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The company I am writing about is Memphis Light, Gas and Water (MLGW) originally, I am talking about the Family Medical Leave Act (FMLA)

Professional Development Program Proposal

Overview

In your first assignment, you conducted a research analysis of the company and proposed strategic solutions to the CEO. As you continue your consulting role, the next task is to deliver a professional development program to the CEO of your chosen organization.

It is important that your program’s proposal be based on your research of emotional intelligence (EI) and specifically details how a new incentive program, based on an EI management approach, will:

• Foster teamwork.
• Strengthen interpersonal relationships.
• Enhance communication.
• Increase overall performance.
• Benefit not only managers but the bottom-line.

Instructions

Write a 5–7 page, double-spaced proposal that includes the following components:

1. EI and Motivation:
   • Which of the EI building blocks would impact management’s ability to enhance employee performance and job satisfaction?
   • Based on your research on motivational theory, describe which motivational theory you would utilize to influence the members of the organization and aid in helping to resolve the issue. Provide examples to support your solution.
2. EI and Social Skills and Decision Making:
   • Explain how the core concepts of emotional intelligence would enhance the decision-making efficacy of the management team.
3. Effective Teams:
   • Describe the core attributes of an effective team and the strategies you would implement to develop team dynamics that will benefit the organization.
4. Reward Systems:
   • Create an effective reward system for this organization based on how you want to resolve the organizational issue. Determine the strategies you would incorporate to motivate employees and influence behavior.
5. References and Citations:
   • Go to the Strayer University Online Library to locate two quality resources.
   • In-text citations are required when paraphrasing or quoting another source.
6. Formatting and Writing Standards:
   • This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course.

Confidentiality: Since you will be addressing real issues in real organizations in your assignments, it is important to respect confidentiality. Feel free to use an alias for any company or individuals you might mention in your assignments. Remember that all discussions about these organization should only occur within this course and not be shared with people outside the course.

The specific course learning outcome associated with this assignment is:

• Develop a proposal for a program to help managers use reward systems and emotional intelligence to motivate team members
• (below is the first paper Assignment Preparation)
• The organization that I have chosen
  is Memphis Light, Gas and Water Division (MLGW). I have worked for the Division for over six
  years. I will be addressing the Family Medical Leave Act (FMLA) process. FMLA is a federal labor law that entitles
  eligible employees to take up to 12 weeks of unpaid job protected leave per
  year, for their own serious medical reasons, or for family reasons such as the
  serious medical conditions of a family member. The law also requires that
  health benefits be maintained. Though
  this is a federal law, employees must follow internal procedures established by
  the organization. MLGW has a FMLA process that all employees must follow. To
  take FMLA leave, an employee must complete required documentation,
  certification, confidentiality and receive approval or disapproval
  notification.
• An employee may take the FMLA
  because of their own health issue and they receive their documentation from the
  doctor’s office that states they have cancer.
  A family member received documentation from their doctor’s office they
  have high blood pressure. This is when
  the employee must fill out the proper documentation stating FMLA is needed for
  their own health issue or their family member’s health issues. These employees must utilize the Department of
  Labor’s (DOL) Certification forms, Medical Release forms, along with their job
  descriptions, GINA disclosure forms, and the Manager will have to complete the
  Designation Notice forms within five business days.
• This issue hinders the
  organization’s efficiencies because FMLA is not centralized in Medical Services
  and/or Human Resources Departments. Employees
  must request FMLA using an Absence and/or FMLA form and submit all
  documentation to his/her manager and when all documentations have been either
  approved the manager sends these documents to Human Resources and if
  disapproved, then the documents goes back to the employee further information
  from their doctors.
• Currently, all the MLGW departmental
  areas handles their own FMLA process, and that means everyone is reading what
  diagnoses each employee is dealing with and this needs to be resolved. The steps to take is to plan a meeting with
  the Managers to let everyone know the policies/procedures for moving FMLA to a
  centralized reporting system. The
  employees responsible for FMLA know that these documents are confidential. However, there is a Nurse in Medical Services
  along with her Medical Assistant, and there is a Coordinator in Human Resources
  along with two clerks that should be handling the FMLA process. Both departments handle Workman Compensation
  process as well. Therefore, as
  extroverts, employees must be comfortable with interacting with others
  (Uhl-Bien, 2020) and making sure everyone is on the same page to providing
  confidential information regarding the FMLA process. Since the Nurse and Assistant are the only
  two in the department, then the FMLA process should be placed in the Medical
  Services Department under lock and key. Confidentiality
  should be the focus regarding FMLA documents, when these documents are faxed to
  the Manager, or Human Resources, then anyone in the department will be able to
  read these important diagnoses.
• When it is time for an employee to
  update their FMLA, which is every six months, they should contact Medical Services. As the team is conscientious and can focus on
  the FMLA process, we know this task will be accomplished and the plans in place
  to meet these commitments (Uhl-Bien, 2020).
  As a consultant, our team will be open to experience, outline the task
  at hand, present our findings to MLGW so the FMLA process will be put in the
  Medical Services Department. However,
  when these documents get approved by the Manager, copies go to Human Resources,
  the employee, and the supervisor. Therefore,
  FMLA should be in the Medical Services Department for the Nurse and her
  assistant only. However, when FMLA is denied,
  the employee receives the original document and a copy of the FMLA is put in
  his/her files.
• In closing, the focus on the FMLA
  process that goes through the cycling process should be placed in the Medical
  Services Department because of confidential information. However, even though Human Resource
  Department handles this process, our consultant firm will recommend that since
  the state of Tennessee requires these documents for different reasons, it is
  imperative for MLGW to follow these guidelines that is put into place for these
  employees to complete the required documents, certification, confidentiality,
  and receive approval or disapproval notification.
• Reference
  1. Mary Uhl-Bien, Ron Piccolo, John R.
  Schermerhorn, Jr., 2020. Organizational Behavior.
  Second
  Edition. p.3-5. Wiley Loose-Leaf Edition