AFLAC Case Study Assignment 2
Abstract
The abstract will discuss organizational structure as a critical framework and envelop
various factors of influence such as job descriptions, network architecture, cyber resilience, and
most importantly, employee performance and organizational commitment.
Introduction
Introduction will explain the elements of organizational structure. It will further delineate
organizational culture and its effects on organizational culture, performance of employees,
management controls and will underline sustainable business models.
Findings
The finding will highlight organizational structure and its effects on culture. It will look
at process architecture and human-centered design. The findings will explore various industries,
such as the coal industry, and will include cross-cultural components. Findings will also
delineate taxonomy of organizational structure.
Organizational Structure and Culture
Conclusion, Recommendations and Suggestions for Further Study
Conclusion will discuss organizational structure as a multifaceted concept that impacts
every aspect of the organization. Recommendations will focus on understanding the taxonomy of
the organizational structure and process architecture development for enhancing organizational
effectiveness for organizational structure. The conclusion will finish with recommendations for
adaptability in modern enterprises.
AFLAC Case Study Assignment 3
References
Appiah, G., Amankwah‐Amoah, J., & Liu, Y. (2022). Organizational architecture, resilience, and
cyberattacks. Ieee Transactions on Engineering Management, 69(5), 2218-2233.
https://doi.org/10.1109/tem.2020.3004610
Britto, M., Fuller, S., Kaplan, H., Kotagal, U., Lannon, C., Margolis, P., … & Seid, M. (2018).
Using a network organisational architecture to support the development of learning
healthcare systems. BMJ Quality & Safety, 27(11), 937-946.
https://doi.org/10.1136/bmjqs-2017-007219
Cunningham, J., Lehmann, E., & Menter, M. (2021). The organizational architecture of
entrepreneurial universities across the stages of entrepreneurship: a conceptual
framework. Small Business Economics, 59(1), 11-27. https://doi.org/10.1007/s11187-
021-00513-5
Lankas, A., Naikuni, D., & Kulet, M. (2022). Effects of organizational structure centralization on
employee performance in narok county government. International Journal of Research
and Innovation in Social Science, 06(11), 682-689.
https://doi.org/10.47772/ijriss.2022.61132
Lemus-Aguilar, I., Morales-Alonso, G., Ramirez-Portilla, A., & Nuchera, A. (2019). Sustainable
business models through the lens of organizational design: a systematic literature review.
Sustainability, 11(19), 5379. https://doi.org/10.3390/su11195379
AFLAC Case Study Assignment 4
Mei, J., Zheng, G., & Zhu, L. (2022). Organizational learning for implementing product
platforms: a case study of an automotive manufacturer. Creativity and Innovation
Management, 31(4), 680-695. https://doi.org/10.1111/caim.12526
Nosratabadi, S., Bahrami, P., Palouzian, K., & Mosavi, A. (2020). Leader cultural intelligence
and organizational performance. Cogent Business & Management, 7(1), 1809310.
https://doi.org/10.1080/23311975.2020.1809310
Sofia, A., Purnomo, B., & Apandi, R. (2022). What are an effective and efficient organizational
structure and job description for traditional markets? phenomenologica studies. The
International Journal of Business Review (The Jobs Review), 5(1), 27-42.
https://doi.org/10.17509/tjr.v4i2.41082
Ugoani, J. (2023). Taxonomy of organizational design models and organizational performance.
Business Management and Economics Research, (91), 1-12.
https://doi.org/10.32861/bmer.91.1.12
Włodarczyk, E. and Rybak, A. (2019). Study of the organisational scheme in a coal company.
Cbu International Conference Proceedings, 7. https://doi.org/10.12955/cbup.v7.1384
Organizational strategic performance and employee satisfaction benchmarks cannot be
achieved without a solid Human Resource program, which focuses on talent management,
culture building, and employee rewards system. “[These] programs set goals and provide small,
symbolic rewards to individuals who meet their goals” (Noe et al., 2023, p. 593).
How the company uses its own products or services to enhance the total compensation for
its employees.
AFLAC Case Study Assignment 5
AFLAC, as the insurance company, leverages the sizeable experience in the insurance
domain by providing benefits packages for their employees and subsidizes their base salary pay
with insurance and life protection items, such as life insurance policies, medical insurance
packages, and a variety of worker’s compensation accident protections. (Reed, 2009). Those can
be extremely beneficial, especially with the increasing costs of healthcare and can greatly
improve employee satisfaction and well-being outside of the workplace. Which, “positively
influences employee well-being outcomes, such as job satisfaction, work related affect, job
stress, and burnout” (Haynes et al., 2022, p. 1761).
The internal and external strengths and weaknesses identified and how the company
responded to these factors from a total rewards perspective.
