Aflac is an insurance company, one of the largest in the U.S., and it also operates in Japan. The case concerns the U.S. operations.
The company offers 100% coverage on its cancer insurance, and also uses other in-house insurance products as part of the coverage that it offers its employees. It can offer these at cost, which means that these insurance plans will cost less for Aflac to offer than for any company that must buy the plans at market.

Aflac has a strong human resources program -- its benefits are attractive and this reduces turnover. Reduced turnover is important because the unemployment rate is so low in the industry. This reduces the total cost that would otherwise be associated with recruitment and selection in a highly-competitive industry environment. Employee satisfaction being high is good for the company as well, if it results in greater productivity. There were no major weaknesses at…...

Aflac, Inc.:
Aflac Incorporated is a general business holding firm that serves as a management company in providing supplemental health and life insurance in the United States and Japan, the two largest insurance markets across the globe. The company supervises the operations of its two major subsidiaries in America and Japan that provide management services. As one of the leading firms in this industry, Aflac Inc. has insured more than 40 million people across the world. In addition, the company has an estimated workforce of more than 69,000 licensed agents who contribute to the huge revenues that the firm generates. Through its focus on specific disease health insurance policies including disability, accident, and long-term care; Aflac Inc. has continued to grow steadily in both the United States and Japan.

Adherence to the Stated Vision and Mission:

The mission and/or vision of Aflac Incorporated is to integrate creative strategic marketing with quality products…...

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References:

Heim, J., Kaiser, A. & Hammon, J. (n.d.). Aflac Inc. (NYSE: AFL). Retrieved from Trinity

University website:  http://www.trinity.edu/smf/inc/reports/AFL%20Stock%20Report.docx 

"Profile: Aflac Inc." (n.d.). Reuters: Edition U.S. Retrieved February 25, 2012, from  http://www.reuters.com/finance/stocks/companyProfile?symbol=AFL

2 billion dollars with substantial space for growth within the next few years. Positioned against its top two competitors, Aflac is clearly the leader within the supplemental insurance industry. However, it is still behind overall insurance industry leaders such as Fidelity, Metlife, and other Fortune 500 companies.
Overall, Aflac operates in a very niche specific industry, the accident and health insurance sector. By market cap they are double the size of their next competitor and dominate the industry as a whole. However, due to expansion by major insurance players into this market space over the past two years, overall Aflac market share has declined and is being continually challenged by both Metlife and Fidelity. The market in general has been on a downward decline in the past two quarters due to emerging data on decline within policy holders. However, Aflac has maintained its position atop the industry and continues to build…...

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No ducking issues as Aflac rebrands" Bank Marketing International December 1st, 2004

Sector Update: Digging for Opportunities in the Insurance Sector: Technical and Sentiment Analysis of MetLife (MET), Aflac (AFL), and Unum Group (UNM)," Schaeffers Research

  4th 2007http://www.schaeffersresearch.com/plus/bgscommentary.aspx?click=home&ID=19035May ,

AFLAC 100 companies work . We investigate firm's human resource polices discuss special organization. What H polices make excellent place work ? Identify discuss .
Human esources Policies

Human resources represent the most important resource that companies can use. The value they contribute with to the products and services of the company allows them to create competitive advantage and determines their success. In other words, companies' activity depends on the human resources they recruit, select, train, motivate, and manage. In order for the personnel to perform on high quality standards, it is important to develop and implement proper human resources strategies. These strategies must be based on identifying the type of personnel of each company, their needs, their stimuli, and to develop techniques that are able to motivate them into improving their work.

The policies in different companies regarding their human resources vary in accordance with the size of the company, its…...

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Reference list:

1. Shen, L. (2009). Aflac Profit Rises 20% on Japanese Currency Strength. Bloomberg. Retrieved March 2, 2011 from  http://www.bloomberg.com/apps/news?pid=conewsstory&refer=conews&tkr=AFL:U.S.&sid=aAKpYxJb6IRU .

