRA’s are an sign of motivation to bank funds aside when able to, but other alternatives have to be developed if a person wants to be ready for the future demands on long-term care. This incredible boost will have needed to combine both public and private sector initiatives. Medicaid, Self-pay, or insurance companies could cover long-term care expenses.

Government records show that the government loses over 120 billion dollars annually, costs associated with the administration of the current pension plan (Forman 1). Privatizing the pension plan will relief the government of all these costs. Additionally, the demographic trends of the country are changing. Over the years, the birthrate has been reducing resulting to more elderly people than young people. As a result, the current pension plan won’t be sustainable in the long-run because more people will be retiring leaving a few people in the workforce. Consequently, the funds available to pay retirees will not be sufficient because the number of people contributing to the plan will be less. For instance, it is believed that starting from 2010 the social security fund has been receiving fewer contributions than it pays out to beneficiaries. In order to avoid a future collapse, it would be prudent to replace it with a private pension

As a mid-sized organization of 100-250 employees the goal is to provide the widest array of employee benefits possible, without breaking the bank. The company wants to offer a benefit package to support the needs of its employees and serve to motivate, when taken as part of the total rewards package. That said, there are some benefits in which the company is required to offer and need will to consider their cost and benefit first, before adding in other non-mandated benefits. The company’s obligations are explored below in more detail.

retirement there is an adequate amount of money saved, that the heirs to the IRA

This is why in 2004 the Turner Report suggested that changes needed to be made to the pension’s scheme such as introducing a later retirement and increased taxes/NI contributions given to the pension’s scheme. Therefore there are a broad range of implications that this ageing population is having on businesses, as shown with business stakeholders now having to decide how far they should go to ensure their employees receive adequate pensions ie through occupational schemes. There is also the issue of how much input businesses should have in terms of NI and tax contributions as well as attempting to solve issues surrounding age discrimination, so that people have the possibility of extending their working life if they feel it necessary.

Finally, employers need to know whether their retirement plan is really serving their employees so that they, with the plan advisor’s help, can identify how to improve employee participation and retirement outcomes. Make sure to review participation and contributions by demographic groups to determine changes over time. Gather the information employers need to know with confidence whether the employees’ retirement readiness is improving.

Invest in senior care by implementing a National Seniors Strategy which includes housing plans, pension protection, a National Dementia Strategy etc.

Potential area of resistance will be in regards to the unfunded pensions of employees. Possible strategies for this area of

This paper will critically evaluate some of the reasons a member may consider a transfer to a (FAD) and the factors they should be aware of when considering their pension crystallisation options

There seems to be many key issues that come along with an aging workforce. Not only do companies and management have to worry about losing qualified workers as they come into retirement age, they are finding out that the pool of qualified workers is getting smaller. Also, many of the retirement eligible workers are staying in the workforce. Management is forced to look at this aging population in a multitude of ways to figure out how to keep their own productivity and profitability on track. I will look at different thoughts about the aging workforce and how management can cope with the changing landscape.

These alternatives are provided assuming willingness and cooperation of Mimi in the solutions. As well as considering that company has enough budgets to implement these solutions. In this context, following three alternatives have been discussed below:

Job satisfaction can be known to some people as an important element in their lives. If an individual is unhappy with their occupation it may affect other parts of their life. Job satisfaction can be seen in what one wants in a job as to what one has in their current job.

Dissatisfied and satisfied employees in the workplace can affect their productive and job performance. The work place, promotions, advancements, and supervisors are things that can cause an employee to be satisfied or dissatisfied at work. In my workplace some of my supervisors have driven my attitude. Robbins (2007) states, “attitudes are evaluative statements-either favorable or unfavorable-about objects, people or events.” (Robbins and Judge, 2007, p. 75) When I was first promoted to Sergeant and transferred to supervisor the Criminal Investigations Unit, I was excited about the new opportunity and the knowledge I would learn and give. My attitude towards the workplace and towards my employees was high and willing to help or produce a positive work environment. As a Christian in a non-Christian workplace, a great attitude towards job satisfaction can be found in the Bible. In Ecclesiastes 5:18 (New Living Translation), it says, “I have noticed one thing, at least, that is good. It is good for people to eat, drink, and enjoy their work under the sun and during the short life God has given them.” The workplace can be stressful but when you have good leadership they can effectively change the attitude of the people they serve.

Omaha 's Warren E. Buffett, the billionaire head of Berkshire Hathaway Inc., also looks for companies that have strong franchises and enjoy pricing flexibility, high ROE, high cash flow, owner-oriented management, and predictable earnings that are not natural targets of regulation. Like Price, Buffett has profited enormously through his investments. To apply Price 's and Buffett 's investment criteria successfully, business managers and investors must be sensitive to fundamental economic and demographic trends. Perhaps the most obvious of these is the aging of the population. Health-care demands will continue to soar. In recognition of this fact, investors have bid up the shares of companies offering prescription drugs, health care, and health-care cost containment (e.g., home health agencies). Perhaps less obvious is that an aging and increasingly wealthy population will save growing amounts for their children’s education and retirement. This bodes well for mutual fund operators, insurance companies, and other firms that offer distinctive financial services. As the overall population continues to enjoy growing income, spending on leisure activities is apt to grow; companies that offer distinctive goods and services in this area will do well. Helping well-heeled customers have fun has always been a good business. Productivity enhancement to