Academic literature on the topic 'Insurance companies – Zimbabwe – Employees'
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Journal articles on the topic "Insurance companies – Zimbabwe – Employees"
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Nyagadza, Brighton, and Tatenda Nyauswa. "Parametric insurance applicability in Zimbabwe: a disaster risk management perspective from selected practicing companies." Insurance Markets and Companies 10, no. 1 (November 27, 2019): 36–48. http://dx.doi.org/10.21511/ins.10(1).2019.04.
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This study seeks to explore the possibility of adopting parametric insurance to manage disaster risk in Zimbabwe. The background of the research is caused by recurrent natural disasters and the failure of the government to offer disaster relief after such events. The main objective of the research is to come up with the success factors of adopting parametric insurance to manage disaster risk and its effectiveness in African countries. The study population consists of 32 employees from seven reinsurance companies and 5 from a regulatory body. Self-administered questionnaires and interviews were used to collect the data. The study assumes that Zimbabwe does not have sufficient infrastructure to establish parametric insurance, and the lack of financial capacity is another major problem. 61% of respondents confirmed that they were underwriting natural disasters and the remaining 39% were not. The natural disasters that are being covered in insurance market and under which insurance products are used were at 61%. About 39% of the reinsurance companies that are not underwriting natural disasters cited the major reasons why they do not. Most of respondents confirmed that there was no support from the government to underwrite catastrophic risks. 57% of the respondents indicated that it is not possible to adopt parametric insurance, whilst 43% of the respondents agreed that it was practical. Recommendations are made for the government and insurance providers, which include use of catastrophe bonds, government incentives and support, the creation of a clearing house and the involvement of international organizations and developing countries in adopting parametric insurance.
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Obert, Sifile, Zimbiti Phillip Okay, and Chavunduka Desderio. "Determinants of Unethical Behavior by Stakeholders in the Medical Insurance Industry in Zimbabwe: An African Humanism (Hunhu/Ubuntu) Approach." Engineering Management Research 5, no. 2 (October 26, 2016): 63. http://dx.doi.org/10.5539/emr.v5n2p63.
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There is a continuous decline in the performance of medical insurance companies in Zimbabwe resulting in these companies failing to meet their obligations to stakeholders as seen by failure to pay wages, policy holders’ medical bills and dividends to shareholders. While research shows <em>Hunhu/Ubuntu </em>as a requirement for ethical practices that bring about good business and moral practices, it does not show how <em>Hunhu/Ubuntu </em>influences stakeholders, employee behaviour and organizational performance. Due to this glaring gap, the study was designed to investigate: the causes of unethical behaviour in the medical insurance industry, the attributes of African Humanism and how it influences people’s behaviour in medical insurance firms. A case study research design was used where both quantitative and qualitative methodologies were employed. Closed and open-ended questionnaires, semi-structured interviews and focus group discussions were conducted. Chi-square tests were used for data analysis. Findings of the study show that <em>Hunhu/Ubuntu</em> moulds good behaviour and is essential for avoiding risky behaviour which curtails organizational performance<strong>.</strong>
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Khumalo, Reinford. "Decision-making structures for successful management in Zimbabwe." South African Journal of Business Management 30, no. 1 (March 31, 1999): 14–22. http://dx.doi.org/10.4102/sajbm.v30i1.751.
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This article discusses one of the management attributes discovered about Zimbabwe's most successful companies - decision-making structures. Seven most successful companies from among those quoted on the Zimbawean Stock Exchange (ZSE) were selected in terms of financial and macroeconomic criteria in their industrial categories. The research for attributes was mainly qualitative - consisting of interviews of chief executives, departmental managers, skilled, semi-skilled, and unskilled employees of the companies. The interviewees were also asked to complete a quantitative instrument, a semantic differential. Data from the interviews were content analysed. The findings showed that these companies have both centralised and decentralised decision-making structures that are in strata. The strata consist of those decisions that concern policy matters and are made at top management level and those at middle management level that take into account the input of the employees. This attribute has had some influence in the success of these companies and could thus contribute to the success of other less successful companies with a socio-economic situation similar to that of Zimbabwe's, the host country in which the study was conducted.
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Anisa, Ela, and Alkadri Kusalendra Siharis. "KOMITMEN ORGANISASI DALAM IMPLEMENTASI PROGRAM BPJS KETENAGAKERJAAN SEBAGAI BENTUK PERLINDUNGAN UNTUK MENINGKATKAN KESEJAHTERAAN KARYAWAN (Studi Pada BPJS Ketenagakerjaan Cabang Magelang)." Jurnal Kesejahteraan dan Pelayanan Sosial 1, no. 1 (May 27, 2020): 1. http://dx.doi.org/10.52423/jkps.v1i1.12581.
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Companies that have an organizational commitment to implement the BPJS Employment Program which aims to provide basic protection to employees to overcome socio-economic risks through social insurance can improve employee performance because employees feel prosperous. The purpose of this study was to determine the types of BPJS employment programs and their effects on employee welfare. The research method used is a qualitative research method in the form of interviews with four employees from different companies who have implemented the BPJS employment program and observations at the BPJS Employment office. The results of this study indicate that companies must commit to implementing four BPJS employment programs, namely: Work Accident Insurance (JKK), Death Insurance (JKM), Old Age Insurance (JHT), Pension Insurance (JP) so that employees feel protected. The implementation of the BPJS Employment program can be said to be quite good, as seen from the increasing number of companies that receive BPJS wage employment in the Magelang branch office each year.Keywords: Organization Commitment, Employment BPJS, Employee Welfare
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Surahio, Mahnoor, Preh Bhatti, Vinesh Kumar Kumar, and Rashid Qureshi. "Satisfaction Level of Health Insured and Financial Profitability of Health Insurance Companies from Health Insurance Product." Journal of Public Value and Administration Insights 2, no. 4 (December 29, 2019): 17–20. http://dx.doi.org/10.31580/jpvai.v2i4.1155.
