酒店牛马，病床只是临时工位

Core Viewpoint - The article highlights the overwhelming work pressure faced by hotel employees, exemplified by a case where an employee, despite being hospitalized, was expected to continue working, reflecting a broader issue within the industry regarding employee treatment and workload management [5][20][41]. Group 1: Employee Experience - The employee, Alang, has worked at the hotel for nearly 10 years and faced significant pressure to perform even while hospitalized, indicating a lack of support for employee well-being [4][20]. - Alang's experience of being contacted for work-related tasks during her hospital stay illustrates the blurred boundaries between work and personal health, a common issue in the industry [18][22]. - The expectation for employees to respond to work demands, even during illness, is not an isolated incident but a widespread practice in the hotel sector [21][22]. Group 2: Industry Practices - The hotel industry operates under a default mode where employees are expected to be constantly available, leading to a culture of overwork without proper compensation or recognition [22][28]. - There is a significant emphasis on "human efficiency," pushing employees to take on more responsibilities without adequate support, resulting in increased workloads and diminished work-life balance [29][30]. - The article suggests that the industry is not facing a labor shortage but rather a mismanagement of human resources, where the burden falls disproportionately on a few capable individuals [32][34]. Group 3: Organizational Issues - The current operational model in hotels prioritizes efficiency over employee welfare, leading to a system where employees feel compelled to work even when unwell [46][55]. - The article argues for a reevaluation of human resource management practices, advocating for a shift from exploiting individual capabilities to creating a more sustainable work environment [48][55]. - The need for structural changes in the industry is emphasized, as the existing model is unsustainable and detrimental to both employees and organizational health [55][56].