Employee Benefits at

HealthCo

Kelompok 1
Anton Sujarwo 041724353017
Agus Sutiono 041724353019
Ainur Rofiq 041724353020
Abdul Chakim 041724353021
Nugraheni Vita D 041724353022
Inatun Yustrilia 041724353023
Case Analysis

Three scenarios Recomendation

Background Three questions
at HealthCO

Contoso
Pharmaceuticals

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Background
• Nonprofit health care organization
• 9 medical centers
• 36 affiliated clinics, rehab units,
therapy, hospice units
• 6,700 employees, majority are
women

Contoso
Pharmaceuticals

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Scenario 1
 Pat – Chief Council of Legal Department
• 5 year with HealthCo
• 15 years in major DC law firm
 Difficult transition
• Slow pace at HealthCo compared to “do-
anything 24/7” culture in previous firm
Scenario 1 Impact
 Busy department
• Workload exceeds the capacity of the staff
 Pat is frustated
 Chris lead attorney for Pat who wants him
to go to New York with a 4 hour notice  Wonders why Chris is not more
 He can’t arrange for care of his mother and commited
toddler daughter on short notice  Complains the Sidney’s twelve week
 Carrying workload of Co-Worker Sidney, leave is creating hardship for other
who is on 12 week parental leave
 Chris concludes that Pat is worse than
Contoso
the partners from his last firm and is Pharmaceuticals
second guessing his move to this firm page 4
Scenario 2
 Francis _ Director of lab service
 Lab is staffed 24/7 – Performs routine and
emergency procedures
 Felt pressures of running a 24/7 lab
• Never married and would have hard time
juggling demands of children in addition to
marriage
 Helped lab’s employees with family or life
Scenario 2 Impact
demands
 Blair a lab employee who helped implement
a new quality process
 Blair is glad to be working for Francis
 Blair thanked Francis to help arrage care for
his dads retirement and move Ireland who understands work-life balance
 Francis is delighted that Blair met all project  Does not want to consider any
objectives even though the workload was headhunting calls Contoso
above- average Pharmaceuticals

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Scenario 3
 Mercer – Nationally know Pediatrician with
15 years experience
• Head of HealthCo’s Pediatrics
 Married to another physician
• Greateful for the ability to spend sufficient
time to learn the new responsibilities
 Colleagues felt Mercer worked too much
and expected the same from them
Scenario 3 Impact
 Robin – Departement head of Pediatrics
• 56 years old and proposed plan to retire over
the next 7 years  Robin belives other organizations may be
• Want to work 30 hours a week for 2 years and interested in having her work part-time
then 20 hours for another 3-5 years
 Mercer does not want to loose Robin’s
 Mercer indicates lack of formal flexible
retirement policy expertise and experience
• Plans to discuss with HR and not sure how  Likes Robin’s idea on internship to Contoso
they benefits etc Pharmaceuticals
attract top medical students
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• The process begins with deciding which
level of analysis to apply, organization,
group, or individual level.
• Diagnosis can occur at all levels of analysis,
or it can occur at only one level. Each level
has inputs, design components, and
#1
outputs.
• The organizations effectiveness depends on
How would you
the alignment among the different groups.
• To determine if the organizations alignment
conduct a diagnosis of
the Organizational Development
practitioner collects and analyzes data to
the situation at
answers two questions,
• does the organization’s strategic orientation
HealthCo?
fit with the inputs,
• and do the design components fit with each
other.
• There are four techniques for gathering
diagnostic data, questionnaires, interviews,
observations, and unobtrusive measures
Contoso
Pharmaceuticals

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• Identifying the presenting
problem is the perceived
issue by the client, based
on a preliminary inquiry.
• It is generally recognizable
by the solution that is
often, but not always
suggested.
• After we identify the
presenting problem, we
can begin to clarify the
organizational issue in
order to better understand
the context and nature of
the presenting problem.