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The research is focused on finding whether the insurance companies are providing health insurance to their clients are enough to meet their expectations or the employees are bound to pay the premium for availing the employer-based health insurance. Another part of the study is focused on finding the financial profitability of health insurance companies particularly, from the health insurance product they are offering to their clients. The premium these companies charging are enough to generate the profitability of health insurance companies or there is not any significant impact on their profitability from this product. It is obvious that a sick employee would be less interested in his or her work and the ratio of absenteeism will increase. The main purpose is to evaluate if providing health insurance is a profitable activity for both sides. This research was conducted through primary data; the data has been collected with the help of adopted questionnaire and a sample size is of 70 respondents. It is found from the research that employees are moderately satisfied with employer-based insurance facility and there is not any significant difference between premium paid and utilized. So, insurance companies are earning less from health insurance product.
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Witkowska, Justyna. "Stakeholders on the Insurance Market." Olsztyn Economic Journal 9, no. 3 (September 19, 2014): 215–23. http://dx.doi.org/10.31648/oej.3177.
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The aim of this study was to identify and describe the stakeholders on the insurance market and their expectations towards insurers. Insurance companies conduct operations on the financial market by collaborating with various market actors, including the owners, managers and employees of insurance undertakings, exclusive agents, independent agents, insurance brokers, private and institutional clients, banks, reinsurers, outsourcing companies, market competitors, insurance organizations, providers of business support services, research and development organizations and members of the community. Each stakeholder group has specific expectations towards insurers.
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Upadhyay, Jitendra Pd. "Personnel Control Practices in Insurance Companies of Nepal." Journal of Business and Social Sciences 1, no. 1 (December 3, 2018): 27–34. http://dx.doi.org/10.3126/jbss.v1i1.22825.
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Background - Personnel controlling is used to achieve best possible use of employees and their development to get the maximum benefit for the company. It will be present not only in the human resource planning and staff assessment, but also in selection, professional development, health and safety
Purpose – The purpose of the study is to analyze the practices of personnel control in Insurance Companies of Nepal
Methodology – Due to the specific nature of the research objectives, descriptive cum analytical research design has been used.
Findings – All the insurance companies have applied the personnel control approaches in their company.
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Upadhyay, Jitendra Pd. "Personnel Control Practices in Insurance Companies of Nepal." Journal of Business and Social Sciences 2, no. 1 (December 3, 2018): 27–34. http://dx.doi.org/10.3126/jbss.v2i1.22825.
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Background - Personnel controlling is used to achieve best possible use of employees and their development to get the maximum benefit for the company. It will be present not only in the human resource planning and staff assessment, but also in selection, professional development, health and safety
Purpose – The purpose of the study is to analyze the practices of personnel control in Insurance Companies of Nepal
Methodology – Due to the specific nature of the research objectives, descriptive cum analytical research design has been used.
Findings – All the insurance companies have applied the personnel control approaches in their company.
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Naveena, L., and S. Venkatesh. "An Comparative Study of Pre and Post Health Insurance Schemes in Karnataka." Shanlax International Journal of Management 8, S1-Feb (February 26, 2021): 204–9. http://dx.doi.org/10.34293/management.v8is1-feb.3777.
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The health insurance schemes are very necessary to everyone in Indian country are with regards improve their life styles and which is including for very essential for every one for improving their health and some of strategies to improve the own insurance companies potential even insurance companies are majorly help to the employees their health and family members. Insurance Corporation is a sector of Health Insurance that has emerged as a major growth driver and as the most prominent segment in the expansion of insurance space. The study highlighted that health insurance and health insurance schemes are one of the largest Social Security Schemes of the world where no upper limit on medical expenditure has been fixed for beneficiaries. The study was made on the overview of health insurance Corporation of India and tries to bring out the banking details of provisions available to customer and persons and their dependents both in and banking facilities under the Employees of Karnataka state.
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Uddin, Mohammad Jashim, Md Masud Chowdhury, Masuma Yasmin, and Aklima Akter. "Job Satisfaction of the Employees of the General Insurance Companies in Bangladesh." Global Disclosure of Economics and Business 5, no. 1 (June 30, 2016): 7–18. http://dx.doi.org/10.18034/gdeb.v5i1.124.
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This study investigates the employees’ job satisfaction of general insurance companies in Bangladesh. A questionnaire was utilized to collect primary data from both public and private general insurance companies. The first part of the questionnaire comprises of the demographic profile of the respondents and the last part indicates the key measuring variables on a Likert scale ranging from 5 (strongly agree) to 1 (strongly disagree) of job satisfaction. The total number of respondents for this study was 385. 74.80 percent of the total respondents have taken from the private general insurance companies, and the remaining percentage from the public general insurance company. 70 percent of the total respondents were male respondents, and 30 percent of the total respondents were female respondents. Factor analysis and correlation matrix have been conducted to analyze the collected data. This study postulates that employees of general insurance companies have positive as well as negative feelings. Three factors reflect positive feelings toward their jobs. These factors are pay and promotional potential, the well-organized chain of command and general working condition. On the other hand, two factors are responsible for negative feelings. These factors are poor team spirit and poor job security. This paper also advocates some recommendations to maximize the positive feelings and to minimize the negative. The proper higher authority should ensure participating decision method to take any decision, the fair delegation, and direct relationship with sub-ordinates to enhance the team spirit for minimizing the dissatisfaction of the employees and should ensure the job security of the employees to get their best effort to achieve the organizational goal.
