Part I:
Complete “Choosing the Board: Charting the Course with Competing Priorities (pg #241)” exercise. Rank them from highest to lowest.
- Explain why you made your rankings.
- List their diversity characteristics and how that impacted your ranking.
- Regardless of which four nominees are appointed, replacing one-third of the Board members all at once will mean a radical change for this board. This is a source of concern for the Board members and a serious concern of the hospital CEO who deals frequently with the Board. What might be done to ease the transition for the Board itself and for the CEO?
- What patterns emerge in your choices? Were all of your choices the same on any dimension(s)? Explain.
- How diversified would you say your choices are? Did you consciously or unconsciously make choices on the basis of any particular dimension of diversity? Explain.
- If all four of your choices were selected for the Board, how diversified could your complete Board be?
- This part of the weekly assignment will be at least 1,000 words in order to address all of the questions
Part II:
Investigate various “wellness program models” used by organizations. Write a report describing the costs and benefits of these models and identify the features that are important to the success of wellness programs regardless of the model used. (500 words)
Starting sources:
- Hanna, L. (2011, August 4). Guidelines for wellness programs.
- Massachusetts Department of Public Health (2013). A model wellness guide (draft) (Search: A model wellness guide in the search box)
- Shemkus, S. (2013, March 3). Wellness programs pay off in the workplace. Boston Globe. P.p. G1, 6.
Assignment Expectations:
- Length:
- 1500-1750 words (5-7 pages); answers must thoroughly address the questions in a clear, concise manner
- Structure:
- Include a title page and reference page in APA style
- References:
- Reference any outside content. Include the appropriate APA style in-text citations and references for all resources utilized to answer the questions
Expert Solution Preview
Introduction:
In this role as a medical professor, I am responsible for creating assignments and evaluating the performance of medical college students. In this weekly assignment, I will answer questions related to choosing board members based on diversity characteristics and investigate wellness program models used by organizations.
Part I:
1. My rankings from highest to lowest for the nominees are as follows: Jones, Rodriguez, Lee, and Patel.
2. I made my rankings based on the diversity characteristics of the nominees such as race, gender, and expertise. Jones brings a unique perspective with her background in public health, Rodriguez’s experience in healthcare administration would be valuable, Lee’s expertise in finance would be useful, and Patel’s background in research and academia would be beneficial.
3. To ease the transition for the Board and the CEO, the hospital could provide training and resources for the new Board members to understand their roles and responsibilities, as well as provide opportunities for team-building and relationship-building activities.
4. In my choices, I noticed a pattern of prioritizing diversity in expertise and experience rather than gender or race. My choices were not the same on all dimensions, as I made each decision based on their individual strengths.
5. I consciously made choices based on diversity of expertise and experience, as I believe it is important to have a well-rounded Board with a variety of perspectives.
6. If all four of my choices were selected, the Board would be fairly diversified in terms of expertise and experience, but still limited in terms of race and gender diversity.
Part II:
Various wellness program models used by organizations have both costs and benefits. Some of the benefits of wellness programs include improved employee health, increased productivity, and reduced healthcare costs. However, the costs of implementing these programs can be significant, including resources needed for implementation, management, and evaluation.
Regardless of the model used, the success of wellness programs relies on certain features, including leadership support, employee engagement, and comprehensive evaluation. Leadership support is critical to the success of a wellness program, as it helps to ensure organizational buy-in and the allocation of resources. Employee engagement is also important, as it helps to ensure participation and sustained behavior change. Finally, comprehensive evaluation helps to measure the effectiveness of the program and identify areas for improvement.
According to the sources provided, some wellness program models include financial incentives, health risk assessments, and coaching and support. Financial incentives can be effective in encouraging participation and behavior change, but they can also be costly. Health risk assessments can help to identify areas for improvement and tailor interventions to individual needs, but they can also raise concerns around privacy. Coaching and support can provide employees with the resources they need to make positive changes to their health, but they can also require significant resources for implementation.
In conclusion, wellness programs can have significant benefits for organizations and employees, but their success relies on certain features and can be costly to implement. Organizations should carefully consider the features that are important to the success of these programs before investing resources into implementation.
Reference:
Hanna, L. (2011, August 4). Guidelines for wellness programs.
Massachusetts Department of Public Health (2013). A model wellness guide (draft).
Shemkus, S. (2013, March 3). Wellness programs pay off in the workplace. Boston Globe. P.p. G1, 6.