Family Care Specilist

To start, I believe this is a decision case, where the managers in place need to take a decision on whether or not to give TMS more authority to evaluate profits take decisions on their own hands and oversee sales. The case is about Toyota Motor Sales trying to figure out if they should give more authority to their regions general manager. The case sets it clear that half of its managers thinks its a great idea to decentralize the company but the other half believes that the managers in place aren’t ready for the

1. What purposes are served by the FCS physician compensation system? Must some of the doctors’ compensation be made performance dependent?

The purposes served by the FCS compensation system is to retain a competitive nature with other physicians facilities and maintain current physicians. Creating a statement that their work is valuable to the FCS and the community. Their biggest problem was losing physicians to other local competitive and more compensative family care practices. In my point of view the workload of FCS physicians was way too much between teaching, attending meetings, and seeing patients. It is clear that the FCS will not be able to retain its physician with those measures. Some of the doctors compensation must be made performance dependent, simply because not all doctors specialize in the same field. What may be inappropriate amount time for a OB/GYN appointment may not be suitable for an appointment involvement a geriatric patient. Each doctor should be compensated based on their field of expertises.

2. Is the current system an improvement over the QIIP that is replaced? Explain why, listing major strengths and weakness of both plans.

I will first list the major strengths and weakness of each system in order to make a final decision on if the current system has some improvements or not.

Strengths of QIIP: Sign-in and out of meetings, in order to keep records to be provided to the practices executives. Follow its mission statement which is also serving the community. WMMC was achievement its stated mission, placing nearly half of its graduates into family medical practices in the area.

Weakness of QIIP: Rewards based on point systems, as we are discussed in class those measurements are hard to work. Measurement by performance, which I personally believe its not very accurate, when you have someone measuring your performance, there are a lot of factors involved than just your performance, such as physical attraction, racism, liking or disliking the person. Performance measures should be cut and dry, you have done the assignment, here is the point, and thats it.

Strengths of the new system: Physicians could improve their compensation. Physicians didn’t need to do moonlighting. FCS could retain its physicians in a competitive compensation rate.

Weakness of the new system: Did