Dissertations / Theses on the topic "Insurance companies – Zimbabwe – Employees"
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McDonald, Thomas Gordon, and mikewood@deakin edu au. "The use and cost effectiveness of computer based training in the insurance industry." Deakin University, 1998. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20051202.091334.
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Training is essential to the growth and economic well-being of a nation. This need for training pervades all levels of industry, from a national level where a countrys well being is enhanced by training, to each company where productivity is improved, down to the individual whose skills are enhanced and as a result improve their position in the employment marketplace.
The Australian Bureau of Statistics report Training and Education Experience Australia (ABS 1993) indicates that training in Australia is undertaken at a significant level with some 86% of employers undertaking some form of training. This is slightly higher in the Finance industry at a little over 89%. On the job training is undertaken by 82% of employers and off the job training is used by 47% of employers. In 80% of the off the job cases these courses were conducted in a conventional manner using an instructor. The remaining 20% of cases were either self paced (14%) or instructor based (6%). These latter cases could involve Computer Based Training (CBT).
The report, referred to in the last paragraph, also indicates that a significant aspect of business in Australia is that 95% of businesses have less than 20 staff. This poses significant problems in that the ability to deliver effective training is limited. With businesses as small as these their size does not permit them to carry specialist training personnel so this role falls to the senior staff. These people already have a full workload and their ability to be able to take on training duties is limited. In addition these people were employed for their technical skills, not training. It may be that their ability to fill the role of a trainer is not good and as a result the training may not be very effective. In addition, small business has difficulty in releasing staff for training, The difficulties faced by small business were recognised by the Australian National Training Authority in their 1995 report which indicated that there was a need to develop a training culture among small business employers. The authority made a commitment to provide flexible delivery strategies. This includes Computer Based Training (CBT). CBT has existed since the 1970s. It came on to the scene with a flourish and tended to provide page turning programs or drill and practice programs. In limited areas this form of training became popular but its popularity waned in the 80s. With the advent of better graphical displays, larger and faster memory, and improved programs in the 1990s the quality of CBT today is superior to those offered in the 70s and has greater appeal. Today, still photographs and video clips can be displayed and made interactive. Because of this CBT is making a comeback and starting to have a greater impact.
The insurance industry covers a wide range of companies in Australia, these companies vary in size from companies with employees in the thousands to companies with less than five staff. While the needs of the employees of each are similar the ability of these companies to deliver the training varies significantly.
Any training can be divided into two parts. Internal or on the job training and external. External training deals with those aspects that concern the industry as a whole whereas internal training affects the individual company. Internal training would deal with matters like company procedures, company products and the like. External training deals with matters such as legislation, products generally, and the like. In the insurance industry the major problem arises with the small companies. Insurance companies would tend to be large in size and able to cover their training costs but the insurance brokers who would make up, numerically, the major number of companies would have a significant number of companies that fall into the 20 staffer less category. In fact many would have a staff of less than 5. While CBT can benefit all companies it is these small companies that could benefit from it the most.
This thesis examines:
The place of CBT in training, its cost and effectiveness.
The incidence of CBT in the insurance industry and how the industry determines its effectiveness.
If a program that meets an industry need is able to be produced at a realistic price?
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Bourgeois, Edouard, and Fatmir Stublla. "How is remuneration used in Bank, Financial, and Insurance companies to retain employees in France and Kosovo?" Thesis, Växjö University, School of Management and Economics, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-2219.
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Parttimaa, Jenny, and Mathilda Bäckström. "The Pursuit of Motivating Employees : The connection between employee turnover and reward packages in the hotel – and insurance industry." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-38227.
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Motivating employees is one of the management top priorities nowadays. Motivated employees are less likely to leave the company, which leads to lower turnover rate which in turn can lead to lower costs for the company. The purpose of this study is to illustrate how organizations can increase employees’ motivation and lower employee turnover by using reward packages.
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Jakob, Birgit. "A comprehensive psychometric audit of an existing selection procedure." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52066.
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Thesis (MA)--University of Stellenbosch, 2001.ENGLISH ABSTRACT: Selection represents a critical human resource intervention by virtue of its ability to regulate the movement of employees into, through and out of the organisation. Selection thus represents a relatively visible mechanism through which access to employment opportunities can be regulated. From the perspectives of both affirmative action and fairness, as well as utility, selection has therefore been under intense scrutiny. This implies that there are two substantial criteria in terms of which selection procedures need to be evaluated, namely equity and efficiency. Should the human resource function be challenged to defend its selection procedure, it should be able to assemble credible evidence to show the efficiency and equity of the disputed intervention by means of a reasoned justification. The problem is, however, that most selection procedures being operated in South Africa would probably not be able to successfully meet this burden of persuasion. The search for equitable and efficient selection procedures thus necessitates the need for psychometric audits to provide the feedback required to adjust selection procedures towards greater efficiency and equity, and to provide the evidence required for the vindication of organisations should they be challenged in terms of the South African anti-discriminatory labour legislation. The Guidelines for the Validation and Use of Selection Procedures developed by the Society for Industrial Psychology (1998) represents an attempt to illustrate the ideal process according to which selection procedures should be developed and validated. Conditional on the acceptance that the Guidelines (1998) set out the most justifiable methodology for the development and justification of selection procedures, it becomes a necessity for organisations to periodically evaluate (i.e. periodically psychometrically audit) their current selection procedures and its developmental history to determine whether the human resource function can convincingly demonstrate: .:. The business necessity of the selection procedure; .:. The validity of the performance theory on which the selection procedure is based; and .:. That the selection strategy combines applicant information fairly. A checklist was developed from relevant psychometric literature for the purpose of the psychometric audit representing a structured list of activities required to justify the use of a selection procedure. A psychometric audit was conducted on a selection procedure for call centre staff of a large SA insurance company. The audit uncovered a number of deficiencies in the call center selection procedure and its developmental history. The performance hypothesis, in which the choice of operational predictor measures is grounded, was neither developed, nor argued, nor documented with sufficient clarity to indicate unambiguously the presumed nature of the nomological network of performance determinants and performance constructs. Problems were found with the external validity of the validation design. No reliability, validity, fairness or utility analyses had been performed at the time of the audit. Subsequent correlation analysis indicates low statistically insignificant correlations between the majority of the chosen predictors and the developed criteria. Nonetheless, linear combinations of predictors were found for each of the three call center positions that significantly explain moderate proportions of criterion variance. The fairness of the use of the CSR multiple regression equation across black and white applicants was examined and found to be acceptable. Due to practical constraints, the utility of the selection procedure has not been evaluated. It is recommended that the current selection procedure be re-examined in detail by the company to bring about positive changes in the performance hypothesis and the operational criterion measures. Thereafter, concrete evidence of reliably generated methodological research needs to be obtained again in order to verify the appropriateness, reliability and the meaningfulness of the inferences made from predictor assessments, thereby limiting, ifnot eliminating, possible cases oflitigation.