Contoso
Pharmaceuticals

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 #2
Based on the information
 HealthCo’s turnover rate is 1,5 times provided in the scenarios
industry average
and the case, what is your
 CEO believes HealthCo has competitive
salary own diagnosis of the
 Benefits need improvement and need for situation?
work-life programs and policies
 Wants the organization to be a leader in
providing such benefits and retaining talent
 Employee survey Strategic Initiative : focus on
• Importance of immediate supervisor in employee retention
impacting employee’s ability to balance work
and life demand
• Work-life balance linked to job satisfication and Contoso
commitment Pharmaceuticals

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 Senior staff meeting on strategic initiative
 Pat - concerned that its hard to get staff together
now with all the work that they have
• Cant hold their hands
• They wouldn’t work if their coddled this way
 Francis – concerned about managing shifts in 24/7
department like lab service
• Legal may see it different but I see it imposible
moved from traditional shift
• Nursing director suggested shorter, split shifts, and
Diagnosis
long shifts to create flexiblility Strategic Initiative : concern
 Mercer – worrieds about managing baby boomers strategy to implement work-
 VP of finance – against providing special treatment life benefits
to employees with children
• We have lives and are not asking for special Contoso
Pharmaceuticals
treatment
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 CEO indicated the importance of taking
care of employees
• Since organization’s focus on providing Diagnosis
individual care to patients
Strategic Initiative : Plan
 Plans to form a team to identify key issues
with implementing a work-life benefits

Contoso
Pharmaceuticals

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Employee Stress
Management
The 3 scenarios point to
employee stress within the
organization
Good strategy to implement
work-life benefits

Contoso
Pharmaceuticals

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Importance of
Stress
Management
 Costs U.S businesses $300 billion
annually
increased absteeism, turnover, reduced
productivity, medical and legal expenses
 Organizations want to retain high-
skilled employees
 Employee benefits can act as
incentives in an era of slow wage
growt
 Moderate stress (via promotion) has
positive impact
Motivation and learning
Contoso
Pharmaceuticals

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Workplace Stressors
Physical Environment
Individual
• Work overload or underload
• Role Conflict – contradictory
expectations
• Role Ambiguity
Group
• Peer issues
• Subordinate or boss
relationship
Organizational
• Structural design
• HR policies
Contoso
Pharmaceuticals

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Workplace Stressors
at HealthCo
 Pat’s department is overload
 Pat feels conflicted between
getting work done and ensure
employee well-being
 Mercer believes HR policies are
not clear for flexible retirement
or part-time work
 Francis finds it hard to balance
supporting employees’ well
being needs and the 24/7
nature of the department
Contoso
Pharmaceuticals

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Stress Management :
Individual Differences
Cognitive / affective
• Type A personalities like
Pat and Mercer work hard
under tight deadlines and
are prone to stress
• In turn they may also
impact their subordinates
Biological /
Demographic
• Age, gender, occupation,
race Contoso
Pharmaceuticals

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Stressors Management :
Diagnosis
Charting stressors
• Identify organizational and
personal stressors
• Measure stress consequences
• Combine the above to reveal
most negative ones
• Points to specific conditions
that need to be improved
Health Profiling
• Identifies future health
prospects based on medical,
personal health and habits
• Identify health risks and guide Contoso
on preventive measures Pharmaceuticals

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 #3
What do you see as the
key issues in HealthCo
becoming a top company
in terms of work-life
benefits?

Contoso
Pharmaceuticals

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Stress and wellness
Interventions
 Role Clarification
• OD practitioner can help reveal expectations
and perceived job responsibilities
 Supportive Relationships
• Team building, employee involvement, better
work design, career planning and
development
 Work Leaves
• Paid and unpaid for parenting and sabbaticals
 Health Facilities
• Exercise, meditation, biofeedback facilities
 Employee Assistance Programs
• Assist with personal problem
• Factors : altered family structures, mobility
and child care
Contoso
Pharmaceuticals

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  Training needed for management to
understand the value of work and life balance
• Specifically not to discourage hard work
• Managers need to set agreed upon goals with
Recommendations for •
enployees to remove any role ambiguity
Managers need to be encouraged to support
HealthCo : •
employees
Constitute 360 performance reviews with
some element of employee well - being
 Institute Employee Assistance programs and
guide employees and managers to avail them
 Evaluate flexible work time programs
• May need to be account for department
differences
• Managers will need to be provided control
over final structure
 HR policies around work-life benefits should
be communicated across the organization
Contoso
Pharmaceuticals

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Thank You
Contoso
Pharmaceuticals

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