Improving Organization Retention Paper

Improving Organization Retention

Attempting to run an organization is not easy as it sounds and trying to have it be a success is even more challenging.   There are several facets that should be considered when there is the same purpose and goal in mind.  Having the intention to succeed will not ensure that a company will without others and leaders wanting to reach the same goal.  There are many things that could possibly interfere with this process, such as gender, culture, different conceptions and ideas and even one’s age.  Finding leadership that is motivated is immensely important to the turnover rate of an organization.  If a company has the right leader, the organization will prosper and the turnover rate will be lower.  If there is someone who is less motivated in an organization, it is possible there could be more mistakes than normal.  There could be frustration develop if the right leadership is not in place.  In this scenario, it is visible how unproductive the organization of JC’s Casino is.  Because of these problems, this paper will discuss how incorporating motivation theories will aid in retention as well as recruitment to the casino.  Also mentioned will be various occupational stressors that influence recruitment and retention.  Job satisfaction and the influence it plays on the casino will be discussed in addition to making proposals for job improvement

JC’s Casino

            There are many problems plaguing JC’s Casino. Some problems can be found with the employees working at the casino, but others can be attributed to the lack of professionalism in the leaders and management of the casino.  The pay is reasonable but employees are still unhappy and resorting to leaving.  There are many different things that contribute to the problem.  The pit boss being disrespectful and uncooperative for instance, also the fact that there is more responsibility on those who have chosen to remain with the casino and the unorganization that is visible without a strong leader.  The lack of leadership causes guests to become frustrated at check in when rooms are not available, when the industry standard 3 pm.  The fact that additional people have to be hired in order to ensure guests luggage are not bothered until check in extremely inconvenient. 

Motivation Theories

It is very easy to see what the problems are with JC’s Casino.  Communication between employees and owners is just one example of problems plaguing the casino.  Tom Sneed, the director of human resources needs to learn how to discuss concerns with the owners and pit boss.  Without correct communication problems will continue to be unheard and not be fixed.  It is imperative that Tom Sneed communicates with management because he has to find a way to address the problems and explain why the problems are there in the casino. It is vital to communicate because many times some do not recognize that the way they are doing something is incorrect.  Possibly showing the pit boss how others are noticing issues may help him change.   Another issue is motivation.  It appears that it is very low throughout the entire casino.  It is documented that the pay is better at JC’s Casino, but employees are still leaving for other positions.  One can say that it is not just worth income to have people stay at a job, however having the security of money is not enough; other motivational reinforcements could be an incentive to stay.  A reinforcement theory states that giving a reward will help change ones behavior to the correct one.  While better pay is a good incentive, it does not seem to be enough.  Possibly some kind of tuition assistance could help however it is important to know what he or she is looking for in order to keep them employed.  Generating a questionnaire and asking employees to answer them could reveal how to keep employees.  Being able to comprehend the needs of every employee will be able to help that employee feel as if he or she belongs to an organization and that that organization is invested in them (Jex & Britt, 2002).

There are other theories that can help motivate a group of employees to improve morale.  To define what kind of theory to be used can be based on the need of the company.  Maslow’s Need Hierarchy can be used to also promote motivation at the casino.   In Maslow’s Theory, it is explained how certain needs must be met prior to advancing on to others.  Based on Maslow’s theory, pay plays a major role so an employee can provide for his or her family.  After that need is meet with other needs will come to the surface to be filled.  A love need means one is capable of having social relationships and having a feeling of belonging.  This brings up the feelings towards Joe the pit boss.  It is critical to find out what it is that the cause is and how to rectify those feelings.  If employees do not feel comfortable at work, the pay will not suffice enough to keep them from leaving as is evident in the turnover rate at this company.  Establishing a comfortable work environment people will become more apt to impress management and think twice before choosing to leave the casino.  Needs theories are sometimes difficult for an organization to fulfill because it is an independent need.  Each person is different with personal needs, organizations can attempt to supply some needs but it is impossible for the needs to be meet completely (Jex & Britt, 2002).     

            A theory that has been well researched is the goal-based theory, which is, “goal setting is the process of developing, negotiating, and formalizing the targets or objectives that a person is responsible for accomplishing” (Schermerhorn, Hunt & Osborn, 2008, p. 121).   There seems to be no goals directly set by JC’s Casino.  By supplying specific goals even the more difficult the goal to be the more it will help the business become functional and even a higher job performance by the employees.  The control theory works along side the goal setting theory by giving feedback.  A practical approach could be using the job-based theory as well as cognitive process theory.  Implementing more than one theory will help address every issue (Schermerhorn, Hunt & Osborn, 2008). 

