Improving Organizational Retention Essay

As an independent consultant employ to improve holding numbers at JCs Casino concerning dealers and hold I pull up stakes experience at this as cardinal separate entities. The gambling casino owner of necessity the fast find possible and I must look at the land beginning causing the most(prenominal) issues with the customers. Though thither is a fast turnoer rate of dealers there ar enough employees to cover this ara for the judgment of conviction being. The first issue is the house cream rung be take in it is causing customers to have to wait on their suite until six in the evening.This displace cause pass of revenue by customers moving to early(a) casino hotels where they can check in at a reasonable time and this in turn could cause loss of revenue at the gambling tables. The first person I ordain meet with is the HR film director, Tom Sneed, to see how the corporation process of hiring is make and if there is a bloodline compend directing with require ments and training procedures in place. Tom Sneed said applicants ar sent by the local unemployment run intoice, and apply through wisespaper ads.The line application is a bar application with previous jobs, history, and education. The applications ar passed to Andrew abrupt for approval or disapproval. There is a job analysis in place for requirements from bending and lifting, to chemicals used in the cleaning process, and training videos. distributively(prenominal) floor has carts decline up to cover severally the necessary products for separately room this is checked by the director of housekeeping to from each one one day and refilled as needed. All products ar on carts, including buffetes of gloves for protection for the housekeepers.As the director of housekeeping, Andrew Keen is responsible for catering, schedule the employees, keeping the housekeeping cipher in check, keeping up with peeled policies, and initiating the new policies (Education Portal, 2012). As there has been a tremendous staffing issue with absenteeism and high turnovers, we need to see where the shortcomings are in this department. Keen does non think there are any issues within the company for the billet, but that it is vindicatory hard to find good champion. The hotel consists of 15 floors with 20 rooms on each floor keep unwrap the top floor, which has eight suites.Each floor has 2 housekeepers per floor with each employee required to clean up to 10 rooms a day on his or her shifts if the hotel is full. The top floor employees are required to clean up to four suites a day on their shift. I introduce myself to the employees who are work and ask for a dip of those who are non in for the day. I call all the employees off for the day to arrive in and request the employees who are at work to stay after for a meeting when they are d star with their shift. I am setting up food trays and drinks from the kitchen plus nonrecreational them for the time at the meeting.I start out the meeting by explaining who I am, letting them drive in that any comments made to me about their dissatisf setion in the job is confidential. They entrust fill out a questionnaire on why they think there is such a huge turnover of employees in housekeeping, what they see as a way to fix it, and any dissatisfaction with the job. I let them know that the questionnaires are for my eyes further and I will assemble a list of issues myself, which I will take to the director of housekeeping and possibly on up the ladder to the owner.occupational Stressors and Job Satisfaction The ready items I trading card from the questionnaires are extreme dissatisfaction with their executive program Keehn. The list acknowledges anything from watering down the cleaning supplies so much it does non clean or sanitize properly, to shortages on sheets and towels to computer programming issues. The employees believe that Keehn is trying to keep under cypher to make him-se lf look good. Scheduling issues are not enough hours and refusing to work with anyone on scheduling needs.The 22 employees who were at the meeting said they abridge into exsert by Keehn if he sees them talking to each other or trying to armed service someone else get his or her rooms done. Job control stressors can be need of control over your work, lack of recognition for work done, harassment, lack of respect from supervisors, and closing off from fellow employees to name a few (CWA, 2009). Each of these factors is all stressors with the housekeeping staff. Over all there is very little job satisfaction with the company because of all the negative issues.Those who are here would retire from if they found another job with better scheduling and a better supervisor. Several of the employees suggested Rhonda Jordan should be the director of housekeeping. She has been here longer than anyone, knows the ins and outs of the company, always has a kind word, and has good communicatio n skills. Many of the employees go to her for help instead of Keehn. I go back to HR with Tom Sneed and discuss with him the issue of the dealers quitting and look over the exit interviews on those who bothered to do one before they go forth. Mr.Sneed said that some of the dealers in the step-sons Joes pit have walked out during their breaks because of his attitude. He has a tendency to belittle the dealers and make the customers angrier instead of remove a bad situation. His paperwork is haphazard and the accounting agency is always calling him in to explain his paperwork to them. ii Work Motivation Theories The issues with the housekeepers and the dealers both stem from issues with their immediate supervisors. Using the goal-setting theory and reinforcing stimulus theory I am in hopes that the casino president will put into effect immediately the outline I have to present to him.The foremost and most of import fix needs to be the housekeeping staff so that customers can chec k in at the normal industry standard time of collar in the afternoon instead of six. After talking to Keehn and his denials of the accusations by his underlings and not taking any righteousness for any part of the housekeeping staff leaving, I will suggest that Andrew Keehn be fired and the moorage offered to Rhonda Jordan, who is an intelligent, warm, and job-oriented person. The employees all look up to her and respect her.Rhonda and I discussed in detail ways to keep the employees they do have and ways to hire and keep new employees. Goal setting will be to renew Keehn with Ms. Jordan, to make sure all cleaning products are up to standard market mixes, to have each cart filled for what each person needs and ready each morning, and to even out scheduling with fairness to each employee. New procedures need to be set in place, employee teamwork will be applauded, and all employees will help each other every day until all can go home at the same time, basically no employee left behind.To further enhance the housekeeping staff to come to work on their scheduled times we will offer a livelihood of a throw in the towel meal for a family of four in the hotel eating house for every 30 days of scheduling each person does not call in and arrives at work on time. Until enough staff is hired all staff employees on the payroll will get an incentive of paid hours off for each room past 10 they clean during a workday. We want the employees here to feel as if they are important to the company by reinforcing the hard work they do. After talking to Joe, the pit boss, he knows that he is not cut out for the job he is in.He has admitted the stress of all the paperwork and the constant smirch put on him by the customers and dealers is just not for him. He has agreed to go to his stepfather and tell him that he is not satisfied with the position and wants to move to clearance of security because the head of security is retiring in 30 days. For the employees under Joe wh o have stayed through his inadvertence an incentive check of 100 hundred dollars for each month they have been here will be given to them as a thank you and reinforcement to them as employees that they are valued.A new supervisor will be found and put into the position with the abilities to get the job done with good and stamp down communication skills. As a further reinforcement to let employees know they are valued, an employee suggestion box will be hung by the time clock. counterproductive Employee Behavior The employee behavior is walking out on-the-job, calling in to work, and general turnover of employees which cost time and money to retrain new employees. The outline in a higher place will help with employee behavior by putting new supervisors in the positions needed that can act professional, fairly, and treat the employees with respect.Giving the employees incentives will also help with keeping the employees here until all positions and staff are put into place. Conclu sion Common job facets include pay, supervision, job conditions, and communication to name a few (Spector, 2012). With this as a prelim, JCs Casino hopes to fix the issues that are making the employees leave the job by getting better supervisors who are open to ideas from the employees, who visualize respect to the employees and are not short on praise when employees do a good job. winning away some of the stressors of the job should help with job retention.