SHRM Case on Aflac and LLBean

Case Study: SHRM Case on Aflac and LLBean
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Case Study: SHRM Case on Aflac and LLBean
Aflac is an insurance company that specializes in life insurance and supplemental health cover. Across its two segments in the U.S. and Japan, Aflac has about 4,500 employees and 71,000 licensed agents (Reed, 2009, p. 2). Over the years, Aflac’s core principle has been to treat its workers with fairness, care, and dignity. At the same time, the company values are centered on providing its customers with quality services and insurance products at competitive prices (Reed, 2009, p. 2). Based on the analysis of Aflac’s business case, it emerges that the concept of total rewards is a pivotal part of its plan to attract, retain, and develop talents in an industry where the rate of unemployment is generally below that in other industries.
For example, Aflac uses its products and services to enhance the total compensation for its employees. By using a needs assessment approach, the human resources enhance the traditional benefits of its employees through health insurance programs that make the employees direct beneficiaries of the products and services that they sell to the customers (Reed, 2009, p. 4). Examples include the Aflac’s accident protection insurance that is subsidized by the company, as well as life insurance and cancer policy that are paid by the company on behalf of the employees.
According to Joshi (2016), total rewards is the combined use of traditional and non-traditional rewards to create a benefits package that goes beyond remuneration to embrace the organization’s culture and to give all employees a voice. In return, the employer creates teams of employees that are highly motivated and committed to the company’s objectives (Mohamed-Padayachee, 2017). The aforementioned health insurance packages are meant to reduce the burden of healthcare expenses in case of an accident or cancer. The life insurance policy makes the individual employees have the peace of mind that in case they pass on, their families will experience less financial shock (Pfau, 2019).
Coupled with competitive salaries and company-wide training and leadership programs, these traditional rewards help the employees to remain motivated, achieve personal development, advance their career, and have a healthy work/life balance. As a result, Aflac is able to attract and retain a pool of highly talented employees who can make an optimal contribution to the company’s bottom line and growth. To achieve the objectives of a total rewards program, Aflac also uses non-traditional rewards including on-site services such as childcare, fitness centers, and discounts on various services. Also, the employees are sponsored to go for adventure days to interact with nature (Reed, 2009, p. 5). All these benefits make the employees feel that their wellbeing is prioritized by the employer.
From a biblical perspective, Christians are motivated to serve Christ by considering the prospect of gaining certain rewards in their life on earth and later on judgment day. On the one hand, there are Christians who are motivated to do good because they desire to be noticed and praised by other people. According to Matthew 6:1, such people only practice self-righteousness, they are improperly motivated, and they will receive no reward from the heavenly Father. In this scenario, the basis for motivation leaves much to be desired since it is driven by the desire to be recognized by men. On the other hand, those who fully understand and purpose in their hearts to do good deeds to please God and not men are considered to be properly motivated because their motivation is aligned with what God expects from them...