Health Benefits and Goal Setting Organizational goals give the organization a purpose and a direction where all of its operations should lead towards. An organization’s health insurance benefits can affect the goal-setting process. The health and security of an organization’s employees are imperative because they play a significant role in making sure all the goals are achieved. A good health insurance plan for the employees helps to ensure that they can access quick and good quality medical service whenever they need it (Griffin & Moorhead, 2011). The following essay analyses the impact of health benefits on the goals setting process and the ways in which an organization can control the health benefits of its employees.
Impact of Health Insurance …show more content…
Regardless of the size of a business, goals are important for the organization to achieve its mission and vision. One of the key players in the goal-setting process is the employees. The whole process of goal setting and achievement of these goals involves the efforts of the employees (Griffin & Moorhead, 2011). Each of the workers in an organization is expected to understand their roles and perform their responsibilities. It is the collective efforts of the employees that help an organization to achieve its objectives. However, without a healthy working environment, it is very hard for an organization to achieve its objectives. When workers cannot afford good and affordable healthcare, their productivity is bound to slow down because a lot of days are wasted when employees are off on sick-days. Therefore, this makes it hard for the business to proceed with its planned activities hence the goals are not achieved. Additionally, lack of good health benefits and other forms of employee compensation also affect the employee motivation. When the employees are not well compensated their motivation to work is reduced, and this affects their productivity (Latham & Locke, 2006). The retention rate in an organization with inadequate benefits is also likely to be lower. This affects the goal setting process because it was difficult to achieve the set goals since the employees will not work as expected. …show more content…
The costs of this plan are usually between 25% and 35% less than the traditional health benefits plan (Radnor, Holweg, & Waring, 2012). This money is usually deducted pre-tax hence it grows tax-free making it more than the money gotten from the traditional health insurance benefit. When an employer makes this kind of benefit available, the employees will have enough money to be used for medical purposes hence they will not feel the need to apply for the health insurance that can be quite
Impact of Health Insurance …show more content…
Regardless of the size of a business, goals are important for the organization to achieve its mission and vision. One of the key players in the goal-setting process is the employees. The whole process of goal setting and achievement of these goals involves the efforts of the employees (Griffin & Moorhead, 2011). Each of the workers in an organization is expected to understand their roles and perform their responsibilities. It is the collective efforts of the employees that help an organization to achieve its objectives. However, without a healthy working environment, it is very hard for an organization to achieve its objectives. When workers cannot afford good and affordable healthcare, their productivity is bound to slow down because a lot of days are wasted when employees are off on sick-days. Therefore, this makes it hard for the business to proceed with its planned activities hence the goals are not achieved. Additionally, lack of good health benefits and other forms of employee compensation also affect the employee motivation. When the employees are not well compensated their motivation to work is reduced, and this affects their productivity (Latham & Locke, 2006). The retention rate in an organization with inadequate benefits is also likely to be lower. This affects the goal setting process because it was difficult to achieve the set goals since the employees will not work as expected. …show more content…
The costs of this plan are usually between 25% and 35% less than the traditional health benefits plan (Radnor, Holweg, & Waring, 2012). This money is usually deducted pre-tax hence it grows tax-free making it more than the money gotten from the traditional health insurance benefit. When an employer makes this kind of benefit available, the employees will have enough money to be used for medical purposes hence they will not feel the need to apply for the health insurance that can be quite