Improving Organizational Retention by Work Motivation Theories - Assignment Example

Improving Organizational Retention Improving Organizational Retention Introduction The retention of the employees is a critical element to the organizations (Hausknecht, Rodda & Howard, 2009). Every organization desires to retain the employees that have the high job performance. The work motivation theories have been the principle guidance to the organizations in their retention plans. The key elements of the job satisfaction, counterproductive behavior, and the occupational stressors can have an effect on the retention and performance of the employees. This paper aims at examining the problems in the JC’s Casino and provide the suggestions through the use of the motivation theories and the other psychological principles to improve the retention rate. The Work Motivation Theories Reinforcement Theory The reinforcement theory asserts that the behavior of the employees is as a result of the rewards. The main premise of the reinforcement theory is the law of effect (Spector, 2012). This therefore means that the rewards can determine the good behavior by the employees. Similarly, the probability of the decrease in the behavior of the employees can be as a result of the punishment. The rewards are the result of the occurring behavior; therefore, in the organizational and industrial psychology, the reward results from the performance (Rue & Byars, 2007). The rewards can be in the form of the tangibles such as money or intangible such as the praise. The principle of the reinforcement theory can be used in influencing the employee’s behavior like the tardiness and absence. At the JC’s Casino, the theory of reinforcement can be applied. First, the housekeepers are not fairly rewarded by their performance. This has resulted in the absence, tardiness, poor turnover, and performance. There is the need for an incentive system that should be set up for the housekeepers to reward them for their performance. The reinforcements can be applied in a variety of ways such as the monetary increments, the gift cards, and the services that are offered by the JC’s Casino. By ensuring fair reward system for the housekeepers, they in turn will feel valued and appreciated as the employees. This will eventually lead to the decrease in the absence, turnover and tardiness. Justice Theory/Equity Theory The justice theory is based on the fair treatment of the organization (Spector, 2012). The fair treatment of the employees is the main motivator in the organizational relationships. The equity theory is based on the assumptions that the employees want to be treated fairly in the relationships, and such fairness highly motivates them. The feeling of the inequity in an organization can lead to the division in an organization. Therefore, to reduce the inequity, employees performs several things so as to relieve the feeling. For instance, the employee can quit or increase the inputs. In JC’s Casino, the housekeepers and the floor dealers are feeling the inequity. For instance, the housekeepers are forced more without being accorded the recognition that they deserve. The inputs of each of the housekeepers should be afforded equal income. Similarly, the housekeepers that do not exhibit good performance and the attendance record should have their outcomes matched as that. This will make the housekeepers more willing to perform excellently because the outcomes are equal to the inputs. The floor dealers are also unsatisfied with the pit boss. About the exit interviews, many of them have cited the pit boss as being overbearing, toxic, incompetent and evil. Therefore, the HR director should confront the pit boss and discuss this with him. This is because the floor dealers will not feel valued as long as he continuous to behave this way. The attitude of the pit boss affects the retention of the dealers. Occupational Stressors and Alleviations The job stressor is the situation or condition at the workplace that requires the response from the employee (Spector, 2012). Examples include; reprimanding, lack of the time, and the possibility of firing. The common examples of the job stressors are the heavy workloads and conflicts. Other examples of the stressors can be social due to the conflicts at the workplace, the organizational politics or the control. At the JC’s Casino, the main job stressor of the housekeepers is the lack of the reliable staffing. This has put a strain on the other departments such as the administration department. Therefore, there is the need for more housekeepers to be hired and then trained. The reinforcement for the job performance should be established to ensure successful retention of the housekeepers and reduce workload. This can be the cause of the conflict between the floor dealers and the pit boss. Job Satisfaction and its effect on the Retention Job satisfaction is the attitude of the person towards her or his job. Turnover can be linked to the job satisfaction in that the dissatisfied employees are likely to quit the job. The five main components of the job satisfaction include the attitude towards the work group, attitude towards the organization, the general working conditions, the monetary benefits and the attitudes towards the supervision (Rue and Byars, 2007). In JC’s Casino, the employees have very little job satisfaction. The housekeepers should be given enough training, reinforcement of the performance and adequate staff. This can reduce the turnover and the absence. To boost the job satisfaction, the HR director should have the adequate training and enact the reinforcement plans. Additionally, the director should understand the need for the retention and the full responsibilities of every job. Counterproductive Behavior The counterproductive behavior is aimed at bringing harm to an organization. Examples include; drug and alcohol abuse, unsafe work practices, destruction of the property, and among others (Yang, 2008). In JC’s Casino, numerous acts of the counterproductive behaviors exist. For instance, the housekeepers are absent frequently and tardy. These behaviors can have a great effect not only on the housekeeping department, but also the other departments. For example, the administrative department is sometimes forced into cleaning the rooms in the absence of the housekeepers. The change of the hotel’s check-in policies has caused the need for the luggage room and the luggage room attendant as well. The housekeepers need the training, less workload and the reinforcement. The pit boss needs the training on the proper way to perform his job and to have the appropriate adequate in terms of the communication with his subordinates. Conclusion The work motivation theories can be beneficial to the organization in the management of the job performance of the employees. Reinforcements, job satisfaction, stress alleviation and equity are all effective tools in the organizations in the management of the retention. The JC’s Casino can use the work motivation theories and the organization and industrial psychological principles to improve the job performance and the retention of the employees. References Hausknecht, J. P., Rodda, J., & Howard, M. J. (2009). Targeted employee retention: Performance - based and job - related differences in reported reasons for staying. Human Resource Management, 48(2), 269-288. Rue, L. W., & Byars, L. L. (2007). Management: Skills and application (12th ed.). New York, NY: McGraw - Hill. Spector, P. E. (2012). Industrial and organizational psychology: Research and practice (6th ed.). Hoboken, NJ: Wiley. Yang, J. (2008). Cant serve customers right? An indirect effect of co-workers counterproductive behavior in the service environment. Journal of Occupational and Organzational Psychology, 81(1), 29-46. doi:10.1348/096317907x203742 Read More