Compensation And Benefits Essay

Compensation and Benefits Essay
Course Project The Compensation and Benefits of the Dooly County School System [pic] Renee
Bowens HRM430 Professor Eureka Hampton August 16, 2009 DeVry University Abstract This
report will show what compensation and benefits are offered to the employees of Dooly County. It
will also show how a sick leave bank would benefit the employees that have exhausted their sick
and personal leave days in order to care for themselves or their families. I hope this paper will show
readers that although Dooly County is a small rural county, they can compete with other school
systems with their compensation and benefits. The Dooly County School System is a small
organization that employs from 200 to 300 employees. These employees ... Show more content on
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The superintendent, directors, principals, clerical staff, and maintenance workers receive ten (10)
days vacations. Custodians that are twelve–month employees receive five (5) days paid vacation.
Twelve–month employees receive their vacation days at the start of the new fiscal year which begins
on July 1st. "Benefits available through payroll deductions are classified as two types (mandatory or
voluntary" (Personnel Handbook, 2008). Mandatory deductions are required by law. The mandatory
reductions are federal income tax withholding and state income tax withholding, teacher's
retirement, public school employees retirement, social security/old age, survivors death insurance
tax, and Medicare tax. "All full time employees have the opportunity to elect to participate in
voluntary deductions" (Personnel Handbook, 2008). Some of the voluntary deductions include
dental insurance, credit union, disability insurance, life insurance, medical/hospitalization, and etc.
Although the compensation and benefits that the school system in Dooly County provides for their
employees are good, there is always room for improvement. A benefit that would help the
employees would be a sick leave bank or donated leave pool. "The purpose of the donated leave
pool is to provide a means or employees to donate and receive paid leave to alleviate hardships
caused to an employee or the employee's family if an illness or injury forces and employee to
exhaust all earned leave time"
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Employee Benefit Plans
Employee benefits are an important cog in the wheel of industry in today's busy world. Oftentimes,
potential employees are more interested in the benefits a company provides than in the salary or
compensation they will be receiving. Potential employees oftentimes desire healthcare or insurance
plans and pension plans that will take care of them for the long–term, not a short–term benefit plan.
In the past, employers often took a 'cookie cutter' approach, offering the exact same benefits as
every other company offered. Such an approach is no longer the norm, instead many companies now
work hand–in–hand with their employees to design benefit plans that fit the employee's needs rather
than the cheapest or most convenient benefit plan available. As one recent report espoused "a good
example is the shift from defined benefit pension plans for which employers bear the funding
burden to defined contribution plans, which are generally funded by employers and employees
together" (Vandermillen, 2012, p. 19). According to Vandermillen, employers now have the
responsibility "to make sure employees have the knowledge and tools they need to help them make
the most of their retirement benefits" (p. 19). Now employers not only have to provide benefits that
are conducive to employee retention but it seems that they also have to assist the employees in
understanding exactly how those benefits are advantageous to the employees. Employees from
different areas of the United States may

Employee Benefit Plan Development : Employee Benefits Essay
Employee Benefit Plan Development "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. Employee benefits are a key aspect of
an organization's total compensation package (Martocchio, 2010). An employer's total compensation
package is defined by Martocchio (2010), as "both the monetary and nonmonetary rewards" offered
by an organization (p. 7). The most visible aspect of any total compensation package, is core
compensation (Martocchio,

Persuasive Essay Unemployment Benefits
The first supplementary unemployment benefit plan (SUB) originated in the 1950s through
negotiated contracts between the nation's automobile makers and steel companies. This plan was a
compromise between unions request to receive guaranteed annual wage plans for its members and
management desire to stay away from providing this job security. The SUB plan was designed to
supplement the unemployment benefits that the various state unemployment insurance provides,
provide extra income to unemployed workers after their state payment have been depleted, and
decrease the difference in the income of the hourly rate workers and salaried employees (Sloane &
Witney, 2009, p. 317). Today, 50 percent of the United States manufacturing workers are covered by
SUB plan. The industries such as the plastics and rubber cover 95 percent of its employees with
SUB. The automobile and aerospace cover 82 percent of their workers. The metal industries,
specifically aluminum and steel, covers 70 percent. And clothing sector has 61 percent of its
workers covered by SUB plan (Sloane & Witney, 2009, p. 318). To be eligible for SUB, employees
must be unemployed due to layoff that occurred from the company's workforce reduction and the
discontinuance of the operation or a plant. Employee whose work week hours have been reduced is
also eligible for SUB plan. In this case, reduced work hours are seen as a partial separation
according to IRC 501(c) (17). Rev. Rul. 70–189, 1970–1 C.B. 134. However, the SUB

Innovations of Employee Benefits Essays
The succeeding paragraphs will explain how innovations in employee benefits can improve the
overall competitive compensation strategy of the organization. In order to maintain their competitive
edge, companies need to fully understand that as the needs of their employee's change, so does their
benefit plans. Companies need to find innovative ways of engaging employees that encourage and
support their commitment and improve their performance.
The first way is by helping the company to attract and retain talent. A company is only as good as its
workforce so having an innovative benefit plan will help to attract high potential candidates and also
retain them within the organization. McKeown, J. (2002) states that, "Effective retention begins ...
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The third way is to help the company to increase productivity. Employees can tend to lose focus on
their work when they are having issues with their personal life. An innovative benefit plan can
afford employees with the flexibility to handle these issues in order to give the employees more
availability to concentrate on their work. This also causes employees to believe that their company
cares for their overall wellbeing, creating loyalty amongst the employees which will in addition
increases overall productivity, but retention as well.
The fourth way is to help the company increase employee commitment and engagement. In addition
to increasing productivity, companies want to ensure that their employees are committed and
engaged to the organization. This will produce employees that put more effort and take pride even in
the smallest of tasks, employees that are constantly thinking of ways to better improve their
productivity, and employees that motivate and inspire other employees that may have a negative
attitude about the organization.
The fifth way is to help the company to reduce health care costs. The lack of control and employee
has over their own job has been believed to lead to serious health conditions. Employers are coming
to the realization that in order to get a handle on health care issues, they need to take a more active

Benefit Programs and Compensation Administration
Benefit Programs and Compensation Administration
By: Janelle Bartlett
Professor Rhonda Hess
October 28th, 2012
Benefits and Compensation
Introduction
Employee benefits are one of the most driving measures for obtaining qualified employees. It is
important for organizations to provide employees with not only hourly or salary wage but also other
benefits that can make them more desirable to well qualified individuals. Organizations must be able
to communicate all of the benefits to current and prospective employees clearly enough for them to
understand exactly what is offered.
Government Regulated Benefits The government is there to help protect employees for many
reasons, things such as worker's compensation, unemployment, and ... Show more content on
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While I did say that only the doctors are awarded fringe benefits, this is not necessarily true.
Hygienists, dental assistants, and even the front desk staff that hold certificates are awarded the
added benefit of free renewals for licenses and so forth. They are also awarded free seminars that
are necessary for updating licenses and certificates. These seminars not only provide the necessary
credits for yearly or by–yearly updates, but also new means of how tasks should be carried out. As
healthcare professionals, we are responsible for obtaining current methods of practice for carrying
out tasks.
Items such as infection control and patient confidentiality are an ongoing task. With
patients/people's concerns with what infectious diseases can conjure it is only natural that people
would be concerned about. Patient confidentiality is another on going concern.
Communication Process of Compensation Benefits The current communication of benefits provided
to our practices employees is a bit vague, but still understood by all. They do not hold yearly
meetings or anything of the sort, but old postings are around the office justifying the initial benefits
provided. These are still upheld , with the added benefit that they are "old", all employees realize it
up to the treating doctor to determine whether employee family members are to receive treatment at
no cost or a discounted cost.
Assigned Industry

