Learning ResourcesNote: To access this week’s library resources, please click on the link to the Course Readings List, found in the Course Materials section of your Syllabus.Required ReadingsFallon, L. F. & McConnell, C. R. (2014). Human resource management in health care: Principles and practices (2nd ed.). Burlington, MA: Jones & Bartlett Learning. Chapter 8, "Compensation and Benefits" (pp. 143-159)Career Builder. (n.d.). Find a job. Retrieved August 30, 2019, from http://www.careerbuilder.comChamberlain, A. (2017, January 17). What matters more to your workforce than money. Harvard Business Review, 2–4. Fortune. (n.d.). Fortune 100 best companies to work for. Retrieved August 30, 2019, from https://fortune.com/best-companies/Goldstein, R. (2019, May 16). Leveraging benefits and perks to drive employee recruitment and retention. Forbes. Retrieved from https://www.forbes.com/sites/forbeslacouncil/2019/...Indeed. (n.d.). Job search. Retrieved August 30, 2019, from http://www.indeed.comKaidi, K., & Atun, R. (2017, August 16). Fixing the recruiting and retention problems in Britain’s NHS. Harvard Business Review.LinkedIn. (n.d.). Home. Retrieved August 30, 2019, from http://www.linkedin.comMeinert, D. (2015, July 13). How to improve employee morale. Society for Human Resource Management. Retrieved from https://www.shrm.org/hr-today/news/hr-magazine/pag...Monster. (n.d.). Home. Retrieved August 30, 2019, from http://www.monster.comMorgeson, F. P. (n.d.). How to reduce employee turnover in healthcare. HealthcareSource. Retrieved July 9, 2019, from http://education.healthcaresource.com/how-to-reduc...Munger, M. L. (2016, May 17). Employee retention a bigger challenge in growing economy. Physician Practice Insider, 35(6), 8–10.Sellers, K., Riley, M., Denny, D., Rogers, D., Havener, J.-M., Rathbone, T., & Gomez-Di Cesare, C. (2019). Retention of nurses in a rural environment: The impact of job satisfaction, resilience, grit, engagement, and rural fit. Online Journal of Rural Nursing & Health Care, 19(1), 4–42. https://doi.org/10.14574/ojrnhc.v19i1.547 Tarallo, M. (2018, September 17). How to reduce employee turnover through robust retention strategies. Society for Human Resource Management. Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/t...U.S. Department of Labor, Wage and Hour Division. (n.d.). Family and Medical Leave Act (FMLA). Retrieved August 8, 2019, from http://www.dol.gov/whd/fmla/Vermeir, P., Degroote, S., Vandijck, D., Mariman, A., Deveugele, M., Peleman, R., … Vogelaers, D. (2017). Job satisfaction in relation to communication in health care among nurses: A narrative review and practical recommendations. SAGE Open, 7(2). Webb, P. G. (2019). Managing today's workforce to meet tomorrow's challenges. Frontiers of Health Services Management, 35(4), 3-10. Document: Comparison Infographic Template (Word)Note: This template will be used to complete the Assignment for this week.Required MediaAirely, D. (2012, October). What makes us feel good about our work? [Video file]. Retrieved from https://www.ted.com/talks/dan_ariely_what_makes_us...Note: The approximate length of this media piece is 20 minutes.Laureate Education. (Producer). (2011). Good Samaritan hospital organizational chart—Week 4: Retention, compensation, and benefits. [Multimedia file]. Baltimore, MD: Author.Discussion: Employee RetentionIt is likely that you or someone you know has had unpleasant experiences with a particular job, business, or company. Dissatisfaction may have come about because of work environment, coworkers, wages, management, or other factors. Worker dissatisfaction and morale is a key concern of an organization’s HR department. HR professionals should be familiar with the various needs and challenges of a diverse workforce to identify ways to address those concerns.Human, financial, and time resources need to be planned and managed wisely by an organization’s leadership. Financial, legal, and ethical factors influence the HR professionals’ ability to provide compensation and benefits, mediate disputes, and otherwise aid in employee retention. An unwise management of resources may lead to employee discouragement, loss of motivation, and decreased productivity (Zeuch, 2016). One of the most important challenges faced by healthcare HR departments is developing innovative strategies for retaining employees (Fried & Fottler, 2015).In this Discussion, you will search for a healthcare position (or use one