Case Study: a Perky Way to Productivity

In: Business and Management

Submitted By dwhite158
Words 1068
Pages 5
Case Study: A Perky Way to Productivity
Describe the importance of employee benefits as a strategic component of fulfilling the goals of HRM.
Employee benefits are the single most important motivator to maintaining an experienced workforce. Longevity of employees in a company contributes to their financial stability. Depending on the company it can make or break obtaining talented employees. While applicants are being interviewed for a job, so is the company. Reports of high turnovers do contribute to missed opportunities in gaining talented employees. The cost of turnover is very high. Salaries that are given to employees are not in the control of HRM, benefit packages are an achievable goal. In any scenario, it is working with what you can control and not focus on what you cannot control leads to success. A creative benefit package can raise morale and give employees the experience of making more. When I talk about my salary, I will say that I am making $5,000 more than what goes into my paycheck. Having an HRM that is creative is why firms have them. The mission of HRM in all firms is not an easy one and they have to constantly stay in touch with the budget. Smart businesses would budget themselves to give HRM as much flexibility to spend as possible. Good strategic planning can ultimately save the company a lot of money. HRM’s ultimate goal would be to accomplish this. The more extrinsic satisfaction the longer employees will feel committed to the work place and not take off for that extra $1,000.
Benefits are a creative way that HRM can decrease this cost. Employees want to achieve more than a competitive salary out of their employer, the right job description does come into play and that’s where the benefits can make the difference. Benefits do not cost as much and the better an HRM department can pull benefits in, the happier the employee…...

Similar Documents

Best Way to Study

...BEST WAY TO STUDY For some time, research studies have concluded that we do not learn / study in precisely the same way. For this brief commentary, I have deliberately grouped both terms as similar. While this common sense approach towards scholarship represents a welcomed message for parents and students, many teachers still teach a large number of pupils one way, more often than not, by using traditional teaching styles that might appear to be successful for the teacher but unsuccessful for a large majority of the youngsters seated in front of them. This is incorrect teaching -- proof that common sense continues to be not all that common within many of today's classrooms. My following commentary attempts to address this key issue, while at the same time, to offer suggestions for possible classroom improvement. If teachers require their students to receive domain-specific information in a way that does not correspond with their dominant learning modalities, to perform under classroom conditions that interfere with their preferred learning, or to demonstrate learning in such a way that fails them to use their more dominant intelligences, then such teachers create within their students forms of artificial stress, reduced motivation, and repressed performance. Along this same line of thinking, there is a considerable body of research evidence suggesting that many special education students who have been formally categorized, for example, as learning disabled (LD) are, in......

Words: 3050 - Pages: 13

A Perky Way to Productivity

...most part there benefits will work. Many companies would consider Genentech and Zappos’s approach to be excessive. Many factors influence the selection of benefit components, such as a company’s financial condition, culture and workforce demographics. Employee’s benefit does not just work for employees but it valuable to both employees and employers and especially keeping the company success. More importantly, the first thing to consider when looking at the importance of employee benefits programs is simply the fact that they'll boost employee morale and motivation. When your workers feel like you care about them, they're much more likely to work harder and be happier in their job. That translates to better performance and higher productivity. You'll get better employee retention, too. Losing a valued employee can cost between two and five times their annual salary, which means that one aspect of the importance of employee benefits programs, is simply that they'll help you keep your best workers.   References DeCenzo. Fundamentals of Human Resource Management, 10th Edition.Bookshelf. Web. 13 April 2013 . The Importance of Employee Benefits Programs – Advantages for Employees and Employers. (2011, December 22). Human Resource Management - Employee Benefits - Payroll Services - NJ, NY, CT, PA. Retrieved April 13, 2013, from http://www.checkpointhr.com/industry-articles/the-importance-of-employee-benefits-programs--advantages-for-employees-and-employers...

