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Members:
Galvan, Daniel Joshua G.
Inso, Karla Denice A.
Itchon, Gabrielle Therese A.
Jimenez, Paola Mae F.
Lapitan, Ma. Karen Aira S.
Lim, Ana Teresa E.
Lim, Diana M.
I.
Point of View
Problem Statement
How can Hershey Foods Corporation reduce corporate health care cost without
dictating the employees personal lifestyles?
III.
Decision Criteria
Alternative
Cost (45%)
Agreeableness
with
employees
(25%)
Favorableness
with the wellness
program (30%)
Total
(100%)
45%
10%
30%
85%
35%
15%
30%
80%
45%
25%
20%
90%
To evaluate the alternatives, we based our decision through setting our own criteria which
includes the cost, agreeableness with employees, and favorableness with the wellness program.
ALTERNATIVE 1:
This alternative received the lowest remark on agreeableness with the employees because
it does not deal with the employees directly, since this alternative focuses more on the reaction or
statement of Mr. Light regarding the implementation of the wellness program. It received high
remarks on costs because only an appointment with Mr. Light is needed ,therefore, no resources
were used. It also received a high remark regarding its favorableness with the wellness program
because the company still prefer to continue the program and would just like to persuade Mr.
Light on the benefits of such program, so that once Mr. Light had seen the bright side of the
program, the other union will soon see the positive effect of the program on the companys
employees.
ALTERNATIVE 2:
This alternative obtained the lowest remark on cost because the company would insert
effort, which means releasing money, on explaining on its employees their reason and purpose
why such wellness program had been designed. Therefore, it increases the awareness of the
employees, It received 15% agreeableness with employees because theres a possibility that the
employees would agree or disagree on the purpose and reasons the company had identified to
come up with such wellness program. This received full remarks on favorableness with the
wellness program because no alteration on the rules were made.
ALTERNATIVE 3:
This alternative attained a high remark on agreeableness with employees because this
favors them greatly since the employees would not worry about getting penalized with their
unhealthy lifestyle and it would somehow make them pursue a healthy lifestyle due to the reward
they can get when they follow the program. It received the lowest remark on the favorableness
with the wellness program because the company needs to revise it. While, it received full remark
on costs because the company just removed the penalty rule but still sticking on the previous
programs giving of benefits on employees that will follow the healthy living that the company
lives upon.
V.
Decision/Recommendation
After an analysis of the case, it is best to implement the third alternative action, which is
to amend the wellness incentive program by not penalizing employees who do not have a healthy
lifestyle, while still giving incentives to those who comply with the companys standards.
Through this, the employees will not be forced to comply and will consider this incentive
program only as a way to motivate employees while the company is able to reduce the corporate
health care costs.
VI.
Implementation Plan
What
Who
When
How
1 day
Prepare
the
necessary Human
amendments to the wellness Resources
program,
including Department
consultations with involved
departments:
(i.e
Legal
Dept.)
3-5 days
Introduce
the
amended Mr. Dreyfuss
wellness incentive program
1 day
VII.
Contingency Plan
If the implementation plan fails to resolve the problem stated, Mr.Dreyfuss will resort to doing
the first alternative action which is that Mr. Dreyfuss will speak with Mr. Light and resolve the
conflict between the parties by convincing and explaining to him that the program will cause Mr.
Lights party no harm if they comply. This would most likely resolve specifically the problem
with Mr. Light. Since he is the only who came out against the program, it would be best to talk to
him about it. Convincing him that the program does not intend to dictate their lifestyle. Instead,
the program only aims to have the employees be financially accountable and responsible for
their health care system. This would solve the problem stated as there would not be any more
conflict between the employees and the program, so the program can continue to reduce
healthcare costs and, at the same time, not dictate the employees lifestyle.