Waterview Case Study
Waterview case study
OVERVIEW
This case occurred in a premier resort called the Waterview and it’s located in the Muskoka District of Northern Ontario. The Waterview snack bar has been the leading tourist destination for several decades. Unfortunately since the premier resort has numerous ownership changes over the years, the quality of professional services and revenue has fallen down sharply. In this challenging situation, the resort’s operation manager Rebecca Boddington promoted a long-time employee Michael Welland to become the snack bar supervisor. At the first time, Michael turned down Boddlington’s promotion offer because he got a better job as a sales associate with good pay and benefits. However since then, Rebecca held a personal grudge against Michael regarding his work behaviors and ability to perform and some unavoidable arguments have come up between them. This serious lack of communication, toxic work environment and frequent disputes between the workers and management has substantially diminished the Waterview’s share in its highly competitive tourism market.
PROBLEMS
The most urgent problem is the disorder of the Waterview snack bar’s organization and processes. Rebecca changed Michael’s job responsibilities without informing him in advance about his new job responsibilities. When Michael started to work at the snack bar as a supervisor, he discovered he was actually assigned to work as a part-time server instead. Furthermore, Rebecca failed to adjust Michael’s wage as she has promised before. Therefore, Michael was shocked to discover he was still getting minimum wage. Moreover, after Rebecca found out Michael was talking to her boss behind the scene; she took him off the next week schedule.
The second problem is both the management and employees of the premier resort lacks professional abilities and skills and are not qualified for the organization. Neither Rebecca nor Michael behaved properly or professionally in this case. First,
OVERVIEW
This case occurred in a premier resort called the Waterview and it’s located in the Muskoka District of Northern Ontario. The Waterview snack bar has been the leading tourist destination for several decades. Unfortunately since the premier resort has numerous ownership changes over the years, the quality of professional services and revenue has fallen down sharply. In this challenging situation, the resort’s operation manager Rebecca Boddington promoted a long-time employee Michael Welland to become the snack bar supervisor. At the first time, Michael turned down Boddlington’s promotion offer because he got a better job as a sales associate with good pay and benefits. However since then, Rebecca held a personal grudge against Michael regarding his work behaviors and ability to perform and some unavoidable arguments have come up between them. This serious lack of communication, toxic work environment and frequent disputes between the workers and management has substantially diminished the Waterview’s share in its highly competitive tourism market.
PROBLEMS
The most urgent problem is the disorder of the Waterview snack bar’s organization and processes. Rebecca changed Michael’s job responsibilities without informing him in advance about his new job responsibilities. When Michael started to work at the snack bar as a supervisor, he discovered he was actually assigned to work as a part-time server instead. Furthermore, Rebecca failed to adjust Michael’s wage as she has promised before. Therefore, Michael was shocked to discover he was still getting minimum wage. Moreover, after Rebecca found out Michael was talking to her boss behind the scene; she took him off the next week schedule.
The second problem is both the management and employees of the premier resort lacks professional abilities and skills and are not qualified for the organization. Neither Rebecca nor Michael behaved properly or professionally in this case. First,