Words: 1116 - Pages: 5

Cheryl Ways and Agilent Technology's Layoffs Case Study

...Cheryl Ways and Agilent Technology’s Layoffs Cheryl Ways, a 30-year-old IT professional, took a call at around 9 p.m. on October 15, 2001, from her husband, who rang complaining about her still being at work and asking her when she was coming home. Most of her co-workers had already left for the day, but she worked on for another half hour before shutting down her computer and heading out of Agilent Technology’s empty building. What’s remarkable about this story is that Cheryl had been told three weeks earlier that she was soon going to be laid off. So what was she doing, still working hard for the company putting in long hours just before being finally let go? Ways was one of 8,000 staff at Agilent Technology who were cut from the firm during 2001 and one of 2 million people throughout corporate America who lost their jobs that year. A technology and electronics manufacturer and maker of measuring and testing equipment, Agilent Technologies was spun off from Hewlett-Packard during 1999. Hewlett-Packard was known for its “precept that workers will give their best if they’re treated honestly and listened to” and this philosophy was emulated by Agilent. Maintaining an open style of communication through e-mails, meetings, and other media, senior management openly acknowledged that downsizing went against the embedded HP way of caring for staff. Prior to commencing downsizing, Agilent tried other solutions to their business woes. Faced with a 23 percent......

Words: 873 - Pages: 4

Case Study

...Case Study #1 With low employee morale and steadily declining patient visits to the outpatient facility, it is imperative that while acting in my duty of being the new chief executive officer (CEO) of this hospital, that I teach the employees about CQI. CQI is an acronym for continuous quality improvement, relating to affecting positive change. There are various theories that may be applied to CQI, but there is one pioneer whose theories truly trail blazed a path for others following the study of quality improvement. The pioneer I am referring to is W. Edwards Deming who proposed the Theory of Profound Knowledge. W. Edwards Deming was born in 1900 and was raised on the frontier of Wyoming by his indigent family. He was educated in engineering and physics and also became well versed in statistics. Using his knowledge of statistics, he began to integrate general psychology theories and found new ways to promote positive changes in the workplace. He created his Theory of Profound Knowledge by combining multiple principles of statistical thinking and psychology ("About Dr," n.d.). The Theory of Profound knowledge rests on its four pillars: Systems thinking, Process variation, Theory of knowledge, and Psychology. Deming ties all four of these “schools of thought” together in order to create an incredibly efficient and measurable system to be used by managers in order to improve quality and workmanship in the workplace. “Systems thinking” is an idea that is based on the......

Words: 802 - Pages: 4

The Nanarene Way of Essenic Studies

...The Nazarene Way of Essenic Studies 666: The Number of the Beast The Book of Revelation of St. John the Divine "No one may buy or sell except one who has the mark or name of the beast, or the number of his name, and his number is 666" ~The Book of Revelation 13:17-18 Some versions of Christian eschatology holds that this prophecy refers to future events, typically that the Mark of the Beast is one way in which the antichrist will exercise power over the earth, during the period known as the Tribulation in the book of Revelation. Opinions as to what form it will take are varied. The literal interpretation is that the number 666 will be imprinted on the skin, but with recent technological developments the possibilities of universal control are limitless. The notion that the mark is required for all commerce implies that the mark might actually be a special card, or that we might have to have our fingerprints scanned into a worldwide database in order to be recognized in business. Or, the mark might be some kind of smart chip implanted into the body. In Revelation 14:9-12, the third angel warns of wrath and retribution to all those who bear this mark on their heads or hands. The number 666, which supposedly represents the name of the Antichrist, is another source of controversy. There are various theories about the meaning of this verse, and there have been many attempts to show that a person is the Antichrist by relating his name to the number 666. One interpretation......