2. Jackson, S. et al. (2009). Managing Human Resources. Cengage Learning. Retrieved March 3, 2011 from  http://books.google.ro/books?id=gpimdMwZuwsC&pg=PA65&lpg=PA65&dq=implications+for+hr+policies&source=bl&ots=c7k_i7AnIf&sig=bWBkub9KU05FchNeXc4lerdxB9c&hl=ro#v=onepage&q=implications%20for%20hr%20policies&f=false .

3. Our Approach to Social Responsibility (2011). Nordstrom. Retrieved March 3, 2011 from  http://shop.nordstrom.com/c/nordstrom-cares-approach .

4. Strategic Partnering Puts Aflac HR at the Business Table (2005). HR. Retrieved March 3, 2011 from  http://www.hr.com/en/communities/organizational_development/strategic-partnering-puts-aflac-hr-at-the-business_ead38odr.html .

financial position of Aflac Inc. And its competitor MetLife Inc. Aflac, http://www.aflac.com/, is a Fortune 500 company founded by John, Paul and Bill Amos in 1955. Aflac insures more than 50 million people worldwide. At year end 2010, Aflac had assets totaling more than $101 billion with annual revenues of more than $20.7 billion (Aflac Inc., 2012). I chose to write about Aflac for this assignment because of my interest in the insurance industry and my desire to learn more about it. This analysis of Aflac has helped me to gain familiarity with and a deeper understanding of insurance company financial operations.
This report analyzed financial statements for the year ending December 31, 2010 for both Aflac and MetLife. Financial statement data was taken from Aflac's "Year in Review" published by Thomson Reuters, http://thomson.mobular.net/thomson/7/3187/4452/document_0/YIR_2010.pdf as well as Aflac's cash flow statement by Marketatch, http://www.marketwatch.com/investing/stock/afl/financials/cash-flow. MetLife financial data was taken from…...

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Works Cited

Aflac Inc. (2012). Aflac at a glance. Retrieved February 4, 2012 from:  http://www.aflac.com/aboutaflac/corporateoverview/default.aspx 

CNNMoney. (2012) Top industries: Most profitable Return on Assets. Retrieved February 4, 2012 from:  http://money.cnn.com/magazines/fortune/fortune500/2009/performers/industries/profits/assets.html 

Forbes.com. (2012). AFLAC Incorporated (NYSE: AFL). Retrieved February 4, 2012 from: http://finapps.forbes.com/finapps/BuyHoldSellAnalysis.do?tkr=AFL

MarketWatch. (2012). Annual Financials for AFLAC Inc. Retrieved February 4, 2012 from:  http://www.marketwatch.com/investing/stock/afl/financials/cash-flow

... led me to suggest, as an alternative to assimilation, the value of being asimilao.
IV. eminders to Help

Kim & Lyons (2003) report that games can be successfully used to instill and enhance individuals' abilities to succeed in a multicultural firm. Game playing possesses numerous characteristics which could enhance the learning of competencies areas of skills, attitudes and beliefs, and knowledge. Games which include low-risk potential can increase a sense of safety, reduce vulnerable feelings, while also, and enhancing multicultural awareness.

For example, the use of games can balance out the inherent hierarchy between the trainees and the instructor (i.e., it levels the playing field) and potentially lead to an increased sense of safety on the part of the trainees" (Kim & Lyons, 2003). Increasing an individual's sense of safety can work tom eliminate prejudices and allow students and trainees to more readily examine their personal norms; cultural values; attitudes and beliefs…...