Questions And Questions On Employee Benefits
The following are questions and answers relating to this week's assigned readings. How do the
readings relate; what similarities or contradictions exist? The chapters in the book do not relate to
the articles. Chapter three explains the importance of identifying strategic positions in organizations
and making sure there is top talent in them. Chapter four explains Human Resource (HR)
professionals and line managers are responsible for developing talent throughout an organization.
Thus, line managers and HR professionals should be held accountable for the development of a
successful workforce. In order to be successful, these leaders must have talent inventories and action
plans helping them put strategic talent into strategic ... Show more content on Helpwriting.net ...
What questions or issues did the readings raise for you? Ensuring you have A–level talent in the
most strategic positions sounds great, but what if this is not the case and you have the wrong people
in strategic positions. Replacing people is not easy, especially in government. It is a shame, but we
wait for people to retire instead of holding them accountable or replacing them. In regards to
employee benefits, employers should make it a priority to help employees understand the value of
the benefits received. This is challenging since benefit plans are complicated and plan statements are
often difficult to comprehend. However, employees with a good understanding of their benefits
package estimate its value 42% higher than those who don't (Crawford 2014). The State of
Tennessee addresses this by sending a letter each year detailing the monetary value of my benefit
package. The letter helps me appreciate the benefits package and keeps me from seeking other
employment. The downside of employee benefits should be realized when considering such
programs. First, providing employee benefits is expensive and costs more for small employees than
large ones. Secondly, offering benefits can create legal compliance concerns resulting in legal fees
and potential lawsuits (Pros and Cons: Offering employee benefits 2014). Lastly, disengaged
employees are twice as likely to stay because of beneficial job conditions, including good employee
benefits,

Benefits And Benefits Of Compensation Packages
What is a compensation packages? Compensation packages are a group of different benefits that
employees gain for employers. Compensation is needed for every business no matter what it is to be
successful; I do not know anyone who would work for free. ("Cost–benefit analysis assesses the
profitability of a financial endeavor by considering the present value of each cost and benefit.
Present values are used under the assumption that money available now is worth more than money
in the future. That is generally true in an economy with positive inflation, so values need to be
discounted for this effect. Cost–benefit analysis use ratios for assessing the investment, but a
positive cost–benefit ratio does not necessarily mean you have a positive expected return.") ("How
to Determine Whether the Cost–Benefit Ratio Is Positive or Negative | Chron.com," 2015) Cost
benefits are use to compare programs with many different units of programs. Cost– benefit ratio
gives an indication stating if the benefits given outweighs the company. As far as cost benefit ratio
this is what I found researching, ("A total of 148 patients acquired NI (88 before and 60 after the
intervention). The Mantel–Haenszel stratified relative risk for NI in the period before the infection
control program, compared with the postintervention period, was .61 (95% confidence interval:
.53–.69). By applying the preintervention stratum–specific rates of infection to the days–at–risk in
the postintervention period, an

Benefits And Benefits Of Employees
to line up with the organization business strategy, but also with what people are looking for. If you
provide it and maintain it, you will see the result in the company being productive, growth and
employees motivated and happy. Noe, Hollenbeck, Gerhart and Wright mentioned it, "the pay and
benefits that employees earn play an important role in motivating them. This is especially true when
rewards such as bonuses are linked to the individual's or group's achievements". When it comes to
compensation company need to put into place compensation and incentives that will drive, motivate
and challenge employees. When they have these types of compensation in place this will enhance
the employees to do their best. Also it will make them push ... Show more content on
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Also whether or not they should get paid for them if they are not using it. They now taking it even
further on providing assistances on child care, and adoption. But the main focus for work life is to
provide employees with that balance between having a work life but also having the family and
personal time. One thing that this eliminate is someone getting burn out at work. They not missing
out on those pricelist moments with their family. "Research reveals an interesting finding about such
programs. For nearly all employees, these programs send a message about how much the
organization cares about its employees. Having these programs is seen as a positive even by
employees who do not use them" (Stewart, 2012). Then you have performance and recognition
companies are now finding ways to reward employees for their hard work, motivation and time.
They are creating different types of plans and incentives to continue to keep that exceptional
behavior. Some things that companies are doing are giving bonus, and incentives like gift cards, free
lunch and gifts. They want to continue to challenge the employees to do their best so that in return it
will provide better products and services. When you have better product and services it helps with
the company reputations. Which open the door for more people to come check out their services and
product. Recognition also play a part in improving the company cause when you recognize someone
for doing good work it shows that

The Physical Benefits Of Gymnastics
Ever since I was little I've always looked up to my Aunt Katherine. I had wanted to be a cheerleader
just like her. I loved all the cool stunts, jumps, dances, and the gymnastics incorporated into it. My
favorite part has always been the gymnastics part. I have always been fascinated by its beauty and
gracefulness. Over the course of my experiences I've learned that gymnastics can benefit one's day
to day life physically, mentally, and socially. There are several physical benefits by one doing
gymnastics. Gymnastics can benefit you physically in your coordination. Little kids who do
gymnastics teach there eyes the proper coordination that you need to read. Therefore these kids have
an easier time learning how to read and they learn how ... Show more content on Helpwriting.net ...
With this newfound politeness one benefits in being more respectful and many other things.
Therefore one is better listeners. One is not only a better listener but is also more disciplined.
One does not only socially benefit in there politeness but they also benefit in there communication
skills. One who does gymnastics is less likely to be antisocial and many other things. There not only
less likely to become antisocial and many other things but they also learn communication skills.
Communication skills is important quality and aspect for getting a job. One learns how to handle
conflict and relate positively. Positively relating to others is not the only communication skill
obtained. One also learns how to work with others. One does not only benefit in there politeness and
communication skills from gymnastics but also in there interactions. One who does gymnastics
works and interacts with a wide range of different ages causing one to gain a social maturity which
is not gained from endless hours of T.V and video games.
("What Are the Benefits of Gymnastics for Kids?", "Top 10 Benefits of Gymnastics", "What Are the
Health Benefits of Gymnastics?")
One not only benefits physically and socially from gymnastics but also mentally. The interactions
with a wide range of different ages not only causes social maturity but also friendships with the
older kids. This friendship boost a child's self esteem. With an increase in one's self esteem it
reduces

