Date: November 29, 2020

To: Mr. Edward J. Snyder II

President of Snyder Pools and Spas

From: Ms. Lauren Fligg

Industrial & Business Psychologist

Subject: Recommendation Report for Workplace Happiness & Satisfaction Study

Attached is the report for my study, “Examining Workplace Happiness and Satisfaction at
Snyder Pools and Spas: A Recommendation Report.” I completed a series of three tasks as
defined by Mr. Snyder, which were to determine which factors are most important in
determining workplace happiness across the nation, determine the Snyder Pools and Spas
employees’ current level of satisfaction in the areas defined by Task One, and establish
recommendations for how Mr. Snyder can adjust his managerial efforts to improve the level of
employee happiness within his company.

To carry out these tasks, I performed primary and secondary research. I evaluated past studies
performed as well as business blogs in tandem with a ten-question survey that was distributed to
the fifteen employees of Snyder Pools and Spas. Mr. Snyder was also interviewed in order to
establish the three tasks as noted in paragraph one.

Our main findings are that the employees of Snyder Pools and Spas are generally very satisfied
with their present work environment. The main area of employee dissatisfaction, although fairly
limited, stems from the financial side of workplace satisfaction, including hourly wages and
salaries, and employer-supplied health insurance providers. It is my belief that Mr. Snyder
should re-evaluate his financial programs and schedules for the benefit of his employees and the
business as a whole.

I recommend two courses of action: reevaluate the health insurance provider that is offered by
Snyder Pools and Spas to its employees and subscribe to a plan that is more affordable, and
implement a commission program that will incentivize employees to secure more sales. As a best
case scenario, Mr. Snyder would implement both recommendations if he finds them feasible. If
not, implementing one or the other depending on personal preference is sure to increase
employee happiness and satisfaction as a whole.

I greatly appreciate the trust you have shown in me by inviting me to participate in this study for
your long-standing successful family business. I hope that you consider the options that I have
provided in my recommendations, and do not hesitate to reach out to me in the future. I can be
reached at lflig1@unh.newhaven.edu, or 508-831-8987.
2

Examining Workplace Happiness and Satisfaction at

Snyder Pools and Spas:
A Recommendation Report

Prepared for: Mr. Edward J. Snyder II

President of Snyder Pools and Spas

Prepared By: Ms. Lauren Fligg

Industrial & Business Psychologist

November 29, 2020

3

Abstract

“Examining Workplace Happiness and Satisfaction at

Snyder Pools and Spas:
A Recommendation Report”

Prepared By: Ms. Lauren Fligg, Industrial & Business Psychologist

On November 1, 2020, Mr. Edward J. Snyder II, President of Snyder Pools and Spas in
Westminster, Massachusetts reached out to me in the hopes of collaborating on a study focused
on employee happiness and satisfaction in the workplace. Mr. Snyder expressed that he wished
to gauge the level of happiness and satisfaction of his employees in the workplace in a
professional manner, as his position as their superior in a small busines setting would have
created a conflict of interest and a possible hesitation to tell the truth on the side of the
employees. Mr. Snyder and I crafted three main tasks to focus on during the study, which were to
determine which factors are most important in determining workplace happiness across the
nation, determine the Snyder Pools and Spas employees’ current level of satisfaction in the areas
defined by Task One, and establish recommendations for how Mr. Snyder can adjust his
managerial efforts to improve the level of employee happiness within his company. Based on
these three tasks, I was able to define five items that are areas of interest when determining
workplace happiness and satisfaction. I crafted a ten-question survey based on these five items.
The results of the survey show that the employees of Snyder Pools and Spas are generally very
happy and satisfied within the workplace, the only exception being financial aspects such as
health insurance coverage. It is my recommendation that Mr. Snyder adapt one or both of the
following suggestions: reevaluate the health insurance provider that is offered by Snyder Pools
and Spas to its employees and subscribe to a plan that is more affordable, and implement a
commission program that will incentivize employees to secure more sales.

Keywords: happiness, satisfaction, health insurance, commission, sales, affordable

4

Table of Contents

Executive Summary 5

Introduction 6

Research Methods 7
Are employees satisfied with their current level of pay?

Are employees satisfied with the level of security at the business location?

Are employees satisfied with their work-life balance?

Are employees satisfied with their compensation (i.e., health insurance, retirement plan)

Are employees satisfied with their work environment (i.e., coworker relationships, dress
code, cleanliness of workspace, etc.)

