answer the 6 questions on the last page.

please support your answers with evidence from the case.

A CASE 1.1 Vancity: On Top of Its Game and international Marthe Globe Muppfad Top 30 G Katso Corporate Gewinn Section whe KEEPING EMPLOYEES HAPPY AND HEALTHY This ended with only 522 in total Cand largest credit union with er 001-econdition de comisioner Vanity.com bemed to powing with people and communities to help them and the ention and responsible city now there is the minister spody and film with competitive industry Vincity provides Vancity CASE 11 VANCITY ON TOP OF ITS GAME 31 employees with the opportunity to help set corporate policies and procedures that impact both their work and home life. At work, employees enjoy business casual dress, listening to music while they work. participating on Vancity sports tears, and attending a host of social ents Vancity has other family friendly programs as well. For example, the co-operative understands that if an employee has a young child, it may be necessary to build a workday that allows for flexibility. This positive approach recognizes the challenges of balancing work and life commitments and empowers employees to create the right environment to thrive at both The organization offers several alternative work options, including telecommuting flexible hours, shortened work weeks (fewer hours with les pay), and compressed work weeks. Employees are given full pay for working 5 hours a week Over the years and primarily driven by the employees' desire for personal development, Vancity has initiated a number of programs to help employees adopt a plan for a healthier life Programs have included opportunities to work with employee assistance providers (EAP) for developing personal plans for health and wellness Vancity otfers a competitive pay and benefits program that includes dental and life insurance, three to six weeks of annual vacation Maternity and paternity leave top-ups, and care days that can be used for personal and family illness or injury, Other benefits include profit sharing, tuition reimbursement, retirement planning, and reduced rates on personal financial services such as mortgages and loans. Employees also have a chance to attend Vancity's co-operative studies program in Italy, where co-ops are well established Vancity las a young corporate culture-the werage age of its employees is 39 and 94 percent of its new recruits are under 40. Even its CEO, Tamara Vrooman, was only 39 when She took the helm. The co-operative once threw a party for 2.200 employees and guests, and hip hop dancers and a slam poet entertained the crowd until 3 am. Young employees or nised the event for their peers. "We're interested in creating energy we're interested in having people connect." Vrooman says. "And young people tell us that's an important part of the entire employee experience that they come to Vancity to enjoy There are some challenges in human resources, too. Every year, the co-operative surveys employees, and it did not meet its targets for employee engagement for three years in a row. which it blamed partly on workforce and budgetary reductions. The employee engagement target is set at 75 percent but in those years it did not reach beyond 64 percent. "The Executive Leadership Teams compensation is tied to achieving this significant stretch target, reflecting how important it is we improve employee engagement and their pivotal role and responsibil ity in making this happen." Vancity said in its annual accountability report to members In response to the first disappointing employee survey, the co-operative beld focus groups with 120 employees, who said they were concerned, among other things, that individual goals were not aligned with those of the organization that work processes, tools, and resources were not streamlined to improve efficiency, and that managers lacked support to manage performance effectively:"To re-engage employees, Vrooman said Vancity would increase investment in training and development, renewing the organization's IT infrastructure and providing employees with growth opportunity by focusing on new areas. Among other things the organisation examined is process for conducting employee performance reviews. As a result, it clarified the proces, told managers to focus on ongoing employee coaching and provided employees with online training and support materials to help them improve in areas identified during their performance reviews It then planned on examining its monetary and non-monetary compensation strategies KEEPING THE ORGANIZATION HEALTHY Vancity whes a triple bottom line business model it is driven to achieve financial success but also focuses on environmental and social sustainability, Vancity is in a healthy financial position, with rising membership, because it takes an innovative approach in serving the finan cial needs of its members. It was the first Canadian financial institution to offer mortgages to wonen.first to use traditional media to market directly to the gay and lesbian community, the CASE 1.1: Vancity: On Top of its Game (Continued) first North American Credit union to receive an RI rating from the Dominion Bond Rating Service, and the first financial institution to offer its own socially responsible mutual fund Vincity's vision to achieve positive social change has succeeded through a number of programs, such as one called Shared Success. Through this program, Vincity gives back each year a significant portion of net probits (generally 30 percent) to members and to com nities Since the program was introduced, a total of 130 million has been redistributed community grants and other funding initiatives. Among the grant recipients was Just Begin nings Flowers, a non-profit florist that provides jobs to people with barriers to employment wlich was selected to provide victory ceremony bouquets for the 2010 winter Olympics in Vancouver. Other successful Vincity programs include its Pigeon Park Savings program which provides banking services to the poor and Each One, Teach One which trains selected employees to teach basic financial literacy skills to newcomers to Canada." A focus on giving back to the community makes decision-making in a credit union me challenging, since maximising shareholder profit is not the only goul An employee survey found that 81 percent of workers agreed that the co-operative considers long-term social and environmental concerns when it makes decision. Vencity managers take leadership training in values-based decision-making." "What makes a credit union is that we are community-based." Vrooman says. "We make decisions locally, we get to know our members, we live and work where they live and work and when you start to expand beyond that we need to make sure that we keep the key thing that differentiates us from a large bank which is the local decision-making. That's the biggest challenge how to keep the credit union niche while you grow Starting in 1995, before doing so was popular. Vincity focused on its own envince mental performance Vincity achieved its target of being the first carbon neutral North American-based financial institution. Through its climate change strategy, Vancity hassup ported innovative partnerships involving public transportation and green building projects also invests in organisations doing dimate change work Vancity is also a strong supporter of women. For example, among its recent board of directors, all but two of nine directors, including the chair, were women. The Vancouver named Vrooman one of British Columbia's most influential women in business Banking on the unbankable is one of the cornerstones of the Vancity story and today this financial institution continues to look for ways to improve Vrooman says. "Were owned by our members who have a say in the way our organization is run and a vested interest in how we do things, and we're accountable to them to deliver positive financial social and environmental returns. And deliver they do-that and win awards! QUESTIONS 1. What were Vancity's original purpose and values? 2. How does Vancity create a healthy and committed workforce 3. Provide examples to show that Vancity is ethical 4. How did Vancity cope with its first disappointing employee survey? What managerial al is being used in this situation? Use information from the came to support your 5. Provide examples of how Vancity uses teamwork 6. Which of the four functions of management does Vancity appear to be doing quite well! Une information from the case to support your