Benefits, Wellness And Accessibility Officer
Job Description
Job Identification
Title: Benefits,Wellness and Accessibility Officer
Job category: Full–time
Department: Human resources
Reporting relationship: Reports directly to human resources manager
Physical location: Head office
Safety hazards: None
Summary
The benefits, wellness and accessibility officer is required to perform the executive–level tasks of
reviewing and processing benefit and wellness claims. The officer is required to maintain updated
records of all applications and claims from employees. The officer needs to communicate and
negotiate with insurance providers for efficient processing of claims. The officer will also perform
informative role in the organization by responding to the queries and information needs of
employees about the benefits and wellness programs offered by the company.
Duties and Responsibilities
The jobholder will be required to perform the following duties and responsibilities and other duties
at the appropriate level as assigned by management.
Stays updated about the policies and procedures of the company with regard to processing claims
Assesses benefits claims from employees in line with organizational practices and criteria
Negotiates with insurance companies to obtain comprehensive insurance coverage
Evaluates insurance and benefits providers regularly in accordance with the prescribed evaluation
criteria
Assists new employees by opening up their accounts and explaining the benefits and wellness plans
of the

Benefits : The Changing Nature Of Benefits
Benefits: The Changing Nature of Benefits
Project Report
Annya Johnson
Human Resources Management
Mid America Christian University
Introduction
Employee benefits are an implement used by businesses to attract potential candidates, improve
employee satisfaction, reduce turnover, and maintain competition. Benefits that most employers
offer include, but are not limited to, medical and dental coverage, time away from work, retirement,
and additional assistance during life changing events. Much of employers in the United States offer
benefits to their employees and include an annual enrollment yearly to select benefits and make any
needed changes. Employee benefits can improve the overall competitive compensation approach of
the organization. ... Show more content on Helpwriting.net ...
In the 1930s, the Wagner Act suggestively increased the ability of labor unions to organize workers
and bargain for better wages, benefits, and working conditions. Labor unions from the 1930s to
1950s took advantage of the favorable lawful environment and negotiated for new employee
benefits that have since become common in both unionized and non–union companies. Federal and
state legislation requires companies to offer certain benefits to employees. Finally, employers may
find themselves at a disadvantage in the labor market if they do not offer competitive benefit
packages. In the United States, legislation requires practically all employers to offer the social
security benefit, unemployment insurance, and workers ' compensation insurance. Larger
companies, which usually consist of fifty or more employees, are also required to offer employees
an unpaid family and medical leave benefit.
Firstly, there is the social security benefit which the Social Security Act of 1935, as amended,
provides monthly benefits to retired workers who are at least sixty–two years of age, disabled
workers, and their eligible spouses and dependents. The social security benefit is financed by
contributions made by the employee and matched by the employer, computed as a percentage of the
employee 's earnings. Monthly benefits are based on a worker 's earnings, which are adjusted to
account for wage inflation. The Social Security Act also provides Medicare health insurance
coverage for anyone

Benefits And Benefits Of A Company
Maintenance "is the provision of working conditions to encourage employees to remain with the
business." In order to do so the business compensates their employees, compensation is " the
payment or benefits (or both) an employee receives in exchange for their labour." Maintenance is
the third stage of the human resource cycle, and the ultimate decider as to whether an employee will
remain with the company or involuntarily separate. This section focuses on how Nestle Ltd
encourages and rewards their employees to remain with the company. According to research
conducted by Nestle, the best motivating factor for their employees isn't entirely the salary, but the
bonuses and the compliments of the company to make working at Nestle easier. Therefore, this has
resulted in the creation of the Nestle's remuneration package known as the 'Nestle Total Rewards
Policy.' This policy rewards Nestle's employee's through monetary and or non monetary rewards.
According to the company the objectives of Nestlé 's Remuneration and Rewards Policy are: "To
favour a competitive, stimulating and fair Compensation & Benefits structure offering an overall
competitive and attractive Remuneration package To establish Remuneration practices taking into
account relevant external compensation levels and internal fairness knowing that the remuneration is
also determined by the capacity of the Company to improve its productivity" Monetary benefits
involve mainly the recognition and the rewarding of an

Benefits And Benefits Of Employee Benefits Essay
Employee benefits are all forms of consideration given by an enterprise in place of service rendered
by employees. Post employment benefits are employee benefits which are payable after the
employment period is completed. Profit sharing & bonus payment: an organisation should observe
the future cost of profit sharing and bonus payments only if the organisation has a present obligation
to make these payments based on the result of past events. A trustworthy assessment of the
obligation can be made. In some profit sharing plans, the employees would receive a particular
share of the profit only if they continue with the organisation for a specified period. There are
numerous natural advantages to furnishing your workers with an exhaustive advantage arrangement.
For most, it is the capacity to discover and keep exceptionally qualified staff that is the key driver.
With the segment being exceedingly aggressive and the quantity of new employee entering the
workforce waning, businesses are tested to wind up significantly more imaginative and responsive
in the outline, timing and liberality of their advantage arranges. The more dynamic the association,
the more adaptable the structure is in light of today 's difficulties: i.e. like having four distinct eras
of employee working next to each other. Bosses who keep on providing the more conventional and
constrained system, may think that its more hard to discover and keep diverse sorts of employee.
Here are some of the upsides of

Benefits Of Doing Sports Essay
There are a lot of people doing sport these days. What exactly sport is? Sport is an activity of
physical body and skill, done by team or individual. In general, there are two types of people who
doing sport. Some people just want to live healthier and there are also type people who seriously
doing sport to win a sport game or even Olympic championship like SEA Games (South East Asian
Games) for example. But there also a lot of people who do not do sport because they think doing
sport is not benefit to their life. So what is the benefit of doing sport? Or is it a burden?
First, people like doing sport because it is a fun thing to do. As we mention on the first paragraph,
sport is not only for individual, but sport also can be done by a group / team or even doing sport
with our friends. So, sport is actually benefit to our social life, because we can get a new friend
through sport and we got to know each other's ... Show more content on Helpwriting.net ...
We can make a lot of money from being one of it. But being an athlete is not easy, because we need
extra effort to train physical body to improve ourselves.
The most important of think doing sport is make us healthier, this is the main reason why people
these days doing sport. People want to keep their body in good condition to support their daily
activity during the day. Doing sport in routine is also good to increase our stamina, that is mean we
are not easily tired when we do our activity. Imagine we can do a lot of thing without getting tired, It
is amazing isn't?
Doing sport has a lot of benefit, but in the other hand there is a disadvantage of doing it. First
disadvantage of doing sport is we need to do it carefully, because if it is not done carefully we may
getting risk of hurting ourselves or getting injured. If we get injured we need to go to the hospital or
even bother our daily activity. That is mean that we need to put more effort to our

