Case study analysis help on :  Job dissatisfaction and stress between Tanya and Wendy

Executive Summary:

The report is based on the case-study given that presents the job dissatisfaction and stress between Tanya and Wendy. According to the study, both of them were nurses in a hospital and after the nurse manager got retired from the hospital, Tanya had been selected as a new nurse manager. This decision made Wendy dissatisfied with her job and let her exploit before Tanya regarding her position in hospital. The outburst of Wendy led Tanya think of her behavior and stressed her a lot. Further, report has been continued in three parts to organize it better. First part of the report will discuss about the analysis of key issues between Tanya and Wendy, analyzing the key factors involved in that problem. Next, on the basis of findings of the problem and their causes & effects, options and recommendations have been described and explored. It also includes the pros and cons of the recommendations mentioned to avoid the problem. Finally, some decisive points have been clarified in the conclusion part of the report.

Introduction:

Following the case-study, some of the management literatures have been taken out as a part of the discussion of this short report. In this context, academic literatures such view of job satisfaction and dissatisfaction in Australian long-term care, dissatisfaction in the dental office, job satisfaction amongst employees at a public health institution in the Western Cape, individual differences in adaptation to work dissatisfaction, factors affecting employee job satisfaction of pharmaceutical sector have been evaluated in relation to the case-study.

The literatures selected are quite relevant to the case presented about Tanya’s stress and Wandy’s job dissatisfaction. These literatures demonstrate the cause & effect of job dissatisfaction including the effects of a variety of personological behaviors on individuals’ reactions to job dissatisfaction at the different level of amount. They are also quite similar to the case study because they also talk about the impulsive reactive behaviors of the employee who is more dissatisfied with his/her job. One of the literatures has also been taken which differences the job satisfaction, dissatisfaction and presents the picture of reasons of job dissatisfaction such as co-worker’s status and promotion (Judge, Locke & Durham, 1997).

Next, some of the academic literatures also explain the cause and effect of stress in the organizations among employees. They present that difficulty settling into a new promotion, both in terms of meeting the new role’s potentials and acclimatizing to potent changes in relationship with colleagues are the general causes of stress. This further leads to less productivity, low level performance and also create the conflicts among the employees. Moreover, these literatures also depict the significant role of motivation theory for minimizing stress and job dissatisfaction.

Afterward, these papers help the learner analyzing the key problems by involving a few methodologies and presenting them for assessing the data so that solutions can be made out. Selected literatures bring the solutions forward to the problems in terms of fruitful strategies, recommending effective systems and by presenting the role of motivation theories to the work

Analysis of Key issues:

Underlying causes and effect of poor relations between Tanya and Wendy:

As per Tanya and Wandy’s case-study’s analysis, they had poor relations due to Tanya being promoted as a nurse manager of the hospital. It got worse because according to Wendy she was the most deserving candidate for the position and even then did not get the opportunity to achieve that position. The thing which made their relationship poor was Wendy’s confidence of being succeeded in getting the said post. Four months before applying for the post, Wendy was quite confident on the basis of retiring nurse manager’s words told her to take over the post and almost made her sure that the post would be her only if she really wanted it.

But, selection panel took a decision to choose Tanya as more experienced, competent and qualified for that position and made her the nurse manager. This decision affected Wendy and she broken out her anger before Tanya. Tanya got stressed due to Wendy’s behavior and became unconscious to perform her duty rightly. At the end, she might have put this issue in front of senior departmental and hospital managers and to mean a formal disciplinary action brought against Wendy.

Factors contributing to this problem:        

Furthermore, a few factors can be evaluated which are contributing to this problem. Job satisfaction, equity theory and stress are the key factors involved in this issue. Job satisfaction involves the desirable result or output of employment. It is generally related positively to higher productivity and negatively to absenteeism and stress (Kosteas, n.d). As far as Wendy is concerned on the basis of case study, she was dissatisfied with her role and position that led the problem of absenteeism, knowingly evading activities, exploiting and shouting at colleagues. Furthermore, it can be conclude that problem of job dissatisfaction may find it hard to form a friendly environment within the care-setting.

