Improving Organization Retention Paper

Improving Organization Retention Paper

Most organizations who work directly with the public, need to make sure that the employees that they are going to be hiring are all doing everything it takes to keep things running smooth and that the clients are happy. Problems are going to come up now and again between the business and the customer where the issue must be rectified immediately. However, there are also going to be conflicts that arise between the employees and management that deal with insufficient job skills, unfair treatment, or inadequate pay. Conflicts are why communication is extremely important, and small issues should be addressed before they become major problems. JC Casino has recently faced several issues in their company that needs to be fixed soon before the business's reputation, or financial situation becomes a problem. These problems are why JC Casino has just hired me as their private consultant, and to come in and take a look at the problems in hopes of finding a solution before any more damage is done.

Evaluating Work Motivational Theories

As a consultant, I will be looking at all the problems that are occurring in the casino, and see how I can rectify the problems quickly. There are several work motivational theories that can be used to make sure they are a success and that everything is running smoothly. Also making sure that all employees are content with what they have to do. When motivational theories are about to go into effect, the casino will operate more productively. Management at this casino needs to make sure everyone is doing the jobs they were hired for, and when there are issues such as too many absenteeism, or constant turnovers, they need to look into the problem and find a solution as soon as possible to avoid any unnecessary financial losses. I would first like to evaluate the expectancy theory. This theory suggests that individuals will choose how to behave depending on the outcome they expect. Employees might work harder when they hope to get a bonus or raise. There are three elements to look at which are expectancy, instrumentality, and valence. The perspective concludes the effort will result in a goal, because it is usually based on an experience. Instrumentality finds a reward is coming when performance is going to be met. Valence is how much the prize is worth. When applying the expectancy theory to JC casino's employees, I will be looking at the housekeeping staff. They need to be more valued as employees, so that there isn't any more absenteeism. We need to set goals for each housekeeper and reward them periodically with things that will make them happy, such as bonuses, gift certificates, raises, etc. Also, I would like to see the housekeepers who have stayed on task and had to work harder because of others, get an extra bonus for not letting the company down. Now when it comes to the dealers finding other employment, I would like to know what is making them want to leave JC casino, and if they are unhappy with work conditions or pay, then we will address them. I will be implementing the equity theory with the dealer’s situation. The equity theory involves standards and amounts of an employee’s contributions toward their own work. The method includes inputs such as time, attempt, obedience, dedication, abilities, adaptability, flexibility, trust etc. There are outputs too, like positive and adverse consequences that the employee has endured with others. Payment is the biggest problem with the equity theory because it causes it. We can see how the dealers are wanting to feel that their work is being paid as the other companies are offering.

Occupational stress that is negatively influencing recruitment and retention

Stress that is adversely affecting the dealers at JC casino is the way they feel about how they are being treated from the pit boss Joe. The housekeeper's stress is affecting by them because of the extra work they are having to take on because of all the absenteeism. The housekeeper’s actions are also causing stress for other employees at the casino because they have to fill in for the departments that are lacking production. When production is down, some management have to pitch in, and this takes away from getting their work done or possibly dealing with customers who need things. Also management has a lot of stress trying to figure out who is going to fill in and clean the additional rooms. The human Resource department is going to have to be consulted by me also. Helping HR to make sure they know how to find potential candidates who are trained properly for retention, when hiring for housekeeping positions is very important. One of the most necessary things

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