Benefits And Benefits Of Employee Benefits
I've chosen the topic of employee benefits and the varying considerations given to benefits as part of
total compensation around the globe. What are the issues to be considered? What about the MNE
employee?
The content of this paper includes key excerpts and a condensation (compacted by >80%) of current
knowledge regarding the administration of employee benefits as published by McGraw–Hill 2011 in
"The Handbook of Employee Benefits: Health and Group Benefits, 7th Edition. Jerry S.
Rosenbloom, editor". This is the reference textbook for the International Foundation of Employee
Benefits Plans (IFEBP), and Wharton (University of Pennsylvania), for those looking to certify as
"Certified Employee Benefits Specialists" (CEBS).
The ... Show more content on Helpwriting.net ...
This process entails a balancing act among:
"Local benefits objectives with local and global business objectives and philosophies
Differing competitive environments and economic realities
The cost and benefits available from old age, survivors, and disability programs with supplemental
retirement and capital accumulation plans
The cost, quality, and availability of national health insurance programs with emerging private
medical practices in many countries
Changing regulatory environments that impact the design, delivery, and cost of supplemental
benefits plans with local and global benefits objectives"
..(Rosenbloom 2011)
Added to these local concerns, individual differences may need to be accommodated according to
where the employee was hired and where they will be assigned. Benefits that meet the employee's
needs in the home country may not be portable nor meet their needs in the assigned country.
Local issues include the following:
1. Government–required benefits.
2. Government–provided benefits.
3. Legal/Regulatory environment.
4. Taxation of benefits.
5. Local economic conditions
6. Labor unions & labor environment.
Coverage amounts and funding: Common benefits offerings include retirement, death,

The Benefits Of Google Pays
Google B–13. The benefits that Google pays obviously represent an enormous expense. Based on
what you know about Google and on what you read in this text, how would you defend all these
benefits if you're making a presentation to the security analysts who were analyzing Google's
performance? Benefit Advantage High salaries Google salaries are highly competitive which allows
the company to keep employees satisfied in this area. Stock options Stock options provide a
financial incentive to employees. If the company does well, then the employees benefit financially.
Providing this benefit has the effect of the employee having a vested interest in how the company
performs; therefore, the employee will work hard, do their best work, and stay ... Show more
content on Helpwriting.net ...
Google employees list this benefit as the most valued. Free shuttles, laundry facilities, oil changes,
car washes All benefits to help employees deal with less stress for their outside work requirements.
These amenities assist in reducing an employee's stress and help in the employee feeling valued.
Unlimited sick leave Keeps employees from coming into the office sick. This reduces the possibility
of other employees getting sick. The company no longer has to track sick leave so it saves resources.
TGIF parties and paid trips Google's way to reward the team after working so hard to achieve their
goals. A great way destress and team build. The long list of employee benefits assists Google in
keeping employee's engaged, retained, satisfied, motivated, and productive to be able to reach their
individual, departmental, divisional, and company–wide goals. All of the above mentioned benefits
makes the employees feel valued and respected; therefore, they are more likely to be retained. B–14.
If you wanted to hire the brightest people around, how would you go about recruiting and selecting
them? According to the Entrepreneur article Recruiting and hiring top–quality employees (n.d.), to
recruit top talent a company must have a "well–structured recruiting and selection program" (para.
1). The process should include the following steps which I have tweaked slightly: 1. Develop
accurate job descriptions 2. Develop a success profile based on your best performers. 3. Post

Benefits And Benefits Of Ford Motor Company
Ford Motor Company is a multinational automaker located in the United States of America. The
company has employed thousands of employees across the world. Any successful company must
provide its employees with a good compensation and benefits plan to remain competitive. As a
result, this study focused on researching the types of compensation and benefits plans Ford Motor
Company offered to its employees. The study found out that the company offers compensation and
benefits plans such as base pay, variable pay, insurance (health, risk, and life), holiday pay,
maternity leave, vacation, and pension. This study also determined the advantages and
disadvantages of the above compensation plans and benefits.
Key words: Ford Motor ... Show more content on Helpwriting.net ...
It also recognizes that the company can get maximum output from the employees by ensuring they
are always motivated and have the best working environment. One way of achieving that is through
ensuring that employees have a good organizational compensation and benefits policy. A research
on the company reveals that the management of the company has put up several organizational
compensation and benefits for their employees.
Compensation and benefits definition Compensation refers to the rewards that an employee earns
from a company in return for the labor services they provide to the enterprise (Martocchio, 2010).
They include direct financial compensation such as salaries, wages, and bonuses, indirect financial
compensation such as retirement plans, leaves, and education services, and lastly non–financial
services such as advancement opportunities and career development (Martocchio, 2010). On the
other hand, benefits refer to the compensations that a company gives to its employees on an optional
basis in addition to their usual salaries. They include disability income protection (dental, vision,
life, and health), sick leave, paid and non–paid vacation, and funding of education among others
(Martocchio, 2010). A study on Ford Motor Company revealed that it has been providing its
employees with several compensation and benefits plans over the years. The management of Ford
Motor Company has been performing several reviews on

Benefits Of The Military Essay
Military Benefits: Lasting Beyond a Lifetime
The military is shrouded with images of hand–to–hand combat, blood, gore, and depression; but
what of the other side of the story? It is known that over millions of men and women have joined the
military, but is a bold passion for your nation the sole reason to join? The answer is no. There are
numerous benefits to joining the military aside from the privilege to serve our great nation. These
benefits range from the pay, financial assistance, free education, character refinement, to good
retirement.
The military is not notorious for its ability to pay in abundance; however, after considering the
additional payments that the military offers, the pay may seem more appealing. Just like with
civilian employees who get paid more depending on how long they stay with an employer and the
duration of their education, those in the military are paid in the same way. For instance, officers in
the military are required to have an extended education depending on their path, while those who
are enlisted are only required to at least have a GED. Hence, a commissioned officer ranked as an
O–8 who has served for 2 years is paid roughly 10,487.70 dollars a month, while an enlisted
member who has served 8 years and ranked as an E–8 is paid roughly 4,136.10 dollars a month.
This is only basic pay though, the military also offers special pay for those with specialized or
hazardous jobs, and allowances. Military allowances are given to those in service

Total Compensation Benefits
Discuss what you think is the most important benefit, and why?
The most significant benefit is "Total compensation package, or total rewards," because they include
far more than salary. Total compensation also includes the indirect benefits that result, such as
401(k) plans, vacation time, holiday pay, and healthcare coverage. When a company offers
employees an attractive compensation package, they create an enjoyable environment in which
workers want to work, and often stay longer with the enterprise (Dessler, 2008), and (Lecture Notes,
2015).
Has your opinion changed over the years? Why or why not?
Yes! When I was much younger, I was more attractive to cash benefit versus the total compensation
plan. Over the years my preference has changed.