Aflac focused on creating programs that supported employee well-being and increased
retention in the company. “Organizational outcomes related to human resources at Aflac reflect
many of the basic functions, including recruiting, retention, diversity and training. At Aflac, the
company strives to deliver quality service to its 4,500 employees while staying competitive in
the insurance market” (Reed, 2009). Furthermore, Aflac, worked on instilling a culture of
advancement reverse mentoring program and launched the career success center, which allows
Aflac employees to meet with executives, and high-level management, to discuss their career
history and reinforces Aflac’s commitment to people. (White, 2019).
Examples of traditional and non-traditional rewards and how they are used to meet
organizational objectives.
Aflac’s career success center initiative allowed current and former employees to upskill
their work and focus on talent management as a job satisfaction and retention incentive. “To
date, 2,000+ Aflac employees have participated, with 1,300 obtaining promotions or changing
AFLAC Case Study Assignment 6
their career direction…Aflac enjoys an industry-leading employee engagement/satisfaction rate
of 83 per cent and a total employee turnover rate below 9 per cent. (White, 2019, p. 251). As
illustrated, Aflac successfully turned their retention shortfalls with successful talent management
programs and coupled those with generous insurance packages to provide enduring incentives
and increase employee job satisfaction.
How the company aligns its compensation benefits with its corporate values.
Aflac had to retool its benefit packages and employee benefits to bolster retention, but it
also had to establish its brand and social message as a company that really cares about its people
and most importantly its clients and their sensitive issues. Aflac created and promoted its Aflac
duck, which because an icon for the company and represented the company’s values as a caring
company. “Internally, My Special Aflac Duck helped boost employee sentiment, with 86 per
cent of respondents to an in-house survey saying they were proud that Aflac is a caring
company” (Cone & Kenney, 2021, p. 146). This resonates directly with Aflac’s approach to
employee retention through training and providing valuable benefits, and further solidifying
Aflac as a company that cares about everyone.
Recommendations regarding an expansion of the benefits programs offered at the
company that would further align HR with the accomplishment of organizational goals and
values.
Aflac could consider expanding its telework and remote work policies. “Giving
employees the flexibility to balance work, family, and other nonwork issues, as well as the
improvements in technology (and its falling cost), contributed to companies adopting remote
work policies” (Noe et al.’, 2023, p. 609). This can also greatly support workers who are limited
AFLAC Case Study Assignment 7
with physical work attendance due to health limitations. “Offering a resource specific to
employees with chronic health conditions will subsequently increase those employees’
perceptions of organizational support” (Haynes at al., 2022, p. 1760). “An important component
often stressed in organizational support theory and related reviews is the effect of discretionary
treatment” (Haynes, et al.’, p. 1671). Aflac can improve the overall employee engagement by
creating a predictable work environment with little to no turbulence. “Uncertainty causes people
to put less discretionary effort into their work, to be less satisfied, less collaborative, more
competitive with fellow employees as well as making them more likely to leave the company”
(Noe et al.’, 2023, p. 718). In closing, Bible tells us to leverage our gifts, skills and tools that are
made available for our disposal, to achieve organizational purposes. “As each one has received a
special gift, employ it in serving one another as good stewards of the manifold grace of God”
(New International Bible, 1979/2011, 1 Peter 4:10). Aflac is on the right organizational and
spiritual track, as demonstrated in their employee management and treatment of customers with
serious life circumstances.
References
Cone, C., & Kenney, K. (2021). Giving flight to an authentic purpose: How aflac transformed its
mascot into an icon for childhood cancer patients. Journal of Brand Strategy, 10(2), 138-
147.
Haynes, N., Vandenberg, R., Wilson, M., DeJoy, D., Padilla, H., & Smith, M. (2022). Evaluating
the impact of the live healthy, work healthy program on organizational outcomes: a
AFLAC Case Study Assignment 8
randomized field experiment. Journal of Applied Psychology, 107(10), 1758-1780.
https://doi.org/10.1037/apl0000977
New International Bible. (2011). The NIV Bible. https://www.thenivbible.com. (Original work
published 1978)
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2023). Human Resource
Management: Gaining a Competitive Advantage. McGraw-Hill Education.
Reed, S. M. (2009). Benefits and business at Aflac and L.L. Bean - Society for Human Resource
Management. Benefits and Business at Aflac and L.L. Bean.
https://www.shrm.org/certification/educators/Documents/09-
0235_Benefits_At_AFLAC_and_LLBean_IM_FNL.pdf
White, T. (2019), "Aflac: the importance of communication and innovation when transforming
employee operations", Strategic HR Review, Vol. 18 No. 6, pp. 250-253.
https://doi.org/10.1108/SHR-07-2019-0066
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