PSY 435 Week 4 - Improving Organization Retention Individual Paper
PSY 435 Week 4 - Improving Organization Retention Individual Paper
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Date Created: 11/13/15
IMPROVING ORGANIZATION AT WORK 1 JC’s Casino: Improving Organization and Retention Pedreed Anjahal University of Phoenix PSY/435 JC’s Casino: Improving Organization and Retention IMPROVING ORGANIZATION AT WORK 2 Operating an efficient organization requires appropriate managerial and communication skills. Organizations spend hours gathering information to help companies in their productivity. However, to have a productive organization, the staff including upper management must have organization also. Hiring independent consultants helps to organize companies, benefiting the process, and growth of companies. As a consultant implementing various work theories helps with job recruitment and retention. Recommending the appropriate changes helps with job satisfaction and increases employee productivity. Fortunately, for companies such as JC’s Casino a stringent plan developed through observation, employee, and customer feedback will help to target unwanted behaviors from upper and lower management. Providing JC’s Casino with the information required to keep good, productive dealers, and housekeepers while satisfying the customers. Improving Employment Recruitment and Retention Unfortunately, JC’s casino is experiencing employee and customer complaints. Dealers and housekeepers during exit interviews have expressed a series of complaints concerning pit boss Joe. The behavior and managerial approach of Joe is affecting the productivity for employees and guests. Although complaints during exit interviews have been stress with human resources director Tom Sneed, a series of issues continues to plague the performance of the organization including accounting and payroll departments. Fulltime employees assigned to specific jobs, must do additional work in other areas at the casino to cover available positions. In essence, improving employment recruitment and retention is feasible. The approach used in this situation by an I/O psychologist will help to improve the organizations employment IMPROVING ORGANIZATION AT WORK 3 recruitment and retention. In addition problems in upper management will minimize once specific details have been addressed. The use of two motivation theories will begin the process in correcting employee recruitment and retention. The use of reinforcement and selfefficacy theories is ideal for correcting the problems existing at JC’s casino. Recruitment of new employees seems to be a problem at the casino and the retention of current employees. Using the reinforcement theory will help the company to keep current employees through use of a reward system while bringing in new employees. Although JC’s casino’s pay scale is comparable to other casinos, housekeeping director Keehn has concerns with finding good help because without new employees current employees are working longer hours to accommodate the casino’s needs. Unfortunately the stress of extra work is hard for the employees today and their motivation to work for the company has diminished. Using the selfefficacy theory determines how people’s beliefs about their own capabilities can affect behavior, the motivation to attempt the task relates to a person’s abilities to achieve the task (Spector, 2008). Current employees are not satisfied at JC’s casino. The job description for housekeepers has changed significantly, giving housekeepers more work than usually because of understaffing, whereas the dealers’ enthusiasm has been affected by the pit boss who is described in previous exit interviews as toxic, overbearing, evil, and incompetent. The use of selfefficacy and reinforcement theories will improve employee recruitment and reduce retention. However, additional motivational theories in conjunction would make the transition better for the entire organization. IMPROVING ORGANIZATION AT WORK 4 Alleviating onthejob Stressors Stress onthejob is common in the workplace, directing attention toward the stressor help in finding solutions for employee and customer satisfaction. Occupational stressors affect employee satisfaction. Health problems occur from stress induced situations, asthma, migraine headaches and cancer (Hansell & Damour, 2007), increasing employee absenteeism. Prior to employment candidates asks questions about the workplace atmosphere and benefits. JC’s casino’s reputation through exit interviews is less than positive. However, improving the negativity and alleviating stressors is vital. Stressors identified at JC’s casino affecting dealers are the attitude and disposition of current employee Joe who is the pit boss. Addressing Joe’s behavior is important because he is the reason for most resignations and dissatisfaction among employees. Unfortunately, Joe’s lack of knowledge of the position and is attitude is forcing good employees to leave the company. The stress employee’s encounter could be reduced significantly when Joe is addressed about his actions. In addition, stress occurring in the housekeeping department derives from working understaffed. To alleviate the understaffed area, departments such as payroll and accounting helps to fill housekeeping duties. This creates dissatisfaction among the entire company, especially when employees must do jobs outside their job