7.1-2-1-R-Peck

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ORGCB/535: People And Organizations Assignment Content 1. Once your faculty marks this activity as complete in the gradebook, the Competency Assessment will open for you to submit. Reflection Competency 1 Reflection : Examine principles related to human resource management. This reflection activity is comprised of two sections collectively totaling a minimum of 500 words. Complete your reflections by responding to all prompts. HRM Competencies Select 3 of the 9 HRM competencies and apply them to a business or organization you know. Describe the business or organization that outlines the market it's in as well as its size and mission. Explain how this business or organization executes the 3 competencies you chose. Provide enough details for someone outside the company to understand your analysis. Compensation Approach Imagine that the HR department of your chosen organization from above is going to design a compensation approach for the job that is aligned with reinforcement, expectancy, and agency theories. Briefly describe the job, then describe a compensation approach for that job that aligns with all 3 theories. Consider the following questions when writing your response: o What are the potential advantages of this plan? o What are the potential negatives of this plan? o What might be difficult in administering this plan? Submit your reflection as a Word document. .

Competency 1 - Reflection TheraTree Pediatric Therapy Services, LLC is a pediatric therapy clinic in Owensboro, Kentucky. TheraTree Pediatric Therapy Services, LLC provides occupational therapy, speech therapy, behavioral therapy, and mental health therapy services to patients up to age 18. TheraTree is one of many organizations in Owensboro that offer various types of pediatric therapy. Competitors include Building Blocks Therapy Clinic, Kaleidoscope Kids Physical Therapy, Simply Therapy, The Nurturing Nest Collective, and Wendell Foster. TheraTree Pediatric Therapy Services, LLC is a small business with about 25 employees. TheraTree’s mission, according to their website, is “to support the whole child- mind, body, and spirit.” (TheraTree, 2023). HRM Competency: Human Resource Expertise As outlined in Human Resource Management by Raymond Noe, the Human Resource Expertise competency “appl[ies] the principles of human resource management to contribute to the success of the business.”(Noe et al., 2023, p. 13) There are several ways this competency can be applied and put into use at an organization, including staying up to date and continually educating oneself on applicable “laws, legal rulings, and regulations,”(Noe et al., 2023, p. 13) as well as working to “develop and utilize best practices.” (Noe et al., 2023, p. 13). While the Human Resource Expertise competency can be seen with the creation and implementation of company policies at TheraTree Pediatric Therapy Services, LLC, it is also evident that TheraTree’s attempt at best practices through the creation of said policies is largely unsuccessful. The CEO of TheraTree Pediatric Therapy Services, LLC, Jessica Lynn, has created an excessive amount of policies, resulting in hundreds if not thousands of pages of policies that extensively outline every minute detail of each job position and procedure at TheraTree. While they were written with the intent of streamlining procedures and increasing efficiency, the inordinate amount of policies created by the CEO have added many layers of confusion that stand in the way of achieving success within the organization. Due to the sheer amount of policies, keeping them up to date poses a challenge within the organization, and as a result many, if not the majority, of them are outdated, inaccurate, and/or irrelevant. HRM Competency: Communications Human Resource Management by Raymond Noe outlines the Communications HRM competency as “effectively exchang[ing] and creat[ing] a free flow of information with and among various stakeholders at all levels of the organization to produce meaningful outcomes.”

