ipl-logo

Aflac And Ll Bean Case Study

983 Words4 Pages

Benefits and Business at Aflac and L.L. Bean
Case Study 3
Candace Burgess
BUSI 642-(B05)
Liberty University

Case Study 3
Background
This case involves two company, Aflac and L.L. Bean, which according to Reed (2009) a job satisfaction survey report presented by the Society for Human Resource Management stated that over the “five years, many employees rated compensation and benefits among the top three aspects most important to their job” (pg.1). With that being said, employees are still not satisfied even with compensation and benefits packages. Employees continue to be unsatisfied with many of their company plans like bonus, policies on promotion and health plans. Unseen total rewards programs with job satisfaction and organizational structure is still not being portrayed with employer (Reed, 2009). With both companies having similar mission statements, both companies have chosen to use different paths to appeal to their employees. Aflac has taken an approach to having employees feel …show more content…

Bean has similar rewards programs like employee needs assessments and employee satisfaction surveys/focus groups. Aflac measures to provide outcomes which will influence the direction of the company’s rewards. L.L. Bean solution in the rewards program helps to solve issues and find initiatives in marketing. L.L. Bean was able to identify weakness with the employee’s skills. With this, L.L. Bean was able to set standards and ensure that quality was the primary focus and was met. This was the core business practice for L.L. Bean. Both Aflac and L.L. Bean offer retention, satisfaction with the job, paid vacations, and retirement benefits. “Since its beginning, Aflac has believed the best way to succeed in our business is to value people. Treating employees with care, fairness, dignity are founding principles of Aflac” (Reed, 2009, p.2). In Matthew7:12 it states, “So in everything, do to others what you would have them do to you..”

Show More
Related
270 Words | 2 Pages

Not much is revealed about Lewis' background prior to working for Morningside LLC. In the 90's he got a job at LLC working as a building manager for Frank and Sam Morris. Sam Morris eventually hired him set solve problems for him by setting fires in certain buildings. These buildings were either were torched for one of two reasons. One reason was the buildings were owned by Sam and he wanted to get rid a problem (rent strikes, illegal tenants, drug dealers).

Read More
1000 Words | 4 Pages

Option 1- Forced Ranking Is the staff of your organization rated above average on performance appraisal systems? If not, the organization could be missing out on a proven business asset. Organizations with highly engaged employees are 89% more likely to attain higher customer satisfaction ratings as well as rank four times higher in revenue expansion when compared to firms employing the lowest rated staff (Goffee & Jones, 2013). Various appraisal formats are available for management’s use in identifying top performers such as the absolute, relative, and outcome formats among others.

Read More
91 Words | 1 Pages

Today, if the courts take a different decision, the Appellant could use the social media to arrest her case. In the District of Columbia, the policy expressed. For example, in the case of Bean v. the United States, Bean Appellant violated § 22-3102, Bean was required to “prove that he did not enter a premises against the will of the lawful occupant of the individual lawfully in charge thereof”(Schwelb, 1998). The case is similar to Kelly v. the United States because they both violated the D.C. Code. § 22-3102, unlawful entry.

Read More
932 Words | 4 Pages

Benefits for employees are key to the worker’s future or retirement. Benefits are also another reason why many people choose to work at that specific place of profession. Employees with families have to look for the benefits to help with their children’s future and health. An excellent example of a workplace with employee benefits is Costco. Costco employee’s starting pay is $11.50 an hour.

Read More
2699 Words | 11 Pages

Its objective is to retain and promote the best managers possible at every location to best influence the food and the customers positively. A unique method of staffing was enacted at Chipotle. The staffing structure ensured that the hourly employees could be promoted to better and higher paying positions and even into management. This career progression attracted and retained the best human resource talent and provided a motivating and positive career trajectory for lower-tier staff. The ability of managers to reward or withhold tangible and intangible rewards allows for the development of a meritocracy.

Read More
1854 Words | 8 Pages

L.L. Bean. Inc Item Forecasting and Inventory Management Executive Summary L.L.Bean, Inc. has been a trusted source for quality apparel, reliable outdoor equipment and expert advice for over 100 years. Founded in 1912 by Leon Leonwood Bean, the company began as one-man operation. With L. L.'s firm belief in keeping customers satisfied as a guiding principle, the company eventually grew to a global organization with annual sales of $1.56 billion. The company headquarters are in Freeport, Maine, just down the road from the original store.

