Free Essay

Improving Organizational Performance Paper

In: Business and Management

Submitted By FisherFam2010
Words 1527
Pages 7
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 at Airdevils. The division of personnel into different skills sets meant performers only performed stunts the specialized in and ultimately forced stunt performer into a routine, which is in direct conflict with the risk-taking persona of the adventurous workforce. DT recommended changing employee perceptions through intervention to make the organization more flexible, and to improve job satisfaction levels. Phase two began with selection of several viable interventions within a prescribed budget acceptable to the Airdevils organization. DT selected job design, entering new lines of stunts, performance based incentives, and allowing stunt performers to participate in open competitions as the methods of intervention to improve organizational performance. Improving job design will ensure that the stunt performers concentrate on the core competencies of their jobs and are not forced to something they do not like. Additionally, entering a new line of stunts and providing performance based incentives will have a positive effect performance and show the company is flexible and recognizes employees for their contributions. Allowing employee participation in open competitions would provide better visibility for the stunt performers, allowing him or her to show case individual skills, and will provide a means of recognition (Apollo Group Inc, 2005). DT selections would not have been enough to increase the stunt performer’s job satisfaction. Specifically, selecting performance based incentives and entering new line of stunts as an intervention were not the best choices because neither addresses the basic psychological concerns of the stunt performers. Stunt performers are not focused on the money, most performers want to perform a variety of stunts to demonstrate personal skills and enter new stunts into the line-up to provide innovative routines. Although viable, both the performance based incentives and entering new stunts into the line-up are extremely costly to the organization. DT provided new interventions and the organization immediately demonstrated a marked increase in employee performance. Rolling into phase three Celsey believes the future of organization lies in the stunts consultancy. DT assisted by developing and selecting an informal group of three people from within the organization to test this idea. The concept is this group will start by preparing innovative stunt plans for current Airdevils customers. If the customers like these plans and are willing to spend extra for stunts consultation the organization will form a separate consultancy division (Apollo Group Inc, 2005). Celsey selected seven potential candidates for DT to choose from in development of a high performance group of three employees. Through assessment of absolute skills and emotional stability of the seven employees DT down selected the personnel that scored highest in both areas. This selection process of selection would yield a group with a low-level of interpersonal conflict. However, failure of DT to review colleague’s comments on each of the seven employees led to selection of three personnel that do not share similar personalities and attitudes. This group would not have performed well, given the inherent personalities in terms of attitude and personality. DT went back to the drawing board and selected three employees with a mixture of varied experience, high absolute skills, high emotional stability, like personalities, and attitudes. Re-selecting the three person team ensures the proper formation of a high performance team to purse the viability of the Airdevils stunt consultancy division. Phase four for the DT focused on assessment of an internal report generated by a Crew Manager of Airdevils. DT will provide suggested measures to solve the problems identified in this internal report. In the report the focus is the support crew members who form around 20% of the Airdevils workforce and DT will provide suggested measures to solve identified problems. Most of the support crew members are aspiring stunt professionals; however, incidents of absenteeism among support crew members has increased. As a result, there have been cancellations of stunt routines and customers are not too pleased with the Airdevils organization. DT interpreted the report and concluded the root cause of absenteeism is indicative of stress support crew members are dealing with as employees of Airdevils. DT solution for reducing stress among support crew members was implementing several measures designed to minimize stressors. Stress-Inoculation training will allow employees to alter the appraisal of their work environment and actively recognize stressors (Apollo Group Inc, 2005). Selecting a code of conduct, modification of team structure, providing transportation services to crew members, and allowing flexible work schedules were correct choices as measures to reduce stress. Defining a code of conduct and modification of team structures will ensure the fair treatment of crew members by the stunt performers. These actions will raise self-esteem and reduces mental stress. Providing transportation services and allowing flexible work schedules among employees will address employee expectations and will allow better organization of employee’s personal lives (Apollo Group Inc, 2005). These measures will also increase productivity and minimize absenteeism to some extent. The DT selection of moving high performing temporary hires to permanent positions was a poor choice. This is because of the fact it only benefited a few employees and could have led to more stress among the larger group not put onto the permanent payroll. Re-consideration by DT led to a better selection of software training for employees relieves anxiety by crew members and improves the efficiency of the organization. Upon implementation of these results the Airdevils organization demonstrated a sharp decline in the indicators of stress among support crew members. Based on the Airdevils situation illustrated in the simulation, the job characteristics theory of employee motivation will increase productivity and organizational performance (O’Brien, 2011). This is perfect for this situation presented in the simulation because it deals with tasks an employee must complete as a stunt performer (Britt & Jex, 2008, pages 239-245). The job satisfaction of stunt performers in Airdevils organization is low because of the routine performances and using this theory modifying the stunts will result in an increase in job satisfaction from the employees. Based on the results of the Airdevils simulation the knowledge of human behavior, cognition, and affect can enhance relationships within the organization. Specifically, “it helps enhance relationships in the workplace because conflicts can be avoided through preparedness and knowledge of the employees” (Gantly, 2010, Organizational Psychology Concepts in Business, para. 3). Using this knowledge skill set within the organization, building effective teams is easier and teams perform at a higher level while solving problems. Based on the discoveries from the Airdevils simulation organizations can reduce workplace stressors for employees in several ways. Defining the stressors within organizations for employees is extremely important and is the initial step an employer must take. Ultimately fixing the problem that induces stress is the goal; however, providing employees with a way or method of dealing with stress is important to reduce stress and could provide assistance in avoiding problems in the future within an organization (Gantly, 2010). The Airdevils organization progressed through four distinct phases to bring positive change to the employees. The utilization of organizational psychology with the employees of Airdevils allowed the unit to solve internal problems, develop strong professional teams to pursue new concepts, and promote a stress free environment for employees (Gantly, 2010). A combination of lessons learned, implementation of positive measures and a better understanding personnel within the Airdevils will ensure improvement in organizational performance across the entire company. References Jex, S. M., & Britt, T. W. (2008). Organizational Psychology A Scientist-Practitioner Approach. Chapter 8, Introduction to Organizational Psychology. Retrieved from The University of Phoenix eBook Collection database. Gantly, S. (2010). The Roles of Research and Statistics in Organizational Psychology. Associated content from YAHOO. Retrieved from http://www.associated.com
Apollo Group, Inc. ( 2005). Leveraging Psychology to Improve Performance. Retrieved from University of Phoenix, PSY428 website.
O’Brien, G. (2011). Evaluation of the Job Characteristics Theory and Performance. Australian Journal of Psychology, 34( 3), 383-384.

