Strengths And Weaknesses Of Aflac

Communication: Leaders and executive must gain employee trust and confidence and communicate the execution strategy and share the expected results.

Creating and managing effective teams in today’s work environment is much different than it was just a short time ago. With each generation of American workers come new ideas, rules, and methodologies that must be considered when developing an effective team. Some of the newer ideas may have been foreign to managers even ten years ago. An example of this is that many companies today are becoming more socially responsible. A recent article in Incentive states, “Social responsibility, it seems, is the new signing bonus” (Flanagan, p4, 2006). Rarely are managers given a

In the case presented both AFLAC and L.L. Bean had their own distinctive ways of utilizing their products in order to enhance the total compensation for its employees. The factor that has deterred more employees away from their current employer is that of benefit packages, and reward systems. As stated by () “compensation affects a person economically, sociologically, and psychologically. For this reason, mishandling compensation issues is likely to have a strong negative impact on employees and, ultimately, on the firm’s performance” (p.313). Many felt just a bump in pay wasn’t enough to substantiate their hard work or the efforts that the performance efforts provided to their organization. As stated by () “the right total rewards system a blend of monetary and non-monetary

Aflac is a company that its main business is into health and life insurance that cover special conditions, particularly cancer.

The relationship between employees and companies are becoming more and more complex all over the years. This relationship is extremely important since it directly affects how the employees fells about the organization, what are their attitudes about the company and how they effectively perform in their jobs.

The effective communication policy can also deliver the interactional justice to the employees to solve the problem of no feeling of equity. When the decision is explained well and implemented in a manner that is socially sensitive, considerate and empathetic, the employee may have less resentment produced by the decision that made them feel unfair.

carefully planned out and considered, the total closure or failure of the organization could be at hand in the near future. In our modern age, employers know that salary is not the only factor that should be considered and that salary alone will not lead to better or more highly profitable workers alone. This is why compensation planning is important and why pay should have some connection between performance and compensation. This is why the human resources department should consider many monetary and non-monetary factors when considering how to properly compensate and motivate employees (Dessler, 2013).

We all know that a company that can build trust and bring about a rewarding atmosphere of personal appreciation and contribution will develop workplace norms and behaviors that bring outstanding performance from its personnel. Of the companies on our list the ones chose to research were CHG Healthcare, Wegmans Food Markets and Google. All three of these organizations caught my attention for number reasons, but what got my attention the most and really made me choose them was how they value their employee’s and strive to satisfy their needs. Most of us strive provide the best way of life possible for our families. When searching for employment people

After reviewing the Wilson Brothers Case Scenario, as Director of Human Resources for the organization, what conclusions can you draw with respect to the status of the company’s compensation strategies that are currently in place? What would you do to begin to address this situation? (3 Marks)

With the stride to grow and expand worldwide, Aflac has expressed the importance to recruit and retain the top talent they receive. With a bold idea such as this, Human Resource Departments have a difficult job to hire top talent employees and ensure turnover is low. Business Week rated Aflac 21st in best places to work in 2009, calling on their promoted educational benefits, unlimited tuition reimbursement and their willingness to provide entry level positions to newly graduated individuals (“Aflac Supplemental Insurance”, 2009). It is benefits such as these that keep talented individuals applying

A well-articulated compensation philosophy drives organizational success by aligning pay and other rewards with business strategy. It provides the foundation for plan design and administration and anchors current and future plans to the company's culture and values (Kaplan, 2006, p.32). Recognizing and rewarding achievement is the cornerstone of the company A’s compensation philosophy. The mission of the company is to attract, select, place and promote all individuals based on their qualifications. The company believes that performance-based compensation helps attract, develop and retain talented professionals. In addition to base pay which based upon local market conditions and targeted to be above market, the company provides the following types of potential compensation to reward performance:

The company's philosophy is to provide employees with continued opportunities to grow and develop their careers. Management is charged with successful implementation of various diversity initiatives as part of this philosophy. AT&T leaders are expected to understand the importance of cultural competency. AT&T is an organization that has a culture of people oriented practices. Employees are not expected to deliver extraordinary results with an ordinary culture. AT & T clearly recognizes and acknowledges that employees are the key to success. The invitation to apply for employment on the company’s web site indicates the value of employees identified by management. “Realizing that talented, dedicated people are key to a company's success, AT&T employees receive a competitive benefits package that provides security, value and protection. AT&T's benefits are designed to help employees reach their career objectives and their personal goals” (AT&T .com). Contests and activities are just two examples of how the company ensures their culture meets expectations.

The success of companies in today's market place is a process that involves the way business practitioners manage its workers and the financial resources and structures. The management of employees, structures, and financial resources includes the development and establishment of effective compensation strategy. Actually, the lack of a sound compensation system has negative impacts on the company's ability to recruit and retain competent and best-qualified employees. Consequently, compensating workers represents an important practice of a company's human resource management (Martocchio, 2013). Wal-Mart is not only a cultural but also a business phenomenon that operates in a competitive environment that is very unique. The company has grown steadily since its inception to an extent that it has become the number one ranked firm on Fortune 500 for four consecutive years. The success of the company is attributed to sound business practices and strategies throughout the years. Currently, the firm has over 1.3 million employees in America, making it the largest employer in the United States. In addition to being the biggest corporation worldwide, Wal-Mart's ability to attract and retain qualified employees is based on its compensation strategy.

Organizations that are committed to retaining good workers must also provide adequate compensation that allows employees to feel the organization cares about their needs. In order for Wal-Mart to remain competitive they must offer a compensation package that employees feel is fair and comparable to other organizations. If employees feel that the organization does not care or place any value on their individual needs employees may not remain with the organization and/or adapt the desired behaviors the organization requires, to provide superior customer service.

The research draws attention to key findings that the organisation fosters open communication and there is a strong commitment from top management towards employees. The communication channels applied most