Read More
833 Words | 4 Pages

Total rewards and compensation is the key component for all companies across every industry. Total rewards and compensation can either make a great company or deteriorate a great company. Tangible direct rewards, tangible indirect rewards, and intangible rewards are the three components to total rewards and compensation. (Valentine, 2014, pp. 368) Tangible direct rewards compose of base pay and variable pay.

Read More
855 Words | 4 Pages

However, large enterprises such as Wal-Mart, treat their employees with little value as they give them undeserving wages with long hours. Yet, Wal-Mart is one of the biggest corporations on Earth. Wal-Mart has no desire to share the benefits of business success with its employees. The reason for this imbalance is because the outlook of being an employee are changing. Aspiring young people now typically see being an employee leads to owning your own business.

Read More
967 Words | 4 Pages

“Currently we do not perform any form of employee appraisals. However, I have been pushing that we should start conducting employee analysis but I have been met with a lot of resistance.” What types of employee benefits do you have to manage? “The main benefit that I manage is insurance.

Read More
758 Words | 4 Pages

For employees, things that aren’t intrinsically interesting requires extrinsic rewards to motivate. Employees can be motivated by extrinsic rewards such as additional monetary compensation, gifts, gift cards, or other monetary rewards. These types of rewards could lead to improved performance and higher motivation. It would also motivate a worker, but only satisfies the person’s lower-level needs. The flip side to this type of motivation stimuli, employees will want the same or better reward to maintain the same level of motivation and performance outcomes.

Read More
2243 Words | 9 Pages

Managing Supply Chain Management: Coles/Woolworths vs. Suppliers Introduction Coles and Woolworths are too leading supermarket giants in Australia. In the world Coles and Woolworths ranked 19th and 15th among the selling retailers (Knox, 2014). Coles has started first supermarket in 1960 and till 1973 company achieved its primary aim of having supermarket in every Australian city. Cole’s service has more than 18 million transactions each week. Woolworths started fresh food stores around 80 years back in 1924 at Sydney Australia (Kahwaji, 2014).

Read More
1416 Words | 6 Pages

Key Accomplishments Today’s marketplace is vastly different from the business world of yesterday and if modern companies hope to be successful, they need to evolve with the times. If a corporation wants to garner a greater share of the market in this fast-paced economy, they will need innovative ideas and the ability to adapt to changes. The heart of every business is the people who perform the daily services that make or break the company and happy employees are more productive, which in turn leads to greater productivity. The Bayer Group, evolving with the times, combined three operating companies to form Bayer Corporation and with an understanding of the value of happy employees, they sought to redesign the compensation system

Read More
1823 Words | 8 Pages

Kraft Heinz Case Study Executive Summary Problem Statement The focal problem that Kraft Heinz Company (KHC) faces is the decrease in demand of packaged-foods, while trying to increase revenue. Analysis This analysis studies Kraft Heinz Company’s strategy, competitive position in the market, problems being faced, and the company’s financials.

Read More
1195 Words | 5 Pages

In the beginning, McDonalds was run by two brothers named Richard and Maurice McDonald who not only owned but ran a hamburger restaurant in San Bernardino ,California in the 1950’s. Ray Kroc saw the potential in McDonalds and had ideas to expand it globally so he founded the McDonalds Corporation in 1955. Today, there are more than 33,000 McDonald’s restaurants globally in 119 countries (REFERENCE/web). McDonald’s applies Scientific Management by Frederick Taylor in their management. Frederick Taylor proposed four principles in scientific management that is ‘‘ the replacement of rule of thumb methods for determining each element of a worker’s job with scientific determination, the scientific selection and training of workers, the cooperation

Read More
1523 Words | 7 Pages

The training set up by performance management empowers staff to understand their strengths and weaknesses, know what job responsibilities they are fit for, and find a company-specific position such as a cleaner, cashier or referee who serves Starbucks in a different role.  Reward management  The assessment reports will allow Starbucks to reward employees for their performance, so that employees feel that they are valued by Starbucks paid the time and effort is worth it. After giving the reward, employees have a sense of belonging to Starbucks and therefore work more earnestly and the morale of the employees is improved.

Read More

More about Aflac And Ll Bean Case Study

Related Topics

Open Document