Similar Documents

Premium Essay

Improving Organizational Performance Paper

...Improving organizational performance Paper PSY/428 Improving organizational performance Paper The current economic health of business around the world leaves little to no room for error concerning productivity. With this the science of organizational psychology can make a positive change of the company (Jex & Britt, 2008). The following paper will illustrate what cause and effects can have on a company through the use of the improving organizational performance simulation. In the following the concepts of choices made during the simulation will be discussed; as well, what motivational theories to use and what are the affects to reduce workplace stressors. In the first part of the simulation the student is introduced to the organization as an organizational psychologist for hire. The psychologist is hired to improve the failing company before it is too late to recover. Upon introduction to the company the first search for information done was to implement an JDI (job descriptive index), along with profiling the personal, and viewing a blog that was available (Apollo Group Simulation, 2005). With the information that was available, the members of the company were not happy because that the organization is not living up to his or her expectations prior to joining, and his or her suggestions are not taken seriously. This was the correct choice according to the simulation. As the simulation did demonstrate through the survey, and blog that the employees...

Words: 1802 - Pages: 8

Premium Essay

Human Resources Processes

...Human resources disciplines Paper #1 May 26, 2015 Human resources Management (HRM) is the process of developing, training, compensating people, developing strategies and policies related to them. It is a multidisciplinary organizational function that draws theories and ideas from various fields such as management, psychology, sociology and economics. It can be simply defined as the convergence of human beings, resources and management, where human beings have the actual and potential resources (knowledge, skills and capabilities) that can be harnessed through effective management techniques to achieve short- and long-term organizational goals as well as personal needs. The Society for Human Resource Management (SHRM), the world’s largest HR membership organization devoted to human resource management, and the leading provider of resources to serve the needs of HR professionals and advance the professional practice of human resource management lists several disciplines that can be practiced by HR Managers. Let’s have a deeper look at Organizational and employee development and ethics and corporate Social responsibility. Organizational and Employee Development deals with organizational performance and the means by which it develops its human resources. Resources address improving organizational effectiveness and training employees to meet current and future job demands. It allows managers to establish measure of performance and to determine areas that......

Words: 674 - Pages: 3

Free Essay

Improving Organizational Performance

...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...