you previously identified) and analyze the compensation and benefits offered for the position. Then, you will recommend improvements to the benefits package. Finally, you will identify positive outcomes for improving employee morale and retention and strategies to address employees who are feeling unmotivated.ReferencesZeuch, M. (Ed.). (2016). Handbook of human resources management. Berlin, Heidelberg: Springer-VerlagFried, B. J. & Fottler, M. D. (Eds.). (2015). Human resources for healthcare managing for success. Chicago, Illinois: Health Administration Press.To prepare for this Discussion:Review Chapter 8 of the Fallon and McConnell textbook. Focus on identifying the importance of providing compensation and benefits for employees and the role the HR department plays in administering those provisions.Review the media Good Samaritan Hospital Organizational Chart—Week 4: Retention, Compensation, and Benefits found in this week’s Resources.Search for a healthcare position and analyze the job description. The job description you choose should include compensation and benefits information. You can find a healthcare position on the website of one of your local healthcare organizations or through one of the following online job search websites:Indeed: http://www.indeed.comCareerBuilder: http://www.careerbuilder.comLinkedIn: http://www.linkedin.comMonster: http://www.monster.comBy Day 4Post a comprehensive response to the following:Provide the title and a brief summary of the healthcare job description you have chosen.Identify the basic compensation offered.Describe the full benefits package offered by the company.Propose two to three improvements to the benefits package.Identify two positive outcomes for improving employee morale and retention. Support your suggestions with reputable resources.Provide two incentives that might attract job candidates.Recommend at least two strategies you might use to address an employee who is feeling unmotivated after one year of service. Explain why you think these strategies will help.Support your Discussion and peer responses with in-text citations and references from specific Learning Resources.Read a selection of your colleagues’ postings.By Day 6Respond to at least two of your colleagues' postings in one or more of the following ways:Suggest an additional benefit that could be offered to employees to improve morale and ensure retention for the position your colleague has chosen.Suggest an additional strategy to address an employee who is feeling unmotivated.Return to this Discussion in a few days to read the responses to your initial posting. Note what you have learned and/or any insights you have gained as a result of your colleagues’ comments. You are not required to post these final insightsAssignment: 100 Best Companies to Work ForThe effort to provide benefits and compensation, increase loyalty, and otherwise retain employees is ongoing and constantly changing. It is important for HR professionals to remain abreast of emerging trends and shifts related to employee retention. To do so, HR professionals can look to companies noted for great benefits and high workforce loyalty. These companies not only illustrate examples of new and innovative methods of employee retention, but they also act as beacons of what will become new standards for benefits and compensation.In this Assignment, you will compare the compensation and benefits offered by two companies. You also will also identify common aspects shared by the companies you select.To prepare for this Assignment:Review the Learning Resources for this week.Download the Comparison Infographic Template located in the Learning Resources.Visit the "Fortune 100 Best" website: https://fortune.com/best-companies/. Click on “Explore the List.” Select a company from the list by clicking on their name. The following page contains a thorough description of the company including the benefits they offer employees.Carefully review the descriptions on some of the companies included in the report and select two. At least one needs to be a healthcare-related company.Explore the information provided for each company as well as each company’s website.To complete this Assignment, complete the Comparison Infographic Template.Support your work with specific citations from this week's Learning Resources and additional scholarly sources as appropriate.By Day 6 of Week 4Submit your completed Comparison Infographic Template.

