Aflac Company Case Study

It is a general business and management company that oversees operations of subsidiary organizations by providing capital and offering management services. However, its main business is life and supplemental health insurance that is administered and marketed via the company’s subsidiary, Aflac. Aflac has branches all over USA, and one branch in Japan. The insurance business entails two sections: Aflac U. S and Aflac Japan. It does this way by providing its employee with free or cheap products. For instance, the company offers its employees free life insurance, free cancer policy, and reduced price for insurance against accidents. Employees should feel they are being valued and loved in an organization, and one of the ways to promote employee satisfaction is to offer them free services that the organization offers at a fee to their clients (Badri, 2016).

Moreover, it provides total rewards to philanthropic achievements, such that any efforts to promote health, arts, youth, and education in the community are highly encouraged and rewarded. Research indicate that organizations that promote community prosperity and encouraging its employees to participate in community activities not only develop customer trust, but also improve employee performance and satisfaction (Badri, 2016). Moreover, it offers free cancer insurance and rewards employees on their philanthropic activities, thereby promoting its good reputation and employee satisfaction for better performance. Employees get 81% bonuses every year, promoting employee satisfaction and loyalty hence better performance. The company has better communication tools such as statements on total rewards for employees. Research shows that proper communication among employees and between employer and employees promote great performance and unity in the organization (Badri, 2016).

The company also values integrity and employee welfare, hence promoting employee loyalty and performance. This promotes company awareness and build trust in the community. Additionally, the company could increase its branches to other countries and in Japan. Since it offer quality services and products, the company should spread its services to more customers in Japan and other countries deficient of such services. Threats that Aflac face is competition from other insurance companies. Since companies compete by offering cheaper but quality services, Aflac can go losses or make less profits by reducing their services’ and products’ costs in order to stay competitive. Aflac also offers bonus that is shared from the profit the company makes. It offers 81% bonus to its employees, promoting employee loyalty and makes them feel they own the company, and therefore, would work hard to achieve organization’s goals.

Non-traditional benefits are innovative and unique benefits a company offers to its employees (Muse & Wadsworth, 2012). Aflac offers adventure days, service discounts, and fitness centers on site. It also promotes philanthropic employees by rewarding their volunteering activities to promote the well-being of community members. Quality communication, according to Graves, is very crucial throughout assessment process for rewarding employees. Employees with relevant talents should be retained because they are valuable to the organization. The company aims at retaining good employees by offering lucrative benefits and chances for career development within the organization. Aflac gives its employees what they require from the perspective of benefits, as it balances costs during growth period. The company trains its employees on leadership and career advancement. Therefore, companies should develop a conducive working environment that promote employee loyalty and productivity, while reducing employee turnover and laziness.

Employees should give feedback on the service quality offered to them, and a quick response to correct any problem should be initiated. Research shows that a quick response to solving a problem within the organization improves employees’ trust and loyalty (Seidle, Fernandez, & Perry, 2016), probably because employees would associate the company with swiftness to make sure every person is comfortable and happy. Employees should be provided with all the necessary requirements for quality work. References Badri, H. , & Liu, S. Leadership training and development: an academic library's findings. Library Management, 34(1/2), 96-104. doi:https://doi. org/10. , Robinson, N. P. , Kolbel, T. , Reichenspurner, H. , Debus, S. L. An Examination of Traditional versus Non-Traditional Benefits. Journal of Managerial Psychology, 112-131. doi:https://doi. org/10. Public Administration Review, 76(4).