Verizon Wireless's Benefits Package
Verizon Wireless may be losing at least one competitive advantage as a result of lack of knowledge
about how employee benefits packages in the wireless industry compare. Studies have shown that
valuable employees and top talent candidates are highly influenced by employee benefits packages
considered to be good (Paterson, 2013). The leadership team's determination and call for
organizational growth, translates to both retaining current employees and enticing new candidates to
join, an area in which a top employee benefits package is a major contributor. With this
consideration, and factoring in the problem of a lack of updated information, it was determined that
there was a critical need for a current benefits package comparison. The ... Show more content on
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The coding system is as follows: 0 denotes no information; 1 denotes inadequate benefits; 2 denotes
adequate benefits or listed but little information; 3 denotes above adequate benefits; also the term
"assigned values totals" denotes the calculated sum based on the coded value determined for each
item. It should be noted that some companies received more 0s than others, because of lack of
information available from the organization resulting in lower assigned values totals. Applying a
coding system enabled qualitative data to be evaluated quantitatively, permitting a more accurate
and objective analysis. Capstone Q1–Industry Benefits Comparison: As stated above, the method
used for the industry employee benefits package comparison was a comparative analysis. To
organize the data it was broken into themes and coded. Presented here are the five resulting tables,
including a short data analysis for each. In addition to the listed tables, a scatter plot figure was
added for visual representation of the assigned values totals for each company, including every
category; however total scores will be announced later. Table 1 data analysis. In Table 1, health and
well–being benefits were scored with a possible assigned values totals of 24. Verizon Wireless and
Sprint were a single point apart with Verizon attaining 22 and Sprint 21. Samsung

Benefits Plans for Employees
Course title:
Name of student:
Institution:
Benefits perform integral functions in compensating employees and the benefit package employed
by a firm needs to be lucrative and distinct in the employment market. This serves as a decision–
making factor in attracting new employees, retaining present ones and acceptance of offers by
experts in the industry. Every organization strives to come up with the most efficient combination of
benefits and achieve great utility for money. The choices taken hugely depend on both the
employees and employers.
Reliance Home & Office Security Solutions refers to a local entrant into the security services
industry. It provides a variety of products tailor–made to the specific needs of different ... Show
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These include legal insurance, tuition reimbursement for those who opt to advance their education
and bonus plan. The current market in provision of security services boasts of several names. The
lists also consists of firms like Group4Security (G4S) which applies an elaborate compensation
employees for its workforce. Reliance borrowed the idea of legal insurance cover and tuition
reimbursement from it. These two strategies serve to attract the most qualified experts in the
industry.
The cost target aims at developing a fund set aside for providing benefits to employees. The
management promises that this fund remains off limit to covering company expenses and constantly
grows as the company grows. A sustained growth ensures drafting of more benefits into the existent
package. This methodology aims to serve the changing trends in the market workforce. Thus, the
company asserts that this package provides a long–term pathway to retaining experienced
employees and attracting others from rival firms.
In the formulation of the benefit plan, the management sought the services of an independent human
resources firm. The firm has a team of qualified professional to design suitable plans taking in
consideration the legal guidelines set out by the government. Reliance, therefore, rests assured that
the plan effectively meets the legal provisions and its application attains accolades from labor
unions. The plan tends to favor the

Benefits And Benefits Of Social Security
In Bonnie Smith–Yackel's essay My Mother Never Worked she passionately defends her mother
after Social Security refuses to grant her death benefit check. Yackel does not realize that Social
Security fairly distributes benefits to contributing Americans. Social Security was reasonable to not
granting benefits to a woman who never contributed as a wage earner. Hence it would not be fair if
benefits are granted to a fraud who never paid wage taxes compared to wage earners who do.
Americans who abuse Social Security benefits by committing fraud is unethical and not to mention
illegal. Americans that are in desperate need for Social Security benefits require it far more than
frauds. By eliminating fraud the government can properly grant social benefits to hard working
Americans. Social Security benefits should be permitted to Americans that work and provide back
to their country or they are disabled. Also, hard–working citizens that pay their duties will receive
back from benefits, including employees that are qualified as disabled. Benefits should not be
granted to any citizen that makes no contribution to their country such as, tax deductions from their
wages. Furthermore, Social Security needs to reach out to the majority which is the poverty–
stricken. By informing the impecunious or immigrants of Social Security it could save them from
the misfortune of poverty. Even though, Social Security relieves some citizens from a financial
burden there are still many improvements to be

Benefits And Rewards For Employee Benefits
Employee benefits are an essential component of an organization's total rewards strategy.
Today companies design benefits packages that are unique and rewarding in order to attract and
retain talented workers. In fact, employee benefits have evolved significantly over the years.
Employee benefits are no longer just the basics, such as healthcare and retirement plans.
Organizations are now expanding their benefits and rewards offerings to include creative
perquisites, such as onsite childcare, flexible work schedules, and employee game rooms.
Employers understand that to gain a competitive advantage in the war for talent, they must create
new and improved rewards for their employees. This paper will examine the innovative benefits and
... Show more content on Helpwriting.net ...
Innovative benefits are the solution to meet employee demands. Innovative benefits are any creative
reward designed to provide employees with a special privilege, financial value, and/or personal
advantage. Innovative benefits include many employee perquisites, such as onsite childcare, paid
time off, employer–matched charitable donations, discounted gym memberships, and tuition
assistance. Employees are attracted to organizations that create innovative benefits packages.
Organizations are creating and adopting innovative benefits in order to improve their overall
compensation strategies. Compensation strategy defines how an organization plans to reward its
employees for their time and efforts. An effective compensation strategy enhances (1) talent
management, (2) supports an organization's business objectives, and (3) provides organizations with
a return on their investment. Therefore, in order for innovative benefits to enhance the
competitiveness of an organization's overall compensation strategy, the benefits must align with
these three goals. First, innovative benefits plans can give organizations a competitive advantage in
recruiting, developing, and retaining talented workers. The war for talent in the workforce is
becoming more competitive. According to researcher Tapomoy Deb (2005) "the

Hr599 Benefits Project Essay
Benefit Plan Design Analysis
Course Project: Wal–Mart Stores, Inc.
Lillie Williams
Professor: Dr. Burnell G. Carden, Jr.
HRM–599–11570 Benefits
Date 6/22/2013
Table of Content
Part 1– Organization Profile and Benefit Program ––––––––––––––––––––––––––––––––––––––––
3 & 4
Part 2 – Statement of Issues
–––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––– 5 & 6
Part 3 – Literature Review
––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––– 6
Part 4 – Issues Analysis
––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––– 6 & 7
Part 5 – Issues Solutions
–––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––– 7 & 8 ...
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The fact is that, Wal–Mart is in the need of looking at the benefit plan for employees. Wal–Mart
health insurance coverage falls far behind the national average. Wal–Mart has
5,000 or more employees they should be able to cover 64% of their workers however,
Wal–Mart only covers 50%.
Statement of Issues Wal–Mart has one of the saddest benefit plans for employee's that has created
bad business practices at Wal–Mart Corporations. "Wal–Mart is one of our largest corporation and
private employer in the U.S. employing over 1.3million workers, sets a national standard for wages
and labor practices" (West 2005). Wal–Mart offers a low premium to employees for family
coverage. A low premium may seem reasonable and affordable however, the employees have a high
annual deductible. The annual deductibles are so high that most employees find themselves having
to pay thousands of dollars before Wal–Mart insurance decides to be active in paying excepting
providers. At Wal–Mart employment and the benefit policies has been red flagged for the
Government officials to review. Wal–Mart has a very low pay scale the average "Wal–Mart

associate makes only $8.81per hour" according to a study published by Forbes News Article, (Ungar
2013). Wal–Mart's full–time employee schedule is considered to be 34 hours per week with a salary
of 15 thousand dollars per year average. Employees that work full time at Wal–Mart still live below
the