Words: 4476 - Pages: 18

The Nanarene Way of Essenic Studies

...The Nazarene Way of Essenic Studies 666: The Number of the Beast The Book of Revelation of St. John the Divine "No one may buy or sell except one who has the mark or name of the beast, or the number of his name, and his number is 666" ~The Book of Revelation 13:17-18 Some versions of Christian eschatology holds that this prophecy refers to future events, typically that the Mark of the Beast is one way in which the antichrist will exercise power over the earth, during the period known as the Tribulation in the book of Revelation. Opinions as to what form it will take are varied. The literal interpretation is that the number 666 will be imprinted on the skin, but with recent technological developments the possibilities of universal control are limitless. The notion that the mark is required for all commerce implies that the mark might actually be a special card, or that we might have to have our fingerprints scanned into a worldwide database in order to be recognized in business. Or, the mark might be some kind of smart chip implanted into the body. In Revelation 14:9-12, the third angel warns of wrath and retribution to all those who bear this mark on their heads or hands. The number 666, which supposedly represents the name of the Antichrist, is another source of controversy. There are various theories about the meaning of this verse, and there have been many attempts to show that a person is the Antichrist by relating his name to the number 666. One interpretation......

Words: 4466 - Pages: 18

A Perky Way to Productivity

...Allison Wright MGMT410 Prof. Webb 12 February 2011 Week 6:  Textbook Case Study A Perky Way to Productivity 1. Human resource management is best described as the act of acquiring, developing and maintaining employees “to achieve the goals of the goals of an organization in an effective and efficient manner.” (Sadhuji, 2008). HRM achieves this through several forms of employee appreciation, including compensation, health benefits, and promotions. However, the benefits that a company offers can mean the difference between having a devoted employee and one who will be willing to leave once a better opportunity arrives. A sound compensation package is often more attractive than a high paying salary. HRM needs to apply the needs of the employees and analyze how it will also benefit the organization. Basic benefits such as health, vision and dental benefits, or 401K matching are no longer the only benefits that keep employees content, and this can affect their productivity. By structuring a benefits program that goes beyond basic needs, such as Zappos.com’s on-site healthcare, employees will feel more like assets instead of just workers. This will lead to a more productive workplace and a more profitable bottom line for the organization. The ever-changing trend of employee benefits “requires benefit staff to take a more strategic and consultative approach to their jobs.” (Hackett, 1996) This is especially true for the new aging workforce of baby...

Words: 876 - Pages: 4

Case Study

...Case 5. Shiseido Company, Ltd.: Facing Global Competition • 667 INTRODUCTION Shiseido was founded by Yushin Fukuhara as Japan’s first Western-style pharmacy in 1872, and has shifted its focus back and forth between cosmetics and pharmaceuticals since 1915. Its strength in both areas has enabled it to weather the Great Earthquake of 1923 and World War II. It leads the cosmetic industry technologically, and has offered Japan many “firsts’’ in products. It introduced Japan to its first toothpaste in 1888. In 1902, Shiseido introduced Japan’s first soda fountain/ drugstore. Three years later, it established the chain store system, which became the backbone of the firm and the standard distribution system for the industry. Shiseido began international expansion in 1957 and is currently represented by 17 subsidiaries and more than 8,700 outlets in 69 countries. Offshore production accounts for about 50 percent of its global sales, which amounted to 64.9 billion yen in fiscal 1997. In 1987, Yoshiharu Fukuhara, grandson of the founder, took over as president. The same year, Shiseido announced a 6 percent decrease in sales and a write-off in inventory worth $239 million; net income fell 34 percent to $72 million.The company also abolished separate sales volume budgeting for sales companies and retail outlets, which had been faulted for the tendency of salesmen to push sales to retailers in order to meet in-house quotas. The 1998 product mix consisted of......

