...giving you an overview of all the student activities that the SRC provides to develop management, social and leadership skills. In this fast evolving, globally competitive age these skills are quite essential for each individual in regard to whichever career paths you might opt for. Therefore, SRC is not just a department but a partner in student character enhancement. There are 16 registered clubs and societies operating under Student Resource Centre. Each club is controlled by the SRC and has a chief coordinator, under her/him is a deputy coordinator, team leaders are made according to needs who report to the deputy coordinator. The more prominent clubs being: The Literary & Debates Club: The literary and debates club is one of the most renowned and well acknowledged clubs in Bahria University. The team comprises of unique and dedicated individuals with a taste for literature and debating activities. These activities include in various national and international debate competitions. The members of the club have participated in various MUN’s nationally as well. Arts & Dramatics Club: This being one of the most active clubs of Bahria University helps satisfy creative needs with numerous activities and competitions that would challenge each individual’s abilities. Competitions such as PAINTISTAN, Drama Fest and fashion shows etc have been all generally been abetted by the A & D club. Media Club: Media club has the ability to bring together individuals who wish...
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...Improving Organizational Performance Kenyetta PYSCH/ 428 May 06, 2013 Marianne Narick Improving Organizational Performance Organizations prove successful by the business structure, communication with employees and job satisfaction. There are many ways to accomplish such goals with team building strategies and communication. According to www.boundless.com, “Job satisfaction can be influenced by a person's ability to complete required tasks, the level of communication in an organization, and the way management treats employees. It isn't always easy to measure job satisfaction as the definition of satisfaction can be different for different people. If an organization is concerned about job satisfaction of their employees, management may want to conduct surveys to determine what type of strategies to implement”. Airdevils Inc, is an aerial stunts performance facility in Salt Lake City, Utah. The company was founded in 1995 by one of the best female stunt performers, Celsey Evans and five other performers of the same expertise. By the next year, Airdevils’ workforce expanded to 115 crew members. With a thriving business and company workforce expansion, the founding partners retired from stunt performances and formed the top management staff. For the past two years business came to a stand-still existing and new customers not impressed with the stunts, key employee turnover was at an all-time high and to top things off current employee job satisfaction low. According to...
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...Improving Organizational Performance Kyle Petty PSY/428 July 27, 2011 Dr. Jerry Punch Improving Organizational Performance The Airdevils is a stunt organization whose quality of performance has plummeted in past two years. The founder, Celsey, has made some assumptions that the performance decline is a reflection of the heavy recruitment throughout the year and the unfamiliarity between the team members. Celsey was confident that the team members of Airdevils would resolve matters with passage of time; however, after two years the problems surfaced, matters have become worse and the time had come to figure out the root cause of the problems. Celsey administered the Job Description Index (JDI) survey to Airdevils employees and the results reflected a very low-level of job satisfaction, especially the stunt performers (Apollo Group Inc, 2005). The organization, through an outside consulting firm progresses through four phases to address and improve employee’s job performance. In phase one the Airdevils hired Dream Teamworks (DT) to assist in identifying the reason for the low job satisfaction in the stunt performers group. After interpreting the JDI survey DT concluded the cause of low job satisfaction among stunt performers was the lack of exciting challenges in their current job profiles. The main driver for this is the rigid organizational structure that has evolved...
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...Week 3 Individual Assignment “Improving Organizational Performance” Simulation Summary Diana Salisbury PSY/428 November 8, 2010 University of Phoenix Adinah Johnson CERTIFICATE OF ORIGINALITY: I certify that the attached paper, which was produced for the class identified above, is my original work and has not previously been submitted by me or by anyone else for any class. I further declare that I have cited all sources from which I used language, ideas and information, whether quoted verbatim or paraphrased, and that any and all assistance of any kind, which I received while producing this paper, has been acknowledged in the References section. This paper includes no trademarked material, logos, or images from the Internet, which I do not have written permission to include. I further agree that my name typed on the line below is intended to have, and shall have the same validity as my handwritten signature. Student's signature (name typed here is equivalent to a signature): Diana Salisbury Abstract The “Improving Organizational Performance” Simulation was based on a fictitious professional aerial stunt company called Airdevils Incorporated in Salt Lake City, Utah. A female airborne aerobatic performer, Celsey Evans, founded the company in 1995. At first, she was the only employee but quickly signed up four of her colleagues in 1996. By 2007, the company had grown to 115 employees. The company won numerous national and international awards almost every...
