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Developing A Team-Based Compensation System
Developing A Team-Based Compensation System
Developing a team-based compensation system is vital for a company because it helps in increasing productivity because a good compensation system motivates employees in a company. In developing a team-based compensation system, it is critical to consider various fundamental factors. One such factor to consider is the national culture (Pascarella, 1997). A national culture is vital to consider since it helps in determining whether the compensation system will pay emphasis on individuals in a team or will consider the collective team during compensation; different nations have varied ways of looking at compensation. For example, while some nations take emphasize on individuals, others consider a collective contribution.
Another critical factor to consider is who gets what. In deciding who gets what, teams should be given the responsibility of distributing recognition awards. Besides, project managers should be given rewarding powers from the onset of a team activity (Pascarella, 1997). This is crucial since team members will always be dedicated to their work because they fear giving up a task knowing that there is a reward before them. By making the project manager as the person who have rewarding powers will eliminate confusion on who to reward since every team member will need to be rewarded.
In addition, recognition of team output should be at the core of the compensation system. Both non-monetary and monetary recognition is critical since different team members have varied ways of appreciating their efforts. Furthermore, it is critical to consider rewarding both individuals in a team and the entire team (Pascarella, 1997). This motivates team members to continue showing their efforts in a company since they feel that their efforts have been appreciated. The team spirit is also maintained through rewarding a team for their efforts.
References
Pascarella, P. (1997, February). “Compensating Teams”, Across the Board.
After examining Caroline’s (2)
Caroline’s Leadership Skills
Student’s name
Institutional affiliation
After examining Caroline’s leadership skills, I realize that although she possesses the critical leadership skills necessary for running her business, she is also struggling in certain aspects. I would describe her as a coach and servant leader who is non-visionary. Some of her strongest leadership skills are being motivational and taking responsibility while the weak skills include communication, delegation, lack of positivity, lack of trust, and poor creativity. Caroline possesses good motivational skills because she shares a good working relationship with members of her staff and continuously praises their efforts and dedication. Caroline takes responsibility in the day-to-day running of her business including even handling payrolls. She is not an absentee owner. On the other hand, she is poor at delegating because she spends a lot of time on accounting tasks instead of hiring an expert to do the work for her. She does not trust people to do things for her and he prefers doing some tasks by himself. Additionally, she lacks creativity because she has not been able to develop and install systems that make the drivers work efficiently. In this day and age, the company still schedules delivery manually rather than using computerized systems that drastically reduce chances of error. She lacks positivity because she is not open to the possibility of expanding her business.
Without a doubt, Sweet Caroline Bakery emerged out of nowhere and Caroline has everything to do with it. Caroline is a diligent worker who knew to seize the opportunity when it presented itself. She started small. She would bake cupcakes for teachers at a nearby elementary school. Caroline was a very good baker and she had perfected the skill of baking. So it was easy for her to get referrals because her cupcakes were top-notch. When the opportunity to open a store presented itself, she did not hesitate in setting up her first shop and exposing her services to include outside catering.
Yes, I have ever worked at an institution that was very successful but disorganized and chaotic. I handled it by planning myself and having a schedule that I would strictly adhere to. The systems in place were not effective and as a result, it was easy for me to show up for work only to go back home without achieving anything. Upon arriving to work, I would note down my to-do list for the day, to ensure that I only handle the most important and urgent tasks ahead of me. I would tick off the list at the end of the day and if there was anything pending, I would start by handling it as the first task on the following day.
If I were Caroline’s consultant, I would highly recommend that she opens a second location. This is because such an opportunity would be life-changing for her. It was an opportunity to expand her limits and make even more money. She should seize the opportunity because an opportunity like might not come again. However, she would have to make some changes to help her manage her business better. She should work on her delegation skills, communication, and creativity. To reduce chaos, she must go the digital way of scheduling orders as it is more efficient. She should also hire an accounting expert to handle her accounts and do payroll as this will leave her with ample time to concentrate on the day-to-day running of the business. She must also learn to communicate with her employees better to ensure they are aware of their next shifts.
Developing an Evaluation Plan
Developing an Evaluation Plan
Student’s Name
Institutional Affiliation
Date of Submission
Developing an Evaluation Plan
The researcher will employ a mixed methodology that consists of qualitative and quantitative methods in assessing the viability of his proposal and the variables when analyzing the outcomes of his project. This is because healthcare stakeholders perceive a mixed research methodology that consists of the more naturalistic strategy of the qualitative methods, alongside quantitative methods as a representative of a combination that corresponds well with the investigation of health care issues (Bowling 2005).
