Posted: March 1st, 2023

DMBA 610 – Critical Thinking Paper

Please answer if possible. It’s due by 9p.m. today. ThanksScroll down to see the Penn-Mart memo
Analzye the business document below (scroll down) applying all the steps of the
critical thinking model.
In a short paper (7-8 double-spaced pages) apply the steps of the critical
thinking model to assess the arguments made in the critical thinking assignment
document. You must include all of the steps.
Here are the steps:
1. What are the issue and conclusions?
2. What are the reasons?
3. What words or phrases are ambiguous?
4. What are the values and descriptive assumptions?
5. Are there any fallacies in the reasoning?
6. How good is the evidence?
7. Are there any rival causes?
8. Are the statistics deceptive?
9. What significant information is omitted?
10. What reasonable conclusions are possible?
Remember that your task here is to evaluate the author’s argument as
objectively as possible, not to give your own
opinions on the issue. Be sure to use the analytical framework, not your own
thoughts on the issue.

Prepare the paper in Help write my thesis – APA format. The citations and
the reference list in the paper should be formatted in accordance with the Help write my thesis – APA
guidelines.
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
PENN-MART
Recommendation for Revision of Penn-Mart’s
Health Care Strategy
Memorandum to the Board of Directors
from Salvador Monella, SVP, Human Resources
January 6, 2014
1. Purpose
This memorandum is to update you on our efforts to
review and revise Penn-Mart’s healthcare benefits strategy. Last fall the board
asked my office to examine what Penn-Mart could do to control the spiraling
costs of employee healthcare benefits. In response to the board’s concerns
about unfavorable cost trends, I recently led a team in evaluating Penn-Mart’s
approach to benefits, and developing a plan to revise the Penn-Mart healthcare
strategy. We are prepared to share with you a brief, high level overview of our
considerations and our final recommendations. In short, we recommend that
Penn-Mart institute a wellness initiative consisting of a mandatory health
screening program for all employees enrolled in the company-sponsored health
plans.

1. Findings
Our internal research has showed that wages and
benefits make up roughly 40 percent of our annual budget. Growth in benefits
costs is unacceptable and is driven by fundamental and persistent root causes
such as an aging workforce with increasing average tenure. Benefits costs could
consume as much as 15 percent of our total profits in 2015. Employee surveys
demonstrate that employees are overall highly satisfied with their benefits.
The least healthy, least productive employees are more satisfied with their
benefits than other segments and are interested in longer careers with
Penn-Mart. It is not fair to the young and fit, to allow those who are not to
be a drag on earnings. Our research indicates employees overall are highly
opposed to traditional cost-control measures such as higher deductibles for
health insurance.
Data from our underwriters indicates that
individuals who voluntarily neglect their health account for the greatest
impact on the growth in benefits costs. This group includes smokers, those who
do not exercise, and those who defer preventative care. Therefore we should
require preventative care of everyone at Penn-Mart. The best way to do this is
through a mandatory wellness program. Penn-Mart has for ten years offered
wellness programs on a voluntary basis. Data from our group health underwriters
indicates that participation in these voluntary programs peaked at 5% of total
FTE’s in 2006.[1] It is time to get everyone involved.

1. Recommendations
Our recommendations are expected to have
significant positive impact on the health care cost curve for Penn-Mart.
Our team recommends:
• That every current benefits-enrolled employee be
required to complete biometric health screening no later than December 31, 2014
at a company-contracted third party medical facility.
? Biometric screening includes: finger stick blood
tests for cholesterol and glucose; weight, height, and waist measurement; and a
blood pressure reading.
• That every current benefits-enrolled employee be
required to complete an online health profile.
? Such profile will collect additional information
to provide a more complete picture of employee health (e.g. whether employee
smokes, conducts appropriate physical self-examinations).
? Certify that the employee has had an annual
physical examination.
• That the new initiative be given a friendly name
such as “Get Well” to promote employee acceptance of the program.
• That employees who do not comply with the terms
of “Get Well” be given the options of
? Pay a $1,000 annual health surcharge; or
? Decline employer-sponsored health coverage for
the following calendar year;
? Resignation; or
? Termination.

1. Assignment help – Discussion
The objective of the “Get Well” program is to make
employees more aware of their own health status and to help them identify
issues that they could mitigate on their own to become more fit.
The “Get Well” initiative completely aligns with
other current public health and fitness initiatives such as Mayor Bloomberg’s
ban on large soft drinks and the First Lady’s “Let’s Move” campaign.
There have been numerous research studies on
obesity published in scholarly journals such as the Journal of the American
Medical Association and the New England Journal of Medicine.
We firmly believe that many Penn-Mart employees
want to get fit and that the “Get Well” initiative will provide the necessary
incentives for them to take charge of their own wellness. Giving a blood sample
and filling out a survey form is not intrusive or burdensome – these are two
things that people do routinely. Those who might oppose “Get Well” are either
unfit, or they have something to hide in their medical history. To quote the
famous Charles Darwin, “survival of the fittest” is a natural part of evolution.
“Get Well” will make all Penn-Mart employees feel
better about themselves.
These recommendations have been thoroughly
researched and represent state-of-the-art in our field. We are confident in
your concurrence.

[1] 2006 was the year of Penn-Mart’s participation
in the local Corporate Challenge road race in which some managers chose to
consider participation in the race as a minor part of the annual employee
performance review process; this initiative was scrapped due to a frivolous
legal challenge by those who are not runners.

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