Dr. Jack Perry,DDS
INTRODUCTION:
DR. JACK PERRY, DDS is a case which describes the issue of Dr. Jack Perry that employees in his dental clinic are not enough motivated to grow the business to its deserved potential. He wishes that in his dental school they’d taught him how to manage a business. He concludes that morale among the staff. They didn’t seem to be working hard.
Perry was a graduate from Ontario University at top of his class. He is proud of his financial success and is still growing at 15% annually. He pays a good salary to his staff compared to all other dental clinic in that area and the employees even like working near to their home. In Perry’s clinic the staffs have very flexibility when going for holidays & vacation. Perry takes care of his staff & even pays his staff an annual bonus.
The issue he is facing that staff knows how much salary each other staff make and how much Perry is left with, but they are not aware of the cost of the practice, such as lab material, supplies, phone bill, advertising, continuing education & insurance.
He is recalling to a dental conference he had attended with some colleagues in Chicago in 2005, he is using those methods which he learnt there to manage his clinic and he did not want to hire the consultant.
BACKGROUND OF THE CASE:
The case deals with the concern of low morale of the employees working at PERRY’ office and were not interested neither motivated in the expansion of the business. In Canada becoming a dentist was a rigorous process because it included three years of study at the university graduate level followed by four years at an accredited dental school and at the end of the school they have to pass a board examination before obtaining their doctor of dental surgery degree.
Perry graduated from Ontario university dental school in 2001 and purchased a dwindling practice from a nearly retired dentist in Cromwell. He employed two part-time receptionists, two full time hygienists. One full time assistant and
DR. JACK PERRY, DDS is a case which describes the issue of Dr. Jack Perry that employees in his dental clinic are not enough motivated to grow the business to its deserved potential. He wishes that in his dental school they’d taught him how to manage a business. He concludes that morale among the staff. They didn’t seem to be working hard.
Perry was a graduate from Ontario University at top of his class. He is proud of his financial success and is still growing at 15% annually. He pays a good salary to his staff compared to all other dental clinic in that area and the employees even like working near to their home. In Perry’s clinic the staffs have very flexibility when going for holidays & vacation. Perry takes care of his staff & even pays his staff an annual bonus.
The issue he is facing that staff knows how much salary each other staff make and how much Perry is left with, but they are not aware of the cost of the practice, such as lab material, supplies, phone bill, advertising, continuing education & insurance.
He is recalling to a dental conference he had attended with some colleagues in Chicago in 2005, he is using those methods which he learnt there to manage his clinic and he did not want to hire the consultant.
BACKGROUND OF THE CASE:
The case deals with the concern of low morale of the employees working at PERRY’ office and were not interested neither motivated in the expansion of the business. In Canada becoming a dentist was a rigorous process because it included three years of study at the university graduate level followed by four years at an accredited dental school and at the end of the school they have to pass a board examination before obtaining their doctor of dental surgery degree.
Perry graduated from Ontario university dental school in 2001 and purchased a dwindling practice from a nearly retired dentist in Cromwell. He employed two part-time receptionists, two full time hygienists. One full time assistant and