Human Resource

Overview of Case Solution

In the early 1990s, Donna Klein, Director of Work/Life programs for Marriott International, considered inn and resort supervisors and discovered they powerfully were depended on to help experts acclimate to the disturbs of their individual lives. Migration, tyke guardianship, spousal ill-use -diverse individual issues were needing up to a huge bit of supervisors' chance and powering amazingly high turnover among the relationship's in excess of 100,000 lower-wage specialists. Notwithstanding the way that Marriott offered a conventional ward mind asset and referral association, Klein appreciated that this association was not especially productive or fitting for hourly specialists. She admired that hourly workers obliged help discovering financially savvy procedures to handle their individual issues and more one-on-one social occasion to help them abuse their neighborhood assets. Lurched by the survey results, senior association asked Klein and her accessories to devise a reaction for region the issue.

In the early 1990s, Donna Klein, Director of Work/Life programs for Marriott International, surveyed hotel and resort managers and found they increasingly were relied upon to help employees cope with the stresses of their personal lives. Immigration, child custody, spousal abuse--numerous personal issues were requiring up to 50% of managers' time and fueling extremely high turnover among the company's over 100,000 lower-wage workers. While Marriott offered a traditional dependent care resource and referral service, Klein realized that this service was not particularly useful or appropriate for hourly workers. She understood that hourly employees needed help finding cost-effective ways to solve their personal problems and more one-on-one consultation to help them tap into their local resources. Shocked by the survey results, senior management asked Klein and her associates to devise a solution to address the problem. Teaching Purpose: Encourages discussion of work/life issues, particularly those specific to lower-wage employees. Allows students to think creatively about different approaches to real-life human resource dilemmas.

Keywords

Business ethics, Diversity, Social enterprise, Work force management

Issues

Immediate issue:

The company has to deal with its lower-wage employees¡¯ work-life balance issue.

Basic issues:

1.The work-life balance program was ignored by lower-wage workers because they couldn¡¯t afford that program.

2.The lower-wage workers were depending on management for assistance with more serious issues not just child-care or referral programs.

3.Managers spending upwards of 50% of their time to solve employees¡¯ numerous personal issues.

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