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..."Improving Organizational Performance" Simulation Summary Airdevils Inc. is located in Salt Lake City, Utah founded by Celsey Evans in 1995. There are 115 employees who provide aerial stunts throughout different industries. However, in the last two years Airdevils customers have not been satisfied with their performance and it has also been brought to Celsey Evans that job satisfaction among the employees is low. Job Satisfaction There has been a drop in performance for Airdevils stunt performers. It has been said that employees do not have job satisfaction. Employees were given a survey to determine the reason why job satisfaction was low. The results of the survey were that stunt performers are not receiving what they joined the company for and the stunts are routine and do not excite the performers. The recommendation for the organization is for Celsey Evans to possibly send stunt performers for training in more thrilling stunts given what the budget can allow. Budget Airdevil performers are dissatisfied with the organization and see the organization as inflexible and rigid. A set budget has been put together by Celsey Evans allowing the company to recommend interventions for the stunt performers. Given the budget, some interventions Airdevils can participate in are training in other stunts, enter new line of stunts, and performance based incentives. The company has recommended these interventions because in a previous survey, employees did not have job satisfaction...
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...Improving Organizational Performance at AirDevils Linking job satisfaction and organization productivity directly to an employee’s psychological state within the workplace is possible using theory of motivation. Rectifying psychological causes such as dissatisfaction motivate employees to perform tasks well, thus leading to productive behavior. Rectifying psychological factors can remove workplace stressors and relieve issues employees face in the workplace. AirDevils is a company full of dissatisfied and stressed employees. Although they may seem linked, the cause for dissatisfaction is not the cause for stress or vice versa as two specific groups make up the company. The performers make up one group and the supporting crewmembers make up the other. Dissatisfied performers create a downward spiral in productivity, and stressed crewmembers are unavailable or missing from work. The job characteristics theory of motivation is applicable to both groups to create improved job satisfaction and organizational productive by lowering stress. Improving the performers behavior by incorporating new stunts in routines can create a better aerial performance. In turn, AirDevils may begin to win awards in competition with the new routine, leading to improved job satisfaction. Some crewmembers are also aspiring performers, but too many are not able to keep pace because of injury and job stress. To reduce dissatisfaction and stressors, AirDevils must alleviate problems between performers and...
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...With constant change and demand, it is extremely challenging for organizations to figure out how to improve performance. For organizations to stay afloat they must depend on all who are a part of the organization. The purpose of this paper is to provide a summary of the Improving Organizational Performance simulation, to briefly describe the situation, recommend solution (s), state the results, and summarize the organizational psychology concepts addressed in the simulation by answering specific questions. “Improving Organizational Performance” simulation was based on Airdevils, a professional aerial stunts firm who provides services for motion picture and television production, demonstration events, publicity stunts, and marketing campaigns. Airdevils is an organization based in Salt Lake City, Utah founded by Celsey Evan in 1995. She started the company solo and was joined by four of her colleagues a year later. Today there are 115 employees on the payroll. The five founding team members are now retired and manage the organization. The types of stunts Airdevils perform include: skydiving, sky surfing, hang gliding, and paragliding. Until two years ago Airdevils has received numerous national and international awards for their daring aerial stunts. The past two years have yielded no awards for the organization. Faithful clients have expressed dissatisfaction with the quality of stunts. In addition, several top employees have resigned and, to complicate matters,...
