LB5114 Management Skills: Walter Rossler Company Case Study Analysis

This case study examines workplace stress within Walter Rossler Company, focusing on the experiences of an employee, Simpson, who faced adverse consequences after whistleblowing. The analysis incorporates the Job Demand Control theory and the transactional theory of work stress to understand the causes and effects of Simpson's situation. Recommendations are provided to mitigate workplace stress, including enhancing employee recognition, promptly addressing whistle blower feedback, ensuring transparency in company policies, and abolishing negative reference practices. The case highlights the importance of fostering a supportive and communicative work environment to prevent extreme outcomes, such as the criminal activity and murder that resulted from unresolved workplace issues. The study emphasizes the need for companies to value their employees and handle grievances effectively to avoid detrimental impacts on both individuals and the organization.

Work place stress
Case study analysis

Analysis
 In this case study, the entire course of event revolves round the actions taken by the
company owner of Walter Rossler and the employee Simpson. He had to leave his job
for his whistle blowing and pay $ 700 to the company as he left his job abruptly and the
company had filed a lawsuit for this reason. As the owner of Walter Rossler Company
provide unsatisfactory reference to the other companies so that Simpson do not get
scope for placement in any company.
 The Job Demand Control theory supposes that that the work related stress result from
the interaction among psychological job demand related to workload can like cognitive
and emotional demand and interpersonal conflicts (Noblet & Lamontagne, 2016). In
addition to this, the frustration that Simpson could not change his course of life by
entering another company to work.
 As found out in the transactional theory of work stress, the wok environment can be a
stressor for the employee (Thirumaleswari & Ragothaman, 2015). For Simpson, this
process of protesting against the discriminating behaviour of the company led him to
think unvalued for the organisation. This affected his psychosocial needs which
affected his respect.

Recommendation
 This case is not only a matter of workplace stress and leaving of employee but it is the action that led a
person to engage in criminal activity and murder. In order to reduce or eliminate the workplace stress,
the company first need to enhance recognition process of the employees (Noblet & Lamontagne,
2016). When an employee is provided with all the facilities for his efforts and recognition for his
contribution, he feels motivated. In case of Simpson, the company could have replace the policy of
entering from the backdoor and valley their employees as they do the managers or secretaries.
 Secondly, the company can properly attend the whistle blower by handling the feedback against
discrimination in no time. If the company wanted to mitigate the issue it could have arrange a meeting
and convince Simpson for the reason of having such policy. Had it been done properly, the gap in
communication about the policy did not make him feel deprived and may not lead to this situation.
 Thirdly, the company can shifts it focus on the transparency on the policies in the workplace. Wherever
a new recruitment enters the job, they should have proper understanding of the policies of the
company (Richardson, 2017). Therefore, the employees will not create any issues when they get the
clear answer from the authority regarding any gap.
 Finally, the negative reference process must be abolished so that the career of an employee who could
not match himself with the organisational values, may not get affected. There were other methods to
get the fund back from Simpson but the owner of the company Walter Rossler did not follow that
method and doomed all of the people associated with it.

References:
 Noblet, A., & Lamontagne, A. (2016). Creating healthy workplaces.
Final report: reducing workplace stress.
 Thirumaleswari, T., & Ragothaman, C. B. (2015).
Employeeengagement amediator for managing occupational stress
among women nurses a study with special reference to selected
hospitals in kanchipuram district. Journal on Management
Studies, 1(2).