Occupational Stressors

There are several occupational stressors that are causing employees to not be satisfied with the Casino.  Lack of communication seems to be making the employees at the casino upset.  Occupational stressors are causing employees to feel unsatisfied at JC’s Casino.  Not having the right type of communication or lack there of is causing an unpleasant environment for the workers of the casino.  Not communicating as well as being afraid to communicate can be detrimental to an organization.  The pit boss is know to be “toxic, overbearing, evil, and incompetent”, this only leads to additional stress on the employees where they feel they are being treated unfairly, unimportant as well as unequal.  These factors combined with absenteeism do not help recruitment or retention.   The goal needs to be finding ways to make the company more appealing.  Based on Spector, the ultimate goal is overall satisfaction of the worker if this occurs then that can lead to better health, (2008).  Implementing flexible work hours, workers sharing responsibility and the workers suggesting ways they can make their work environment better all will create positive feelings and thus generate a more productive output. 

Recommendations for Improving Job Satisfaction

            Job satisfaction comes from the work environment as well as the job.  First, someone needs to take a look at the skills that are needed for the organization.  Doing this makes sure that the right person is hired for the right job.  If someone feels positive about his or her job, the more likely he or she is to be satisfied.  One way to control this is by having the right team leaders.  In todays work environment, it is not only the job of a manager to give our direction, it is his or her job to coach, support and mentor other employee’s.  It is imperative to get the HR director and the Pit Boss to do this.  It is both the environment as well as the job that contribute to job satisfaction.  It is critical to plan the appropriate goals for the casino, as well as create work structures, leading by motivation and controlling in a way that is positive.  Providing flexible working hours, up to date technology will also show the employee that he or she is important and valued.  If the pay is satisfactory, and justice is right, there should be no more problems with job satisfaction (Cascio & Aguinis, 2005).

Counterproductive Employee Behavior at the Casino

            Counterproductive behavior will be experienced in every workplace at some time.  What is counterproductive behavior?  It is absenteeism, turnover, and lateness.  JC’s Casino is suffering from these as well as inept management, contaminated relationships, unsatisfied customers.  Every one of these hinders the progress of attaining the goals.   Finding out the reason behind the absenteeism is essential.  There could be problems at home, lack of affordable childcare, and one’s culture could all be leading to this problem.  So, by creating an on-site childcare facility, for instance, could solve this type of problem.  Hiring additional staff or possibly on call staff should an absence occur would be helpful so that the staff that is scheduled and there does not get overloaded.  Having contaminated relationships at the work place can never be a positive thing.  Providing gatherings outside work could help employees get to know each other better.  Training for management can make the JC’s Casino become a successful organization (Cascio & Aguinis, 2005).     

Conclusion

            The saying an establishment is only as their employee’s is very true, especially this case.  For any organization to succeed, it needs to be able to employ people that know their job and are passionate about their job.  It is important to know what motivates employees, how to motivate a team, and what stress comes with work as well as how counterproductive behaviors can destroy the workplace.  The success of a corporation is subject to those up the chain.  However if there is any kind of breakdown the entire association will suffer.  Doing everything possible to keep a corporation running healthy is key. 

References

Cascio, W., F & Aguinis, H. (2005). Applied psychology in human resource management (6^th.

ed.). Upper Saddle River, NJ: Pearson Education, Inc.

Jex, S., M., Britt, T., W (2002). Organizational psychology: A scientist-practitioner approach.

Hoboken, NJ: John Wiley & Sons, Inc.

Schermerhorn, J., R,  Hunt, J., G. & Osborn, R., N. (2008). Organizational behavior (10^th. ed.).

Hoboken, NJ: John Wiley & Sons, Inc.

Spector, P., E. (2008). Industrial and organizational psychology: Research and practice (5^th.ed).

            Hoboken, NJ: John Wiley & Sons, Inc.

Job Analysis

Abstract

Understanding what one is about to embark on as a police officer recruit occurs the day the academy received the application.  Those who have been in this job for years will question the physical as well as emotional health of the candidate.  Expectations are high for todays recruits, so should be the screening.  Follow a candidate through the initial application process through to the end of the process as he or she is accepted into the next academy.

            Keywords: job analysis, performance appraisal methods, reliability and validity  

Job Analysis Paper

Police Officer Analysis

            The job of any type of police officer comes with tremendous responsibility as well as many risks.  There are many avenues that follow on the career path of a law enforcer.  There are mental challenges one faces, so it is imperative for someone who’s looking to begin a journey in this field knows exactly what he or she will be faced with.  There are several requirements that they must go through  to be considered a candidate.  Some of these requirements are mental capacity, strength, and endurance.  A candidate run thought these assessments will guarantee that he or she is psychologically and physically capable of doing the job as a police officer. 

            Many organizations use various types of job analysis to define a specific job.   At the beginning of a new job the employee should receive a list of the job duties.  Receiving this list will not only aid the new employee in knowing what tasks need to be completed.   The job selected is that of a police officer and how the job-analysis will define the right candidate. 