Benefits And Benefits Of Employee Benefits Essay
Believe it or not, when the phrase employee benefits is mentioned there are many different
perspectives from various angles as to what exactly employee benefits entail. Some perspectives
are, but not limited to, what is deemed an employee benefit, what benefits are required by law to be
given to employees, benefits that employees might feel are superior, and whether or not benefits
provide value to the employer. For clarification purposes Alison Doyle offers this, "Employee
benefits are non–salary compensation that can vary from company to company. Benefits are indirect
and non–cash payments within a compensation package. They are provided by organizations in
addition to salary to create a competitive package for the potential employee." (Doyle, 2016, para.
3). Essentially, this can be taken to mean that employee benefits may be in the form of monetary
compensation or still compensation, but without monetary payment to the employee. Examples of
employee benefits include, competitive compensation plans, pay for performance packages, flexible
work hours policies, and medical leave, which is illustrated in the following scenarios. As an
illustration of what some individuals might deem one of the most important components of
employee benefits, surround the need to revamp a compensation plan for a franchised restaurant
establishment. Paying employees fairly for the service provided is very important in a business's
ability to remain competitive. To yield this result a business

Evaluation of Flexible Benefit Plans
Evaluation of Flexible Benefit Plans
Table of Contents
INTRODUCTION ........................................................................................1 Purpose of the Report
...............................................................................1 Scope of the Report
.................................................................................2 Sources and Methods
...............................................................................2
TRADITIONAL vs. FLEXIBLE BENEFIT PLANS ................................................2
ADVANTAGES OF FLEXIBLE BENEFIT PLANS ...............................................4 Increase
Employees' Benefit Satisfaction.........................................................4 Increase Benefit Plans'
Efficiency.................................................................5 Gain Controllability of Employer Contribution
to Benefit Plans..............................6 Provide Better Communication of
Benefits......................................................6 Help in Recruitment and
Retention................................................................7 Reduce Income ... Show more content on
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Based on the analysis, the choice between these two benefit plans is made. However, the details of
implementing such a plan will not be provided.
Sources and methods
This report is solely based on secondary research. Sources include academic journals, research
reports, and trade publications. Majority of the sources are acquired from World Wide Web and
research database such as Business Source Complete, and selected based on their reliability,
relevancy, and recency.
Traditional vs. Flexible benefit plans
Employees' benefit plan is non–wage compensation, which means employees sacrifice part of their
wages or salaries to exchange some other form of benefits. The purpose of benefit plans is to
increase the security of employees, which consequently reduces work absenteeism and promotes job
satisfaction. Some of the benefits in the plan include: retirement benefit plans, employee assistance
plans, and group insurance (health, dental, life etc.). However, the scope of benefit coverage has
gradually been expanded; from traditional benefit plans to flexible benefit plans. Both of these two
benefit plans have different contents and emphases. Nowadays, about 60 percent of North American
organizations prefer to use flexible benefit plans.

Traditional benefit plans were desired to meet the needs of the nuclear family (Cole & Flint,
2004), which is defined as an employed male head of household, nonworking spouse,

Market Failure in Unemployment Benefits
Market Failure In Provision of Unemployment Benefit
Market failure occurs when resources aren't used efficiently. This can be seen in any market,
whether a publics good or a private good. Market failure can also be seen in the provision of
unemployment benefits and unemployment insurance, as the resources could be used inefficiently
and misused in different ways. For the purpose of this essay I will focus on how MORAL
HAZZARD, prevents the efficiency in unemployment benefits and insurance, I will discuss the
main issues to do with moral hazard in unemployment and also ways of combating it. I will do this
by firstly defining market failure and the main components on it before leading to the actual topic of
moral hazard.
Market ... Show more content on Helpwriting.net ...
Moral hazard is greatly seen as an individual can influence their probability of entering or leaving
unemployment. Moral hazard creates a disincentive to work and reduces the supply of labour in a
country. Moral hazard is unobservable , this means the providers of insurance and benefit are totally
unaware of the unemployed intention while receiving the benefit. In unemployment insurance the
two parties are involved in contractual relationships, as their intentions contradict. The receiver of
the benefit is acting in a hazardous way and the insurer is fully on aware which makes the provision
a market failure.
The money being received for unemployment benefit is substantially high in Ireland. This means
that people are less willing to look for work as they have a good income already. Looking for work
would mean a loss of benefit or a reduce income due to tax which will reduce the incentive for a
person to go look for work. Due to Moral Hazzard the system of payment are structured with a view
to ensuring that the system of payments does not weaken the incentive of the unemployed to take on
paid employment. Income tax and social security contributions levied on earnings determine the
employee's net earnings, when unemployed a worker receives payments. If the gap between this is
too much it may affect the incentive to work. If the ratio is high then moral hazard increases as those
who are unemployed may cease to work.

Benefits Of Developing Marketing Strategies
When developing marketing strategies, using a benefits approach is often considered the best way to
go. Because of this, the advantages of a features approach, or even a combine approach, are
overlooked. This report looks deeper into both a benefits approach and a features approach in order
to determined which approach is the best option for Big Iron. In order to answer this question,
several questions were addressed: what are the advantages to a benefits approach; what are the
advantages to a features approach; what are the disadvantages to strictly using one approach, and;
what are the benefits to using both? In order to answer these questions primary research, analysing
the major automobile manufacturer's advertisements, was conducted. Ten ads from a variety of
companies were analysed by asking the questions: what type of approach, benefits, features or both,
are the major vehicle manufacturers using in their advertisements; What are the benefits appealing
to, and; what do the features say about the products? Determining the target audience was also a part
of the analysis, as all are advertisements should be audience specific. Secondary research was also
conducted in order get a better understanding why the major automobile manufactures prefer a
specific approach. Based on the research that was conducted, it is recommended that Big Iron use
both a benefits approach and a features approach for number of reasons. 1. Both a benefit and
features approach, have

