Improving Organization Retention Essay Example

staff members at JC's Casino, it becomes apparent that there is a problem with the casino's pit boss, Joe. Multiple employees mentioned in their exit interviews that the pit boss has a toxic attitude and behaves in a downright mean and evil manner. To address this issue, it is necessary to have a conversation with Joe about his attitude towards other employees. The exit interview provides valuable information that the employer can utilize to retain current employees.

Exit interviews provide valuable insights into the overall health of an organization. While the stress caused by the owners' step-son may have played a significant role in employees quitting their job, there were also other contributing factors. One such factor was the request for full-time employees to cover room cleaning shifts due to absenteeism. Enhancing job satisfaction is crucial as it reflects employees' attitudes and feelings towards their job, indicating whether they like or dislike it.

To enhance job satisfaction among employees, organizations should provide adequate training for new hires and implement supervision and motivation techniques for existing employees. Offering incentives can be beneficial, particularly for organizations like JC's Casino. The recommendations of an Industrial/Organizational psychologist are crucial in reducing employee retention. The appropriate training method should be determined based on the organization's nature.

At a casino, there are three potential training methods that can be implemented. Firstly, new hires can be trained collectively in a conference setting. Secondly, on-the-job training can be utilized, where the new hire observes and emulates the trainer. Lastly, if the employer has an understanding of individual personalities, audio/visual instruction can be employed as a training method.

Another option for training employees is

to have all employees who deal cards attend a dealer school. To improve job satisfaction, a job fair can be organized specifically for hiring housekeeping staff. By hiring more housekeeping staff, the workload for part-time employees can be reduced. Employees who have a high rate of absenteeism should be given a warning and face consequences. After receiving multiple warnings, a certain consequence should be implemented.

Counterproductive behaviors are actions that hinder an organization's success. Such behaviors include favoritism, negativity, and conflicts with colleagues. Despite these behaviors being reminiscent of immaturity in high school, they continue to be prevalent in the workplace among adults. If counterproductive behavior is observed within an organization, it is important for the person noticing it to intervene and address the issue.

Productive behaviors are actions carried out by employees that improve an organization, such as performing their jobs proficiently (Spector, 2008). For employees to perform well in their roles, they need the necessary skills and motivation (Spector, 2008). In addition to acknowledging the issue, HR director Tom Sneed should have taken further steps and not avoided discussing the matter with the owner due to concerns about his stepson.

In the second step, it is important to document the behavior and take note of examples for future discussions with the owner. The third step involves explaining how the employee's behavior has impacted others. In the fourth step, it is possible to suggest counseling for the employee displaying counterproductive behaviors. Lastly, in step five, it is crucial to monitor the employee's progress, noticing any further counterproductive behavior, and consistently providing feedback.

An individual who is aware of counterproductive behavior should remember that speaking

up, even to a higher authority, may have negative consequences. However, they should still have the courage to proceed. In situations where a company employs family members, it typically causes issues among other employees. They may perceive preferential treatment towards the owner's step-son simply because of their relation to the casino owner.

According to industrial/organizational psychologists, it is recommended that the step-son be treated equally to other employees because they all work for a paycheck. In cases where treating him as a regular employee is not feasible, it may be advantageous for him to work in a separate area where his interactions with other employees are reduced or eliminated entirely.

An alternative approach is to address the complaints by communicating with the person accused and investigating the nature of the issue. If it is found that personal problems are not involved and the employee's behavior is simply unpleasant due to their relationship with the owner, it may be recommended to reassign them to a different area away from other staff members. Additionally, an Industrial/Organizational psychologist may suggest implementing a program that motivates employees to set weekly goals, offering a bonus as an incentive for achieving all goals.

In order to improve the hiring process, it is advisable to conduct thorough interviews and select candidates who show genuine interest in the position. It is also suggested that applicants undergo a personality test to assess their suitability for both the role and the company. The Industrial/Organizational psychologist advises the casino owner to actively participate in the operations and management of the company. It is crucial for the owner to have a comprehensive understanding of all aspects of

the business and stay updated on any staff-related developments or problems.

To summarize, employee confidence is crucial for both individual and organizational success. Employers should give praise to outstanding performers as it enhances job satisfaction. Moreover, casino owners must stay updated on internal operations and actively participate in the hiring process.

Ensuring job satisfaction at the casino will result in a happier, more cooperative, and motivated staff, leading to better revenue turnover and customer satisfaction. This will ultimately encourage customers to continue visiting the casino (Dey, 2009; Spector, 2008).