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MGMT365Chapter5Fall2025.html

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MGMT 365 Chapter 5 Fall 2025

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MGMT 365 Chapter 5 Giving Time to Get Employees Engaged Class, we will look at the initiatives that an employer took to engage their employees in philanthropy efforts across their community. To complete this assignment you will have read Chapter 5 and the additional resources provided, located in Moodle. You must have: 1) Read the case "Giving Time to Get Employees Engaged" located at the end of Chapter 5 in your textbook 2) You are to answer the following questions: Questions: Research and identify at least two other companies that offer volunteer programs and compare their programs to that at Cadence by answering: 1) What are some of the outcomes those companies have achieved regarding employee recruiting, engagement and retention in comparison to Cadence? 2) As a future job seeker, how important would a company's charitable work be in your job search decision? Submission: A) Create your submission (answers) on PowerPoint slide(s) and upload it into Voice Thread. Links to your sources should be included on your slide(s). B) You are to record your submission, via video and audio, explaining your submission, and addressing each question individually, which is to be at least 2 minutes and no more than 3 minutes C) You must respond, via video and audio, to at least one peer Remember, you will be graded on content and preparedness.

Giving Time to Get Employees Engaged MGMT 365 – Chapter 5 Case Task: Compare Cadence’s volunteer program with at least two other companies and discuss recruiting, engagement & retention outcomes.

As a Job Seeker: How Much Does It Matter? High importance if the program is: Millennials & Gen Z: Strongly value purpose-driven work and charitable opportunities; research shows they weigh these factors heavily in job search decisions. Gen X & Boomers: More focused on pay, benefits, and stability; less likely to choose jobs based on volunteer programs, though some value community impact. Future outlook: As Millennials/Gen Z dominate the workforce, companies that prioritize authentic volunteer programs gain an advantage in recruiting & retention. Bottom line: A credible volunteer program can be a tiebreaker in offers, especially when total compensation is similar.

Sources Cadence employee-led volunteering & grants (Benevity overview) https://benevity.com/resources/webinar-cadences-approach-to-grantmaking-and-volunteering Microsoft Employee Giving: CY2023 1M+ volunteer hours; $250M donated https://cdn-dynmedia-1.microsoft.com/is/content/microsoftcorp/microsoft/msc/documents/presentations/CSR/FY25-Max-Employee-Engagement.pdf Microsoft culture of giving (matching, $25/hr volunteer match) https://news.microsoft.com/source/features/work-life/employee-giving/ Salesforce Volunteer Time Off (VTO) Program – 7 paid days annually https://www.salesforce.com/company/careers/volunteering/ Salesforce Philanthropy Cloud & CSR Impact https://www.salesforce.com/company/philanthropy/ Deloitte Impact Day (firm-wide volunteering event) https://www2.deloitte.com/us/en/pages/about-deloitte/articles/impact-day.html Deloitte Pro Bono & Skills-Based Volunteering https://www2.deloitte.com/us/en/pages/about-deloitte/articles/citizenship-pro-bono.html

Presented by Madison Kinler GIVING TIME TO GET EMPLOYEES ENGAGED

HUMANA (QUESTION 1) Humana allows their employees to engage in charitable work through the Humana Foundation. This foundation provides employees with a connection to a non-profit organization of their choosing to work along side with and Humana pays $10 for every employee volunteer hour to said organization. They also give out awards throughout the year: • Volunteer of the Year Award- this award is given to one volunteer to recognize their remarkable service. The recipient is awarded $10,000 to give away to a nonprofit of their choice • Spirt of Philanthropy Award-given annually to a department who shows commitment as community volunteers. Recipient is presented with $25,000 to give to an organization of their choice. The outcome of this initiative includes: higher employee satisfaction, stronger team morale, increased retention, along with making employees feel a deep connection within their community. (2025, August 27). Investing in our Humana employees. Retrieved September 10, 2025, from Humana Foundation website: https://www.humanafoundation.org/humana-employees

BCBS SHIELD (QUESTION 1) Blue Cross Blue Shiel (BCBS) of Wyoming offers their employees community service time off (CSTO). This program was designed to give employees up to 24 hours of paid volunteer time each year to encourage them to get involved within their community. This program has allowed employees to feel empowered, they are willing to put time and effort into non-profits that matter to them specifically. Since this program, employees have felt a sense of purpose and in turn have strengthen their sense of purpose in their work life. BCBS also stated they have had higher reports of employee engagement and pride in their company since the program was started. Blue Cross Blue Shield of Wyoming. (2022, April 1). Volunteer paid time off (Corporate Policy 201)[PDF]. Retrieved from Blue Cross Blue Shield of Wyoming website Community-Service-PTO.pdf

QUESTIONS CONTINUED 1. When comparing both BCBS and Humana's volunteer programs to Candence, they all three demonstrate that pushing employees to give back to their communities creates positive outcomes for the organization. They help out local communities while also strengthening employee engagement, strengthening retention, and giving employees a sense of belonging and pride. 2. As a future job seeker, making sure a company offers charitable work through the company is not a must, but would be a convincing plus. Being able to connect with my community and give back is something that I find important. As an employee it would show me that said company cares about their community and employees and wants to give back in any way they can.