Results 10

Conclusions 14

Recommendations 15

Resources 16

Appendix 17
5

Executive Summary

In order to gauge employee happiness and satisfaction within the workplace at Snyder Pools and
Spas, Mr. Edward J. Snyder II, President of Snyder Pools and Spas, asked me to study past
research projects, popular business blogs, and get first-hand feedback from his employees.
Following my primary and secondary research, I was to present my findings and
recommendations to Mr. Snyder and the other Snyder Pools and Spas business executives.

Currently, Snyder Pools and Spas has no formal method for employees to provide meaningful
feedback regarding their workplace satisfaction. Because of this, I was able to utilize a ten-
question, anonymous survey to gain this information from the fifteen employees of Snyder Pools
and Spas. This study examined the happiness and satisfaction of the employees in two main
areas: financial and environmental.

To accommodate these interests, I was able to draw up five main items that I wished to
investigate at the Snyder Pools and Spas workplace:

1. Are employees satisfied with their current level of pay?

2. Are employees satisfied with the level of security at the business location?
3. Are employees satisfied with their work-life balance?
4. Are employees satisfied with their compensation (i.e., health insurance, retirement plan)
5. Are employees satisfied with their work environment (i.e., coworker relationships, dress
code, cleanliness of workspace, etc.)

Our main findings from the survey are that the employees of Snyder Pools and Spas are
generally very satisfied with their present work environment. The main area of employee
dissatisfaction, although fairly limited, stems from the financial side of workplace satisfaction,
including hourly wages and salaries, and employer-supplied health insurance providers. It is my
belief that Mr. Snyder should re-evaluate his financial programs and schedules for the benefit of
his employees and the business as a whole.

I recommend two courses of action: reevaluate the health insurance provider that is offered by
Snyder Pools and Spas to its employees and subscribe to a plan that is more affordable, and
implement a commission program that will incentivize employees to secure more sales. As a best
case scenario, Mr. Snyder would implement both recommendations if he finds them feasible. If
not, implementing one or the other depending on personal preference is sure to increase
employee happiness and satisfaction as a whole.
6

Introduction

To determine the most effective changes to be made in order to foster a happier work
environment for the employees of Snyder Pools and Spas, Mr. Edward J. Snyder II asked me to
perform a study at his place of business. In order to determine the most feasible
recommendations, I studied scholarly publications regarding the factors that promote happiness
and satisfaction within the workplace, and I conducted a survey amongst the employees of
Snyder Pools and Spas.

I was approached by Mr. Edward J. Snyder II, President of Snyder Pools and Spas in
Westminster, Massachusetts this past summer. The height of the Coronavirus pandemic caused a
significant surge in business for his company, with pools and spas in extremely high demand.
While the small company was flourishing financially, Mr. Snyder saw the impact that the fast-
paced workplace was having on his relatively small crew of employees. He wished to gauge their
happiness and satisfaction with the workplace, and isolate the areas in which he can improve the
relationship that his employees have with their workplace.

Mr. Snyder confided in me when we began this research process, explaining how he views his
employees as family members; sons and daughters of his own, rather than tools as most
companies do. He explained to me that he must remain financially conscious and of course
maintain a certain level of professionalism with his employees, but he wished to make feasible
improvements wherever possible.

Mr. Snyder asked me to perform the following three tasks:

1. Determine which factors are most important in determining workplace happiness across the
nation. I performed secondary research to complete this first task.
2. Determine the Snyder Pools and Spas employees’ current level of satisfaction in the areas
defined by Task One. To complete this task, I performed primary research by surveying the
current employees of Snyder Pools and Spas.
3. Establish recommendations for how Mr. Snyder can adjust his managerial efforts to improve
the level of employee happiness within his company. To complete this task, I combined my
efforts from Task One and Task Two to outline the most feasible options for Mr. Snyder’s
course of action.

Currently, the Snyder Pools and Spas work environment has a significant amount of variation,
meaning that every employee has a different experience and response to these points of interest.
Mr. Snyder wishes to compile employee feedback in these areas to help him understand if the
company needs to equalize, consolidate, and/or rearrange its benefits and other qualities in order
to foster a happier work environment.

