Workforce Health and Well-being: Stressors in Hospitality Industry

This report critically analyzes stressors impacting employee turnover in the hotel industry, focusing on a study by O'Neill and Davis. It identifies interpersonal tension and overload as key stressors, particularly within the context of a Gold Coast hotel. The report examines the impact of these stressors and explores strategies for reduction, such as formulating work-life balance policies, scheduling work, and organizing training programs. The findings highlight the significance of addressing workplace stress to enhance employee well-being, reduce turnover, and improve overall productivity. Recommendations include flexible working hours, training programs, and clear task assignments to mitigate stress and foster a more positive work environment, ultimately contributing to the hotel's success.

HEALTH AND WELL-
BEING OF A
WORKFORCE

EXECUTIVE SUMMARY
The purpose of this report was to critically analyse various stressors that lead towards
enhancing turnover rate of employees ion the organization. The aim of this report was to provide
a critical analysis of most significant stressor that play significant role in incresing stress level of
workers in the hotel. The report was based on the research titled as “Work stress and well being
in the hotel industry” conducted by O'Neill and Davis. Types of stressors that were faced by
staff members that work in hospitality industry have been explained. Various strategies that can
be adopted for reducing these stressors have been mentioned in the report. Moreover, the main
findings from the research include types of stressors and strategies for reducing the imapct of
these stressors. It was found that interpersonal tension and overload are two majorv stressors that
enhances stress level of staff members. An analysis of finding showed that formulating work life
balance policy is an effective strategy that can be adopted for reducing the stressors and
enhancing productivity of employees. The recommended strategy to overcome this issue includes
organizing training program, scheduling the work and formulating work life balance policies for
the enterprise.
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TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
FINDINGS 1 :- ...............................................................................................................................3
FINDINGS 2 ...................................................................................................................................4
DISCUSSIONS ...............................................................................................................................4
CONCLUSION ...............................................................................................................................5
RECOMMENDATIONS ................................................................................................................5
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INTRODUCTION
Hospitality industry includes wide category of services including transportation,
accommodation, lodging, food and event planning. It is assertive that effective services should be
rendered to consumers. Tourism and hospitality sector in Australia is growing at a faster pace
and offering huge growth and success opportunities. Health and well being of staff members
needs to be ensured for ensuring growth and success of the entity. The purpose of this report is to
critically analyze various stressors that are faced by individuals that are working in hospitality
industry. Present report describes about impact of these stressors on employee turnover rate of
the entity. In addition to that strategies that could be used for the business to reduce the
workplace stress have been mentioned.
FINDINGS 1 :-
Stressors faced by hospitality industry :- According to the studies conducted by O’Neill and
Davis, (2011) it has been observed that It is assertive that health and well being of personals
should be ensured in the hotel industry. Satisfied worker shows positive contribution for
accomplishing desired goals of enterprise. It has been mentioned in the study that two most
significant stressors are interpersonal tension at work place and overload. One important stressor
is interpersonal tension that exist among staff members and due to that probability for conflict
and occurrence of work place related issues enhances. It is essential that proper coordination
should be maintained among staff members for executing business functions effectively.
In addition to that discrimination made with the employees on the grounds of gender and
marital status is one more important element that gives impact on the stress level of the staff
members. Lack of proper action plan for distributing task and responsibilities among employees
is also crucial element that aids in enhancing stress level of employees. If appropriate and
conductive work environment is not provided to staff members than will lead towards creative
negative impacts on the employees and mental stress level of employees increases due to it. One
additional stressor is lack of proper wage and compensation policy due to which basic needs of
staff members does not get fulfilled. In hospitality sector it is vital to satisfy needs and
expectation of consumers for ensuring positive growth and profitability of the entity. If staff
members fails in completing their assigned work and responsibilities on proper time than due to
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that stress enhances. These are some significant stressors that are face by personals that are
working in hospitality industry. It has been observed from the study that there were no
significant difference in the stress level of employees due to the gender differences. It has also
been mentioned in the study that employees reporting greater frequency of work report lower job
satisfaction and higher turnover intent and interpersonal tension plays a crucial role in enhancing
employee turnover rate in the entity. It has been concluded finally that managers and employees
might experience more stress because of more responsibility assigned to them. It has been
concluded from the study that there is relationship that exist between negative physical health
symptoms and stress. As per the Australian Tourism Labour Force Report 2015-2020 Employee
turnover rate in hotels is Increasing. As per the study conducted by Meloury and Signal, (2014)
