In any organization, there is a manager whose main work is to ensure that the employees in the organization do their work as expected. He should therefore be able to motivate the employees so that they work effectively (Murphy, 1981). However, in practice, this has not been an easy task for most of HR managers hence a high turnover of employees has been experienced in many organizations. There is a saying that goes, ‘you can take a donkey to the river but you cannot force it to drink water’, it will only do so if it is thirsty. The same applies to human beings, in order for them to work, they must have the motivation and hence the need to motivate them to do so. There has been a high turnover of employees at the JC Casino due to the boss’s incompetence and overbearing nature and overworking of some of them. Despite the fact that the rates paid to them is comparable and at times better than the competition, the above factors have been cited as the some of the contributors of the low retention rate. This means that employee motivation is low hence the high turnover. There are several theories and suggestions that have been put forward on what motivates employees, some of which I have discussed below and how they can be applied in order to improve recruitment and retention at JC Casino.
Douglas MacGregor was an American psychologist who suggested the X-Y theory of managing people. According to him, there are two approaches that can be used, the theory x which when used one tends to get poor results and theory y that produces better results and more growth. Theory y is best suited for this case (Accel Team, 2010). It suggests that employees see work as a natural activity where they can relax and have self-discipline and direction. That they do not always require coercion or threat to work but rather self-control if they are determined in achieving the set goals an d objectives. Their reward is not only based on cash terms but the freedom to face a challenging job on their own. If the job is itself rewarding, then the employee will be more fulfilled and committed to his/her work. This theory also suggests that an average employee will admit and learn to obtain responsibility and that they have skills that have to be utilized in solving the organization’s problems. They manager of JC casino should create a working environment that gives an opportunity to the employees to self direct themselves. Instead of being bossy and domineering, Joe should give the employees an opportunity to express their views and suggestions that could improve the well being of the casino. Authority should be decentralized and team work encouraged to create a more conducive working environment.
Another popular theory is Fredrick Hertzberg’s theory of hygiene and motivation factors. This is a two factor theory where by he urged that there are factors, referred to as motivators, which encourage employees to work harder. On the other hand, there are others referred to as hygiene factors, which if not present would discourage the employees from working hard but they are not motivators by themselves. In this case, motivators are concerned with the job itself i.e. the extra responsibility it provides, how interesting it is and even promotion associated with that particular job (Accel Team, 2010). Hygiene factors on the other hand refer to the factors that surround the job. Such include the pay and security and once they are there, they do not by themselves motivate one to work harder but their absence de-motivates an individual. In this case, the JC boss should use the employee empowerment technique whereby he allow s them to make own decisions in their areas of work. The housekeepers who are forced to clean extra room s in a day due to shortage of employees should be paid extra for the extra work done, alternatively, more housekeeping staff should be employed to form a larger team so that work can be done without having to overwork a few.
Some of the occupational stressors that can be identified here include an unreasonable boss, multiple responsibilities and inability of the HR manager to exercise control where he is due. In this case, Joe, the boss of JC casino has been perceived by many employees as domineering and incompetent hence most of them feel insecure working under him despite the fact that they are being paid better than their competitors. This is the prime reason as to why dealers are opting for other casinos. At the same time, the HR manager is afraid to confront the owner concerning this matter since Joe is his step son. Probably the manager is afraid that no action will be taken on Joe or worse, he, the manager, might lose his job. In the world of business, it is unethical to mix family affairs and business ones. Therefore, the HR boss should approach the casino’s president regarding Joe’s case without any fear or intimidation. He should also talk to Joe concerning his arrogant attitude that keeps the employees away. On the multiple responsibilities, more housekeeping staff should be employed to avoid overworking those who are already there and to ensure that work is done on time to avoid delaying the check in time for their customers.
According to Pascoe et al. (2002), job satisfaction and motivation to do well in ones workplace are essential not only because they result to effective outcomes but also because to compete with others, there must be a knowledge edge which would only be present if the employees are in a position to share their knowledge and skills as well as voice new ideas and dialogue with each other ways in which they can improve their organization. Murphy (1981) suggests that factors such as reward, recognition and loyalty to workers increase job satisfaction and in turn, job satisfaction contributes to loyalty to the organization and job significance. It also motivates employees to work well and in turn they feel free to air their ideas and share knowledge with others. The high employee turnover has been attributed by lack of job satisfaction at the JC casino. To improve job satisfaction therefore, performance management should be improved beginning with top management where a competitive manager should be hired to guide the employees. Recognition and reward should be applied whereby job well done is recognized by giving awards, promotions or even by word of mouth (Pascoe et al 2002).
Some of the counterproductive behaviors occurring at the JC casino include absenteeism and job turnover. This has mainly been caused by lack of job satisfaction and the high handedness of the casino boss. According to Brimecombe (2009), there are several ways in which counterproductive behavior can be reduced and productive behavior encourage. One way is to understand employee perceptions. As a manager, one should create an environment where all employees are treated fairly and with due respect. Always observe their body language for any clues as many may not be willing to voice their feelings. Also, be a role model by following the set rules and regulations so that employees will emulate the same. For instance, learning to listen to others and sharing work. Brimecombe (2009) feels that a leader should also be assertive without losing temper, let them know that positive work environment is the vital for success of the organization.
Reference List
Accel Team, (2010), Employee Motivation: theorists and their theories. Retrieved from http://www.accel-team.com/motivation/theory_01.html
Brimecombe, M., (2009). How to Reduce Counterproductive Employee Behaviors. Retrieved from http://athleticbusiness.com/articles/article.aspx?articleid=2843&zoneid=39
Murphy, J., D. (1981). Increasing Employee motivation. Professional Training Assoc Inc.
Pascoe, C., Ali, M. I. & Warne, L., (2002). Yet Another Role for Job Satisfaction and Work Motivation –Enabler of Knowledge Creation and Knowledge Sharing. Retrieved from http://informingscience.org/proceedings/IS2002Proceedings/papers/Pasco231Y An.pdf
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