Our principal findings were that employees are generally extremely happy with the Snyder Pools
and Spas workplace, and the majority of the employee dissatisfaction, although limited, stems
from financial criteria such as pay rate and other forms of compensation.
7

Research Methods

I began my research by interviewing Mr. Snyder regarding his priorities and present impressions
of the level of happiness and satisfaction within his business. He is currently under the
impression that his employees are relatively satisfied with their work experience, but he wishes
to bring those sentiments “above and beyond.” Mr. Snyder asked me to focus on two major
areas, financial and environmental happiness.

To accommodate these interests, I was able to draw up five main items that I wished to
investigate at the Snyder Pools and Spas workplace:

1. Are employees satisfied with their current level of pay?

2. Are employees satisfied with the level of security at the business location?
3. Are employees satisfied with their work-life balance?
4. Are employees satisfied with their compensation (i.e., health insurance, retirement plan)
5. Are employees satisfied with their work environment (i.e., coworker relationships, dress
code, cleanliness of workspace, etc.)

Based off of these main themes, I was able to draft a survey of ten questions that I administered
to the fifteen employees of Snyder Pools and Spas. Each item was allotted two survey questions.
It was important to keep the survey both streamlined and fairly simplistic in question structure as
to promote a high return rate. In the following discussion, I will explain how I decided upon each
question.

Item 1: Are employees satisfied with their current level of pay?

According to my academic research, satisfaction with one’s hourly wage or salary is a massively
influential factor in determining overall workplace happiness. If an employee feels underpaid for
their efforts, they may develop bitterness toward the organization as a whole. According to
TERRA Staffing Group, “Underpaid employees turnover faster, and typically underperform;
even worse, their potentially toxic attitudes can spread throughout an entire company,” (TERRA
Staffing Group, 2019).

Mr. Snyder pays his employees on an hourly basis, with employee pay rates fluctuating based on
performance and years spent working for the company. It is important to note that not every
employee has the same job description or set of tasks. Some employees are Retail Associates,
others are on the Construction Crew, and a select few work in Billing and Accounts Receivable.
That being said, all employees work as a single unit and communicate with each other daily; and
are very familiar with each other’s responsibilities as an employee.
8

To gauge how these employees across the spectrum feel about their wages, I drafted two survey
questions. I have listed them below.

1. Do you feel that you are paid proportionately to the amount of effort and expertise you bring
to the company? Please mark Yes or No.
2. Are you satisfied with the financial growth that you have experienced during your time at the
company? Please mark Yes or No.

These questions focus on the employees’ current rate of pay, as well as how they feel about their
rate of pay increase (“raises”) earned over time.

Item 2: Are employees satisfied with the level of security at the business location?

The primary reason that sparked the correspondence between Mr. Snyder and myself was the
impact that the COVID-19 pandemic has had on his employees. He saw the strain that it placed
on them, and he wanted to find out, in a detached fashion, if the safety precautions that he had
put in place were satisfactory to them. Alongside this, he wished to gauge how they felt under
normal circumstances, such as pre-pandemic times.

To gauge employee opinions on these matters, I drafted the following two survey questions. I
have listed them below.

1. Do you feel safe working at this business location with the present security measures (for
example: alarms, cameras, locks) in place? Please mark Yes or No.
2. Do you feel as though this business has taken appropriate COVID-19 precautions in order to
keep employees and customers safe? Please mark Yes or No.

These questions focus on both employee safety from outside dangers such as criminals, as well
as overarching concern of the COVID-19 pandemic that has taken center stage.

Item 3: Are employees satisfied with their work-life balance?

The height of the pandemic provided Snyder Pools and Spas the busiest summer they have ever
had in terms of new pool installations, as many families in the central Massachusetts area were
looking for a fun way to spend the summer at home. The drastic uptick in sales and new
customers subsequently caused an increase in workplace stress, which employees may take home
with them after hours.

To gauge how satisfied employees are with their work-life balance, I drafted the following two
survey questions. I have listed them below.

1. Do you feel overwhelmed by the amount of hours you are scheduled to work per week?
Please mark Yes, No, or Sometimes.
2. Do you ever feel work-related stress when you are not at work, such as when you are at
home or in social settings? Please mark Yes, No, or Sometimes.
9

These questions allow the employees to reflect how they feel at work and at home. Workplace
stress is a common issue that the working population faces, but it is always an effective practice
to try to keep it in check.

Item 4: Are employees satisfied with their compensation (health insurance,

retirement plan, etc.)?

