Read the following article on motivating employees:
“Motivating People: Getting Beyond Money” by Dewhurst, Guthridge, and Mohr (2009)
Review the Special Topics: 1) Motivation and Behavior 2) Compensation and Benefits 3) Cost of Benefits and 4) Diversity & Inclusion as needed.
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.)
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 55% have at least one child between 1 and 12 years old.)
Current Workforce (excluding physicians)
Boomers – 25%
Gen X – 38%
Millenials (Gen Y) – 32%
Gen Z – 5%
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.
As the CHRO, 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 employees to 60th %-ile 3.0
Min Wage Increase Min Wage to $12/hr 1.0
Increase Min Wage to $15/hr 2.0 (5% lay off)
PTO Increase PTO to 7 days/yr 1.0
Increase to 10 days/yr 2.0
Extended FMLA (12 weeks paid) 2.0
Insurance Add spouse/dependent coverage 2.5
Add life insurance upgrade 0.5
401k Add 3% match 1.5
Add 6% match 3.0
FSP Flex Spending Plan - includes
Dental, optical, meds 0.5
Education Tuition supplement - current 1.5
Student loan repayments -
(Pay off 30% of balance, up to $12,000) 3.0
Child Care Cover 30% of cost for employees 1.5
Offer On-site day care for all employees 3.0
Required: Describe in detail the total compensation package you will recommend to the CEO, keeping your total cost at or below 13.0 Relative Cost points. If you can bring a plan that is 12.0 Relative Costs points or below, you will personally receive a $10,000 bonus – which will remain confidential. You are not allowed to create alternatives through extrapolation, e.g., “add 401k match at 4% for 2.0 Relative Cost points” nor propose items not listed above.
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.). Use at least one external source from the literature to support your assertions.
Word limits – 800 word minimum, 2,000 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 have to clearly provide a link between the reference and the idea. The APA format feature I want you to use allows for this and I want you to use it to link your reference(s) directly to your text. An example follows 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 reference(s) under a “References” section at the end of the paper, alphabetized by the first author’s LAST name.
Examples of using references:
Jones AR, Smith DA (2017) People are Still Crazy, Yo. Harvard Business Review, April-May, pp. 9 – 26).
Here is the author’s statement from page 17 of the article that you want to reference in your post.
“People who show their undergarments in pubic are generally assumed to be unstable, at the least.”
Some options for how to present this in the text of your post would be:
According to Smith & Jones (2017), people who wear underwear in public are crazy. I think everyone agrees with that statement.
Many experts feel that people who choose to wear underwear out in public are unstable (Smith & Jones, 2017).
(The above are a paraphrase, not a direct quote.)
According to Smith and Jones, “People who show their undergarments in pubic are generally assumed to be unstable, at the least”. (2017, p.17)
In 2017, Smith & Jones proposed that “people who show their undergarments in public are generally assumed to be unstable, at the least.” (p. 17)
(A direct quote is being used here. Therefore, you must use quotation marks and give the page number where quoted words were drawn.)
If you use 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 (The Wall Street Journal) or website name listed (Toenails.com) Be certain to cut and paste the link into your reference so others may also find it.