description. Moreover, customers begin to suffer from poor management and personnel issues. JC’s casino can directly improve negativity because the problems that need addressing have been identified. IMPROVING ORGANIZATION AT WORK 5 Finding people fit for the job is important for JC’s casino. Using the Big Five Personality dimension is a key tool to use. Knowing personalities helps in the recruitment process and retention. Unfortunately, some jobs do not suit individuals; the best approach to take is the Big Five Personality dimension helps to group people who will work well together and with the public. In addition the Big Five Personality dimension helps to predict job performance (Spector, 2008). Improving Job Satisfaction In essence, improving job satisfaction will decrease employee retention and increase job performance. JC’s casino’s employees show dissatisfaction because of management and extra duties performed not listed in the employee’s job description. Job satisfaction is vital to keep a company fully staffed and operating productively. Job incentive systems will increase job performance. Implementing the job incentive system can increase productivity at JC’s casino. However, knowing what incentives best for the company depends on the employees and the positions held. In addition incentive programs will work if the abilities to increase productivity, employees desire the incentives, and removal of physical or psychological constraints. JC’s casino meets the criteria with the exception of psychological constraints. Joe who has been mentioned in several exit interviews has created a psychological strain on the employees because of his behavior. Although this is a concern Joe’s behavior is manageable with the proper attention. IMPROVING ORGANIZATION AT WORK 6 JC’s casino meets the standards in pay compared to the competition but employee satisfaction is relevant andoverrides salaries. An employee who is comfortable and pleased with the work environment helps to decrease retention and increase employee recruitment. Eliminating Counterproductive Behaviors Absence onthejob is recurring for JC’s casino. Recruiting employees with these behaviors affects the company, likewise for current employees. Attitudes and behaviors on job in some cases are contagious. Psychologically mature people are characterized by proactive behavior (Feist & Feist, 2009).Jobs often have good employees, but when the environment consists of callouts and inadequate staffing dependable employees begin to feel the effects. JC’s casino uses employees from every department to fill in positions that should be covered by employees hired specifically for that position. Payroll and accounting departments because of lack of staffing must work in housekeeping so customers are checked in at the appropriate nationally set time, which is 3:00 p.m. Counterproductive employees should no longer have employment with JC’s casino. The recommendation best for JC’s casino is to provide employee relations satisfaction. Although Joe is the stepson of the owner, it is feasible Joe as a leader receive the managerial training required to operate an upper management position. In addition Tom Sneed the human resources director should receive additional management training pertaining to dealing with difficult bosses. I believe the counter productivity will decrease, but this begins with management. A good company is only good as the people who run and operate IMPROVING ORGANIZATION AT WORK 7 the organization. Unfortunately, bad management will cause bad or worse employees, limiting good job recruitment and causing retention. Conclusion JC’s Casino has experienced retention issues concerning dealers and housekeepers. The dealers have suffered from poor management and mistreatment by Joe who is the pit boss at the casino. The housekeeping department is working short staffed and must rely on other departments such as payroll and accounting to fill expected job duties. The root of the problem at JC’s casino is poor managerial communication. A busy operating with counterproductive employees will see a high turnaround rate in applicants and employees. The appropriate actions to take in successfully helping JC’s casino is utilizing selfefficacy and reinforcement theories, reducing occupational stressors that are negatively influencing employee recruitment and retention, and improving job satisfaction. Adjusting valuable elements that causes counter productivity will encourage the staff at JC’s casino to work as a team and to find the job as more than a paycheck. JC’s casino is salvageable; however attention directed toward the cause will lower the effect. The company is competitive with salaries so money is not the issue. Targeting the source of the problem begins with the management department. Successfully operating a busy is difficult, but using the proper approach through I/O psychology will construct a foundation for the company to strive while eliminating the bad employees and taking care of the good. IMPROVING ORGANIZATION AT WORK 8 References Feist, G.J., Feist, J. (2009). Theories of personalities.(7 ed.). New York, NY: McrawHill nd Hansell, J., Damour, L. (2008). Abnormal psychology. (2 ed.). Hoboken, NJ: Wiley&Son th Spector, P.E. (2008). Industrial and organizational psychology. Research and practice.(5 ed.). Hoboken, NJ: Wiley IMPROVING ORGANIZATION AT WORK 9
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