As unfortunate as it is, the reality in the United States is that health coverage and other
organizations are not affordable or attainable for many citizens. While many companies, Snyder
Pools and Spas included, offer these plans for their employees, their affordability and quality of
coverage is up for debate. According to the United States Census, “In 2019, 8.0 percent of
people, or 26.1 million did not have health insurance at any point during the year,” (Keisler-
Starkey & Bunch, 2020).

To examine how many of the Snyder Pools and Spas employees utilize the employment-based
compensation programs, I drafted the following two survey questions. They are listed below.

1. Do you currently utilize any employer-offered compensation programs such as the Health
Insurance Plan or Retirement Savings Plan? Please mark Yes or No.
2. Have you ever gone without insurance coverage because you could not afford the employer-
offered option? Please mark Yes or No.

The results from these questions will help Mr. Snyder determine whether or not he should adjust
the compensation plans to those that are more affordable for his employees.

Item 5: Are employees satisfied with their work environment (coworker

relationships, dress code, cleanliness of workspace, etc.)?

The last key concept that was of importance to this study was workplace comfort. Employee
comfort in the workplace and positive relationships with one’s coworkers are two essential goals
to meet in order to foster a positive work environment. It is also extremely important for
employees to feel appreciated and valued by their superiors. According to TERRA Staffing
Group, “Employees who don’t feel like their employers are looking out for them tend to be
clock-watchers or go through the motions until the day is over. Disengaged and undervalued
employees tend to do the bare minimum amount of work to get the job done, with indifference to
quality or outcome,” (TERRA Staffing Group, 2019).

The following two survey questions will determine how comfortable Snyder Pools and Spas
employees are at work and how they feel about being there. The questions are listed below.

1. Do you feel comfortable and motivated to work when you are with your coworkers? Please
mark Yes or No.
2. Do you feel appreciated by Mr. Snyder and other company executives? Please mark Yes or
No.
10

I believe that these two questions are extremely important to this study. The employees may not
feel comfortable announcing discomfort or other personal grievances to Mr. Snyder personally,
but this survey allows them to be honest about their true feelings regarding the workplace.

Results

In this section, I present the results of my survey and research. For each of the items I focused
on, I present the most important findings gathered.

My survey was administered to all fifteen of the current employees of Snyder Pools and Spas,
and the return rate was 100%. Mr. Snyder did put a notice on the bulletin board in the employee
office so all staff were reminded to submit their responses by the given due date.

Item 1: Are employees satisfied with their current level of pay?

The following two survey questions inquired about the level of satisfaction that the employees
felt regarding their financial compensation (hourly wages or salary) for their work performed.

Item 1.1
Do you feel that you are paid proportionately to the amount of effort and expertise you bring to
the company? Please mark Yes or No.

This question gathered 10 YES responses and 5 NO responses, meaning that approximately
66.7% of employees feel appropriately paid, and approximately 33.3% of employees do not.

Settling on wages and salaries for a company, particularly one as small as Snyder Pools and Spas
in which the employees are mostly very close and friendly with one another, is difficult for most
employers. Employees for small businesses are more likely to be open about what they are being
paid and the differences in their paychecks, as their relationships are much more relaxed than
those in a more stiff, corporate environment in which most employees keep to themselves.
Because of this type of environment, Mr. Snyder needs to remain conscious of how he is paying
employees of similar backgrounds and ensure that there are no inappropriate pay gaps or
mistreatments. Any disparity may cause a rift between two or more coworkers, consequently
casting a dark cloud over the business as a whole.

As TERRA Staffing Group further explains, paying employees appropriately and fairly will
promote high morale and overall workplace happiness. They say, “… there are around 22 million
disengaged employees in America, which cost the economy $350 billion dollars per year in lost
productivity. Low morale contributes to absenteeism, illness, and mental health issues, among
other detrimental factors,” (TERRA Staffing Group, 2019). Low morale comes at a high cost,
and appropriate hourly wages and salaries are one of the most important ways to combat this
issue.
11

Item 1.2
Are you satisfied with the financial growth that you have experienced during your time at the
company? Please mark Yes or No.

This question gathered 10 YES responses and 5 NO responses, meaning that approximately
66.7% of employees feel satisfied with their financial growth, and approximately 33.3% of
employees do not.

Competitive pay and opportunity for growth are two very important items that employees search
for when deciding on whether or not to stay with a company. Employees do not wish to feel
stagnant or underpaid as they continue to serve a company or organization, so I think that it will
be important for Mr. Snyder to recognize that this area may need isolated attention for
improvement.

