1.5 page paper. Easy
amenph
case_study.docxCase Study #2 should be no more than 6 pages (1.5 pages each, peeps.)
Case Study #2
· Select a case that will be provided
· Analyze the case (5 points each, total 40 points)
o Identify the information needed, data to be considered
o Identify any challenges/barriers
o What is not known in the case?
o How would the team obtain missing information/data
o List and prioritize options
o What decision does the team make
o How will the strategy be implemented
o How will the strategy be measured
Notes: Review leadership theories, management strategies,
Total Points = 50
Additional points:
· Writing mechanics = 5 points
· APA style = 5 points
Marinator
The data needed in this case includes salary information of similar competitive clinics for comparison purposes when deciding an attractive salary figure for Larchmont Clinic’s new hirees. By identifying the average salary level, Larchmont Clinic will be able to adjust its own level to attract potential employees, and will also become aware of the attention-getting strategies used to attract potential employees by competitive clinics. Other data to be considered may include Larchmont Clinic’s financial budget to identify if the facility can afford increasing the salary level for all employees. If it is possible to increase the salary for all employees, especially the staff who have been employed for over ten years, there may be less of a threat to retaining staff. However, increasing salary is always a challenge if the company/institution cannot afford to do so. If money is an issue with Larchmont Clinic, offering to negotiate loyalty with means other than payment may be the next option. This may include negotiating a developmental opportunity or a more flexible work schedule in hope such opportunities will appeal to currently employed staff. Other options may include re-working the job design to accommodate the potential loss of employees.
Larchmont Clinic’s biggest challenge is keeping peace within the facility. This includes the challenge to retain good employees who positively contribute to the clinic, as well as the quality of the clinic overall. A tight financial budget may be a barrier to this challenge, even though Larchmont Clinic is said to be well established. Employees are the greatest asset for the company, so it is vital to sustain an environment in which they have the opportunity to thrive. Because the staff representative stated that the salary compression was necessary to attract new highly qualified people to hire, other staff members became upset with the uneven distribution of wages. The current employees of Larchmont then began to feel their talents were not valued by the company, and began to consider leaving the company to find work where they do feel valued and appreciated.
Implementing incentives for employees and creating a “retention atmosphere” is necessary for Larchmont to resolve their current issue. If this can be accomplished, the facility will remain generally stable and will allow for growth in its quality performance. However, this task is not easy, and may present some challenges for both the facility and employees at the beginning phases of the process. Incentives include a wide variety of options to attract and retain employees, and may include monetary rewards like bonuses and pay raises, or may include other reward systems and recognition for jobs well done. Because leader figures have a huge impact on the overall culture of institutions, it is vital that the staff manager or leader figure takes the “transformational leader” approach: this suggests that the leader be someone who is inspirational, motivational, stimulates intelligence, and takes into account the individual talents of all employees.
Amizzle
Talhah
Our prioritize as a team is make sure the environment is stable and in terms of workers with 10 plus year experienced we need them to feel appreciated and motivated because they are one biggest asset to the company. At same time the budget being so tight after hiring 3 highly experienced new people instead of promoting any of our experience worker could cost the some unfriendly environment in the workplace or even leading to our experience worker leaving the company. Which would give the wrong impression to our new employees about this company. The option we would like provide to satisfied the experience employees with something we like to call special incentive for 10 years experiences worker. The incentive will offer a paid vacations for 20+days, healthcare paid for. The incentive also can be education loans paid for, or continue educational aspirations also for their kids going to college could be receive scholarships from the company. The third option for incentive could a bonus during holidays a double bonus a I like to call it. Fourth option is the team could exercises for experienced worker is to provide percentage bonus on top there salary if the company profit for certain amount years. The option will be going with is mostly likely from the company is : idk what we going to chose from this ??
Briana
When Larchmount weighted all their options on what they can do to keep their employees within their company and happy, they looked closely at all the pros and cons of each options. With a close review they decided that incentives was the option for their company. The implementation of incentives is not always easy. There was many thing that could potentially stop the incentives from moving forward with the employees. The employees could not like the idea of incentives, money could be a negative factor, or the process could fall through. The main goal of Larchmont is to keep the employees happy. The current staff are diverse brings lots of experience to the company. Larchmont cannot afford to lose any of them. The way the company implements the insensitives is very important, this is a process that needs to work fast and at a smooth pace. Larchmount needs to show their staff just how much they are apperceptive for them and just how serious they are about the incentives. The Assistant Vice President for Personnel will hold a meeting with all employees discussing the issue of salaries. Within this meeting the idea of giving our employees incentives will be brought up and discussed. Once the topic is brought up, the Asst. Vice President will discuss with the employees what incentives are appealing. The budget will then be looked at to see what Larchmont can afford. It is Larchmont’s responsibility to utilize its power to give its deserving employees what they want and need. The incentives will then be decided and put into place.
It is the company’s hope that the new incentives will keep the dedicated employees happy and will inspire them to continue working for the company. When measuring to see if the strategy works, it will be easy to see from different perspectives on what is working. The obvious way would be if the employees continue to work for the company. The attitude of the employees is also important. Even if they stay they still might not be happy with the decision, though they may be internally hostile. Larchmont’s goal is not only keep the employees, but it is also to keep them happy--because it will only be a matter of time before they have had enough and leave the company. The quality of work will also be a measure. If the employees enjoy coming to work and working for your company, they will work at their best and be actively engaged. The Asst. V.P. will continue to keep a close eye on these things to make sure the strategy is effective. If it is not, Larchmont will start the process over again.
Conclusion by Briana
The problem Larchmount is having with their company is an issue many companies face at some point, they might even face this problem more than once. As the world grows and continue to change, it is important that we all continue to change and grow with the world. It is apparent in this company that having the most qualified employees come at a higher price than 10-20 years ago when Larchmount hired most of its employees. Any company can overcome this issue if they do it in a proper way. Keeping their employees as first priority will allow the company to make more positive changes. Hopefully, with the strategy Larchmount has set in place, they can overcome this issue.