It has been observed that Aggression withing culinary industry is an ongoing issue and it occur
due to physical, psychological and environmental demand that are embedded in culture.
FINDINGS 2
Strategies for reducing these stressors
According to the study conducted by Deery, (2008) it has been observed that Long
unsocial working hours, low skills, low way are some significant elements that lead towards
creating Job related stress among staff members in Hotel industry. As per the study some
strategies that could be adopted for reducing the employee turnover rate and stress among staff
members includes recruitment strategy and developing work- life balance policies. In addition to
this it has been mentioned in the study that training program's quality can be enhanced and
appropriate education and job fit can be provided to the staff members. Correct staffing levels
can be determined and adequate breaks can be allowed during the working day.
Health and well being opportunities can be provided to the staff members and rewards
can be given for performing their job in effective way. As per the study conducted by Zhao and
Ghiselli, (2016) it has been suggested that hospitality organizations should restructure the work
environment for reducing work related stress among staff members. Work schedules can be
rearranged so that interference in the personal life of staff members can be avoided. It has been
mentioned in the study conducted by Chiang, Birtch, and Kwan, (2010) That availability of
work life practices, low job control and high job demands results in high level of stress among
staff members in hotel industry. Effective work life balance policies can be formed in the entity
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for reducing the job stress from the employees and providing them better and conductive work
environment. It has been found from the study conducted by Roan and Diamond, (2003) that
flexible working hours can be provided to the staff members for reducing the overload. It has
been mentioned in the study that career promotions, and career development opportunities can be
rendered to staff members for enhancing their motivational level and overall productivity.
DISCUSSIONS
Stressors identified in the finding section are also relevant to the staff working at a small
to medium sized hotel on the Gold Coast. Interpersonal tension that exist among employees and
it has been observed that employees in hotel are overloaded with work. Hotel situated at Gold
Coast is facing problem due to high staff turnover rate and overall productivity and growth of
company is getting affected due to that. It is vital that effective measures should be taken for
resolving the issue faced by the enterprise. It is critical that deadlines for every task should be
met for meeting the expectation of clients and offering better services to consumers.
Interpersonal tension among staff members is the biggest reason due to which employee turnover
rate is high in the enterprise. Overload is a stressor which is more specific to male than female
staff members.
Female employees find it difficult to make balance between personnel and professional
life and more family interference is faced by them. Strategies identified in finding section such as
making work life balance policies, recruitment strategies, scheduling the work and restructuring
the work environment are effective in resolving the issue faced in the hotel situated at Gold
Coast. The strategy which is most useful for the organization is developing work life balance
policy. It is the most effective strategy which will support for motivating staff members towards
work and employee loyalty will be gained by adopting this strategy. Strategy for Restructuring
the overall organization is the least effective strategy as it requires huge investment from the side
of management and it will take a long time to gain positive outcomes of implementing the
strategy.
CONCLUSION
It has been concluded that Interpersonal tension and overload are two most crucial
stressors due to which employee turnover rate is high in the Hotel. Work life balance policies
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and scheduling of work and tasks can be done for resolving the issue faced by the entity and
enhancing productivity of employees.
RECOMMENDATIONS
Hotel situated at Gold Coat is facing problem due to the high staff turnover rate of the
employees. Work place stress can be reduced and profitability can be maintained by adopting
following methods -
1 Work life Balance policies can be formulated and involvement of staff members should be
taken for making effective policies. Flexible working hours can be provided to personals
working in hotel and options of job sharing and working from home can be given for reducing
the overload.
2 Training program can be organized for staff members for enhancing the quality of work
performed by them. Training programs can be organized during the working day so that less time
of employees will be consumed in acquiring necessary skills.
3 Scheduling of work can be done and specific duties and responsibilities can be assigned to staff
members. It will support for reducing the overload and interpersonal tension among staff
members.
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REFERENCES
Books and journals
Chiang, F.F., Birtch, T.A. and Kwan, H.K., 2010. The moderating roles of job control and work-
life balance practices on employee stress in the hotel and catering industry. International Journal
of Hospitality Management. 29(1). pp.25-32.
Deery, M., 2008. Talent management, work-life balance and retention strategies. International
Journal of Contemporary Hospitality Management. 20(7). pp.792-806.
Meloury, J. and Signal, T., 2014. When the plate is full: Aggression among chefs. International
Journal of Hospitality Management. 41. pp.97-103.
O’Neill, J.W. and Davis, K., 2011. Work stress and well-being in the hotel industry.
International journal of hospitality management. 30(2). pp.385-390.
Roan, A.M. and Diamond, C., 2003. Starting out: the quality of working life of young workers in
the retail and hospitality industries in Australia. International Journal of Employment Studies.
11(2). p.91.
Zhao, X. and Ghiselli, R., 2016. Why do you feel stressed in a “smile factory”? Hospitality job
characteristics influence work–family conflict and job stress. International Journal of
Contemporary Hospitality Management. 28(2). pp.305-326.
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