Item 2: Are employees satisfied with the level of security at the business location?

The following two survey questions inquired about the level of satisfaction the employees felt
toward their safety in the workplace.

Item 2.1
Do you feel safe working at this business location with the present security measures (for
example: alarms, cameras, locks) in place? Please mark Yes or No.

This question gathered 15 YES responses and 0 NO responses, meaning that approximately
100% of employees felt satisfied with the security measures currently in place at the business
location.

Feeling safe in the workplace is extremely important, as safety will promote relaxed and
comfortable employees who feel capable of performing their duties without any risks.
Employees who are on edge or feel unsafe in their workplace will be unproductive and may
perform poorly.

Item 2.2
Do you feel as though this business has taken appropriate COVID-19 precautions in order to
keep employees and customers safe? Please mark Yes or No.

This question gathered 13 YES responses and 2 NO responses, meaning that approximately
86.7% of employees feel effectively protected by the COVID-19 protocols in place in the
workplace, and approximately 13.3% of employees do not.

The COVID-19 pandemic has heightened anxiety worldwide, and has made regular business
practices extremely difficult. Under the guidelines of the Center for Disease Control (CDC),
businesses have had to adapt their daily habits to promote cleanliness, social distancing, and
mask-wearing.
12

Item 3: Are employees satisfied with their work-life balance?

It is essential for the mental health and overall workplace satisfaction of employees for there to
be an established separation from work life and home life. An employee that carries the
emotional baggage from work into their personal lives are going to lack that delineation between
work and home life. It is more likely that these employees will be less happy at work and be less
satisfied with their career as a whole.

Item 3.1
Do you feel overwhelmed by the amount of hours you are scheduled to work per week? Please
mark Yes, No, or Sometimes.

This question gathered 1 YES response, 10 NO responses, and 4 SOMETIMES responses,

meaning that approximately 6.6% of employees feel overwhelmed by their work schedule,
approximately 66.7% of employees do not, and approximately 26.7% of employees sometimes
feel overwhelmed by their work schedule.

Item 3.2
Do you ever feel work-related stress when you are not at work, such as when you are at home or
in social settings? Please mark Yes, No, or Sometimes.

This question gathered 2 YES responses, 10 NO responses, and 3 SOMETIMES responses,

meaning that approximately 13.3% of employees feel work stress at home, approximately 66.7%
of employees do not, and 20% of employees sometimes feel work stress at home.

As Mr. Snyder explained during our various discussions, it was his understanding that the
exponential business growth in the summer of 2020 caused his employees to carry much greater
amounts of work-related stress and anxiety after hours than previously experienced.

Item 4: Are employees satisfied with their compensation (health insurance,

retirement plan, etc.)?
Employees who are provided ample opportunities for compensation in addition to their regular
paycheck, such as optional health insurance policies or retirement savings plans sponsored by the
business owner, are likely to be more satisfied within the workplace. This is due to the fact that
these employees feel a heightened level of appreciation by their superiors. According to Kellie
Wong of Achievers Appreciation Programs, “50 percent of those surveyed believe that frequent
recognition helps build trust with business leaders and strengthen the worker-manager
relationship. Also, 58 percent of employees said their manager relationship would improve with
more recognition,” (Wong, 2020).

Item 4.1
Do you currently utilize any employer-offered compensation programs such as the Health
Insurance Plan or Retirement Savings Plan? Please mark Yes or No.
13

This question gathered 10 YES responses and 5 NO responses, meaning that 66.7% of
employees utilize these resources and 33.3% of employees do not utilize these resources.

This suggests that the majority of employees find these resources affordable and/or worth the
expense and time commitment. It is important to note that this question does not distinguish from
the insurance plan and retirement plan, as some employees utilize both.

Item 4.2
Have you ever gone without insurance because you could not afford the employer-offered
options? Please mark Yes or No.

This question gathered 6 YES responses and 9 NO responses, meaning that 40% of employees
are not in a financially stable enough situation to be able to afford the insurance options offered
by Mr. Snyder, and 60% of employees are.

It is important for all citizens of the United States to be able to afford health insurance of some
capacity, and it is the belief of my study that employers must do everything in their power to
supply their employees with affordable and comprehensive health care in exchange for their
allegiance as an employee.

