Health And Well-Being of a Workforce

By The Assignment-Writing

Report on Health And Well-Being of a Workforce


The hospitality industry covers a wide range of services including transportation, 4,444 accommodations, accommodation, catering and events. It can be argued that efficient services must be provided to consumers. & Nbsp; Tourism & nbsp; and the hospitality industry in Australia is growing at a faster pace and offers tremendous opportunities for success and growth. The health and well-being of employees must be assured so that can ensure the growth and success of the organization. The aim of this report is to critically analyze the different stressors faced by individuals working in the hospitality industry. The report presents a description of the impact of these stressors on the turnover rate of the unit's 4,444 employees. In addition, strategies that companies can use to reduce stress at work are also covered..

Findings 1 :-

Stressors facing the hospitality industry: & nbsp; According to studies conducted by O'Neill and Davis, (2011) observed that there were affirming that the health and well-being of individuals should be ensured in the hospitality industry . Satisfied employees show a positive contribution in achieving the desired business goals. In the mentioned study, the two most important stressors were interpersonal stress at work and overload. A significant stressor is the interpersonal tension that exists between employees and, as a result, the likelihood of workplace conflicts and problems increases. It is essential that maintains good coordination among employees in order for to carry out its business functions effectively..

In addition to discrimination against employees on the basis of gender and marital status is another important factor influencing employee stress levels . Lack of an appropriate action plan to distribute tasks and the 4,444 responsibilities between employees was also an important factor supporting the high stress levels of 4,444 employees. If an appropriate and top-notch working environment is not provided for employees, it will lead to negative creative effects on 4,444 employees and increased mental stress levels of employees as a result. . Another stressor for 4,444 employees is the lack of a reasonable salary and compensation policy due to the inability to meet the basic needs of 4,444 employees. In the hospitality industry, meeting the needs and expectations of 4,444 consumers is important to ensure positive growth and profitability of 4,444 units. If employees do not complete their work and responsibilities on time, stress will increase. These are some of the important stressors faced by personnel working in the hospitality industry . The study results were observed that there was no significant difference in employee stress levels due to gender difference. is also mentioned in the study that employees who report higher work frequency report lower job satisfaction and higher intention to change business and interpersonal stress close an important role in improving the employee turnover rate in the unit. Finally, concluded that managers and employees may experience more stress because have to delegate more responsibilities to them. The study concluded that there is a relationship between negative physical health symptoms and stress. According to the Australian Tourism Workforce Report 2015-2020, the ratio of 4,444 employees in hotels is increasing. According to research done by Meloury and Signal, (2014) It has been observed that aggression in the food industry is a lifelong problem and it occurs due to physical, psychological and environmental needs associated with Culture.

Findings 2

Strategies for reducing these stressors

According to the research done by Deery (2008), it was observed that long working hours outside of society, low skills, low means are important factors leading to the creation of work-related stress. jobs for members of the hotel industry. According to study , several strategies can be adopted to reduce employee turnover and employee stress including recruiting strategies and developing work-life balance policies . In addition, in Study it was mentioned that the quality of training could be improved and appropriate and job-appropriate education could be provided to the employees. Can staffing properly and can allow breaks during the workday.

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 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.


The stressors identified in the results were also associated with employees working in a small and medium-sized hotel on the Gold Coast. Interpersonal tension exists among employees and it has been observed that the employees in the hotel are overloaded with jobs. Gold Coast hotels are facing a problem due to the high employee turnover rate of and the overall productivity and growth of the company being affected. It is essential that effective action is taken to address the problem facing the business. It is essential that deadlines for each task be met for to meet customer expectations and provide better service to consumers. Personal tension among employees is the main reason for the high turnover rate of employees in the company. Overcrowding is a stressor more specific to men than women.

Employees find it difficult to reconcile HR and professional life and are faced with more family interventions. The strategies identified in the research, such as implementing work-life balance policies, recruiting strategies , work planning and restructuring the work environment , have been effective in solving Problems Resolving issues encountered in hotels located on the Gold Coast. The strategy that is most useful to an organization is to develop a work-life balance policy. These are the most effective strategies that will help motivate employees towards their work and employee retention will be achieved by adopting this strategy. Strategy Comprehensive restructuring is the least effective strategy because it requires a huge investment from the top management and it will take a long time for to achieve positive results when implementing the strategy.


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 and scheduling of work and tasks can be done for resolving the issue faced by the entity and enhancing productivity of employees.


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.’


  • 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.