AFRIKAANSE OPSOMMING: Seleksie verteenwoordig 'n kritieke menslikehulpbronintervensie omdat dit die vermoë het om die beweging van werknemers in, deur en uit 'n organisasie te reguleer. Seleksie verteenwoordig dus 'n relatief sigbare meganisme waarmee toegang tot werksgeleenthede gereguleer word. Uit die oogpunt van sowel regstellende aksie as regverdigheid, en ook bruikbaarheid, is seleksie tans geweldig onder die vergrootglas. Hiermee word geïmpliseer dat die twee substansiële kriteria waarvolgens seleksieprosedures geëvalueer moet word, billikheid en doeltreffendheid is. Sou die menslikehulpbronfunksie uitgedaag word om sy seleksieprosedure te verdedig, sal dit met geloofwaardige bewyse voor 'n dag moet kan kom om die regverdigheid en doeltreffendheid van die intervensie onder bespreking deur middel van logiese argumente te regverdig. Die probleem is egter dat die meeste seleksieprosedures wat in Suid Afrika gebruik word, waarskynlik nie aan hierdie vereiste sal kan voldoen nie. Die soeke na regverdige en doeltreffende seleksieprosedures noodsaak dus dat die behoefte aan psigometriese oudits. aangespreek word vir die terugvoer wat nodig -is om die seleksieprosedures meer doeltreffend en regverdig te maak. Dit salook terselfdertyd die bewyse verskaf waardeur organisasies hul keuringsprosedures kan regverdig indien teen organisasies opgetree sou word in terme van Suid Afrika se antidiskriminerende arbeidswetgewing. Die "Guidelines for the Validation and Use of Selection Procedures" wat deur die Vereniging vir Bedryfsielkunde (1998) ontwikkel is, is 'n poging om die ideale proses waarvolgens seleksieprosedures ontwikkel en gevalideer behoort te word, te illustreer. Op voorwaarde dat hierdie Riglyne (1998) aanvaar word as die mees regverdigbare metodologie wat betref die ontwikkeling en regverdiging van seleksieprosedures, word dit noodsaaklik dat organisasies hulle seleksieprosedures en die ontwikkelingsgeskiedenis daarvan van tyd tot tyd evalueer (d.i. 'n periodieke psigometriese oudit) ten einde vas te stelof die menslikehulpbronfunksie die volgende oortuigend kan demonstreer: .:. die noodsaaklikheid van die seleksieprosedure uit 'n besigheidsoogpunt; .:. die geldigheid van die prestasieteorie waarop die seleksieprosedure gebaseer is; en .:. dat die seleksiestrategie die inligting van die aansoeker regverdig kombineer. 'n Kontrolelys is ontwikkel uit relevante psigometriese bronne sodat die psigometriese oudit 'n gestruktureerde lys van aktiwiteite bevat wat die gebruik van 'n seleksieprosedure sal kan regverdig. 'n Psigometriese oudit is gedoen op 'n seleksieprosedure vir die inbelpersoneel van 'n groot Suid Afrikaanse versekeringsfirma. Die oudit het 'n aantal gebreke in hierdie seleksieprosedure en sy ontwikkelingsgeskiedenis uitgewys. Die prestasiehipotese waarop die keuse van operasionele voorspellers gegrond is, was nie met voldoende helderheid ontwikkel, beredeneer of gedokumenteer om 'n onomwonde aanduiding te gee van die nomologiese netwerk van prestasiedeterminante en prestasiekonstrukte nie. Die eksterne geldigheid van die valideringsontwerp was ook problematies. Geen betroubaarheids-, geldigheids-, billikheids- of nutanalises is ten tyde van die oudit uitgevoer nie. 'n Daaropvolgende korrelasie-analise dui op lae, statisties onbeduidende korrelasies tussen die meerderheid van die gekose voorspellers en die ontwikkelde kriteria. Daar is desnieteenstaande lineêre kombinasies van voorspellers gevind vir elk van die drie inbelsentrumposte wat beduidend matige proporsies kriteriumvariansie verklaar. Die billikheid van die gebruik van die CSR meervoudige regressievergelyking vir wit en swart aansoekers is ondersoek en aanvaarbaar gevind. As gevolg van praktiese beperkinge is die nut van die seleksieprosedure nie geëvalueer nie. Daar word aanbeveel dat die huidige seleksieprosedure weer noukeurig deur die maatskappy ondersoek sal word om positiewe veranderinge aan die prestasiehipotese en die operasionele kriteriumtellings aan te bring. Daarna moet konkrete bewyse uit betroubaar gegenereerde, metodologiese navorsing weereens verkry word om die relevansie, betroubaarheid en betekenisvolheid van die afleidings wat gemaak is op grond van voorspellerevaluerings te verifieer, om op dié manier moontlike regsgedinge te beperk, indien nie uit te skakel nie.