Job satisfaction:

The factor of job satisfaction is quite far reaching and can be of more concern to the business owners. From this view point one of the literatures has presented the view of satisfaction and job dissatisfaction in Australian long term care. Findings of the paper revealed that in spite of different role prospects, satisfaction and dissatisfaction have been reflected at work place. The qualitative study described that jobs are said to have a range of constituents. Therefore employees may find satisfaction with one side while simultaneously they may find objectionable other side. Besides, staying over time at the same work place crafts both satisfaction and job satisfaction (Moyle al, 2003). In case of Wendy, not being satisfied with her role became the main factor for Tanya and her poor relationship and created that problem.

Moreover, one of the researches can also be talked about with respect to the job satisfaction involvement in such issues. In this relation, factors related to the job satisfaction among employees at a public health institution in the Western Cape have been considered for the report. It highlighted the organizational factors involved in job satisfaction lack of those became the key issue’s reason. Promotion opportunities, co-worker’s promotion, job status and level were found to be as factors. It was found that the employees having a high job status and have achieved a great level are more satisfied with their job and result in high performance (Nezaam Luddy, n.d). If this is linked to Tanya and Wendy’s case, Wendy had not achieved that level she wanted to be at, that became a core reason of being dissatisfied with her job.

EVLN model:

A literature ‘employee responses to job dissatisfaction’ provided the answer of a question in relation to job satisfaction relevance to such problem. It proposed EVLN (Exit-voice-loyalty-neglect) model. Hirshman’s concept of EVLN addresses how employees within the organization, respond to their job dissatisfaction. Exit generally pursues specific shock events or decisions such as selecting Tanya as a nurse manager instead of Wendy in their case. These shocking decisions may create strong emotions that strengthen employee to think for a different employment (Hirschman, 1970). Further, at an extreme level, voice states that some employees engage in harsh or unexpected behavior to get attention and force changes in the decision made by the management like Wendy had shown at the doorway of Tanya’s cabin and shouted angrily at him.

EVLN model

(Source: Nikandrou, I & Papalexandris, N, 2008)

Additionally, EVLN theory affirms that loyal people are less likely to exit and more prone to use voice to improve the relationship or wait uncomplainingly until the situation gets better. Justification can be presented here based on case study where Tanya sat silent and thought to involve senior department and hospital managers in that issue to resolve. Lastly, Neglect involves reducing work-efforts, increasing lateness and absenteeism. It has been referred as a passive activity that drops the negative impact on work performance and productivity on the other hand.

Equity theory:

Next, more emphasis can be drawn upon equity theory which is also a key factor involved in the problem arose between Tanya and Wendy. According to this theory, individuals who perceive themselves as either under-rewarded or over-rewarded will usually experience distress and this further leads to exertions to re-establish equity within the relationship. This theory tries to explain relational satisfaction in terms of observations of fair/unfair allotments of resources within interpersonal relationships. However, Adam’s equity theory proposes a fair balance between an employee’s inputs (hard work, skill and so on) and outputs (benefits, recognitions, so on) (Huseman, Richard & John, 1990).

Equity theory

(Source: Dreams time, 2012)

Linking this theory to Tanya and Wendy’s case, Tanya had been elected as a nurse manager by the selection panel on the basis of her skill level and experience which offered a fair decision. Here, equity theory evaluation represent that if her input and output would not have been counted and considered by the panel, Wendy would definitely have got that role as per retiring nurse manager’s words. Thus, it also became a major concern in their problem and Wendy considered this as injustice by the organization itself.

Stress and Stress management:

Then, stress is a main factor which may be considered for the problem discussed in the case study. Stress is a worldwide component and persons from virtually every walk of life have to face stress. Employers today are decisively analyzing the stress management problems that contribute to lower job performance of employee starting off from dissatisfaction and high turnover ultimately affecting organizational goals and objectives (Medical news today, 2009)

. Stress has been found to be involved in their case because stress due to job dissatisfaction led Wendy hyper tensed and she shouted at Tanya. This further made Tanya to think over Wendy’s issue and it escorted her to feel less productive and powerful in her performance. Stress not only hinders interactions but on the other hand it also causes serious problems, specifically when common objectives are being followed.

