In the past few years the state of Pennsylvania has made an effort to boot their economy by allowing gambling. One of the casinos that have made an impact is JC’s Casino and Resort. This establishment is state of the art in all aspects. It follows all state and federal laws, including being an equal opportunity employer, excellent wage rates, benefits, and has a great reputation for career advancement. However, over the past several months JC’s has had issues with employee retention with dealers and housekeepers. The management staff has recently decided to contract an independent consultant to address this issue. This paper includes the findings addressing theories of motivation and how they can be applied in order to improve employee recruitment and retention, explores possible occupational stressors and influencing job satisfaction that are negatively influencing recruitment and retention, as well as discuss counterproductive employee behavior occurring at the casino. Motivation Theories
As reported by the human resources department (HR) and the director of housekeeping the main issues that are plaguing this organization is directly related to employee satisfaction. The poor satisfaction rate among dealers and housekeepers has decreased the quantity and quality within the workforce and has created a gap between employee and management. To narrow the domain, an analysis of the exit interviews were in order, this proved to be informative and gave insight into the main issues (Spector, 2012). Once the analysis was completed, a further investigation with dealers and housekeepers still employed by the organization has given solidarity to the findings found from the exit interview documentation. This process has proven to be an effective method, yielding results that have been affecting employee morale and satisfaction. The results obtained from the interview analysis, concerning dealers’ states issues with a specific pit boss (John Smith) and his misuse of power. The actions of this single individual is currently causing dealers to harbor uneasy feelings, including being unsafe in their working environment. The relationship this individual shares with the owner has proven to be a deterrent in solving the issue. The results concerning housekeeping staff has yielded results concerning excessive workloads and hours. These complaints seem to stem from an understaffed department and emphasized by excessive absenteeism. Incentive Theory
The results from the interview analysis suggest action must be taken in order to reduce and ultimately recover from the present issues plaguing the organization. One strategy recommended would be to improve motivation. The most common motivation would be to introduce an incentive program. An incentive program in conjunction with the current pay rate will stimulate recruitment and encourage retention among current employees. The incentive program should be based around performance achieving goals within and prolonged existence with the organization. The incentive strategy can take on many different forms that consist of monetary and non-monetary incentives. Monetary incentives can include things such as pay raises and bonuses for individual and department achievements. These monetary rewards coupled with what is already considered an excellent base pay can and will produce the desired results. Non-monetary rewards can consist of job security, advancement and or sick and personal days (Advancing employee productivity, 2010). These non-monetary rewards can carry great influence with employee satisfaction and will result in a positive up-swing in employee morale. The recommendations stated above are a direct result of the information gathered. In detail, the information is a direct result of employee dissatisfaction, which stems from a lack of recognition of hard work and prolonged effort in what is perceived as an uninviting working...