reply June Brown DB 5 COLLAPSE In Group counseling: Strategies and skills, Jacobs et. al., (2016), emphasized the idea that there are thirteen (13) problem situations that may cause conflict in a group, resulting in it straying away from its primary goals. Group members have various interests, beliefs, and preferences – which may pose a threat as problems may arise, and negatively impact the group (Forsyth, 2019). One particular problem highlighted would be a group member who chooses to remain silent, in fear of judgment if they open themselves up to the rest of the group. Silence can either be productive or counterproductive. Productive silence occurs in instances wherein the member is internally processing ideas or occurrences in the group setting. Counterproductive silence, on the other hand, is when members appear bored and lack interest (Corey, Corey & Haynes, 2014). Productive silence was evident with group member SusAnne in the Group in Action DVD, featuring Corey, Corey, and Haynes (2014), who initially desired to explore relationships that existed in her life but chose to remain silent instead, as she was wary of the perception of the other members once she opened up. She explicitly stated, “I feel that people will judge me, once they know me” (Corey, Corey & Haynes, 2014 p. 30). The keen observation of both leaders Jerry and Marianne led to the intervention of using open-ended questions and dyad to help her further explore the personal beliefs she created as her protective mechanism. As a result, she was able to express a sense of relief once she tapped into her emotions (Corey, Corey & Haynes, 2014). If a conflict is not addressed, a safe and comfortable environment is difficult to establish. This conflict then becomes a hidden agenda, hindering effective and efficient group interaction (Corey, Corey & Haynes, 2014). Many conflicts are based on individuals ‘misperception.  In order for the group process to move forward group members must undo their perceptual misunderstandings by actively communicating information about their goals, as open lines of communication not only aids in establishing trust between members but creates a safe environment, increasing cohesion and unity amongst the members (Forsyth, 2019).  Jerry and Marianne provide SusAnne with a safe environment, which helped her verbalize her emotions, process them, and allowed her to move forward with her established goals. References Corey, G., Corey, M. S., & Haynes, R. (2014). Groups in action: Evolution and challenges (2nd   ed.). Belmont, CA: Brooks/Cole. Forsyth, Donelson. (2013). Group Dynamics, 6th Edition. Cengage Learning, VitalBook file. Jacobs, E. E., Schimmel, C. J., Masson, R. L., Harvill, R. L., (2016). Group counseling: Strategies and skills (8th ed). Cengage Learning: Boston MA Joseph Lyons  Group Conflict COLLAPSE Group conflict is truly unavoidable when you bring a slew of individuals together, especially in a group setting. In our textbook “Group counseling: Strategies and Skills” there are a number of problematic scenarios that can cause conflict if not addressed appropriately. Conflict occurs in a group, the actions of one or more members of the group are unacceptable to and resisted by one or more on the group members (Forsyth, 2019, p. 410). For example, in groups like education, discussion or task groups a dominator is present. A dominator is a member who is trying to run things and be in control of the group (Jacob, Schimmel, Masson & Harvill, 2016, p. 408). Having a dominator in a group is quite common because groups are made up of individuals that vary in personalities, gender and cultural background. Individuals instinctively purse their own interests and to some this will lead them to compete with other members instead of working together in order to fulfill their own preferences, goal and or how the group should be run. When a dominator tries to take over a group there are several things that ensue such as not giving others an opportunity to engage in group discussion, cause meetings to go over schedule time, and tends to discourage other members from sharing. This type of behavior goes against the intended purpose of the group and therefore the group leader must maintain full control of the group. Forsyth (2019, p. 438) states that just as long as the conflict is managed well, expands the ranges of options, generates new alternatives, and enhances the groups unity by making explicit and help members understand their role in the group. Essentially, conflict arise in in  groups because of their diverse interest and preferences can pull them in different directions. 1 Thessalonians 5:11 (ESV) says “Therefore encourage one another and build one another up, just as you are doing”. God encourages us to come together the purpose helping one another pull through problematic situations in our lives such a educational and support groups. Reference Forsyth, D. R. (2019). Group Dynamics (7th ed.). Boston, MA: Cengage Learning, Inc. Jacobs, E., Schimmel, C., Masson, R., & Harvill, R., (2016). Group counseling: Strategies and skills. Boston, MA: Cengage Learning.