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Mudzimu, Peggy Tapiwa Vimbai. "Work stress, work-home interference, and organisational culture of insurance employees in Zimbabwe." Diss., 2012. http://hdl.handle.net/10500/8595.
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The research revolves on the emergence of globalisation, change, competition, work pressure, and risks among others which have exposed insurance employees to work stress that can interfere with home activities. The research purpose was to determine the relationship between work stress, work-home interference, and organisational culture among insurance employees in the Zimbabwean context. The sample consisted of 240 participants, from which data was collected from 190 employees who responded to the questionnaires. The questionnaires were analysed using SPSS, internal consistency reliability analysis, and the inter-correlation analysis. The inferential statistics used were multiple linear regression and one way ANOVA. Substantial positive and negative correlations were noted for the six sub-scales of the Occupational roles questionnaire (ORQ), negative work-home interference (NWHI) and positive work-home interference (PWHI) scales, and the three sub-scales of the Organisational culture index (OCI). The research concluded that different measures should be taken to manage work stressors, depending on the organisational culture, and its employees to prevent spill-over which contributes to negative work-home interference.Industrial & Organisational Psychology
M. Com. (Industrial and Organisational Psychology)
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Chen, Si-Rong, and 陳思蓉. "Insurance Companies Employees' Perceptions of Operational Risks." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/79894121808198501236.
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碩士朝陽科技大學
保險金融管理系
105
As today’s financial market landscape changes rapidly and financial businesses are becoming diversified, the corresponding risk management ability is a must for financial business operators. There are many risks companies may encounter in their operations, such as credit risk, country risk, interest rate risk, operational risk and market risk etc., among which operational risk is the risk that has been drawing increasing attention in recent years. The purpose of this study is to understand to what extent internal and field staff of life insurance companies recognize operational risk, causes of this risk in the operations of their companies, operational risk management and crisis handling therein in their companies, as well as suggest possible improvement in internal education and training for these companies by assessing how the two variables, company characteristics and staff demographics, affect the extent of recognition of the aforementioned four dimensions in hopes of reducing the probability of operational risk occurrence and associated loss. For the purpose of this study, an online questionnaire survey was conducted from October to November, 2016, resulting in 200 valid questionnaires. Linear regression, single factor analysis of variance and independent sample t-test were used for analysis. This study finds (1) whether the participating insurance professionals work for a financial holding company (FHC) or non-FHC has a significant positive effect on the extent of recognition of crisis handling in operational risk management in their companies, with the former having a greater extent of recognition of such than the latter; (2) whether these participants are in a managerial or non-managerial position has a significant positive effect on the extent of recognition of operational risk, with the former having a greater extent of recognition of such than the latter; and (3) the education of the participants has a significant positive effect on the extent of recognition of crisis handling in operational risk management in their companies, with those with a postgraduate degree having a greater extent of recognition of such than those with a high school or vocational high school degree.
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余宛玲. "The Impact of Forced Merge of Insurance Companies on Employees’ Organizational Commitment." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/68938689231792416227.
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Mukansi-Manganye, Yolanda Kulani. "Attracting and retaining IT talent within the insurance industry." Thesis, 2014. http://hdl.handle.net/10210/11278.
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M.Com. (Business Management)Globalisation and the multi-generational workforce have made an impact on the workforce and the workplace. Demographic shifts are creating an aging population, creating a growing skills shortage which is putting pressure on businesses to create knowledge workers with cutting-edge expertise. Coupled with the explosion of new technologies and the application of , these issues have changed the way organisations work, recruit, and retain their employees. Organisations all over the world are faced with the challenge of attracting and retaining talent in their environments, resulting in the global marketplace for talent being far more competitive than ever before. This study was undertaken to gain an understanding of what factors within an IT organisation attract talented individuals. The study was concerned with identifying influences that also drive these talented individuals to remain with an organisation once they have joined. The study aimed to identify strategies that organisations can adopt to assist them with the attraction and retention of IT talented individuals. This study took place in a South African insurance organisation. Interviews in the form of unstructured face-to-face individual interviews, as well as focus groups, were conducted to understand the factors considered by IT talent when making employment decisions. Seventeen employees who were deemed talent by the researched organisation took part in the study. Based on the findings of the study, the factors that attracted IT talent to the organisation were organisational reputation, remuneration, the IT technology used by the organisation, and growth prospects. For retaining IT talent, factors highlighted were growth opportunities, recognition and reward, meaningful role and responsibilities, work environment – flexible working arrangements, market related remuneration, and management style. The study concludes that there are a number of factors that influence IT talent in their decision to either join or leave an organisation. Organisations need to provide a variety of these factors in order to cater for the different needs IT talent possesses.
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Liao, Pei-chun, and 廖珮均. "The Attitudes and Expectations of Employees for the Merger of Insurance Companies—An Example of the Merger between Public and Private Insurance Companies." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/95719757246302109371.
