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Industrial Organization (I/O) Psychology- Casino Security Officer

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Industrial Organization (I/O) Psychology- Casino Security Officer
Running head: I/O PSYCHOLOGY 1

Industrial Organization (I/O) Psychology- Casino Security Officer Teresia Green
Ashford University Online
Psy302: Industrial/Organizational Psychology
Instructor: Nancy Devore
May 18, 2013

INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY 2 Industrial Organization (I/O) Psychology- Casino Security Officer Industrial Organizational (I/O) Psychology deals with employee training and development, structure organization and consumer behavior including stress management and motivation techniques. The purpose of this paper is to apply I/O Psychology to a casino security officer employee and the organization. Working as a security officer for a casino can be challenging, however, with a supportive management as well as the organization and a peaceful work environment, this career can be rewarding.
This security officer works for Caesars Palace Casino in Las Vegas, Nevada as a Security Officer. This organization is owned and operated by the Caesars Entertainment Corporation which operates out of corporate headquarters in Paradise, NV. The individual is 60 years old. He has been with the corporation for 7 years and hopes to retire from Caesars Palace in 5 years.
The formal casino security officer’s job includes protecting casino assets and guests. Some of these responsibilities are, protecting the property from theft, vandalism, different forms of illegal activities and guarding casino vaults and gambling hall’s money during transport. They must insure the safety of employees and guests and be able to provide general assistance and remain friendly at all times. They also must be able to respond to emergencies and notify local police as needed.
Working at a casino as a security officer may require knowledge of commonly-used concepts, practices, and procedures within this field. Although Caesars Palace casinos offers extensive on-the-job training for new-hire security officers, this job position requires a high school


References: unkhouser; Vegosen; Liebman & Dunn Ltd. (2006) Language Discrimination in the Workplace Retreived from http://www.fvldlaw.com/?t=40&an=916&format=xml © Copyright 1999-2013, All rights reserved. 312.701.6800Jackson, J., Knight, K., Rafferty J., (2010) APA: Race and Unhealthy Behaviors: Chronic Stress, the HPA Axis, and Physical and Mental Health Disparities Over the Life Course 100.5 (May 2010): 933-9. Retrieved from ttp://search.proquest.com/docview/89110836/13E14A2CFC167A0B861/8?Kaszeta, D., (2012). CBRN and Hazmat Incidents at Major Public Events : Planning and Response. Somerset, NJ, USA: Wiley, 2012. p 157. http://site.ebrary.com/lib/ashford/Doc?id=10632124&ppg=157 Copyright © 2012. Wiley. All rights reserved.McCain S.; Henry T; Bellino N; (2010) Organizational justice, employees ' ethical behavior, and job satisfaction in the casino industry: International Journal of Contemporary INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY 12 Hospitality Management 22. 7 (2010); (2010): 992-1009. Retrieved from http://search.proquest.com/docview/757062057/13E1476639B70E0DACA/2?accountid=8289# State Of Nevada Gaming Control Board (2013, January) Enforcement Division Duties And Requirements Retrieved From http://gaming.nv.gov/modules/showdocument.aspx?documentid=3350Rosner B. & Campbell S, (2011) Maintaining a Positive Attitude in the Workplace Retrieved from http://www.payscale.com/positive-attitude-in-the-workplaceWiley, J. & Kowske, B., (2011) RESPECT : Delivering Results by Giving Employees What They Really Want. Hoboken, NJ, USA: Pfeiffer, 2011. p 14. http://site.ebrary.com/lib/ashford/Doc?id=10501361&ppg=34 Copyright © 2011. Pfeiffer. All rights reserved.Youssef, C. and Noon, A.  (2012).  Industrial/Organizational Psychology.  San Diego, CA: Bridgepoint Education, Inc. |
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