Item 5: Are employees satisfied with their work environment (coworker

relationships, dress code, cleanliness of workspace, etc.)?

Satisfaction with one’s physical work environment is a massive part of achieving overall
workplace happiness and satisfaction. There are several factors that can contribute to this overall
sense of well-being in the workplace, such as relationships with coworkers, workspace
ambiance, dress code criteria, and more.

Item 5.1
Do you feel comfortable and motivated to work when you are with your coworkers? Please mark
Yes or No.

This question gathered 15 YES responses and 0 NO responses, indicating that 100% of
employees feel comfortable and motivated around their coworkers, and have nurtured positive
relationships amongst themselves.

Having positive coworker relationships is extremely important for fostering a positive and
productive work environment. According to Elaine Houston of Positive Psychology, “Positive
interactions in the workplace are marked by trust, mutual regard, and active engagement. …
Interactions characterized in this way can improve employee awareness of others, foster positive
emotions such as empathy and compassion, and increase the likelihood of trusting, respectful
engagement between individuals,” (Houston, 2020). Clearly, Mr. Snyder’s work environment is
promoting the growth of positive employee relationships.
14

Item 5.2
Do you feel appreciated by Mr. Snyder and other company executives? Please mark Yes or No.

This question gathered 15 YES responses and 0 NO responses, meaning that 100% of employees
feel at least some level of appreciation or gratitude from Mr. Snyder and other company
executives.

As previously mentioned, feeling appreciated by one’s managers or other superiors in the

workplace is a key part in holding satisfaction with one’s workplace. As Kellie Wong from
Achievers Appreciation Programs explains, “When people feel regularly recognized by their
team members, there’s not only a significant uplift in performance, but the teams have higher
levels of perceived trust and engagement,” (Wong, 2020).

Conclusions

In this section, I present my conclusions based on academic research and the survey performed
as related to my three tasks given by Mr. Snyder.

Determine the factors that are most important in determining happiness in the
workplace

On the basis of my research, I conclude that there are two main areas in which employee
happiness can be categorized into, and they are Financial and Environmental Happiness.
Financial Happiness includes rate of pay and other forms of compensation, whereas
Environmental Happiness includes sense of safety, work-life balance, and workspace conditions.
In order to achieve comprehensive workplace happiness and satisfaction, and employer must
promote a work environment which achieves success in all the aforementioned areas.

Determine the Snyder Pools and Spas employees’ current level of satisfaction in
the workplace

On the basis of my research, I conclude that the employees of Snyder Pools and Spas are overall
extremely satisfied in terms of their Environmental Happiness, but there is room for
improvement in the area of Financial Happiness. A significant percentage of employees have
expressed dissatisfaction and desire for improvement in the areas of finances and other forms of
compensation. It is also important to note that because a large portion of employees do utilize the
methods of compensation outside of their regular pay, such as health insurance or retirement
plans, it is essential that Mr. Snyder examines his options and finds the plan that is most suitable
to his employees and himself as a businessowner.

Establish recommendations for how Mr. Snyder can adjust his managerial efforts
to improve the level of employee happiness within his company

On the basis of my research, I conclude that it would be in Mr. Snyder’s best interest to examine
his current financial (and other miscellaneous) compensation options for his employees and
15

determine which improvements he can feasibly make in order to increase employee Financial
Happiness and satisfaction. I have listed the specific recommendations for Mr. Snyder in the
Recommendations section of my report, which immediately follows this paragraph.

Recommendations

I recommend that Mr. Snyder and the Snyder Pools and Spas administration pursue one or both
of the recommendations below:

Option 1: Select a new health insurance provider for employees and staff
It is clear from my studies that the Snyder Pools and Spas staff would greatly benefit from
having a more affordable health insurance option as provided by Mr. Snyder. Because such a
large percentage (66.7%) of employees utilize these services and such a large percentage (40%)
of employees have admitted going without medical coverage because of the cost, it would be
appropriate for Mr. Snyder to seek a new medical coverage provider for his employees. The
decision matrix in the Appendix on page 17 shows the breakdown for best health insurance
providers.

Based on the criteria and their weight, Blue Cross and Aetna are the two best options for Mr.
Snyder’s employees, with Blue Cross leading with a score of 117 points.