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碩士逢甲大學
風險管理與保險研究所
100
Using the merger between public and private insurance companies as the example, this study explores the attitudes and expectations of the employees to the merger and whether it will be affected by the difference of working environment, and the demographic variables and personality traits of employees. The research results of this study reveal that, with respect to the change of working environment before and after the merger of insurance companies, working contents, salaries and benefits, working resources, and position responsibilities are significantly different between employees of merging and merged insurance companies. For employees’ attitude and expectation for the company after merger, the indices of company benefits, company recognition, and merger expectation are higher for the employees of merged company. Variables of gender, education level, years of working, and personal income will affect employees’ expectation for the merger. Besides, personality traits of employees also affect employees’ expectation for merger.
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Potgieter, Marna. "The relationship between career adaptability and employee engagement amongst employees in an insurance company." Diss., 2014. http://hdl.handle.net/10500/13742.
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The objectives of the study were (1) to determine the relationship between career adaptability (measured by the Career Adapt-Abilities Scale) and employee engagement (measured by the Utrecht Work Engagement Scale), and (2) to determine whether age, race, gender and tenure groups differ significantly regarding career adaptability and employee engagement. A quantitative survey was conducted on a convenience sample (N = 131) of employees within a business unit of a large insurance company in South Africa.
Correlational and inferential statistical analyses revealed significant relationships between career adaptability and employee engagement as well as significant differences between age and race groups on some dimensions of the constructs.
These findings contribute valuable insight and knowledge to the field of Organisational Psychology and Career Psychology that can be applied in engagement strategies as well as in career guidance and counselling.
The study concluded with recommendations for future research and practice.Industrial & Organisational Psychology
M. Com. (Industrial and Organisational Psychology)
Books on the topic "Insurance companies – Zimbabwe – Employees"
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White-collar militancy: The Australian banking and insurance unions. Sydney: Croom Helm, 1985.
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Fast food, fast talk: Service work and the routinization of everyday life. Berkeley: University of California Press, 1993.
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Personenbezogene Einflussfaktoren für den Vertriebserfolg im Versicherungsvertrieb: Eine empirische Analyse bei Ausschliesslichkeitsvertretern. Köln: J. Eul, 2009.
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Klingaman, William K. GEICO: The first 40 years. Washington, D.C: GEICO Corp., 1994.
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The truth about insurance jobs: How to job-hunt and career-change for insurance jobs : the facts you should know. Place of publication not identified]: [Emereo Pty Ltd.], 2010.
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Gleghorn, Geoff. Life in general: A short history of organised insurance workers in Australia. [Melbourne]: Australian Insurance Employees' Union, 1991.
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United States. Congress. Senate. Committee on the Judiciary. Subcommittee on Antitrust, Monopolies, and Business Rights. Problems in the small business insurance market: Hearing before the Subcommittee on Antitrust, Monopolies, and Business Rights of the Committee on the Judiciary, United States Senate, One Hundred First Congress, second session ... June 5, 1990. Washington: U.S. G.P.O., 1991.
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Rokhlin, N. G. Kvalifikat͡s︡ionnye kharakteristiki dolzhnosteĭ predprii͡a︡tiĭ i khozi͡a︡ĭstvennykh obshchestv: Nauchno-prakticheskie rekomendat͡s︡ii. Kharʹkov: Konsum firma, 1998.
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Alberta. Finance, insurance and real estate industry. [Edmonton]: [Government of] Alberta, 2006.
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Vercher-Moll, Javier. "Insurance Distribution Carried Out by Insurers in Spain." In AIDA Europe Research Series on Insurance Law and Regulation, 179–95. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-52738-9_8.
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AbstractIn this chapter I analyze the impact that Directive 2016/97 has on insurance companies. The new requirements for employees who distribute the insurance policies of the insurance company increase the protection for customers. In addition, these new requirements lead to a reform of the governance system of the insurance company. New policies, new procedure manuals are necessary to carry out the distribution of insurance by the insurance company. Therefore, I will study the new legal requirements and their impact on the Spanish regulations.
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Bashayreh, Anas M. "Organizational Culture and Organizational Performance." In Human Performance Technology, 1378–93. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-8356-1.ch067.
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Organizational cultures can have varying impacts on organization performance. Oftentimes, employees work harder to achieve organizational goals if they consider themselves to be part of the corporate culture. Different cultures operating in one company can also impact organization performance. Organizational culture is an important part to be considered by dynamic organizations in order to develop some competitive advantage to ensure enhanced organizational performance. This chapter aims to close the gap between understanding the role of organizational culture and the effect on organizational performance among the employees in insurance companies.
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Bashayreh, Anas M. "Organizational Culture and Organizational Performance." In Contemporary Knowledge and Systems Science, 50–69. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-5655-8.ch003.
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Organizational cultures can have varying impacts on organization performance. Oftentimes, employees work harder to achieve organizational goals if they consider themselves to be part of the corporate culture. Different cultures operating in one company can also impact organization performance. Organizational culture is an important part to be considered by dynamic organizations in order to develop some competitive advantage to ensure enhanced organizational performance. This chapter aims to close the gap between understanding the role of organizational culture and the effect on organizational performance among the employees in insurance companies.
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"International Programs and Possibilities." In Developing Creative Economy Through Disruptive Leadership, 171–86. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-3416-8.ch010.
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Leaders are responsible for allocating and managing resources for agility and absorption. The orange world may mean short-term careers, but short-term projects, with key leaders as the core of the organization who remain for long periods. In the blue world are global influencers. Capitalism is leading growth, and employees have everything they need to develop innovation, health insurance, and technology. In this blue world, leading and seeing people is the most important asset. The corporation will develop corporate cultures that empower the workforce and quality of life for employees. The green companies develop a powerful and influential social conscience and sense of responsibility. Often consumers will demand this by lobbying for a change in corporate behavior. Green companies develop strong controls over their supplier networks and demand ethical practice from all vendors in their supply chains. With the world becoming more complex and turbulent, now more than ever we must look at how we frame and reframe our organizations to fit the future. This chapter explores international programs and possibilities.