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...Improving Organizational Performance Simulation Summary University of Phoenix PSY/428 Improving Organizational Performance Simulation Summary The “Improving Organizational Performance” Simulation was based on a stunt company called Airdevils Incorporated in Salt Lake City, Utah. Airdevils Incorporated was a fictitious organization founded by Celsey Evans in 1995. Celsey was the best female airborne aerobatic performer, who provided daring, innovative stunt performances to film producers and marketing firms. Celsey, with four of her colleagues, built Airdevils into a small prosperous organization with 115 employees. Their dramatic and daring stunts won the company numerous awards and many dedicated customers. The founding team of has since retired ad acts as the company’s management team. Over the years the quality of work declined as well as the awards and accolades decreased. Regular customers have expressed their dissatisfaction with the stunts and key employees have left the organization. The job satisfaction levels are low and employees are concerned about their salaries. They feel they could make more money if they freelanced versus working for Airdevils Incorporated. Celsey has become very concerned with the decrease in quality work and the lack of drive to entice customers to use Airdevils services. Celsey decided to take action. Her first step was to identify the cause of low job satisfaction among the stunt performers by initiating...
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...Improving Organizational Performance Rose Bond PSY/428 June 25, 2014 Melissa Ray Airdevils Redirection Airdevils is a company that provides dynamic stunts such as sky diving, sky surfing, hang gliding , para gliding, ballooning and micro lighting, for the movie industry as well as demonstration events, publicity stunts and marketing campaigns. Founded by Chelsea Evans in 1995, later to be joined by four colleagues in 1996.The organization has since grown to employ 115 individuals. After two years of business decline, Ms. Evans requested consultation from Dream Teamwork’s, an organizational consulting firm directed by Peter Mallow. By utilizing the Job Descriptive Index created by Patricia Cain Smith and her colleagues, an overview of employees’ needs and concerns are identified. Following are the issues, recommendations and results of these intervention strategies. Cycle 1 Situation- The results of the JDI depict a very low level of overall job satisfaction among the stunt groups stemming from the perceived routine nature of their work. “The personal profile of an average stunt performer showed that they were motivated by the challenges in performing stunts. Once they had perfected a stunt routine, their natural tendency was to indulge in something more challenging. However, the job profile of the stunt performers indicated that not only was the job of a stunt performer monotonous, it also entailed undertaking other activities unrelated to performing...
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...Business Meetings Etiquette Appointments are necessary and should be made at least 2 weeks in advance. . Appointments may be made in writing or by telephone and, depending upon the level of the person you are meeting, are often handled by the secretary. . Do not try to schedule meetings during July or August, as this is a common vacation period. . If you expect to be delayed, telephone immediately and offer an explanation. . Meetings are to discuss issues, not to make decisions. . Avoid exaggerated claims, as the French do not appreciate hyperbole. Relationships & Communication French business behaviour emphasizes courtesy and a degree of formality. . Mutual trust and respect is required to get things done. . Trust is earned through proper behaviour. . Creating a wide network of close personal business alliances is very important. . If you do not speak French, an apology for not knowing their language may aid in developing a relationship. . It is always a good idea to learn a few key phrases, since it demonstrates an interest in a long-term relationship. . The way a French person communicates is often predicated by their social status, education level, and which part of the country they were raised. . In business, the French often appear extremely direct because they are not afraid of asking probing questions. . Written communication is formal. Secretaries often schedule meetings and may be used to relay information from your French business colleagues...
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...The advantages and disadvantages study in group Nowadays , most of student rather like to study in group better than study individually. Study group is a group we form with 3 or 4 members to discuss certain topic. As you know , all things we did , there will be we get benefit or loss to us. Same for study group. Do you know the advantages and disadvantages of study group? Here ,I will list some for you. There are many advantages we can get from study in group. Firstly , we can share our opinion with another members. As you know , first stage in study group is brainstorming. From brainstorming , all of members must call out one or more ideas to complete the topic discussion. Here , we can collect and gather many ideas base on topic discussion. After this stage , we can discuss how to build the whole body of topic. Study in group make it better and easy if the topic is hard and complex. Secondly , advantage study in group is we can help other members who weak in studying. As you know , not everyone born with high intelligence same as us. There will some of them whose slow to understanding certain topic. So , we can share our notes or guide them if they do not fully understand what they have learn in class. When we teach them the topic , we also have benefit from it. Like the words I like the most , “sharing is caring”. But for the weak student , do not fully depends on your friends. We must find our study method to get along with other students , right? Here...
