Issues at Great Health Company

Case Study Analysis- Great Health Company
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Case Study Analysis- Great Health Company
The performance of organizations depends significantly on the productivity of employees, which in turn is dependent on an effective reward system. As a firm operating in a dynamic and competitive market, Great Health Company must develop a reward and compensation strategy that supports employee productivity. With the company experiencing a high turnover and employees being stressed and unhappy, there is a need to revamp the human resource strategy at Great Health Company to ensure performance improvement and guide the company into a sustainable future.
Issues Identification
The preliminary information reveals major human resource and rewards-related issues that could negatively impact the performance of Great Health Company. In the sales department, a major problem that emerges is the lack of cohesion. At least two of the exiting employees reveal that they do not stand how some sales associates handle their jobs as they do not help in serving customers' real needs. The exiting employees also reveal a constant conflict between the frontline employees and the production and service departments. The conflict among employees themselves, as well as between different departments, underlines a lack of cohesion in the organization.
Great Health Company is also characterized by poor customer relationship management, resulting in the loss of sales and customers. The conflict between the departments undermines the ability of the organization to satisfy the needs of the clients. Furthermore, as revealed in the case, the sales associates sometimes overcommit to customers and fail to serve the real needs of the company's customers. It is safe to assume that the poor relationship with customers due to employee disharmony is hurting the business.
The organization is also marked by several forms of discrimination. Pregnancy-related, appearance-based, and wage discrimination exist in Great Health Company. Women of childbearing age and mothers are considered problematic, which is against the Canadian Human Rights Act, which prohibits pregnancy-related discrimination (Canadian Human Rights Commission, 2010). In addition, beautiful women and men tend to be treated better and are potentially paid more, meaning appearance-based and wage discrimination are present in the company.
A deficient induction program and an external pay equity problem are also other human resource issues facing the organization. There is a lack of a sufficient program to orient new employees to their new environment, which significantly limits their ability to work well. Furthermore, the existence of better-paying jobs elsewhere means an external pay equity problem exists. It is deducible that it is a major factor contributing to the high turnover.
The lack of a standardized pay system is perhaps the biggest issue facing Great Health Company and is responsible for the undesired behaviors. As revealed by Singh and Long (2022), while the reward systems in a company can promote desired behaviors, they can also unintentionally create undesired behaviors and attitudes. In essence, with...