A work-orientated analysis examines the abilities, skills, knowledge and other knowledge or KSAO’s (Spector, 2008).  The physical side of a police officer compensates the majority of duties.  Using KSAO’s method, those incapable of maintaining any level of the rigorous training will be excluded from the position of police officer.

            An applicant needs to be physically fit when considering the position of police officer.  A candidate must pass a written examination, physical abilities test, background investigation alongside a polygraph examination, be reviewed before a prescreening board, have an oral review, and a psychological examination and a physical exam before even considered a slot in the academy (City of Virginia Beach, 2011).  The written exam consists of a bunch of questions that will test the knowledge of the candidate in his communication skills. 

Evaluate the reliability and validity of job analysis

            There is special equipment someone who’s interested in law enforcement needs to be well trained on.  Items like two way radios, handcuffs, baton as well as the completion of reports and forms all help making his or her job safer and easier.  By using the KSAO this ensures that a potential officer will know what is expected of the officers during their shift.   Securing the right data, and the information is dependable is solely based on person responsible for collection methods (Competency and Position Analysis Questionnaires, 2012).  After the data is collected, discussing the results with the employee will ensure that he or she is in agreement with his or her observations.  It is often noted that not very many supervisors know all that an employee handles on a daily or weekly basis to provide adequate answers to various questions that may arise during an analysis. Someone who studies how to assemble information related to various jobs have to be trained.  He or she needs to know what questions to ask, what information needs to be imputed, over other items that someone may feel needs to be ignored.  Most analysts have a vast background.  They receive training from already trained job analysts (Competency and Position Analysis Questionnaires, 2012).  Some organizations can supply training to someone who is looking to be the in-house analyst.  

Performance Appraisal Methods

            There are several avenues that can be used when looking to evaluate someone seeking employment as a police officer.  The physical evaluation is crucial for a police candidate.  The aspirant needs to not only be physically fit, but also needs great eyesight and hearing which will  aid the officer in remaining safe on the streets.  The applicant also needs to have upper body strength and the ability to run at least a mile and a half based on the Occupational Handbook for Police and Detectives, 2009. Endurance, dexterity and, strength are all physical tests given to the potential officer to ensure he will excel at his position (Office of Occupational Statistics and Employment Projections, 2009).  Staying physically fit throughout his career will prevent him from emotional or physical trauma. 

            Communication assessment is also another form of appraisal.  This method is used during the prescreening interview as well as oral review board.  Communication is vital when dealing with the public manner.  Not just verbal communication, but written communications are just as important.  The officer will be required to write reports based on encounters he or she has had with victims, suspects, and witnesses.  Having someone who is an excellent writer will help prosecutors when cases are tried in court (Office of Occupational Statistics and Employment Projections, 2009).  Another valuable skill that an officer needs to hold is that of decision-making and judgment skills. Listening skills do not fall to far behind these two either because it will be needed when faced with the myriad of situations one comes across in a career in law enforcement.  Being able to communicate both verbally and manually is highly effective in law enforcement. 

            The other two processes that will accurately evaluate a police officers performance are objective measures, and subjective measures.  Objective measures are used to count a specific behavior, such as how many times does an officer respond to a call for service. Information collected by called received at dispatch can be transferred into statistics kept for reference.   Subjective measures are evaluations performed by someone who has extensive knowledge of that person’s job performance, such as his shift supervisor (Spector, 2008).  Evaluations done by an officers supervisor is based on performance in common practices. 

Conclusion

            The demands of a police officer are physically as well as psychologically challenging.  Because of the psychological impact an officer faces it is imperative that an officer candidate undergo as many evaluations as possible to make sure he or she is not a risk to himself, or the community the officer serves.  The physical tests ensure that the safety of the officer will attempt to keep him or her as well as the public from harm.  Having a job analyst come in to review policies and procedures ensure that each new recruit is on top of his game will not be a sad statistic of those caught in the life of fire. 

           

References

City of Virginia Beach. (2011). Virginia Beach Government. Retrieved February 11, 2012, from   What are the Steps to Becoming a Police Officer?:             http://www.vbgov.com/government/departments/police/profstanddiv/Documents/stepstoa            pplyingtobecomeaVBPDpoliceofficer.pdf

Competency and Position Analysis Questionnaires. (2012). PAQ Services. Retrieved February   

            11, 2012, from JOB ANALYSIS :      http://www.paq.com/index.cfm?FuseAction=bulletins.job-  analysis

Office of Occupational Statistics and Employment Projections. (2009, December 17).       Occupational Outlook Handbook, 2010-11 Edition. Retrieved from Police and           Detectives: http://www.bls.gov/oco/ocos160.htm#training

Spector, P. E. (2008). Industrial and Organizational Psychology 5th Ed. . Hoboken, New Jersey:             John Wiley and Sons, Inc. .