MGT516: Assignment

Trident University
David S. Turnage
Module 5 SLP Assignment
MGT516 Legal Implications in Human Resources Management
Dr. Peggy Swigart
23 Jan 2015

5 critical criterian of good mission statements http://smallbusiness.chron.com/five-criteria-mission-statement-24785.html http://onstrategyhq.com/resources/mission-statements/ http://www.extension.iastate.edu/agdm/wholefarm/html/c5-09.html 5 critical criteria of good vision statements http://hilo.hawaii.edu/strategicplan/documents/SPC_07_11_vision_characteristics.pdf http://onstrategyhq.com/resources/vision-statements/ http://www.jiscinfonet.ac.uk/infokits/mission-vision-values/vision-statement/good-vision/ http://www.changefactory.com.au/our-thinking/articles/the-components-of-a-good-vision-statement/
I remember when I worked on a swing shift from 3:00 pm to midnight that Friday nights were something to behold. I would personally see a marked increase in employee productivity on the shift when I would offer something so small as leaving work two hours early. Since we were all military personnel, we still received the same amount of money regardless if we were on duty the full shift or not, so in reality this time off would be considered a noncash reward. “Recent studies show that employees respond better to noncash rewards and other incentives than they do to an extra injection of moolah” (Vaccaro, 2013, para. 2). Why is this? Could it be that time is more valuable to people than money in a sense? To many, yes it is. “More important, other research suggests that noncash incentives produce a greater measurable boost in productivity than cash does (Vaccaro, 2013, para. 2). One private sector example involves Effective Environmental which is a Texas-based environmental services organization (Vaccaro, 2013). Each year, they provide five employees an all-inclusive family vacation chosen from nominees in each of their divisions and it is based on who management believes has given the best effort on the job (Vaccaro,
Many employees also earned health insurance premium discounts for achieving health gains. Between 2009 and 2011, there was a 73 percent increase in the number of employees who reached the benchmark for healthy blood pressure, a 25 percent increase in the number of employees who quit smoking, and a 21 percent increase in the number of employees who achieved the benchmark for a healthier body weight” (rwjf.org, 2012, page 2). Although, this example from Safeway is a great success story for adopting Health and Wellness programs in a company, there are disadvantages. One of these is upfront costs (Beck, 2014). Health and wellness programs of course have to be instituted and paid for up front, but companies typically don’t see the fruits of these programs until approximately three years into the program (Beck, 2014). So, a company has to be committed and look at these programs as an investment and if they stay the course, more than likely, they will reap positive