The Feasibility of Sick Child Day Care Day care is a fact of life for working parents in the United States. However, day care centers won't accept sick children. So when their kids are sick, parents may have to call in sick themselves. The problem wreaks havoc on schedules for production, travel, meetings, and presentations. You have been tasked to make a case to the director of human resources of Utah Valley University for the need for sick childcare and recommend that the organization establish such a benefit. Assume that the director of human resources will invite you to deliver an oral presentation to the HR staff on the feasibility of offering such a benefit based on your recommendations. One model is to create a site in a central area. An organization big enough to need a site just for its employees' children may be able to create one on-site. Small companies will want to team up with several other small businesses and split the cost. Additional alternatives may be possible as well. 3.1 Which of the following statements best explains the central issue in this case? a. The physical and emotional wellness of Utah Valley University employees and their families are critical to their performance and to overall organizational success. b. A sick childcare benefit program should be should be implemented. c. Employees at Utah Valley University could solve an organizational problem by implementing a sick childcare benefit that would help employees when a personal need arises. d. Employees at Utah Valley University will benefit by the establishment of extra sick pay for employees who need to take care of a sick dependent. 3.2 Which of the following sets of information sources would be the most effective in developing a comprehensive analysis of the issue and providing evidence that supports recommendations for a new employee benefit? a. Survey data from employees indicating their interest in a new proposed benefit and their anticipated frequency of using the recommended benefit accompanied by related costs. b. A synthesis of the following: research on the impact of employee wellness, performance and efficiency, employee interest survey results, costs, and expected impact in terms of improved production and satisfaction. c. A synthesis of findings from academic studies related to the benefits of physical and emotional health of employees on performance accompanied by a cost analysis of implementing the benefit. d. Data from similar types of organizations in the region, whether or not they have a similar proposed employee benefit, and if they do, the number of employees that use it, the frequency of use, and data regarding the number of sick days taken as well as turnover rates. 3.3 Which of the following assumptions might need to be considered relevant to the case? Choose all that apply. a. If the company creates the benefit program, the employees will use it rather than taking sick leave. b. The proposed benefit will make it easier to recruit new employees and retain current employees. c. A comprehensive analysis of the average rate of childcare in the surrounding area. d. Costs of the program will be recouped by greater employee productivity. 3.4 Which of the following position statements best accounts for the complexities of the issues and includes a synthesis of potential other points of view? a. A new employee benefit would provide significant benefits to both employees and the company as a whole. b. A survey of external childcare options confirmed that employees do not have options for sick dependents. c. Perks such as company gyms, free food, and services such as healthcare, car washing and detailing, and childcare are typical of many companies. To be competitive, our company needs to at least implement a benefit program of this type for employees. d. Although not all employees would use a sick childcare program, data indicates that a sufficient number of employees would use it and that this use would result in improved health and morale as well as productivity. 3.5 Which of the following conclusions is the most logical and informed in terms of consequences and implications? a. Evidence clearly indicates that offering sick dependent childcare would have the following benefits: improved employee satisfaction, increased productivity, and recruitment advantages. Costs for implementing and maintain the employee benefit are offset by these advantages within a one-year timeframe. b. The cost of not implementing a benefit program similar to what is proposed would have a longterm negative impact, including employee turnover, difficulty in attracting new employees, and low morale. The investment in the benefit program would help address these consequences. c. The organization is well known for being forward-thinking in terms of employee satisfaction as evidence by annual surveys. These surveys, however, have noted that the implementation of this new benefit program is a benefit desired by employees with dependents, but not with employees without dependents. d. Although the improved employee satisfaction, increased productivity, and recruitment advantages of a benefit program appear to be substantial, they are not guaranteed. However, the preponderance of evidence suggests that the benefits will likely reach human resources objectives. The Feasibility of Sick Child Day Care Day care is a fact of life for working parents in the United States. However, day care centers won't accept sick children. So when their kids are sick, parents may have to call in sick themselves. The problem wreaks havoc on schedules for production, travel, meetings, and presentations. You have been tasked to make a case to the director of human resources of Utah Valley University for the need for sick childcare and recommend that the organization establish such a benefit. Assume that the director of human resources will invite you to deliver an oral presentation to the HR staff on the feasibility of offering such a benefit based on your recommendations. One model is to create a site in a central area. An organization big enough to need a site just for its employees' children may be able to create one on-site. Small companies will want to team up with several other small businesses and split the cost. Additional alternatives may be possible as well. 3.1 Which of the following statements best explains the central issue in this case? a. The physical and emotional wellness of Utah Valley University employees and their families are critical to their performance and to overall organizational success. b. A sick childcare benefit program should be should be implemented. c. Employees at Utah Valley University could solve an organizational problem by implementing a sick childcare benefit that would help employees when a personal need arises. d. Employees at Utah Valley University will benefit by the establishment of extra sick pay for employees who need to take care of a sick dependent. 3.2 Which of the following sets of information sources would be the most effective in developing a comprehensive analysis of the issue and providing evidence that supports recommendations for a new employee benefit? a. Survey data from employees indicating their interest in a new proposed benefit and their anticipated frequency of using the recommended benefit accompanied by related costs. b. A synthesis of the following: research on the impact of employee wellness, performance and efficiency, employee interest survey results, costs, and expected impact in terms of improved production and satisfaction. c. A synthesis of findings from academic studies related to the benefits of physical and emotional health of employees on performance accompanied by a cost analysis of implementing the benefit. d. Data from similar types of organizations in the region, whether or not they have a similar proposed employee benefit, and if they do, the number of employees that use it, the frequency of use, and data regarding the number of sick days taken as well as turnover rates. 3.3 Which of the following assumptions might need to be considered relevant to the case? Choose all that apply. a. If the company creates the benefit program, the employees will use it rather than taking sick leave. b. The proposed benefit will make it easier to recruit new employees and retain current employees. c. A comprehensive analysis of the average rate of childcare in the surrounding area. d. Costs of the program will be recouped by greater employee productivity. 3.4 Which of the following position statements best accounts for the complexities of the issues and includes a synthesis of potential other points of view? a. A new employee benefit would provide significant benefits to both employees and the company as a whole. b. A survey of external childcare options confirmed that employees do not have options for sick dependents. c. Perks such as company gyms, free food, and services such as healthcare, car washing and detailing, and childcare are typical of many companies. To be competitive, our company needs to at least implement a benefit program of this type for employees. d. Although not all employees would use a sick childcare program, data indicates that a sufficient number of employees would use it and that this use would result in improved health and morale as well as productivity. 3.5 Which of the following conclusions is the most logical and informed in terms of consequences and implications? a. Evidence clearly indicates that offering sick dependent childcare would have the following benefits: improved employee satisfaction, increased productivity, and recruitment advantages. Costs for implementing and maintain the employee benefit are offset by these advantages within a one-year timeframe. b. The cost of not implementing a benefit program similar to what is proposed would have a longterm negative impact, including employee turnover, difficulty in attracting new employees, and low morale. The investment in the benefit program would help address these consequences. c. The organization is well known for being forward-thinking in terms of employee satisfaction as evidence by annual surveys. These surveys, however, have noted that the implementation of this new benefit program is a benefit desired by employees with dependents, but not with employees without dependents. d. Although the improved employee satisfaction, increased productivity, and recruitment advantages of a benefit program appear to be substantial, they are not guaranteed. However, the preponderance of evidence suggests that the benefits will likely reach human resources objectives