Gateway hospital is situated in a busy metropolitan location and has a bed capacity of 500. An employee satisfaction survey was done recently revealing that the hospital’s score was below the national standards on most scales. Since the hospital has been encountering higher than the average vacancy and turnover rates, hiring professionals has been hard because the hospital has obtained a bad reputation as a workplace. Salaries, especially for the newbies, have been below the native market (Nancy, 2011). Most departments within the hospital have been experiencing a shortage of staff, forcing them to close most services.
Some of the organizational strategies that can be used to address this problem include using a compensation strategy. Compensation strategy can help manage employee benefits and pay as it serves as a guide. An effective compensation strategy prompts employees and is used to entice new ones (Nancy, 2011). There are vital things to ensuring an effective compensation strategy. Budget allocation is a compensation strategy that includes allocating compensation money into benefits and salary. It determines how much of the sum of the compensation budget will be utilized on pay and what proportion will be used on incentives and bonuses. Allocating a specific budget amount to benefits and payments can assist in regulating benefits costs, health care, and labor.
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The role of the consultant is to retain and attract employees. Their objective is to be competitive in terms of tuition reimbursement, retirement, and health. This is because the organization has an understanding that it can be the deciding factor for a job applicant who is making decisions on whether to accept a post with an organization or an employee who is contemplating to leave. Subsequently, the next step to resolve issues would be to ensure employees meet the organization’s objectives (Nancy, 2011). Regular assessment should be done on this basis. The process of performance management system includes developing a structured process for mentoring and coaching employees, yearly performance appraisals, and annual goals. Compensation strategies can improve the productivity of the employee and positively affect employee engagement.
Developing a structured administration through raising process timeline, salary auditing, and doing a yearly reviewing process is essential in ensuring there is an individual who is responsible for all compensation areas (Nancy, 2011). A compensation strategy that is comprehensive forms the basis for developing a surrounding that rewards and recognizes the performance of employees, thus helps set up an influential employee engagement culture.
Taking on the role of a consultant, the next steps to resolving issues within Gateway hospital include representing strategic support for the organization to identify and provide expert advice from the organization’s internal vision (Nancy, 2011). Another step involves responding to the needs for change in the internal consumer and anticipating the requests of the hospital areas.
Different communication forms can be crucial in solving issues in Gateway hospital. An integrated way of communication, such as either upward, downward, lateral, or external communication, can help an organization solve its issues. This can be seen through better employee relations, gaining of problem-solving skills, and productivity. Better employee relations come through breaking down barriers, which ensures a collaborative environment that an organization requires for it to thrive (Nancy, 2011). This also works out when managers build communication strategies and alliances throughout all the organization’s levels. When managers articulate plans to employees, the organization will gain productivity. Enabling communication throughout all the organization’s levels ensures employees are guided on how to solve issues within an organization.
Reference
Nancy Borkowski, D. B. A. (2011). Organizational behavior in health care.
