T-Mobile Reward System: Case Study

The sixth way to reward employees that work at our cell phone company is the ability to obtain life insurance. Our company will provide all employees after ninety days of employment with various options of life insurance. This will help protect themselves and their families. The options of life insurance will demonstrate to employees that T-Mobile cares about their families’ future. This in return will make the employees work harder for the company they work for. Feeling valued makes the employees want to see the company succeed (Nelson, 2012, 2005, 1994).
The seventh way to reward employees that work at our cell phone company is to offer a 401K plan. All employees are eligible to participate in the company’s 401K plan as soon as they are hired. This 401K plan will be a savings account that an employee will match alongside of the company. An employee can choose to start contributing to their 401K fund with their very first check. The company however will not start contributing until the employee completes six months of employment (Nelson, 2012, 2005, 1994). Key Components of T-Mobile Rewards System
The key communication components of the company total rewards system are to make the employees feel that they are really a part of the company. There …show more content…
Employees that come to work with a goal in mind feel fulfilled and that they have a purpose at this company. This purpose will help drive and create a healthy competitive environment. Employees that participate and benefit in this total rewards program will give their company a serious competitive edge, because the focus on sales will not only benefit the employees in their personal goals but it also supports them in the company goals which will also benefit their personal goals. In conclusion, this will help T-Mobile continue to stay above the competitive edge in regards to sales (World at Work,