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MGMT365Chapter5Fall2025.html

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MGMT 365 Chapter 5 Fall 2025

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Language: English (US)

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MGMT 365 Chapter 5 Giving Time to Get Employees Engaged Class, we will look at the initiatives that an employer took to engage their employees in philanthropy efforts across their community. To complete this assignment you will have read Chapter 5 and the additional resources provided, located in Moodle. You must have: 1) Read the case "Giving Time to Get Employees Engaged" located at the end of Chapter 5 in your textbook 2) You are to answer the following questions: Questions: Research and identify at least two other companies that offer volunteer programs and compare their programs to that at Cadence by answering: 1) What are some of the outcomes those companies have achieved regarding employee recruiting, engagement and retention in comparison to Cadence? 2) As a future job seeker, how important would a company's charitable work be in your job search decision? Submission: A) Create your submission (answers) on PowerPoint slide(s) and upload it into Voice Thread. Links to your sources should be included on your slide(s). B) You are to record your submission, via video and audio, explaining your submission, and addressing each question individually, which is to be at least 2 minutes and no more than 3 minutes C) You must respond, via video and audio, to at least one peer Remember, you will be graded on content and preparedness.

Giving Time to Get Employees Engaged MGMT 365 – Chapter 5 Case Task: Compare Cadence’s volunteer program with at least two other companies and discuss recruiting, engagement & retention outcomes.

As a Job Seeker: How Much Does It Matter? High importance if the program is: Millennials & Gen Z: Strongly value purpose-driven work and charitable opportunities; research shows they weigh these factors heavily in job search decisions. Gen X & Boomers: More focused on pay, benefits, and stability; less likely to choose jobs based on volunteer programs, though some value community impact. Future outlook: As Millennials/Gen Z dominate the workforce, companies that prioritize authentic volunteer programs gain an advantage in recruiting & retention. Bottom line: A credible volunteer program can be a tiebreaker in offers, especially when total compensation is similar.

Sources Cadence employee-led volunteering & grants (Benevity overview) https://benevity.com/resources/webinar-cadences-approach-to-grantmaking-and-volunteering Microsoft Employee Giving: CY2023 1M+ volunteer hours; $250M donated https://cdn-dynmedia-1.microsoft.com/is/content/microsoftcorp/microsoft/msc/documents/presentations/CSR/FY25-Max-Employee-Engagement.pdf Microsoft culture of giving (matching, $25/hr volunteer match) https://news.microsoft.com/source/features/work-life/employee-giving/ Salesforce Volunteer Time Off (VTO) Program – 7 paid days annually https://www.salesforce.com/company/careers/volunteering/ Salesforce Philanthropy Cloud & CSR Impact https://www.salesforce.com/company/philanthropy/ Deloitte Impact Day (firm-wide volunteering event) https://www2.deloitte.com/us/en/pages/about-deloitte/articles/impact-day.html Deloitte Pro Bono & Skills-Based Volunteering https://www2.deloitte.com/us/en/pages/about-deloitte/articles/citizenship-pro-bono.html

Presented by Madison Kinler GIVING TIME TO GET EMPLOYEES ENGAGED

HUMANA (QUESTION 1) Humana allows their employees to engage in charitable work through the Humana Foundation. This foundation provides employees with a connection to a non-profit organization of their choosing to work along side with and Humana pays $10 for every employee volunteer hour to said organization. They also give out awards throughout the year: • Volunteer of the Year Award- this award is given to one volunteer to recognize their remarkable service. The recipient is awarded $10,000 to give away to a nonprofit of their choice • Spirt of Philanthropy Award-given annually to a department who shows commitment as community volunteers. Recipient is presented with $25,000 to give to an organization of their choice. The outcome of this initiative includes: higher employee satisfaction, stronger team morale, increased retention, along with making employees feel a deep connection within their community. (2025, August 27). Investing in our Humana employees. Retrieved September 10, 2025, from Humana Foundation website: https://www.humanafoundation.org/humana-employees

BCBS SHIELD (QUESTION 1) Blue Cross Blue Shiel (BCBS) of Wyoming offers their employees community service time off (CSTO). This program was designed to give employees up to 24 hours of paid volunteer time each year to encourage them to get involved within their community. This program has allowed employees to feel empowered, they are willing to put time and effort into non-profits that matter to them specifically. Since this program, employees have felt a sense of purpose and in turn have strengthen their sense of purpose in their work life. BCBS also stated they have had higher reports of employee engagement and pride in their company since the program was started. Blue Cross Blue Shield of Wyoming. (2022, April 1). Volunteer paid time off (Corporate Policy 201)[PDF]. Retrieved from Blue Cross Blue Shield of Wyoming website Community-Service-PTO.pdf

QUESTIONS CONTINUED 1. When comparing both BCBS and Humana's volunteer programs to Candence, they all three demonstrate that pushing employees to give back to their communities creates positive outcomes for the organization. They help out local communities while also strengthening employee engagement, strengthening retention, and giving employees a sense of belonging and pride. 2. As a future job seeker, making sure a company offers charitable work through the company is not a must, but would be a convincing plus. Being able to connect with my community and give back is something that I find important. As an employee it would show me that said company cares about their community and employees and wants to give back in any way they can.

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