#5 414 creating and identifying desirable workplaces

Promoting from within

-Advantages of hiring internal candidate: Feelings of long-term prospects for employment Understanding of organizational culture Advantageous internal relationships Demonstrated orantioantla values Established trust that will provide support for future endeavors Sends message that there are opportunities for employee growth and advancement Chains, health systems Need advancement path- not always obvious -External candidate may be more appropriate when: New skills/ideas needed Dramatic change required External candidate is more competent than internal candidate

Describe strategies to improve compensation for employees.

-Develop and communicate a compensation philosophy -Use pay strategically: financial rewards options (stock options, merit increases, sign on retention bonuses) -Pay attention to top performers -Retention packages, top performers expect to be recognized, provided with more flexibility, compensated, and provided with development and advancement opportunities -Pay attention to pay processes

How to offer autonomy

-Employees thrive when given space and time to do work without unnecessary interference: think about professionals -Managers should: be clear about expectations and specific about performance (success measures -Address underperformance -Recognize those who meet or exceed expectations -Learn to: share power, not do things on your own, recognize skills of employees and use those skills

Strategies to improve work content

-Ensure a match between employees and their jobs -Link work efforts to organizational mission -Offer autonomy -Provide regular feedback -Provide resources and infrastructure required for success

How to link work efforts to organization mission

-Explaining how work is essential to organization's short and long-term success increases employee commitment -Need to communicate to rest of organization as well -May be done using -Job descriptions: link duties to mission or goals to show connection -Strategic plans: link duties to plan to produce objectives, objective outcomes to show impact -Recognition of contributions: awards, etc.

importance of employee engagement on organizational performance.

-Linked to enhanced job performance -Behavior aligned with organizational values

Describe strategies to enhance the length of organizational employment.

-Offer employment for the long term -Promote from within -Create opportunities to grow and develop

Creating opportunities to grow and develop

-Professionals want to grow within their profession Managers should realize and facilitate -Strategies include: tuition/travel reimbursement for degree or certificate programs internal/external professional development and continuing education programs Mentoring, executive coaching, stretch assignments, committee assignments, temporary assignments, internships

Describe how an organization can improve benefits offered to employees.

-Support employees work-life balance: Make accommodations with schedules -Offer an array of benefit options to meet employee's different needs and life stages -Demonstrate a commitment to employee wellness I.e. Fitness facilities, sponsoring team sports, purified water, healthy meal and snack options -Communicate the value of benefit offerings

Cite attributes that make a workplace appealing to employees

-Track record of profitability or organizational stability -Recognized as a leader for quality and innovation -Supporting employee's desire for work-life balance -Maintaining strong market position -Demonstrate commitment to building a diverse workforce and inclusive organizational culture -Opportunities for professional development/career advancement

How to create opportunities for employees to connect with others inside and outside the workplace

-employees who enjoy colleagues/coworkers are more engaged and productive and have higher retention rates -Social capital -Within organization, assign employees to teams and projects that are matched with employees' talents and interests and broaden networks -To support community connections: Provide community orientation, create schedules that allow participation in community activities, support time for volunteer work, and provide logistical support for employee clubs

Benefits

-programs that support health, wellness, work-life integration, financial security -Education, retirement, insurance, work-life programs, scheduling, time off

Work content

-satisfaction that comes from the work one does -Impact, challenge, autonomy, feedback, variety, resources

List five key components of the employee value proposition.

1. Career 2. Affiliation 3. Benefits 4. Work content 5. Compensation

4 elements of employee engagement

1. Emotional commitment 2. Discretionary effort 3. Rational commitment 4. Intent to stay

Describe strategies to create a sense of affiliation.

1. Emphasize a distinctive organizational mission 2. Communicate a compelling vision 3. Be explicit about organizational values 4. Create a culture of inclusion 5. Create a safe work environment 6. Focus on fairness 7. Create opportunities for employees to connect with others inside and outside the workplace

How to create a culture of inclusion

1. Employees should feel welcomed, valued, accepted and supported 2. Individuals with close social ties at work demonstrate greater commitment, less absenteeism, and higher productivity 3. Majority of practicing pharmacist are women, workforce getting younger 4. Increased demographic diversity among health professionals supports greater access to health care in minority populations -Improved patient options and satisfaction -Better communication between healthcare professionals and patients -More dynamic educational experiences 5. Varied perceptions and experiences motivate strategies to support a productive and diverse organizational culture

Intent to stay

activities related to seeking new employment (sending out resumes, contacting networks), frequent thoughts of quitting.

Compensation

base salary, stock options, incentives, pay process

Emotional commitment

extent to feeling psychological connection to job, manager, workgroup, and organization

Affiliation

feeling of belonging to an admirable organization that shares one's values, work environment, reputation and ranking, institutional culture, mission and values, trust

Career

long term opportunities for development and advancement in the organization

Rational commitment

staying with organization is in their best interest (financially or professionally)

Discretionary effort

willingness to go "above & beyond" what is required, Help coworkers behind on work, volunteer for additional duties