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Weiss-Randall, Debra N., and Nancy Rich. "Addressing Addictive Behaviors in the Workplace." In Substance Abuse and Addiction, 412–32. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-7666-2.ch022.
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Addictive behaviors pose increasingly serious problems in the workplace. Approximately 70% of the estimated 14.8 million Americans who use illegal drugs are employed. Recent changes in marijuana laws are a cause for concern. Substance abuse in the workplace costs employers an estimated $81 billion a year in workers' compensation, medical costs, absenteeism, lost productivity, and employee turnover. Managers needs to implement drug-free workplace policies and provide a healthy work environment to reduce stress-related drug abuse. EAPs must provide prevention activities that target at-risk employees, and identify users who need treatment. Health insurance should cover addiction treatment. Addiction is a function of not only the individual's behaviors and genetic disposition, but also his or her environmental influences. The workplace is an ideal setting for an addiction prevention program, as employees spend much of their waking lives there. Through strong leadership and provision of employee incentives, companies can make a healthy drug-free workplace a reality.
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Weiss-Randall, Debra N., and Nancy Rich. "Addressing Addictive Behaviors in the Workplace." In Encyclopedia of Strategic Leadership and Management, 744–63. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-1049-9.ch052.
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Addictive behaviors pose increasingly serious problems in the workplace. Approximately 70% of the estimated 14.8 million Americans who use illegal drugs are employed. Recent changes in marijuana laws are a cause for concern. Substance abuse in the workplace costs employers an estimated $81 billion a year in workers' compensation, medical costs, absenteeism, lost productivity, and employee turnover. Managers needs to implement drug-free workplace policies and provide a healthy work environment to reduce stress-related drug abuse. EAPs must provide prevention activities that target at-risk employees, and identify users who need treatment. Health insurance should cover addiction treatment. Addiction is a function of not only the individual's behaviors and genetic disposition, but also his or her environmental influences. The workplace is an ideal setting for an addiction prevention program, as employees spend much of their waking lives there. Through strong leadership and provision of employee incentives, companies can make a healthy drug-free workplace a reality.
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Orford, Robert R., and Hamid Rehman. "Occupational Medicine." In Mayo Clinic Preventive Medicine and Public Health Board Review, 219–29. Oxford University Press, 2010. http://dx.doi.org/10.1093/med/9780199743018.003.0014.
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Occupational medicine is the medical specialty devoted to 1) prevention and management of occupational injury, illness, and disability, and 2) promotion of health and productivity of workers, their families, and communities. Historically, occupational medicine was termed industrial medicine when heavy industry (eg, lumbering, automobile manufacturing, mining, railroads, steel manufacturing) employed physicians to provide acute medical and surgical care for workers. However, by 1945, medical programs had spread to business organizations that predominantly were staffed with clerical and service employees (eg, banks, insurance companies, mercantile establishments). The broader designation of occupational medicine then came into common use. Occupational medicine was recognized as a specialty by the American Board of Preventive Medicine in 1955.
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Lenard, Mary Jane, and Pervaiz Alam. "Application of Fuzzy Logic to Fraud Detection." In Encyclopedia of Information Science and Technology, First Edition, 135–39. IGI Global, 2005. http://dx.doi.org/10.4018/978-1-59140-553-5.ch026.
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In light of recent reporting of the failures of some of the major publicly-held companies in the U.S. (e.g., Enron & WorldCom), it has become increasingly important that management, auditors, analysts, and regulators be able to assess and identify fraudulent financial reporting. The Enron and WorldCom failures illustrate that financial reporting fraud could have disastrous consequences both for stockholders and employees. These recent failures have not only adversely affected the U.S. accounting profession but have also raised serious questions about the credibility of financial statements. KPMG (2003) reports seven broad categories of fraud experienced by U.S. businesses and governments: employee fraud (60%), consumer fraud (32%), third-party fraud (25%), computer crime (18%), misconduct (15%), medical/insurance fraud (12%), and financial reporting fraud (7%). Even though it occurred with least frequency, the average cost of financial reporting fraud was the highest, at $257 million, followed by the cost of medical/insurance fraud (average cost of $33.7 million).
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Leppanen, Jan-Eerik. "Management of New Genetic Knowledge for Economic and Regional Development of Ethnic Minorities in China." In Information Communication Technologies, 3681–94. IGI Global, 2008. http://dx.doi.org/10.4018/978-1-59904-949-6.ch258.
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The banking of genetic appliances and DNA represents an attempt to understand sustainable use and preservation for the benefit of current and future generations. The goal of this chapter is to highlight BioBanking as a tool for accelerating knowledge, understanding, conservation, and sustainable use of biodiversity. Genetic biobanks, collected from indigenous peoples, may pose some ethical risks for the ethnic populations. The new information in the hands of insurance companies, employees or governmental agencies could mean insecurity for ethnic minorities if the use of information violates the fundamental human rights of ethnic people. The new genetic knowledge may alter the relations between the individual (the self) and the community; the individual and the state; and the community and the state. This chapter will explore the technical issues, difficulties and benefits this tool provides when dealing with marginalized ethnic populations in Southwest China.
