Hyatt Regency Washington: Case Analysis

Abstract

Employee job satisfaction, job performance and stress all go hand in hand. Additionally these will all be affected by any increase in workload. Dealing with a coworker who consistently gives the rest of her team her tasks can lead to a negative work environment and ultimately will lead to job dissatisfaction. Organizations who would like to retain good employees will need to ensure that work is balanced in the team and that they will need to step in and swiftly deal with any negative situations in the workplace. If this is not done then they run the risk of losing good employees due to the increased stress and job dissatisfaction they experience from negative situations in the workplace.

Research has shown that there is a correlation between stress levels, job performance and job satisfaction. Increased stress can also negatively affect an employee’s health.

Hyatt Regency Washington: Case Analysis

Case Synopsis

The case I decided to use is the Hyatt Regency Washington case. The case describes a situation at the Hyatt Regency Washington where an employee, Jane Doe, in the Human Resources department would consistently create more tasks for the rest of the team members. Jane Doe would shirk some of her responsibilities and pass them on to her coworkers. The management in Human Resources would not notice that Jane Doe was not doing her work but instead passing it off to her coworkers. Instead, they thought she was a model worker and did not insist on her getting training. A job description of Jane Doe’s position was not posted or readily available. Therefore, Jane Doe was able to do whatever she wanted. This created a negative workplace for the rest of the team because it not only increased the other team members’ workload but it increased their stress and they no longer had job satisfaction. Since management did nothing about the situation, they were forced to leave the company.

Framework for Case Analysis

This case deals with employee morale, stress levels, workload, and management’s response to issues. Management did not think there was an issue however, the increased workload and constantly taking on more of Jane Doe’s responsibilities created a stressful situation. Additionally, it affects employee’s productivity. Hussain, Jaffari, Aziz, Ejaz, Ul-Haq, and Raza (2011) concluded that stress levels in employees are affected by workload, which will affect their performance (p. 258). This will then negatively affect all deliverables from the team.

Hussain et al (2011) also found that stress influences job satisfaction. The more stress workers are under the less satisfied they are with their jobs and managers should take notice of this and rectify the situation (p. 259). Colquitt