Case Study Scott’s Miracle Gro Co.
It was founded by Orlando Scott in 1868 under the watchful eye of chief executive officer James Headgear and hey found their niche in developing products for lawn and garden case. SMS products include fertilizers, plants foods, soils, pest control, grass seed and bird food. The company consumer brands in north America are Coot’s miracle grog and Roth.
Their international brands include miracle grog, evergreen, fertilizers, citation Problems :- The mall problem faced by the company was the health care cost which was taking 20% of the company’s profit.
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Reasons:- Half of the 6000 employee’s were over weight or morbidly obese and one quarter of the employee’s smoked. Solutions:- 1 . The company’s CEO headgear banned the employee’s from smoking inside and outside the organization. 2. He confronted the employee’s and made them aware of the problem’s the company was facing.
Was being spent on the employee’s healthcare. What made the CEO ban smoking? Egg:- 20% of the company’s profit After seeing a CNN program late one night In which a doctor was arguing that employer should get serious about the employee’s problem which Include, obesity and diabetics.
He decided that the only way to tackle this problem was to take a drastic action which would prove beneficial to both the employee’s and the company. And so he came up with a policy to ban smoking by the employee’s. Problems on implementing the policies:- 1. It may violate federal law.
2. It wasn’t illegal to hire and fire people based on their smoking habits. Implementation of policy:- 1 . Employees were encouraged to take exhaust health -risk assessment, those who don’t pay $40 per month more In premiums. 2.
Employees found to be at high risk were assigned to and work closely with health coach. . Those who don’t comply should pay an additional 467 per month on top of the $40. 4. Employees found the policy intrusive.
Pros Ana con’s AT ten policy:- Pro’s :- An employee who was prodded by his health coach to see a doctor had his life saved when surgeons found 95% blockage in his heart that would have killed him within five days. Con’s:- An employee who was fired because he failed a drug test for nicotine use is now suing the company. Questions:- 1 . What do you think about headgear approach to controlling employee health care costs. Do you agree with it? Why or why not?
Yes I agree with it, because the approach made by headgear has positive impact on both the company and the employees. The many was able to reduce their expenditure on healthcare and at the same time the employee would have a better health.
And moreover human resource is about the employees welfare. 2. What benefits and drawbacks are there in this type of wellness program for (a) employees and (b) the company? Some of the benefits and drawbacks are:- Benefits:- Company: The company was able to reduce their cost on healthcare. Employees: They would have a better health. Drawbacks:- (a). May faced law suits by employee.
B). Future employees who are willing to Join the company may find the policy uncomfortable and may end up not Joining the company. (c). Present employee’s may leave the company, or they may be dissatisfied and thereby their performance may decreased. Employee’s:- (a) May find the work environment unsatisfactory(employee’s that smoke or is obese).
(b) Employee’s find the policy intrusive. 3. Research company wellness program. What types of things are companies doing to encourage employee’s wellness? Are there any things that you found that you might recommend that headgear implement? Describe.
Workplace wellness doesn’t have to mean on-site gyms and in-house personal rainier. Small companies may be able to encourage healthy living and offer compelling perks to employees without spending a lot of money and time putting together a plan.
For a small company, the payoff can be big: Many employers report that healthier employees show up to work more often, are more productive, and visit the doctor less frequently. Here are the five tips that a company can do minored to start a wellness program. 1 Clean out ten venal machines. 2. Invest in pedometers 3. Give employees fast-food facts.
4. Offer health-risk assessments. 5. Review claims.