Option 2: Utilize a commission program to incentivize employees

Aside from potential dissatisfaction with their medical coverage as explained in Option 1,
employee dissatisfaction with pay rate is a potential danger to overall employee happiness at this
place of business. As a supplemental form of income, I recommend that Mr. Snyder offer a
commission payment for the employees. It is my professional opinion that he should offer a 5%
commission on all sales for the following items:

1. Inground Pool Sales (Average Purchase: $30,000)

2. Aboveground Pool Sales (Average Purchase: $12,000)
3. Nordic Spa Sales (Average Purchase: $6,000)

Not only will the commission program incentivize employees to create more sales and maintain
positive relationships with potential customers, it will also increase overall employee happiness
in the workplace. It will increase overall employee happiness by raising their income and raising
their perceived levels of employer appreciation.
16

References

Center for Disease Control and Prevention. (2020, November 17). Workplaces and Businesses:
Plan, Prepare, and Respond. Retrieved November, 2020, from
https://www.cdc.gov/coronavirus/2019-ncov/community/workplaces-
businesses/index.html?CDC_AA_refVal=https%3A%2F%2Fwww.cdc.gov
%2Fcoronavirus%2F2019-ncov%2Fcommunity%2Forganizations%2Fbusinesses-
employers.html

Dore, K. (2020, November 16). The 6 Best Health Insurance Providers for Small Business
Owners of 2020. Retrieved November, 2020, from https://www.investopedia.com/best-
health-insurance-for-small-business-owners-4846573

Fink, N., & Blankenship, M. (2014, July 3). The High Cost of Low Morale. Retrieved
November, 2020, from https://go.roberts.edu/bid/183778/The-High-Cost-of-Low-Morale-
by-Nicole-Fink

Houston, E. (2020, October 13). The Importance of Positive Relationships in the Workplace.
Retrieved November, 2020, from https://positivepsychology.com/positive-relationships-
workplace/#:~:text=Positive%20interactions%20in%20the%20workplace%20have
%20been%20shown%20to%20improve,Moynihan%20and%20Pandey%2C%202008

Keisler-Starkey, K., & Bunch, L. (2020, September 15). Health Insurance Coverage in the
United States: 2019 (United States, United States Census Bureau). Retrieved November,
2020, from https://www.census.gov/library/publications/2020/demo/p60-271.html

Moynihan, D. P., & Pandey, S. K. (2007). The Ties that Bind: Social Networks, Person-
Organization Fit and Turnover Retention. Journal of Public Administration Research and
Theory. Retrieved November, 2020, from
https://lafollette.wisc.edu/images/publications/workingpapers/moynihan2007-027.pdf

TERRA Staffing Group. (2019, July 23). [Web log post]. Retrieved November, 2020, from
https://www.terrastaffinggroup.com/resources/blog/long-term-effects-underpaid-
employees/

Wong, K. (2020, February 25). The Positive Spiral of Frequent Employee Appreciation [Web
log post]. Retrieved November, 2020, from https://www.achievers.com/blog/the-positive-
spiral-of-frequent-employee-appreciation/
17

Appendix

Criteria & Blue Cross Score United Score Humana Score Aetna Score
Weight Rating Rating Rating Rating
Reputation 9 18 8 16 9 18 7 14
(2)
Monthly 7 28 6 24 6 24 8 32
Cost (4)
Coverage 10 50 7 35 7 35 7 35
(5)
Plan 8 21 7 21 6 18 10 30
Variety (3)
Total Score 117 96 95 111
Figure 1: Decision Matrix for New Health Insurance Providers

Note: Weight = Scale of 1 - 4

Note: Score = Weight x Rating
Note: Rating = Scale of 1 – 10

I T E M 4 . 1 R E S U LT S
Yes No

33%

67%

Figure 2: Do you currently utilize any employer-offered compensation programs such as the
Health Insurance Plan or Retirement Savings Plan? Please mark Yes or No.

The findings from this survey question grabbed my attention and hinted to me that the Snyder
Pools and Spas executives must re-evaluate their options for their compensation programs, as so
many employees take advantage of them.
18

I T E M 4 . 2 R E S U LT S
Yes No

40%

60%

Figure 3: Have you ever gone without insurance because you could not afford the employer-
offered options? Please mark Yes or No.

The findings from this survey question grabbed my attention and hinted to me that the Snyder
Pools and Spas executives must re-evaluate their health coverage options, as a staggering
percentage of employees have found themselves having to go without medical coverage as they
cannot afford the company-offered plan.