The Safelife Insurance Limited

Case Study Two

The Safelife Insurance Limited is an insurance company which is located in the UK which offers a wide range of services; car, home and travel insurance. The company experienced a high level of absenteeism as well as attrition rate. There was the struggle to cope with time and deadlines which brought about stress and absenteeism as well as attrition. Following legislation the most effective way was based in having a flexible working environment. This is based on the desire to maintain a knowledgeable staff in the competitive market, the desire to elevate the motivation of the staff through offering them more control in what they do the expectation that it will have an impact in the sickness absence levels and it would bring about optimum client service levels.

The psychological contract between the organization and the employees is that the needs of the staff at work may be able to connect with their needs back home hence bringing about a more balanced work to life. These teams are supposed to make frequent evaluations of their working set ups so as to acquire the desires of the team as well as make sure that they are able to acquire better service for the client. The contract is composed of issues on the expected modifications, costs, performance levels and states the client benefits in the modifications made.

Working flexibility is a method that leads to top performing staff in huge companies. It is applied as a strategic management facility (Anderson and Kelliher 2009). When the staff makes use of how and when the jobs of the organizations are completed, they tend to benefit. The value is reliant on personal and professional development motivating the staff to acquire advantage of the learning openings. Flexibility meets staff that are loyal, productive, involved and of great health (Pay and Benefit 2011). It brings about a shared duty between the staff and the employer hence leading to success and better business success practices.

The recommendation in putting in place a flexible working and engagement is that a common ground has to be found so as to make it happen for their staff and organizations. For this to work, it is reliant upon the ability of the staff and employer in bringing about how clients will be served, workmates will be supported and the income of the company will be understood.

The Long Beach, located in California deals in Ward’s Furniture. The company has 17 employees with unparalleled longevity with the staff working for 10 to 20 years. The company is undergoing 5-10% in growth of sales. Ward made use of flexible scheduling as a retention device on request by the staff. The flexibility bought about sales as well as equity in the staff as well as scheduling decisions so as to reach every part of the company and that the staff may acquire their external responsibilities.

The case study about Safelife Insurance Limited which offers a wide range of services is faced by a number of issues among them; low-skilled females, a high level of absenteeism and attrition rate (Healy). A survey brought into being the tussle to achieve time and meet deadlines leading to high level of stress and absenteeism and attrition. The company also lacks cohesion.

It is through legislation that opted for the application of a flexible working environment which would result into a high level of success for the company; high service output, decline in absenteeism and stress, motivate the staff for better performance and sustain its knowledge in a highly competitive environment.



Anderson, D., and Kelliher, C., 2009, “Flexible working and engagement: the importance of choice”, Strategic HR Review, Vol. 8 Iss: 2, pp.13 – 18.

Healy, C., Rules of Engagement for a Flexible Work Environment—Finding Common Ground, When Work Works, acquired from <>

Pay and Benefit, 2011, Your letters: Flexible working can help increase engagement acquired from <>