Benefits And Benefits Of Benefits
Benefits Plan Benefits are a very important part of the compensation piece for Techtron. They can
often make or break a recruit's decision to accept a position with the company. Therefore it is
important that we offer a competitive benefits package while keeping the bottom line in mind.
Within the realm of benefits there are two types: Legally required benefits and discretionary
benefits. Defined, legally required benefits are "protection programs that attempt to promote worker
safety and health, maintain family income streams, and assist families in crisis". The Social Security
Act of 1935, workers' compensation laws which vary by state, and the Family Medical Leave Act of
1993 are all mandated under federal law. Discretionary benefits are benefits that employers chose to
offer. These benefits fall under protection programs, pay for time not worked, and services
(Martocchio, 2015).
Legally Required Benefits: The Social Security Act of 1935 provides for unemployment insurance,
Old–age, Survivor and Disability insurance or OASDI for short, and means–tested welfare programs
all of which were brought about by The Great Depression (Martin, P. & Weaver, D., 2005). Social
Security is financed through a specific payroll tax. Both employers and employees pay 6.2% of
wages up to the taxable maximum of (2015) $118,500. The breakdown in the OASDI is as follows:
OASI = 5.3%, DI = .90%, Total = 6.2% (Retrieved from www.ssa.gov). Workers' compensation
laws vary by state. In Michigan,

Considerations for Compensation and Benefits
Considerations for Compensation and Benefits
Abstract
Compensation is one of the most important considerations perspective employees will make prior to
accepting a job offer. For this reason, another performance of Human Resource (HR) professionals
is the compensation analysis. The focus of the analyst in this position is to use strategy in
formulating compensation and benefits packages that are attractive and conducive to maintaining
talented employees (Editorial Board, 2011). As another critical service of HR experts, this document
will explore the types of benefits and compensations companies use to meet certain criteria of
employees. This work will also provide insight on the ways in which these packages are designed to
attract ... Show more content on Helpwriting.net ...
It is not uncommon for these organizations to base pay grades on knowledge or skills of the
employee (Forsyth, 2012).
Other approaches to generating the compensation and benefits plan may include a balanced sheet
approach, global market approach, or even a tax equalization approach. Independent of these
concepts, though, Human Resources professionals follow a particular set of equations for generating
compensation (Forsyth, 2012). The following chart reflects the metrics for compensation from the
HR perspective: (Forsyth, 2012).
Private and Public Sector Packages Another, yet debated, topic that affects compensation and
benefits will be the sector of the job. By this, we are looking at private and public sector jobs. Public
sector jobs are those which are owned and operated by the government. They may be non–profit
organizations. Private sector jobs are those which are provided by citizen–owned, for–profit,
organizations. It has been debated for years as to whether public sector employees are compensated
more "fairly" than private sector employees. However, if you consider the unlimited resources of the
government–owned organization versus that of the privately owned company, it would seem more
understandable as to why this variance exists. While both private and public sectors may have
similar policies, or indirect compensations and benefits, they may vary in terms of time. For

Benefits And Benefits Of The Emr Implementation
With the costs there also came benefits that included averted costs and increased revenues and then
divided up into payer independent benefits, benefits under capitated reimbursement, and benefits
under fee–for–service reimbursement (Wang et al., 2003). These were assumed that they would be
accrued at the end of the year. In large practices, chart pulling was a time consuming task that was
done and cost an approximately $5 to obtain and retrieve this data. After switching to electronic, the
transcription costs were reduced by 28%. The experts also looked into capitated reimbursement and
reducing adverse drug events. Alternative drug suggestion reminders would save 15% of total drug
costs. Also, the computer can improve documentation and also decrease the amount of billing errors.
A five–year return on investment was created to look at the comparison between the costs and the
benefits of the EMR implementation. This included all the initial costs and benefits and also the
annual cost and benefits. These numbers were compared year after year for five years and the net
benefit to implement EMR per provider was around $86,000. It was found that the net financial
return was positive for the ambulatory health care organizations. The benefits included reductions in
drug expenditures, improved utilization of radiology tests and charge capture, and also a decrease in
billing errors (Wang et al., 2003, p 401). As the organization improves with more features year after
year, the net

The Benefits Of L-Theanine
The Benefits of l–theanine What is L– (–– removed HTML ––) ? Ll–theanine is a structural
analogue of the basic amino acids glutamic acid and glutamine. While it is a non–essential amino
acid, l–theanine is structured similarly to one. The "L' in the name stands for "levo" as opposed to
"dextro." There is actually a "handedness in molecules. The "levo" molecules are left–handed and
the "dextro" molecules are right –handed. Leftand right–handed molecules have different properties.
L–theanine is one of many supplements used for medicinal purposes, l–theanine can be purchased in
capsule form or taken in tea. Its safety is generally accepted. L–theanine is an example of ancient
Chinese knowledge from 4700 years ago that continues to benefit our ... Show more content on
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It is conceivable that the amino acid would modulate the activating effects of the stimulant while
synergistically enhancing the individual's ability to focus attention. L–Theanine and: Alcohol When
taken with alcohol, an l–theanine supplement reduces the liver enzyme elevation ordinarily noted
following alcohol ingestion. The implication is that l–theanine prevents the production of alcohol–
induced free radicals and is effective against long–term liver damage often noted with heavy alcohol
use. Additional interactive effects of l–theanine and alcohol include lowered alcohol tolerance.
Drinkers report it requires fewer drinks to reach a state of intoxication than usual. Many people also
report feeling less hung over after a night of heavy drinking. Anecdotal reports indicate that taking
l–theanine the day after a drinking binge will "cure" the resulting hangover. L–Theanine and: 5–
HTP A precursor of the neurotransmitter serotonin, 5–HTP, or 5–hydroxytryptophan, is found as a
stand–alone supplement, or combined with other supplements, including l–theanine. These
supplements act to boost GABA levels in the brain. Increased levels of GABA may be expected to
result in a subjective sensation of reduced stress and increased

Benefits For Part Time Workers
Case Study 3:
Benefits for Part–Time Workers
Ken Davis
Liberty University
Introduction In this weeks' case we have Jackson, Smith and Henderson (JSH) Certified Public
Accountants (CPA) one of the fastest growing CPA firms in the area. The firm has "just under 100
employees" (Martocchio, 2015, p.260) of which two have requested part–time statues. The firm had
already considered hiring additional part–time workers, consequently the firm need to make a
Human Resource (HR) decision, to decide when and should the company extend the benefits to
part–time workers. Therefore, understanding what the Employment and Labor Laws prior to the
offering of extended benefits to part–time employees should be the first place to start ... Show more
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When a company is deciding to make an innovative change or extended benefits to part–time
employees, strict compliance is required according to the Fair Labor Standards Act (FLSA) and the
U.S. Department of Labor (Martocchio, 2015). Tiffani Clement (2011) published an article, "Does
my business have to provide part–time employees with benefits?" she writes about the required
benefits that employers must extend to part–time employees. For instance, newly added HR
Director Alan Jones must address whether or not his company can afford to offer extended benefits
to part–time employees.
Three Factors for Consideration Bearing in mind some firms are hiring interims, staffing services
and part–time employees through temp agencies. It is no surprise in this case that a recent
compensation survey of business in the local geographical area included information about benefits
(Martocchio, 2015). Part–time employment are more readily available because it is considered
"hidden unemployment," says, Chris Tilly, a professor at UCLA, for instance, if a person works 20
hours a week, but wants 40 hours, that unfulfilled time is spent unemployed (Gillespie, 2015).
Utilizing the prior options above can save the company money, plus some part–time employees are
hired at the entrance level pay, therefore saving the company certain work benefits. Although, the
company may utilize the services of a staffing service and or temp agency,