Objective
The researcher’s main objective is to propose a robust staff matrix whose aim is to reduce the rates of nurse turnover that make hospitals to get understaffed. The researcher intends to do so by finding out ways in which staff satisfaction can be improved in a bid to completely change the entire process of health care delivery. To achieve this he will use the methods and variables outlined below.
Methods
The researcher will apply the following methods in assessing the efficacy of his proposed solution when evaluating his project outcomes: Survey of the attitudes of nursing staff and factors that contribute to their job satisfaction prior to and after change is introduced. Apart from that, the researcher will find out the rates of employees turnover prior to and after the initiation of change. Finally, the researcher will also make a comparison of surveys on patient discharge prior to and after change has been introduced.
Questionnaire
A Questionnaire will be sent to all the 200 nursing staff in the hospitals. The recipients will be mixed grades of nurses from various hospitals and are expected to be working in conventional nursing roles in the district. This includes the provision of health care to patients in their home settings or limited health care services within the hospitals.
Surveys
The qualitative section will employ a survey through the use of a semi structured interview of the nurses in the entire district divided into groups of five team leaders. This is a cohort of those who replied to the emails sent to them earlier and confirmed that they would voluntarily participate in the research.
The interviews will be carried out through the introduction of subject matters into open questions. This will be done to curb any exterior manipulation of partiality by using preset questions that the participants may want to answer (Polit 2006). The use of interviews tends to enable participants to elaborate on certain areas that they hold dear. This could in the end have a critical effect on the analysis of the gathered data. This empirical undertaking will analyze data gathered from the semi-structured interviews by use of an invariable proportional approach (Glaser and Straus,s 2007).
Variables
The researcher will utilize the following variables to analyze the success of the projected solution: the rate by which the turnover of nurses is experienced as well as the perceptions and attitudes of the staff. The tools that will be used to analyze projected outcomes include: surveys (semi structured interviews) and questionnaires.
The Perceptions and Attitudes of the Staff
The perceptions and attitudes of the staff towards the proposed robust staff matrix whose aim is to reduce the rates of nurse turnover that make hospitals get understaffed will be analyzed through interviews and questionnaires. The researcher will find out the nurses attitudes towards the previous staff matrix and their proposed modifications in order to develop a successful staff matrix that will guarantee their satisfaction.
Patient Attitudes and Perceptions
The researcher will find out through semi-structured interviews and a questionnaire the patients attitudes and perceptions on the existing nursing staff matrix in relation to its impact on health care delivery. Their proposed modification to the existing staff matrix will also be recorded in order to develop a new staff matrix that is intended to positively impact overall delivery of health care.
Rate of Nursing Staff Turnover
The rate of nursing turnover had risen over the years in the hospitals within the District. The researcher will thus endeavor to find out through semi structured interviews and a questionnaire how the existing staff matrix had impacted on the rate of nurses’ turnover in order to come up with a new staff matrix that is intended to reduce this rate.
Tools Necessary to Educate Project Participants
The researcher will develop teaching materials and PowerPoint slides as tools that will be necessary to educate the project participants. The tools will contain a comprehensive outline of the researchers’ proposals concerning the development of the new staff matrix.
Assessment Tools Necessary to Evaluate Project Outcomes
A Quality Assurance Model Using Research (QAMUR) will be used to evaluate the project outcomes on a quarterly basis in order to find out what has been done, what has not been done and what needs to be done to fully implement its objectives.
Strategies for Disseminating Results of Project to Key Stakeholders
The project results will be disseminated through published reports. However since most nurses do not catch up with relevant practice through one report, the project coordinators will publish as many reports as possible to ensure that each nurse reviews about 18 reports per day.
Significance of Disseminating Project Outcomes to the Greater Nursing Community
Good practices in patient care are pegged on the dissemination of the most recent evidence. Without credible evidence to underline practice nurses more often than not find themselves aggravated for being incapacitated in the provision of the best likely care.
References
Bowling, A. (2002) Research Methods in Health. Oxford University Press, Maidenhead
Glaser B.G., Strauss A (2007). Discovery of Grounded Theory, Strategies for Qualitative Research. Sociology Press: Mill Valley CA.
Polit DF, Beck CT, Hungler BP (2006.) Essentials of Nursing Research: Methods, Appraisal and Utilization (Fifth edition), Lippincott Williams & Wilkins, Philadelphia PA.