Conference papers on the topic "Insurance companies – Zimbabwe – Employees"
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Ştefănescu, Bogdan. "The Impact of Working from Home During Pandemic Times on Employees Motivation in Romanian Insurance Companies." In 2nd International Conference Global Ethics - Key of Sustainability (GEKoS). LUMEN Publishing House, 2021. http://dx.doi.org/10.18662/lumproc/gekos2021/11.
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This article represents an analysis of the impact on employees of insurance companies in Romania, of the changes that occurred following the crisis generated by the Coronavirus pandemic. With the implementation of traffic restrictions in the spring of 2020 and the introduction of quarantine in Romania, companies were forced to resort to alternative means of conducting and continuing the activity in safe conditions for employees. The main change was the implementation of work at home, doubled by a strong progress of digitalization in the field. The orientation of companies towards the customer, the desire to offer the most complete services and the need to work as much as possible in the online environment, accelerated the digital transformation processes, offering a new perspective to both customers and employees who were able to experience a large number migrating to work from home. This article pays more attention to the analysis of the direct relationship between staff motivation in the case of work at home and the results obtained, with the final result - the sustainability of the organization's activity.
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Andrzej Kisielnicki, Jerzy, and Anna Maria Misiak. "Effectiveness of Agile Implementation Methods in Business Intelligence Projects from End-User Perspective." In InSITE 2016: Informing Science + IT Education Conferences: Lithuania. Informing Science Institute, 2016. http://dx.doi.org/10.28945/3442.
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The global Business Intelligence (BI) market grew by 10% in 2013 according to the Gartner Report. BI has been the top implementation priority for organizations for many years now. Today organizations require better use of data and analytics to support their business decisions. Internet power and business trend changes have provided a broad term - Big Data. To be able to handle it and leverage a value of having access to Big Data, organizations have no other choice than to get proper systems implemented and working. However traditional methods are not efficient for changing business needs. Long time between project start and go-live causes a gap between initial solution blueprint and actual user requirements in the end of the project. This article presents the latest market trends in BI systems implementation by comparing Agile with traditional methods. It presents a case study provided in a large telecommunications company (20K employees) and the results of a pilot research provided in the three large companies telecommunications, digital and insurance. Both studies prove that Agile methods might be more effective in BI projects from an end-user perspective and give first results and added value in a much shorter time compared to a traditional approach. Organizations often do not have a clear vision of BI requirements. Thus users ask for changes just before a BI product readiness, which Agile ensures in contradiction to traditional methods.
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Rizkalla, Moness, and Jeff Brown. "Security for Pipeline Assets: The State of the Art." In 2002 4th International Pipeline Conference. ASMEDC, 2002. http://dx.doi.org/10.1115/ipc2002-27078.
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The North American energy pipeline system represents a security challenge. Taking a holistic view of the problem allows the operator to construct and implement a strategy systematically. The solution involves a multi-disciplinary approach using a combination of business tools and technology to provide enhanced protection, and rapid restoration and recovery in the event of an attack. • Mapping of “high consequence” areas, including pipeline segments near population centers, water resources, or environmentally sensitive regions, will allow energy companies to more logically allocate security resources, but there may remain vast stretches of pipeline where physical barriers are impractical. • Formal decision analysis techniques can be effectively used to assess potential threats, analyze vulnerabilities, prepare contingency plans and set priorities. • Hardware elements of the solution will draw heavily upon technological innovations, including the use of active earth observation imagery and sophisticated sensing equipment for surveillance and early detection. • Strategic planning exercises will allow operators to think through the problem before a threat occurs and to put in place resources to react to a threat and to respond, restore, and recover from an attack. This is particularly true in coordination across a region. The expanding effort to safeguard the continent’s energy infrastructure will rely upon a greater level of (1) government-industry cooperation, particularly in the areas of data and information collection/analysis/dissemination, (2) technological adaptation/innovation, including greater use of sensing and surveillance technologies, (3) the development of financial and insurance products that fit the specific needs of energy asset owners and operators, (4) communication with key constituencies: customers, suppliers, regulators, law enforcement agencies, and financial markets, (5) customized training for employees, (6) government supervisory and enforcement authority to inspect and penalize companies that do not implement the appropriate level of security, while providing a due diligence safe harbor for those that are proactive; and (7) an unwavering commitment to protect vital assets, human, physical, and otherwise. It is critical that pipeline security programs focus on long-term, sustainable solutions that are customized to fit the specific needs of particular energy asset networks. The paper contains a specific example of pipeline infrastructure management system and display screen examples.
Reports on the topic "Insurance companies – Zimbabwe – Employees"
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The role of incentives in encouraging workplace HIV/AIDS policies and programs. Population Council, 2004. http://dx.doi.org/10.31899/hiv15.1007.
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This brief examines the role of incentives in encouraging companies in Thailand to adopt workplace policies and programs that address AIDS-related stigma and discrimination and respond to the needs of workers for information and services. The research was a collaboration between the Horizons Program, American International Assurance (AIA), the Thailand Business Coalition on AIDS (TBCA), and AusAID. After the initiative was launched (known as the AIDS-response Standard Organization), TBCA staff built relationships with company managers to explain and promote the advantages of joining. Companies agreeing to implement at least three HIV/AIDS workplace policies would receive a reduction of 5–10 percent off group life insurance premiums from AIA, Thailand’s largest insurance provider, if they were AIA clients. As the initiative evolved, TBCA introduced the additional incentive of a certificate endorsed by the government and awarded at a high-profile public ceremony. For each company agreeing to participate, TBCA offered assistance to enhance their activities, including providing educational leaflets, videos, and a mobile exhibition, as well as condoms, peer education training, counseling and referrals to support groups for HIV-positive employees, and assistance with writing company HIV/AIDS policies.