26 Key Attributes Gaming Managers Need To Succeed In Their Career

by Michael Davis

Sunday, January 3, 2016

Gaming managers plan, direct, or coordinate gaming operations in a casino. They may also formulate house rules.

The core tasks that gaming managers are likely to carry out include:

Resolve customer complaints regarding problems such as payout errors.
Remove suspected cheaters, such as card counters or other players who may have systems that shift the odds of winning to their favor.
Maintain familiarity with all games used at a facility, as well as strategies or tricks employed in those games.
Train new workers or evaluate their performance.
Circulate among gaming tables to ensure that operations are conducted properly, that dealers follow house rules, or that players are not cheating.
Explain and interpret house rules, such as game rules or betting limits.

In order to successfully forge ahead with their careers, analysts in a survey carried out by U.S. Department of Labor (via O*NET) have marked out the following as important attributes that gaming managers would need. These attributes have been selected from characteristics and requirements strongly associated with the occupation. They are

Abilities: Enduring attributes of the individual that influence performance
Interests: Preferences for work environments. Occupational Interest Profiles (OIPs) are compatible with Holland's (1985, 1997) model of personality types and work environments. Six interest categories are used to describe the work environment of occupations: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. An OIP consists of six numerical scores indicating how descriptive and characteristic each work environment (or interest area) is for an occupation
Knowledge: Organized sets of principles and facts applying in general domains
Skills: These include basic skills, which are developed capacities that facilitate learning or the more rapid acquisition of knowledge. Plus cross-functional skills, which are developed capacities that facilitate performance of activities that occur across jobs
Style: Personal characteristics that can affect how well someone performs a job

We have listed out attributes which were scored 80% or more in terms of importance by the analysts.

Having a strong preference for enterprising work environments. Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.
Attribute Type: Interests Score: 100%

Maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.
Attribute Type: Style Score: 96.8%

Being pleasant with others on the job and displaying a good-natured, cooperative attitude.
Attribute Type: Style Score: 95.8%

Being honest and ethical.
Attribute Type: Style Score: 95.8%

Being reliable, responsible, and dependable, and fulfilling obligations.
Attribute Type: Style Score: 95.6%

A willingness to lead, take charge, and offer opinions and direction.
Attribute Type: Style Score: 93.8%

Accepting criticism and dealing calmly and effectively with high stress situations.
Attribute Type: Style Score: 92.6%

Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
Attribute Type: Knowledge Score: 92%

Being open to change (positive or negative) and to considerable variety in the workplace.
Attribute Type: Style Score: 89.6%

Being careful about detail and thorough in completing work tasks.
Attribute Type: Style Score: 88.8%

Being sensitive to others' needs and feelings and being understanding and helpful on the job.
Attribute Type: Style Score: 87.8%

A willingness to take on responsibilities and challenges.
Attribute Type: Style Score: 87.6%

Preferring to work with others rather than alone, and being personally connected with others on the job.
Attribute Type: Style Score: 85.6%

The ability to speak clearly so others can understand you.
Attribute Type: Abilities Score: 85%

Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
Attribute Type: Knowledge Score: 85%

The ability to listen to and understand information and ideas presented through spoken words and sentences.
Attribute Type: Abilities Score: 82.6%

The ability to communicate information and ideas in speaking so others will understand.
Attribute Type: Abilities Score: 82.6%

The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.
Attribute Type: Abilities Score: 82.6%

The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
Attribute Type: Abilities Score: 82.6%

The ability to identify and understand the speech of another person.
Attribute Type: Abilities Score: 82.6%

Talking to others to convey information effectively.
Attribute Type: Skills Score: 82.4%

Managing one's own time and the time of others.
Attribute Type: Skills Score: 82.4%

Establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks.
Attribute Type: Style Score: 81.8%

Motivating, developing, and directing people as they work, identifying the best people for the job.
Attribute Type: Skills Score: 80%

Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
Attribute Type: Skills Score: 80%

Being aware of others' reactions and understanding why they react as they do.
Attribute Type: Skills Score: 80%