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...writing reviews writing a journal article review You may be asked to write a journal article review. Although this may be an unfamiliar exercise, it is not as complex a task as writing an essay requiring a lot of library research, and not the same as a review in The Canberra Times which is written for the general reader. Your journal article review is written for a reader (eg, your supervisor, lecturer or tutor) who is knowledgeable in the discipline and is interested not just in the coverage and content of the article being reviewed, but also in your critical assessment of the ideas and argument that are being presented by the author. Your review might therefore be guided by the following questions: Writing a journal article review Objectives Theory Concepts Argument Method Evidence Values Literature Contribution Style Conclusion What does the article set out to do? Is there an explicit theoretical framework? If not, are there important theoretical assumptions? What are the central concepts? Are they clearly defined? What is the central argument? Are there specific hypotheses? What methods are employed to test these? Is evidence provided? How adequate is it? Are value positions clear or are they implicit? How does the work fit into the wider literature? How well does the work advance our knowledge of the subject? How clear is the author’s language/style/expression? A brief overall assessment. So how can you begin to meet these demands? step 1: Get to know the article...
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...what they are saying. I would describe this color as being gifted with connecting with people on a deeper level. Many people that are creative with vivid imaginations are most likely blue. This color is a true romantic and follow their heart. I would say I fit in this color in every aspect of its characteristics. I do everything I can to avoid conflicts. I don’t like to argue or debate at all. I’m very creative and love to talk with people. I have a big circle of friends and I value those relationships as well as the ones with my family. I tend to be the peacemaker in difficult situations. I think Blue has great qualities and a few that can be challenging. For example if you can use the good characteristics such as: empathy, sensitivity, accepting and be sympathetic when talking and listening to people this is an excellent quality to have. I think most people would be more likely to confide in you and ask you for help with issues as you won’t react in a negative, judgmental way to their issues. The negative effects of the color blue is the non-confrontational view. Sometimes there needs to be a debate in order to solve a problem. It’s part of the process to finding a resolution. I see myself learning to accept the debating process however it’s not natural to me at all. I learned a lot about myself through this exercise and how to communicate with others. I think my goals are going to be to try to identify what someone’s’ color might be and then use those strengths to communicate...
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...CheckPoint: Group Communication Stroker Ace XCOM/285 3/10/2012 CheckPoint: Group Communication For this check point assignment, I will be discussing how businesses can organize their employees/staff into teams, the benefits of doing so, and the communication within the group. Group communication differs from individual communication because you need to always be actively listening. Making sure that other group members get an opportunity to speak and share their opinions. Being an active listener can also help resolve conflict between one group member and another. Some examples of conflict resolution would be to make responsibilities and ground rules clear at the beginning, discuss problems as they arise, rather than letting them fester till people explode, and realize that group members are not responsible for each other’s’ happiness. One of the most important elements of a successful team is open and honest communication, with employees sharing opinions and information to ensure that all team members are certain of the business objectives and how to achieve them. Ways to foster group communication would be schedule regular meetings with the whole team, so that each member can provide feedback as to any concerns they may be having...
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...Central Government This level of government works across the whole country and has specific duties. The UKs central government is situated in London; it is formed from MPs from the elected party which is currently the Conservatives and the Liberal Democrats. Procedures and Roles Questions- Benchmarking may submit oral and written questions. Debates- There is three kinds of debates that are brought up: 1. General- Where both the Houses of Commons and Lords hold debates in which members discuss government policy, proposed new laws and present matters. 2. Adjourned- An adjourned vote is a way in which the Commons can debate but do not have to vote. 3. Emergency- Emergency issues are discussed and debated, but this rarely happens. The most important role of parliament is to make new laws and The House of Commons play a big role in this. County Councils County Councils are responsible for all different roles within their county e.g. Kent. They are responsible for many important duties which include:- * Education • How much money is spent in a place of education e.g. Schools, colleges. • How places of education are maintained. * Refuse Disposal • Collecting their county’s rubbish and waste to dispose of it. * Planning and Development • Building Permission...
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