Benefits Of A Successful Company
Benefits One of the most important components of a successful company is to keep employees
engage, happy, and provide them with incentives to maximize their productivity. In today's society,
there are several ways to accomplish this; however, offering employees benefits beyond the legal
requirements tends to be beneficial to the employees as well as the management team. According to
Meier (n.d.), "the positive side to employee benefits....offer the right benefit, and your business may
just jump–start its growth. Give employees the benefits they value, and they 'll be more satisfied,
miss fewer workdays, be less likely to quit, and have higher commitment to meeting the company 's
goals" (p. 1). Hence, Whole Food Market is amongst the top 150 companies who has mastered the
concept of leveraging its benefits package to recruit and retain its team members. This top employer
prides themselves on believing that benefits to its team members is more than supporting their core
values, but the right to do for members. In addition, the benefit package is created with the members
in mind that encourages input, empowerment, creativity, collaboration, and a fair and equal work
environment. Whole Food benefits packages includes Health plan, life insurance, generous store
discount, life Insurance, retirement savings plan, vacation and sick paid leave, leave of Absence,
team members stock option plan and emergency funds, and of course a competitive compensation
plan. Internal

The Benefits Of The Disease Model Of Addiction
To begin, I would like to discuss the benefits of the disease model for addiction. To be fair, this
model resonates with me the most. As stated in the Historical Perspectives on Addiction, "By
changing the way we talk about addiction, we change the way people think about addiction, both of
which are critical steps in getting past the social stigma too often associated with this disease"
(Freed, 2012, p.27). I feel that this quote sums up the most significant benefit of the disease model.
Not only does it remove stigma, but by removing this stigma you could potentially have more
individuals seeking treatment. In addition to this, by removing stigma you move it from an
individual's problem into a public health issue. Therefore, if addiction is a public health issue you
would see more services/support systems available. A second benefit of the disease model is that
there is evidence that supports the theory (Hall,2017).
On the other hand, there are some negative aspects associated with this model. One criticism is the
disease model may "prevent them from developing self–control, and damages self–esteem (Frank,
2017, p.130). In my opinion, I do not agree with this statement because I believe that the disease
model gives more power to individuals. Although, I do agree that the disease model does not explain
the "Large–scale epidemiological studies show high percentages of spontaneous recovery, even
without specific treatment" (Frank, 2017, p.130). This lack of

Benefits And Benefits Of Employee Benefits
Employee benefits are an important component of compensation for many US employees.
Approximately 30% of worker compensation comes in the form of fringe benefits, and benefits have
been linked to increased productivity and worker satisfaction, and reduced absenteeism (Artz,
2010). While health and life insurance are common benefits provided to employees, firms also offer
EAP programs, child care, flexible work hours, work–at–home programs, long–term disability
insurance, and health and wellness programs including well–baby programs, gym memberships,
stress reduction programs, on–site flu vaccines, and weight management programs.
Relatively little is known about how corporations make decisions about the benefits they offer their
Organizational climates which promote risk taking have been theorized to impact corporate
innovation independently (Caruana, Ewing, & Ramaseshan, 2002) or in combination with other
organizational and environmental factors (Nystrom, Ramamurthy, & Wilson, 2002). As an
independent predictor, risk taking is viewed as a necessary prerequisite for adopting new ideas
whose outcomes cannot be guaranteed (Albrecht & Hall, 1991). A meta–analysis of 24
organizational studies demonstrated that organizational support for risk taking demonstrated a 0.78
effect size on innovation (Hunter, Bedell, & Mumford, 2007). Pro–innovation attitudes by managers
predict innovation adoption in both the public and private sector (Moon and Bretschneider 2002;
Thong and Yap 1995). As a mediator, organizational support for risk taking may explain the
relationship of organizational financial health (Kearney, Feldman, & Scavo, 2000; Walker & Boyne,
2006) and size (Damanpur 2010; Walker 2008).
To complement our previous research which identified organizational risk–taking as a significant
predictor of innovative health benefit decision–making (Rost, 2014), the research team conducted an
exploratory analysis of factors associated with organizational risk–taking in human resource
departments to inform future research on employee benefit decision–making.
Methodology
Data
The data were

Benefits And Benefits Of Employee Satisfaction
Benefits play a major role towards employee satisfaction and how they behave in an organization.
Employee satisfaction is necessary for the success of any organization. Keeping employee
satisfaction should be a priority for every employer. There are many reasons why an employee can
become discouraged with their jobs. Some include: lack of communication within the organization,
high stress levels, lack of recognition, or limit opportunity for growth.
Health insurance is one benefit in the foundation of a comprehensive employee benefit package.
Health insurance is an insurance policy that will pay to cover medical treatments or expenses. This
also includes dental and vision insurance. "According to healthinsurance.org, of the Americans who
The number of sick days can be based on the years with the organization and how high they stand
with the organization. Paid personal days are time taken off from work that the organization
provides employees. The number of days is the same as sick days which was your standing level
with organization and how long they have been with them. These days can be used for voting,
conferences, and even going to a healthcare professional. The paid personal days are paid at the
employee's normal base salary. Bereavement time is even under PTO. It is granted for attending
funerals and burials, making funeral arrangements, dealing with possessions and wills of the
deceased, and for paying respect to a family at visitation. You are usually given three days of this
time for an immediate family member and one day for other relatives or friends. Organizations can
give additional unpaid days if necessary. Immediate family members include: spouse, parents,
grandparents, children, grandchildren, and siblings.
Another benefit offered among organizations is the 401k retirement plan. It is a plan for employees
to accumulate retirement income and is the most flexible type of retirement plan. It shows that the
employers care about and value your employees with a means for them to plan their future and
encourages employees to save for retirement. It has tax advantages for both employers and
employees including tax deferred growth for the employee and tax–deductible advantages for the

Benefits Of A Successful Business
In order to have a successful business, businesses need to find a way to keep employees motivated
to do their jobs and increase work satisfaction. This is undeniably crucial for a business to continue
to be profitable. Some solutions to this problem are incentives, having a good work environment,
and showing appreciation.
When employees perform poorly by not doing their job or not doing their job well, it reflects
negatively on the business. Customers who are not satisfied, may complain and may not return.
Customers can also discourage others from going to that particular establishment by telling their
friends about their terrible experience. The business then loses money from that customer and that
customers friends who now do business with the competition. That business may now have a "bad
reputation" that started from that one customer's negative experience (Deeb).
By keeping employees pleased and excited at their jobs, they tend to perform better than those
employees who are not please at their job. In an article written by John Waggoner, he wrote, "If a
company treats its employees well, the business should prosper...." So in other words, the business
makes money if the employees are pleased. Employees who are given incentive tend to perform
better at their jobs than people who do not receive incentive. Google is an example of a company
that is highly successful and is known for having generous benefits for their employees to par take.
The stock at Google has climbed

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