In addition, individual stress management can be noticed in case of Tanya and Wendy. According to occupational & environmental medicine, individual stress management approaches including training and one-to-one psychology services such as clinical, meditation, occupational, health or counseling (O’dea, 2010). These help an individual change his/her mind with respect to an unanticipated situation that brought him/her to distress over (Bowers & Wess, 1999). Similarly, Tanya thought to go for meditation and counseling to overcome the problem arising between Wendy and her. This will help her analyzing the circumstances and planning an action plan to minimize the stress. Apart from this, this individual stress management will help first to make best use of chances of early success and then heighten self-confidence and further motivation to continue (Michie, 2002).

Options and recommendations:

The fact that conflict exists, however, is not essentially an awful thing: As long as it is determined efficiently, it can lead to personal and professional growth. Over time, people’s conflict management styles likely to engage, and a “right” way to resolve conflict emerges. It’s good to identify when this style can be used effectively, though make sure that people understand that different styles may go with different situations.

Recommendations can be made to avoid or to minimize the problem between Tanya and Wendy. For that the study of individual differences in relation to reactions to workplace dissatisfaction is a significant step towards understanding individuals’ behavior when dealing with a dissatisfying situation at work. Therefore, it would provide a clearer understanding of the individual differences (Tanya and Wendy) that do or do not affect reactions to dissatisfaction. It would make able to move forward and inspect the situational factors as well as the interface between individual and situational factors that originate various reactions to dissatisfaction. The result of this stream of research will certainly prove influential in understanding the association between job satisfaction and a variety of behavioral outcomes (Larsen, 1994).

Moreover, management can take a step ahead to speak with both of Tanya and Wendy separately and to listen their points. Afterward, they can be asked about the cause of the problem and how are they agree to fix it. In that case, let the employees aware of the impact of their conflict on their performance and other employees (Miller & Rosse, 2002).

Going forward, motivation theory can be applied to the work by supporting both personal and professional life. There have been five following styles of conflict handling:

• Integrating style
• Avoiding style
• Compromising style
• Dominating style
• Obliging style

The results demonstrate that integrating, compromising and to some extent obliging are found to be in association with each other. In this context, if Tanya is perceived following integrating style, this will definitely enhance other styles such compromising and obliging at her disposal. Alternatively, dominating was least associated with other styles and was only related with avoiding style. In evaluating the effectiveness of the several influence means, the results recommended that integrating, compromising and obliging should be focused more to make sure subordinates’ supervision with proper supervision. In case of Tanya and Wendy, these three styles can be followed more easily (Lee, 2008).

Here, recognition, analysis and control of stress situation can be helpful in improving the quality of Tanya’s life, her relation with Wendy and work efficiency. However, opportunities for further study have emerged as a result of this overall study of the report. More suggestions can be put across avoiding the problem of Tanya and Wendy.

• By forming favorable work conditions for them. Guiding both of them to communicate effectively and clearly. Implementing motivation theory to the management to avoid such conflict related issues (Moody & Pesut, 2012).
• By improving fairness, creating a scientific appraisal system in the organization. By precisely showing them their work performance and appraisals based on them.
• By counseling them regarding the causes and effects of issue and how it can impact their work performance and result in bad career (Parvins, 2011)

Action Plan:

An action plan has also been recommended seeing the problem of Tanya and Wendy to avoid or to mitigate it, so that efficiency can be brought up within the work itself.

Managing conflict at work

(Source: acas, n.d)

Conclusion:

This entire report talks about analysis of Tanya and Wendy’s case. It described how Tanya got the post of nurse manager which Wendy had concerned for herself. Then, it created a problem between both of them. Firstly, report has been linked with the assessment of some academic literature and journals selected in relation to the case study. Further, it explains the relevance of those literatures to Tanya and Wendy’s case including causes & effects of job dissatisfaction and stress. Next, it also talks about the relevance of the literatures in terms of motivation theory’s role in minimizing the dissatisfaction.

Furthermore, it analyzed and outlined the key issues between Tanya and Wendy. Moreover, factors such job satisfaction, equity theory and stress management involved by understanding EVLN (exit-voice-loyalty-neglect) model and other relevant theories. Afterward, options and recommendations have been drawn out in the report. In this framework, some conflict and stress handling styles have been approached with in-depth description of their pros and cons.

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