Improving Organization Retention - Assignment Example

Improving Organization Retention Paper Introduction This essay is a discussion on how to improve retention concerns and recruitment of workers at JC’s Casino. The paper also pinpoints all the issues affecting the overall operations and give recommendation to the Casino’s management on how to improve their overall retention. The paper provides a new strategy that will result in reduction of counterproductive behavior and improve productive behavior among the employees. The role of the Independent Consultant is to improve the retention issues. The paper examines occupational stress as well as job satisfaction since this addresses retention issues. Improving overall retention in the organization Operations in JC’s Casino are currently being affected by retention matters concerning both housekeeping and dealers staff. With various exit interviews, many dealers are resigning to go and work for less pay at the competing casinos in the area because JC’s pit boss, Joe, who is a step son of the owner of the casino, is termed as overbearing, incompetent, toxic, and evil. There is high rate of absenteeism as well as high rooms’ turnover, which is forcing employees from other departments to help the housekeeping and check issue since customers are moving to other Casinos due to poor customer services. The management is looking forward to improve more employees for customer luggage checking needs. The management has hired an Independent Consultant to evaluate the current retention issues affecting the organization. The vital role of the consultant is to review various issue such as motivational theories, job analysis and satisfaction to improve recruitment and retention. Motivational theories The two motivational theories that can improve JC’s situation are Reinforcement and Justice Theory. Justice theory ensures that employees in the organization are treated fairly. This theory emphasizes on fairness as well as motivating workers to maintain fairness within workplace and among them (Hughes & Rog, 2008). The theory also comprises of equity theory to ensure that workers work hard to maintain fairness and equity conditions in workplace. When employees are not satisfied with the workplace situation, this theory will motivate them to come up with ways to reduce the dissatisfaction (Sheridan, 2012). The dealers and housekeepers at JC’s organization are being dissatisfied with the workplace atmosphere because the boss is creating a toxic workplace. After comparing their inputs and the Casino’s outcomes, their rewards do not exceed or match their efforts. The other motivational theory that can help JC’s Casino is Reinforcement Theory. This theory is all about reinforcement and rewards that can affect the behaviors of the employees. This theory states that the behavior of an individual resembles the consequences. The theory focuses on the external state and asserts that if an organization rewards the behavior of the employees then the required behavior will prevail. It states that the probability of a behavior increases with rewards and reinforcement. This is clearly depicted at JC’s Casino. The housekeepers are facing challenges and also the other departments’ employees who are requested to help with the housekeeping duties. A large number of the housekeepers are quitting the job but the number of the rooms to be cleaned does not decrease meaning that the available housekeepers must work extra hard. This situation is reinforcing the workplace stress since there are no rewards or extra benefits. Occupational stress There are many stressors factors that negatively affect the behavior as well as performance of workers in workplace. There are many researches conducted about work stress that mainly focus on occupations that are affected by high level of stress, for instance, emergency service operation. There are stresses associated with certain job occupation as well as job locations(Sheridan, 2012). Differences among employees can also result in work stress. If two employees are carrying out the same task, they can react differently towards the communalwork-related stressor. The work stress interventions range from individual-based to organizational approaches(Hughes & Rog, 2008). Lack of appropriate communication channel as it is seen in JC’s Casino, fear can take over thus compromising the delivery of job. There is no good communication strategy between the boss and the Human Resource Director, Sneed and this promotes work stress since the HR Director is unable to question Joe about his attitude, which is affecting the employees. In order to fix all these issue and make the workers feel appreciated, Sneed must advice Joe to change his attitude. Since the housekeepers are performing more than rewards, this situation is likely to result in the employees’ fatigue and stress. JC’s Casino can address this issue by decreasing the employees’ workload to proper working hours. Job satisfaction Job satisfaction ensures positive workplace that can enable an organization such as JC’s Casino to meet its short and long term goals. In order for JC’s Casino to promote its job retention, it should Advance workers’ job satisfaction. It should ensure that the employees enjoy good working conditions, ensure there is good communication channel between the employees and the management, implement reward and recognition systems, and promote good employees’ relation. Implementation of these strategies will aid in ensuring conducive workplace promoting job satisfaction as well as reducing negative counterproductive workers’ behaviors like absenteeism(Steel, Griffeth & Hom, 2007). Business organizations such as Casinos retain a large number of employees due to stress factors’ prevalence. Nevertheless, motivational factors can also result in job satisfaction as well as commitment. Employees perform well due to two factors, which are trust and job satisfaction. The HR Director has to find means of addressing the current issue affecting JC’S Casino of employees leaving to go and work at other organization and other issues. Ensuring job satisfaction is the only approach to address this challenge(Hughes & Rog, 2008). This is because if employees are satisfied, they will strive for productivity, efficiency, and no more staff members will resign. The goal is to ensure low retention through enforcement of job satisfaction factors such as compensation and rewards. The management should recognize all the employees as well as ensuring free exchange of ideas and provision of feedbacks. Counterproductive and productive employees’ behavior Counterproductive behavior among employees results in reduced workplace efficiency. Counterproductive behavior in JC’s Casino mainly results from absenteeism, lateness, and turnover. This behavior negatively affects an organization and other individual employees. There is need to eliminates such behaviors in workplace. Below is the recommendation to reduce counterproductive behavior and increase productive character. Counterproductive and production behavior in an organization is used to determine the productivity and satisfaction of the employees. Behavior is one the vital aspects in workplace that can be counterproductive or produced (Steel, Griffeth & Hom, 2007). There are many strategies to reduce counterproductive behavior and increase production in JC’s Casino. The management should hire additional employees or on call employees would be obliging to reduce the workload for the current employees. Management training will also make JC’s Casino a very successful entity. This will result in increased production as well as reduced counterproductive worker behavior(Hughes & Rog, 2008). Conclusion This paper has discussed improvement of employees’ recruitment and retention. The paper has also discussed about productive and counterproductive behavior strategy. Occupational stress and job satisfaction are also detailed. After evaluating all matters affecting recruitment and retention as well as all strategies that can improve the current situation, the Independent Consult has identified some of the counterproductive behaviors and occupational stressors that negatively affect JC’s Casino productivity. The productivity of this organization will improve if the management makes use of the information in this paper correctly. The Independent consultant recommends that the management should implement motivational strategies to motivate the employees. Therefore, this paper concludes improvement for recruitment and retention of workers at JC’s Casino. References Hughes, J. C., & Rog, E. (2008). Talent management: A strategy for improving employee recruitment, retention and engagement within hospitality organizations. International Journal of Contemporary Hospitality Management, 20(7), 743-757. Sheridan, J. E. (2012). Organizational culture and employee retention.Academy of Management Journal, 35(5), 1036-1056. Steel, R. P., Griffeth, R. W., & Hom, P. W. (2007).Practical retention policy for the practical manager.The Academy of Management Executive, 16(2), 149-162. Read More