Cash-back offer from 01st to 08th October 2022. Get flat 10% cash-back credited to your account for a minimum transaction of $50. Post Your Question Today!

Question DetailsNormal
$ 30.00

“Motivating People: Getting Beyond Money

Question posted by
Online Tutor Profile
request

Read the following article on motivating employees:

“Motivating People: Getting Beyond Money” by Dewhurst, Guthridge, and Mohr (2009)

https://www.mckinsey.com/business-functions/organi...

Review the Special Topics: 1) Motivation and Behavior 2) Compensation and Benefits and 3) Cost of Benefits as needed. The Scenario

Assume that you are the new CHRO of a 450 bed, metropolitan full-service hospital with over 1,800 employees -- Congratulations! In spite of ranking at the 50thpercentile for wages in the area (there are 3 other hospitals within 10 miles of your facility), morale among employees is at an all-time low. A recent employee survey revealed the poor morale as well as a high rate of burnout. (In fact, 30% of the nursing staff admitted to currently looking at other jobs.) Staff turnover during the past 2 years has been about twice the previous rate and absenteeism was up 50% over the same time period. The last COO introduced an employee “flex time” plan that saved the hospital 15% in wage costs by sending employees home when the patient census was low. (Of note, 70% of nurses managed to consistently work a 40-hour week last quarter.) This program gives all employees 3 days of personal time/sick time and 2 weeks of paid vacation.

Current employee benefits include a small life insurance policy, a 401k plan (no matching) and health insurance for employees, but not spouses or dependents. No other insurance or benefits are currently offered. (80% of employees have a “significant other” and 40% have at least one child between 1 and 12 years old.)

Demographics and more information:

Current Workforce (excluding physicians)

Boomers – 25%

Gen X – 30%

Millenials (Gen Y) – 30%

Gen Z – 15%

Minimum Wage Workers are 15% of the workforce and their current average pay rate is $10/hr. The majority of these workers are in food service, housekeeping, patient transport, clerical and medical assistants.

The Assignment

As the new CHRO (or Chief People Officer), you have been tasked with designing a total compensation program to fix the mess you have inherited. The hospital has given you a budget to work within and some options to choose from, which are summarized below.

Item Description Relative Cost Points

Wages Increase for all salaried and professional employees

to 65th %-ile 3.5

Min Wage Increase Min Wage to $12/hr 1.5

Increase Min Wage to $15/hr 3.0 (accompanied by a

5% lay-off)

PTO Increase PTO to 7 days/yr 2.0

Increase to 10 days/yr 3.0

Extended FMLA (12 weeks paid) 2.5

Insurance Add spouse/dependent coverage 2.5

Add life insurance upgrade 0.5

401k Add 3% match 3.5

Add 6% match 5.0

FSP Flex Spending Plan - includes

Dental, optical, meds 1.5

Education Tuition supplement - current semester only) 2.0

Student loan repayments -

(Pay off 30% of balance, up to $12,000) 5.0

Child Care Cover 30% of cost for employees 3.0

Offer On-site day care for all employees 5.0

Required: Describe in detail the total compensation package you will recommend to the CEO, keeping your total cost at or below 13.5 Relative Cost points. You are not allowed to create alternatives through extrapolation, e.g., “add 401k match at 4% for 3.5 Relative Cost points” nor propose items not listed above that bring with them any significant cost.

Be certain to discuss why you have selected each of the compensation and benefit features included in your recommendation. This discussion could include the importance of the proposed feature to a group of employees (ex: nurses), a generation of employees (ex: Gen X), or the Hospital itself (ex: marketing, recruiting, etc.).

Word limits – 1,000 word minimum, 2,200 word maximum

I do NOT want you to follow strict APA guidelines, but you must pinpoint precisely what specifically you drew from your reference(s) to support the points you are making. In other words, you must link your reference(s) directly to your text. Examples follow below. Do NOT number pages, nor use a title page, abstract or Table of Contents. Do not use headers and footers or a running title.

The main things required of you are 1) write in complete sentences; no bullet point lists or sentence fragments. 2) Avoid an abbreviation unless you explain it to your reader the first time you use it. 3) Use proper punctuation and grammar – “Let’s eat, Grandma” and “Let’s eat Grandma” do NOT mean the same thing! You are not texting your audience. Rather, you are making a semi-formal presentation to your CEO. 4) List your references under a “References” section at the end of the paper, alphabetized by the first author’s LAST name.

You must provide at least two (2) references in support of your paper. You may cite our textbook or any of the materials I have provided in the course. However, at least one of your references must be from a source in the literature that you have researched. You do NOT need a reference for each point you make but, provide at least two references as described above.

If you reference a webpage or internet source that doesn’t list an author, you may alphabetize the source in your list of references by the journal name (Wall Street Journal) or website name (Toenails.com) Be certain to cut and paste the link into your reference so others may also find it.

Available Answer
$ 30.00

[Solved] “Motivating People: Getting Beyond Money

  • This solution is not purchased yet.
  • Submitted On 19 Feb, 2022 03:55:36
Answer posted by
Online Tutor Profile
solution
Read the following article on motivating employees: “Motivating People: Getting Beyond Money” by Dewhurst, Guthridge, and Mohr (2009) https://www.mckinsey.com/business-functions/organi... Review the Special Topics: 1) Motivation and Behavior 2) Compensation and Benefits and 3) Cost of Benefits as needed. The Scenario Assume that you are the new CHRO of a 450 bed, metropolitan full-service hospital with over 1,800 employees -- Congratulations! In spite of ranking at the 50thpercentile for wages in the area (there are 3 other hospitals within 10 miles of your facility), morale among employees is at an all-time low. A recent employee survey revealed the poor morale as well as a high rate of burnout. (In fact, 30% of the nursing staff admitted to currently looking at other jobs.) Staff turnover during the past 2 years has been about twice the previous rate and absenteeism was up 50% over the same time period. The last COO introduced an employee “flex time” plan that saved the hospital 15% in wage costs by sending employees home when the patient census was low. (Of note, 70% of nurses managed to consistently work a 40-hour week last quarter.) This program gives all employees 3 days of personal time/sick time and 2 weeks of paid vacation. Current employee benefits include a small life insurance policy, a 401k ...
Buy now to view the complete solution
Other Similar Questions
User Profile
Acade...

“Motivating People: Getting Beyond Money

Read the following article on motivating employees: “Motivating People: Getting Beyond Money” by Dewhurst, Guthridge, and Mohr (2009) https://www.mckinsey.com/business-functions/organi... Review the Special Topic...

The benefits of buying study notes from CourseMerits

homeworkhelptime
Assurance Of Timely Delivery
We value your patience, and to ensure you always receive your homework help within the promised time, our dedicated team of tutors begins their work as soon as the request arrives.
tutoring
Best Price In The Market
All the services that are available on our page cost only a nominal amount of money. In fact, the prices are lower than the industry standards. You can always expect value for money from us.
tutorsupport
Uninterrupted 24/7 Support
Our customer support wing remains online 24x7 to provide you seamless assistance. Also, when you post a query or a request here, you can expect an immediate response from our side.
closebutton

$ 629.35