Managing emotions at work is one of the problems that all staff and worker face and at this stage the problems could be elsewhere instead of the clinic. By arranging for social interaction between his staff, especially using the week end party for appraisal the problems that the staff have emotionally could be addressed.
2. Infuse new blood and technology and replace old with new staff: The personal aptitude is important. The current staff may be lacking the zeal and aptitude for the job. Especially when the technology is changing they may have become redundant. It is therefore better to remove those who are extreme in the lethargy and replace them with new and more techno savvy persons and bringing in technology that can help in keeping transactions up-to-date and also provide for continuity. (McShane; Glinow; Ann, 2009) Competencies always create superior performance. Thus the doctor must make use of a proper recruiting firm that can test aptitude of employee before he employs the new ones. This is because with this system the doctor ought to change the data management system and use high technology. But the problem has to be gone into detail. A second strategy is to provide training so that employees develop required skills and knowledge.
3 Standardize the system by applying for standardization with ISO for example and together with that the doctor must take an evening course in management. If that is not feasible appoint an office manager. Since most of the above are possible combining 1, 2, and 3 and along with that make it a point to refurbish the clinic by giving it a new motto, and customer service system including a technology-based system and BPO facility.
4. Shut down the clinic and seek work in a hospital forgetting this business.
Step 5 - Evaluating Alternatives
1. Alternate 4 is rejected at the outset because the business is not in that deep crisis. The problem with the process of revenue sharing is that there is no indicator to show if the remuneration is the real problem. Therefore the Doctor can try a little novelty by projecting the business itself in a different manner by giving the work a new set of names. Managing emotions at work is one of the problems that all staff and worker face and at this stage the problems could be elsewhere instead of the clinic. By arranging for social interaction between his staff, especially using the week end party for appraisal the problems that the staff have emotionally could be addressed.
2. Infuse new blood and technology and replace old with new staff: The attitude of the existing personnel seem to suffer a morale crisis. There could be some problem with the current staff that may have reduced the aptitude for the job. It is therefore a good alternative to infuse new blood by removing some of the staff who are extreme in the lethargy and replace them with new and more techno savvy persons and bringing in technology that can help in keeping transactions up-to-date and also provide for continuity. Therefore this is considered to be a good alternative. The behavior of the person could be the cause of an event or an event may cause the behavior in the person. This may be an attribute and forms the basis of the 'Attribution Theory' and in analysis the decision has to be made if the event in this case the indifference is caused by lack of motivation, which is the internal factor or by other external factors like problems at the work place and therefore primarily we have to see if the behavior of the staff is mainly has an internal or external attribution. (McShane; Glinow; Ann, 2009)
3. Standardize the system by applying for standardization with ISO for example and together with that the doctor must take an evening course in management. If that is not feasible appoint an office manager.
Step 6 - Choose an Alternative
In choosing the alternative the SWOT method is used.
Alternative 1: Go ahead with the plan for revenue sharing with or without freelancing of the staff:
Strengths
Weakness
1. There could be better feeling of responsibility because revenue is also the staffs.
2. There may be an opportunity to attract better talent when the sharing of revenue is proposed.
1. There will be no permanent motivation because the increase at the end of the session may not match the expectations.
2. Customer service will...
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