Create a 2 pages page paper that discusses business proposal. BUSINESS PROPOSAL Barbara Wallace Executive Summary The object of research is the Family Health Center that promotes and maintains the hig

Create a 2 pages page paper that discusses business proposal. BUSINESS PROPOSAL Barbara Wallace Executive Summary The object of research is the Family Health Center that promotes and maintains the highest level of quality medical services. According to the latest research, it has been revealed that Family Health Center suffers high level of employee turnover and diminishing motivation. The analysis of motivational factors has shown that administration of the Center provides competitive salaries and fringes to its staff, however, pays insufficient attention to the work recognition of the employees. In this respect, the solution of the stated problem consists in increasing motivation with a help of achievement recognition and provision of special privileges to medical staff. It is proposed to Family Health Center to examine several implementations, which are the following: creating a hall of fame, informing about best workers of the month. implementing a system of official recognition, providing employees with thank-you letters from chief executive officer. launching job swap program. providing workers with additional breaks during a working day for their diligently completed work and ensure best of employees with free lunch. Proposed solutions will ensure equal possibilities to achieve privileges, general recognition in the collectives, increase of employee’s self-esteem, more careful selection of staff to take different positions and decrease of worker’s over fatigability. Estimated costs for mentioned implementations are $87. Forecast of fluctuation movement is decrease by 20%. MEMO DATE: June 9, 2011 TO: CEO FROM: Barbara Wallace SUBJECT: Increasing motivation of medical staff THE PROBLEM: High Level of Employee Turnover and Diminishing Motivation During last three months our Family Health Center hired about ten new employees. This fact encouraged to find out the main reasons of left workers to choose unsolicited dismissals. The thing is that new employees need learning and training before they are able to complete their work effectively. However, constantly increasing fluctuation of personnel causes specific problems in finding right trainers for new staff. Moreover, preliminary analysis of our Family Health center’s employees has shown that medium duration of working period is in margins from 1 year to 1 year and 6 months. Consequently, for avoiding further resignations it is essential to analyze issues of current motivation policy, examine initial aspects of employees’ work dissatisfaction and find out crucial methods for its eliminating. According to J. Lewis, Chief Financial Officer, Family Health Center provides competitive salaries and fringes to its staff (personal communication, June 6, 2011). In this respect, we can make a conclusion that the main reason of employees’ leavings is not contained in financial motives. Therefore, solutions should be found in moral conditions of working process. THE SOLUTION: Increase Motivation with a Help of Achievement Recognition and Provision of Special Privileges Frequently financial stimulus does not ensure required level of employee’s job satisfaction. It is known that on the beginning stage of person’s career wage and financial bonuses play the biggest role in a search of the job, while experienced workers cherish general recognition of their contributions more than anything else, often not paying attention at financial aspects. “Figure 1. Factors” shows high percentage of recognition (Herzberg, 1968). That means that center should pay bigger attention at that issue. It occurs that employee feels discontent with current position only because his or her work is not reflected in superior and collective’s comprehensions, but only in the statement of expenses. A lot of chiefs believe that it is unnecessary to express gratitude to their employees for good work only because they are paid for it. Meanwhile employees require acknowledgement and wish to feel themselves useful and important in organization’s performance. Consequently, it is recommended to increase moral encouragement and work recognition with a help of the following implementations: creating a hall of fame, informing about best workers of the month. implementing a system of official recognition, providing employees with thank-you letters from chief executive officer. launching job swap program. providing workers with additional breaks during a working day for their diligently completed work and ensure best of employees with free lunch. Benefit #1: Equal possibilities to achieve privileges With implemented measures each employee is able to be recognized and appreciated for his work on the assumption of responsible attitude to own job functions. Everybody has the same rights and opportunities to make own achievements recognizable as the rest of the staff. Fair judgments form stimulus to work harder and better. Benefit #2: General recognition in the collectives The hall of fame will give not only chiefs but also all personnel opportunity to find out about worker’s achievements and follow his example. Seeing other’s success, each employee will find stimulus and motives to succeed himself. Benefit #3: Displaying of self-respect and own importance Receiving thank-you letters from chief executive officer, employee will be able to see that his successes are accepted and recognized by others. This will form self-respect, comprehending own importance in the center’s performance. Seeing kind and deferential attitude of superiors to his work, employee will think about changing job much less, being afraid not to find the same treatment on the new place. Benefit #4: More careful selection of employees to take different positions Job swap program will allow each employee to try himself in various spheres, getting new skills and experience. In this respect, workers will understand the structure of the center and main functions of colleagues much better. Moreover, after this program some of the employees may choose another position, realizing that previous job has not revealed all his potential in a full way. Consequently, each person will be on the right place, providing the biggest productivity. Benefit #5: Decrease of worker’s over fatigability Additional breaks will allow employees to have some rest after intense work. This will lead to higher productivity after another break, because satisfied employee is able to complete tasks much better than the one that is tried and waits for the end of the working day. Also providing free lunch will increase the motivation, because it is known that considerable part of people’s salary goes on food during the working day, but mentioned method will give workers a stimulus to work harder for economizing own money. Cost Analysis Only three of recommended methods can be evaluated and defined in material way, while additional breaks and job swap program may bring only losses of time to the company. However, it is presupposed that time losses can be compensated with higher levels of productivity that will be reached with a help of additional breaks and time spent on employee’s adaptation and training process. Hall of fame $ 15 Printing photographs monthly 2 Letters 10 Lunches 60 Total $ 87 Consequently, in the first month Family Health Center will have to spent additional $87. However, it is forecasted that fluctuation movement of personnel will manage to decrease by 20%. CONCLUSIONS Suggested methods will yield considerable benefits in employees’ job satisfaction that will reduce turnover of staff. If you approve, we can implement them next week. Please give me a call if you have any questions. References Hellmann, C.M. (1997). Job satisfaction and intent to leave. Journal of Social Psychology, 137(5), 677-689. Herzberg, F. (1968). One more time: How do you motivate employees. Harvard Business Review, XLVI, 53-62. Krupinski, E. A., Hughes, A. M., Barker, G.P., Lopez, A.M., & Weinstein, R.S. (2003). Fluctuations in telemedicine case volume: correlation with personnel turnover rates. Telemedicine Journal and E-Health, 9(4), 369-373. Pugliesi, K. (1999). The Consequences of Emotional Labor: Effects on Work Stress, Job Satisfaction, and Well-Being. Motivation and Emotion, 23(2), 125-154. Tanno, T., Kurashima, R, & Watanabe, S. (2011). Motivational control of impulsive behavior interacts with choice opportunities. Learning and Motivation, 42(2), 145-153.