Answer all the questions. Each question carried 10 MarksPart A: Case Study To build a workforce that can respond to the healthcare industry’s rapid transformation, ScrippsHealth, in San Diego,...

Case Study Answers        4
CASE STUDY ANSWERS
Table of Contents
Part A    3
Answer 1    3
Answer 2    3
Answer 3    4
Part B    5
Answer 1    5
Answer 2    6
Answer 3    7
Answer 4    8
Answer 5    9
Answer 6    10
References    12
Part A
Answer 1
As of right now, Scripps' biggest concern is keeping workers by offering them freedom and the opportunity to advance in their careers Such a strategy helps Scripps to effectively manage its crisis. Many other firms, if faced with a similar situation, would not have been able to keep their staff since they would have left in search of better possibilities. Everyone wants to do their job well. It's not uncommon for workers to suppress any unfavorable information if the boss doesn't want any negative feedback from the staff. A restricted number of alternatives may be evaluated as a result of this limitation of options. Structure and hierarchical barriers are minimized in successful companies to allow for inventive decision-making. A similar scenario arose at Trent, but they failed to give answers. As a result of coaching, employees feel supported and encouraged by their boss and by their employer.
Answer 2
As a result of the Scripps Lifecycle, workers have several possibilities to succeed. They include peer mentorship, education, and long-term retirement planning such as Huddles. A robust staff of competent and passionate employees is the result of these initiatives, which improves client satisfaction and organizational productivity. There's a lot more happiness in the workplace when people feel heard and that their ideas are respected. Employee retention will be improved, resulting in a lower turnover rate and a greater pool of qualified candidates to recruit. In this way, the newly hired personnel may gain confidence and become completely equipped for their future jobs. Considering that it impacts people of all ages, healthcare isn't a generation-specific concern. By bringing in the staff of different ages, you widen your perspective on a patient's problems. To make it simpler for patients, a younger employee may offer greater insights and new ideas on how the healthcare sector can adopt the technology. Those who are older will realize why it is necessary to give additional services that allow patients to receive their treatment at home instead of in a hospital or clinic.
Answer 3
Managerial duties include monitoring and directing employees as well as ensuring that work is completed appropriately. You or a senior employee can serve as a mentor for employees to learn essential skills and information that will ultimately enhance the efficiency of your company. If you follow up on the development, you may learn that the staff has abilities of which you were unaware. You may discover your team's capabilities via coaching, and then take the initiative to improve these talents by promoting your team's participation in advanced classes or seminars. Even though both are beneficial, coaching isn't always essential. When dealing with the younger generation of nurses at Scripps, these factors come into play.
No, I do not think that there is any problem with the manager being the coach for the employees because who else but the manager who knows what is best for the company and where there is room for improvement. Having a good connection with your staff is excellent, but if you train them too much, they may well not take your orders as seriously or be able to deal with a stressful situation as effectively. So, it's crucial that managers have both authoritarian and teaching leadership styles. To be able to flourish and thrive as an entrepreneur in the firm, employees need to be accustomed to both the instruction and positive reinforcement of a coach, and still obey and accept their boss.
Part B
Answer 1
Employee Stock Ownership Plans (ESOPs) provide several advantages for both owners and employees. To help you decide, here are five benefits to consider:
1. Enhancement of productivity
ESOPs are most useful in industries where job satisfaction is high, but 401(k) membership is low. ESOPs provide employees a stake in the firm, which allows them to directly profit from the organization's growth, as well as experience a feeling of ownership in the organization. Employers with employee stock plans may see an increase in productivity and an overall improvement in performance as a result.
2. An alternative exit strategy for elder owners
Family companies are no longer passed down in the same manner as they were in the past. Decreased merger and acquisition (M&A) activity was another consequence of COVID-19. Owners do not have to sell their firm to a third party when they set up an ESOP; they can trust that it would be controlled by the workers instead of the owner (Ma et al., 2020).
3. Advantages on Tax
A variety of tax advantages are available through...