(Noe et al., 2023, p. 13). HR Professionals can utilize this competency with efficient communication and “constructive feedback” (Noe et al., 2023, p. 13) throughout the organization, as well as assisting leadership roles with communication beyond the scope of solely HR related issues. TheraTree Pediatric Services, LLC has created very rigid lines of communication within their organization with the intention of decreasing information overload and excessive noise. TheraTree has a strict policy for which direction on their organizational chart communication is to be made by varying levels of staff. While this policy was created with the intention of reducing noise among the lines of communication, it has resulted in an overall lack of communication among varying levels of staff, posing a challenge to the TheraTree’s efficiency and success. This has become a source of frustration among the staff within this organization. HRM Competency: Ethical Practice Raymond Noe’s book, Human Resource Management describes the Ethical Practice competency as the “intregrat[ion] [of] core values, integrity, and accountability throughout all organizational and business practices.” (Noe et al., 2023, p. 13). Multiple behaviors and actions seen at TheraTree Pediatric Services, LLC call their ethical practice into question, both in their interactions with their own staff, as well as their treatment of patients. Examples of this can be seen with their lack of background checks on employees, including clinicians who work one-on-one with pediatric patients. Additionally, reference checks are never made during the interviewing process with potential job candidates. The CEO avoids accountability in her interactions with her staff by only communicating with them via Zoom, and leaving the call when her actions and leadership choices are questioned by her managers. TheraTree Pediatric Therapy Services, LLC also shows a lack of integrity in their compensation structure for their employees. They recruit job candidates to their organization by promoting their competitive and generous pay structure, without communicating how new hires can earn the entirety of the compensation that was promoted to them. Upon hire, employees learn that the full pay that was promoted to them can only be earned through a complicated and convoluted bonus system consisting largely of unattainable goals. As a result, new hires end up only qualifying to earn their base pay, which is well below industry standard and what was promoted to them during their recruitment process. In the rare event that employees manage to successfully earn their bonuses, TheraTree has shown a repeated pattern of shorting employees of their bonuses on their paychecks, taking 5+ business days to rectify their payroll errors. TheraTree has also repeatedly “moved the goalposts” when staff achieve their targets to be eligible for their bonuses.

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On multiple occasions the CEO has increased the targets required to obtain bonuses once a staff member hits their goal without communicating these changes, in order to avoid paying out the promised compensation. TheraTree continues to show a lack of accountability and integrity by prioritizing having a full schedule over ensuring that patients treatment has been authorized by their insurance providers. As a result, clinicians continue to see patients whose treatment is refused coverage by their insurance because their main priority is achieving their billable hours goal. This results in patients receiving large bills due to their treatment being denied by insurance. This causes patient dissatisfaction as well as serious financial strain on the families whose children are treated at TheraTree Pediatric Services, LLC. Compensation Approach Job position and description: - Clinician (occupational therapist, speech therapist, behavioral therapist, etc.) - Provides therapy services in their scope of practice to pediatric clients to assist in achieving their behavioral, developmental, and emotional goals. Reinforcement Theory: “a response followed by a reward is more likely to recur in the future.”(Noe et al., 2023, p. 526) - Base salary at industry standard - Performance/productivity bonuses based on billable hours, patient arrival rates, etc. Expectancy Theory: “focuses on the link between rewards and behaviors.” It “implies that linking an increased amount of rewards to performance will increase motivation and performance.” (Noe et al., 2023, p. 526) - Tiered salary that increases base pay for clinicians who meet specific criteria Agency Theory: “focuses on the divergent interests and goals of the organization’s stakeholders and the ways that employee compensation can be used to align these interests and goals.” (Noe et al., 2023, p. 526) - Incentives based on TheraTree’s goal achievement and performance as a whole to reinforce employee alignment with TheraTree’s mission. Entire location’s cancellation rate, intake amount, referral amount, billable hours, percentage of arrivals, etc. Advantages: - A compensation plan that is competitive, if not above, the industry standard. Increases company morale and retention because therapists feel valued by their organization.

- The base salary at industry standard rates provides employees with a sense of financial security, therefore alleviating stress. - Employee alignment with TheraTree’s goals and mission. Negatives: - Integrating all of these theories into one pay structure is complex as well as time consuming to implement and track. - Tracking/documenting bonuses and ensuring they are being documented accurately for every clinician will take up a significant amount of administrative time.

References TheraTree. (2023). About Us . https://www.theratreepeds.com/about-us Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2023). Human Resource Management: Gaining a Competitive Advantage (13th ed.). McGraw Hill LLC. https://prod.reader-ui.prod.mheducation.com/epub/sn_25dda/data-uuid- 854b8cccf6624494a8e4ad5610844148

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