I am doing a paper on improving organization. I need help to address each question on how to improve recommendations to JC, the casino president, concerning how to improve overall retention. Please see the attachment.
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Get Help Now!- Evaluate at least two work motivation theories and how they can be applied in order to improve employee recruitment and retention at JC’s Casino.
- Examine possible occupational stressors that are negatively influencing recruitment and retention. What improvement would you suggest to alleviate these stressors?
- Examine the role of job satisfaction and its influence on retention at the casino. Provide recommendations for improving job satisfaction for the employees and how that can play a part in successfully improving retention.
- Discuss counterproductive employee behavior occurring at the casino. What suggestions would you make to reduce the counterproductive behavior and increase productive employee behavior?
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Attachments -Improving Organization Retention Paper.doc
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1a. If we examine Douglas McGregor’s X-Y Theory, we know that they are central to organizational development. This theory implies that there are two approaches to managing staff. The X Theory focuses on the authoritarian management style of leading staff, while the Y theory utilizes the more constructive aspects of management and leadership and tends to be more participative and allows for further growth and development among staff members. The Y theory is the theory of choice to improve recruitment and retention at JC’s Casino since the Y manager promotes rewards for hard work, rather than the punishment the X manager dishes out. The Y manager allows their employees the freedom of imagination and creativity in performing their work, thus creating a motivation and commitment to their work. The Y theory manager is more tolerant of the occasional error and sees it as a learning curve. There is an open line of communication with the Y theory manager and they tend to more even tempered, less blaming, gives instruction and direction in a courteous manner and participate in the work to some degree. Often the work is “asked” to be done and not demanded as in the X theory manager’s style. They do not make threats or impossible deadlines to meet. This positive and open instruction leads to improved staff retention and recruitment since research indicates that …
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