Words: 5226 - Pages: 21

Case Study

...1. In the case of Retrotonics, Masters’ management style has several features ,such as disrespecting and improper decision-making. Firstly, Masters ignored his subordinates’ feeling which make them embarrassed. For example, the production manager, Lee, who suffered Masters’ criticism in front of other employees(Drew 1998, para 4). Although employees need the evaluation from the manager, they tend to accept the criticism privately. Another factor of Masters’ management style is making decisions in improper ways. According to Drew(1998, para 3), Master set difficult and stressful deadlines for the staff. This is the main reason why employees in engineering apartment are stressed. Therefore, those decisions that Masters made have negative effects on both staff and productivity. 2. There are three management styles are suit for Masters’ situation, in terms of delegating, democratic style and autocratic style. Firstly, delegating which is an important competence for managers. Delegating can avoid to interferes in management. In Masters’ case, Imakito and Lee are experienced and professional in their work. Hence, delegating assignments to them is a method to achieve the business goals effectively. Furthermore, democratic style which encourage employees to share their own opinions and advice is suit for manage the engineering department, because most staff in this department are experts in their work(Hickey et al 2005, pp.27-31). Having more discussions and communication with......

Words: 450 - Pages: 2

Case Studies

...Case study 1: “The case of the Manager who doubled Productivity.” Case study 2: “The case of Mike and Marty Scanlon, the unlikely twins.” Tornae’ White #22199774 October 12, 2015 Essentials of Psychology SSC130 Assignment 25063000 Case study #1: “The case of the Manager who doubled Productivity.” 1) How did Cliff take advantage of principles of operant conditioning to modify his staff? Cliff took advantage of the principles of operant conditioning to modify his staff’s behavior by reinforcement. Reinforcement is the process by which a stimulus increases the probability that a preceding behavior will be repeated. This behavior will allow his employees to enjoy going to work and meeting the goals set for them. 2) Why did Cliff’s predecessor’s strategy of punishing undesirable behavior not work very well? Even if punishment and reinforcement strategies were equally effective at controlling behavior, why would reinforcement remain preferable? Cliff’s predecessor’s strategy of punishing undesirable behavior did not work well because putting someone down over and over again does not boost confidence. Even though they may want to do better, it is harder to want to get the job done because they are used to the demeaning behavior and probably don’t know how the boss will react to job well done. Staff will think he will find something wrong anyways. That’s why positive reinforcement works better in most situations. 3) How did Cliff make use of the......

Words: 1066 - Pages: 5

Case Study 1: Manager Who Doubled Productivity

...1. How did Cliff take advantage of principles of operant conditioning to modify his staff’s behavior? Cliff’s took advantage of the principles of operant conditioning to modify his staff’s behavior in a few different rewarding and positive ways. Cliff noticed when he accepted the position of manager, that there was a high turnover rate in the company and employees were “unproductive and insufficient.” Many past employees quit because the prior manager was very negative, and often criticized when work was not done properly. Cliff decided to not criticize or punish his employees unless it was absolutely necessary. Some approaches of operant conditioning Cliff took were complimenting employees often for their hard work. He set goals for them to reach, for example every Friday afternoon he would buy lunch for all staff members that met their goals everyday that week. Cliff also incorporated spot checks on what staff members were accomplishing, and if they were working hard and meeting goals he would reward them with things like, acquiring a few more extra minutes for lunch. 2. Why did Cliff’s predecessor’s strategy of punishing undesirable behavior not work very well? Even if punishment and reinforcement strategies were equally effective at controlling behavior, why would reinforcement remain preferable? The previous managers strategy of punishing undesirable behavior did not work well because the staff felt demoralized and some even quit. When the staff is being constantly...

Words: 566 - Pages: 3

Case Study

...Case Study Engstrom Auto Mirror Plant: Motivating in Good Times and Bad Engstrom Auto Mirror Plant, in Richmond, Indiana, a privately owned company that has been in existence since 1948. Engstrom was largely successful until the late 1990’s at which time the plant struggled to make a profit. During this period the plant was updating its production lines by adding new technology. This change did not go smoothly which caused delays in production resulting in a loss of customers. The plant manager did not have the knowledge of the new technology to find solutions to the decreased production and could not communicated effectively with the worker’s union. This lead to his eventual resignation in 1998. At this time Ron Bent was hired. Bent determined that the average productivity at 40% of expectation. Bent believed in the power of worker incentive programs and felt that the best option would be a company-wide program. Bent felt that a Scanlon Plan would be the best option. The Scanlon Plan was developed by Joseph Scanlon with the concept that employees, the employer and the union have much in common and that every employee can contribute to making improvements. These improvements would help the company’s position in the marketplace and provide increased job security and provide bonus earnings to employees for any improvements. (Hess 1976, pg.141). Bent communicated the Scanlon concept in multiple ways to the employees and engaged them in the process to develop the Scanlon Plan......