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References

 http://www.questia.com/PM.qst?a=o&d=108786083 

Chang, C.Y. (2003). Chapter 5 Counseling Asian-Americans. In Counseling Multicultural and Diverse Populations: Strategies for Practitioners, Vacc, N.A., Devaney, S.B., & Brendel, J.M. (Eds.) (pp. 73-92). New York: Brunner-Routledge.  http://www.questia.com/PM.qst?a=o&d=91054568 

Cunningham, M.J. (2001). B2B: How to Build a Profitable E-Commerce Strategy. Cambridge, MA: Perseus Publishing.  http://www.questia.com/PM.qst?a=o&d=5000786585 

Diversity or Diversion? Experts Express Their Views about the Effectiveness of Diversity Programs and Offer Suggestions on How to Improve Them. (2002, July). Black Enterprise, 32, 82+.  http://www.questia.com/PM.qst?a=o&d=14677163

Recover from a Social Media PR Disaster," lists several instances in which social media stories have not gone the way they should, or have in fact turned out to be a negative experience for the reader and hence, for the person that posted the story. This paper reviews and critiques the social media posts that are featured, and offers opinions on the validity and credibility of the narrative provided by the author of the article as well.
How to Recover from a Social Media PR Disaster -- A Critique

how to launch damage control when a tweet on Twitter or a post on Facebook turns out to be in poor taste, or worse -- a very valuable theme in a digital world where it seems there are too many participating who are thoughtless, rude, or just clumsily incompetent people and corporations. The old adage, "Think before you act," seems to have…...

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Works Cited

Sniderman, Z. (2012). HOW TO: Recover from a Social Media PR Disaster. Mashable.

Retrieved March 12, 2014, from  http://www.mashable.com .

Fortune Magazine every year publishes its list of the Top 100 companies to work for. There are a number of different factors that go into their survey, including things like benefits, employee loyalty and any unusual things that these companies do or provide for their employees. Each situation is different. In some industries, a great working environment is considered to be the norm and just to compete a company has to be good. In other industries, companies seek to use their working environment as a source of competitive advantage. There are as many different approaches to being one of the top companies to work for as there are companies on the list. Some companies want to attract the best people in their industries, who are among the most talented in the world. Other companies seek to foster loyalty because they see relationships and institutional knowledge as keys to their…...

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References

Dreher, G. (2003). Breaking the glass ceiling: The effects of sex ratios and work-life programs on female leadership at the top. Human Relations. Vol. 56 (5) 541-562.

Fortune (2015). Top 100 companies to work for. Fortune Magazine. Retrieved November 17, 2015 from Abqaiq

Hill, E., Miller, B., Weiner, S. & Colihan, J. (1998). Influences of the virtual office on aspects of work and work/life balance. Personnel Psychology. Vol. 51 (3) 667-683.

Smithson, J. & Stokoe, E. (2005). Discourses of work-life balance: Negotiating gender-blind terms on organizations. Gender, Work and Organization. Vol. 12 (2) 147-168.

Abstract A company’s most valuable asset is its people. Human resources refer to the people who comprise the organization. The practice of human resource management includes employee recruitment, hiring practices, employee development and retention, discipline, motivation, and to a degree, organizational culture and socialization. Human resource management also involves job or role definitions and clarifying hierarchies and relationships within an organizational structure. Ethical codes and codes of behavior may also be covered under the rubric of human resources management. Human resources departments often operate independently but in conjunction with other departments to create a cohesive strategy for management and organizational structure. Training for human resources management can vary, and often little more than a Bachelor’s degree is required in terms of formal education. Human resources managers need interpersonal skills more than anything, but also benefit from strategic planning and general leadership skills. Job outlook and growth for the field looks promising,…...

M2Global Technology Ltd. has a specific metric that determines CEO and managerial pay based upon a combination of financial returns, efficiency, and customer satisfaction.
Stock options with restrictions that cannot be 'cashed out' for a number of years, or forms of equity that are dependant upon long-term goals also reduces the incentive for CEOs to quickly and artificially boost stock prices. They ensure that the CEO has a real, financial stake in the long-term health of the company. There is also growing agreement that hefty, unrestricted severance packages send the wrong message to CEOs -- and golden parachutes are also highly unpopular amongst ordinary shareholders.

But as important as these incentives may be, perhaps the best prescription for success is a good choice of a CEO with a managerial style is a good 'fit' for the company culture. A CEO who wishes to succeed and foster his or her reputation in…...