Sample Management Essay on Deciding to Eliminate Employee Programs

Deciding to Eliminate Employee Programs

Situational metrics

The strategic areas are employee performance and staff retention. Hence, the metrics to be used in examining the value addition of the organizational wellness and work-life balance programs include the level of performance, behavior change, and physical and mental wellness. Broad array of wellness and work-life balance programs offered by Rex Technologies like health insurance, dental insurance, vision care, sick leave, fitness programs, retirement programs, and child care reimbursement. Based on the case, Rex Technologies is currently paying 19 percent in addition to salaries. However, I believe that Rex Technologies can retain valuable talent and improve productivity to generate more revenue than the cost incurred in providing these programs.

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Data collection

Data to evaluate the metrics identified above can be collected using performance appraisal. The organization can focus on conducting performance appraisals to evaluate each staff based on objectives set. With the wellness and work-life balance programs already in operation, employees can be critical of their performance more than management. Consequently, data can be collected using feedback. This can be used to gauge an employee’s satisfaction in a specific job. Hence, the information provided at this stage is essential in gauging the ability of Rex Technologies to retain its valuable staff. Realistically, the plan is to conduct performance appraisals using forms administered to staff. To establish the effectiveness of these programs, the employees can be requested to provide performance targets used to evaluate their performance. Moreover, feedback surveys providing details of each job with corresponding opportunities, challenges, and areas of improvement can be conducted. The employees can provide adequate data needed for this process.


At this stage, I will analyze the level of employee performance and job satisfaction. The level of analysis will comprise the effectiveness of each wellness program utilized by specific employees. I hope to learn that healthcare insurance improves the performance of an employee. It is easy to evaluate performance when an employee is sick and when an employee is well after utilizing the health insurance offered. In addition, I hope to establish that after attending a paid vacation may not be willing to leave Rex Technologies anytime soon. The surveys are conducted before and after the paid vacation where employees are asked to reaffirm their commitment to signal job satisfaction. The analysis will provide insights on the most effective programs that increase employee performance and enhance retention.


Offering health insurance improves wellness and guarantees good health that potentially reduces cases of absenteeism and inefficiencies to improve performance. An increase in performance is of strategic value to Rex Technologies, a company that desires to generate more profits. In addition, programs offered by Rex like paid vacation and personal leave potentially increases job satisfaction, enhances employee happiness, boosts morale, and ultimately improve the ability of the company to retain these employees. As such, Baker (2017) notes that employees may feel that they are valued if the organization provides work-life balance initiatives. They will always want to stay and enjoy the yearly paid vacations while also giving back by generating more profits.

Recommendations and initiatives

Rex Technologies should consider retaining health insurance, sick leave, child care reimbursement, and paid vacation. On the other hand, Rex should eliminate dental insurance, vision care, child care reimbursement, fitness programs, retirement plan, and tuition reimbursement. I believe that promoting the health and wellness of an employee and children will provide the physical and mental wellness of employees. Jones (2017) asserts that workers can perform better if they have peaceful minds. Besides, paid vacation will motivate, boost morale and enhance job satisfaction. Merrill et al.  (2011) avow that satisfied employees will desire to work for longer periods in a specific organization. Notably, the programs touching on health wellness and morale-boosting affect all the employees. Therefore, dental insurance, vision care, fitness, retirement, and tuition affect a few people and hence are unnecessary. With regards to the business objectives, wellness strategies alleviate absenteeism and related costs. The wellness and work-life balance programs retained potentially leads to the achievement of short and long-term objectives by improving engagement, enhancing satisfaction, boosting loyalty, and attracting the best talent.


Baker, L. (2017). Best-in-class health & wellness. Professional Safety; Des Plaines, 62(10), 31-

Jones, K. (2017). The most desirable employee benefits. Harvard Business Review. Retrieved


Merrill, R., Hyatt, B., Aldana, S. & Kinnersley, D. (2011). Lowering employee health care costs

through the Healthy Lifestyle Incentive Program. J Public Health Manag Pract, 17, 225–232.