Words: 597 - Pages: 3

Thread Way Case Study

...The Tread Way Tire Company Introduction: * Major Supplier of tires across the north America * Lima Plant is one of the 8 manufacturing units operated by the company * Higher foreman turnover rate is the major concern for the Ashely walls –The HR director * Overall cost cutting, increase productivity, reducing turn over and solving moral issues are the main objective of Ashely walls Background: The main problem at this plan is High employee turnover of the line foremen position mainly due to job dissatisfaction. Problems: * Inefficient system that was in place * Most of the lower level leaders were under trained or not trained at all * More pressure on the foreman and supervisors for the things that are outside their control Recommendations: * Should implement an organized training program * Interaction between Tread way tire employees and union workers * In addition to the training, It would be more important to put less pressure on the foreman. * Transparency in organizations * Line foreman need further investment from the company to keep them abreast of how the union is structured and how to best manage union workers * Also, the management team needs to involve line foreman in disputes between union workers and the company so they can have ownership of decisions regarding employee misbehavior * Line foreman need training on how to manage their workforce; from motivation and leadership to conflict......

Words: 305 - Pages: 2

A Perky Way to Productivity

...Week 6: A Perky Way to Productivity Overview You will remember that the lecture provided a long list of benefits that employers provide to their employees, and it discussed the challenges organizations face with the increasing costs of these benefits. There is an increasing trend among employers to reduce benefit packages to manage these rising costs. For this week’s assignment, you will review a case study from your textbook. Here are several tips for successfully completing this case study: You should incorporate information from the textbook, the lectures, and/or the discussion threads to support your position. In other words, tell me more than just your opinion. Provide some relevant facts from the course material to support your position. * Make sure to fully explore your thoughts with each question. * Your answer for EACH question must be within the range of 250 to 350 words (use MS Word’s "Word Count" feature on the "Review" tab to ensure that your answer is not too brief or too verbose). Be sure to answer each question fully, because you are subject to point deductions for incomplete answers. Use 1.5 line spacing. Also, please remember you will be using information supporting your position from sources such as our textbook, articles, and the Internet. You MUST use proper APA citations and references. See the Syllabus for an APA tutorial. Also, do not rely too heavily on borrowed material. It should NOT dominate your work. Point deductions will occur if......

Words: 688 - Pages: 3

Case Study

...well as product support productivity. 2. To find two systems that could integrate so orders and contacts didn’t have to be entered twice. 3. Since the contact database was growing Go software wanted to prevent problems with performance and scalability. 4. Finding software that has the ability to rapidly customize screens to reduce order entry time. 5. To find a company to help implement the solution. Go Software Solution 1. Choosing Microsoft CRM based on its ability to integrate with Great Plains and other application. Microsoft CRM also had the ability to quickly customize screens to reduce order entry time. Microsoft CRM also had the SQL database support. (“ROI Case Study” 2005) 2. Looking for company to help them implement the solution. Finding Customer Effective, A Microsoft VAR that had experience implementing solutions. 3. GO mapped existing processes and practices to the new solution and figure out the changes that were needed to be made. 4. Then it developed a custom order-entry interface that pushed new records into Great Plains and then pushed it back into Microsoft CRM. (“ROI Case Study” 2005) 5. Training employees to ensure that they would be able to rapidly and effectively adopt the new solution. Go Software Results 1. Microsoft CRM reduced system downtime while increasing employee productivity 2. Increased sale force productivity because it was......

Words: 489 - Pages: 2