Words: 1318 - Pages: 6

Premium Essay

Management 330 Final Paper

...already understand that you are planning to fail. Managers find themselves planning for all sorts of things and by doing so managers can ensure that he or she is working towards some sort of an organizational goal. There are three main types of plans, operational, tactical and strategic. Each of these types of plans are somewhat of stepping stones in relation to one another operational plans are needed in order to make tactical plans and tactical plans lead to the achievement of strategic plans. In planning there are also plans to back other plans that may fail these are call contingency plans. Strategic plans are designed with the entire organization in mind and begin with the mission of the organization. These plans look ahead to where the organization would like to be in the future. These plans provided by top level managers serve as a framework for lower level planning. These plans include but are not limited to consist of developing long term strategies for growth, improving productivity and profitability, boosting returns on investment, improving customer service and finding ways to give back to the community it operated in. These types of plans require each level of management to play a specific role in order to reach the goals desired by the Management 330 Final Paper...

Words: 987 - Pages: 4

Free Essay

Simulation

...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,...

Words: 506 - Pages: 3

Premium Essay

Cottage to Control Panel

...Specs of the paper : The Final Project Paper should demonstrate an understanding of the reading assignments as well as the implications of new knowledge. The eight-page paper should integrate readings and class discussions into work and life experience. It may include explanation and examples from previous experience as well as implications for future application. The purpose of the Final Project is for you to culminate the learning achieved in the course by describing your understanding and application of knowledge of accreditation and the delivery of health care services. While my topic is not one of these topics, it might be good to include these ideas in the paper : Total Quality Management in Health Care  Costs of Quality  Baldrige National Quality Award for Health Care Originations  The role of Variation in Quality Improvement  Quality Improvement Tools  Measuring Consumer Satisfaction  High Performance Teams and Quality Improvement  Measuring and Assessing Patient Safety  Failure Mode and Effects Analysis (FMEA)  Regulatory Issues  Advantages of CQI Application in Health Care  Third Party Measurement Systems  Conceptual Framework for Measuring the Quality of Health Care  Measuring and Regulating Health Care in the United States  The Role of Joint Commission on Accreditation of Hospitals  Accreditation is......

Words: 1008 - Pages: 5

Premium Essay

Process Improvement Manager

...Process Improvement Manager MGMT 335 Unit 3 Assignment – Part 2 Abstract This paper includes the steps to implement changes to the performance levels within a company. It will discuss tools for improving through quality improvement. It will also provide an overview of which method is best. Process Improvement Manager The Baldrige Criteria for Performance Excellence is a self-assessment for companies to achieve high performance and move towards performance excellence. It is a framework for evaluating a company’s procedures, and development towards goals and objectives. The criteria can be used for self-assessment and achievement, basis of material on handling excellence, build a mutual language on performance excellence, and monitor the expansion of processes concentrated on performance excellence. Self-assessments are used for the competitors who are motivating a need to change. For an environment that is changing or for an organization that is among the best, and wants to make sure it stays that way. For when a business is good and wants to keep it that way or when it wants to improve organizational learning. For when an organization’s standards are aligned with the Core Values and Concepts of the Baldrige Criteria or when there is a pure connection between the organization’s main issues and the Criteria’s systematic method to refining organizational performance (A Proven Approach, 2012). The Criteria benefits a company by recognizing successes and occasions...

Words: 705 - Pages: 3

Premium Essay

Improving Organizational Performance

...Improving Organizational Performance Improving Organizational Performance When it comes to job satisfaction of employees can be a very touchy subject, this i because everyone is different, they all have different opinions on how their job should be, like the hours worked or rate of pay. Job satisfaction in the way a person feels about their job, whether it is dull or exciting. Within this paper I will be discussing the problems within the Airdevils Company and my suggestion to make things better. First the Airdevils is an Arial stunt company that does different stunts in and around Salt Lake City, Utah, over the past two years there have been some problems. Owner Celsey founded the company and they won many awards over the years, we are here today to find out where the company went wrong and how to get them back on track. Simulation one The first problem that has been brought to the attention of my group is the very low job satisfaction from the company’s employees. According to the Blog some of the High Flyers have written, they feel they have been taken for granted, that they are doing all of the hard work and someone else is taking all if the credit. Also not being able to spend time with their families, since they have a routine they have to follow some do not get home until 10 P.M. at night. One way to help ease this is to have a flexible schedule, or rotating schedule so divers still have family time. It seems that family time is very important to the......

Words: 1069 - Pages: 5

Premium Essay

Improving Organizational Performance

...Improving Organizational Performance Simulation Summary Shirley Brown PSY/428 October 10, 2011 Dr. Judy Manning Improving Organizational Simulation Summary This paper will summarize the details surrounding the organizational psychology needs of Airdevil Inc. Airdevil Inc. was founded in 1995 by Celsey Evans. This company had a tremendous growth experience but has recently had a decline in employee job satisfaction. Ms. Evans concern is that her organization is suffering and enlisted the help of Dreamworks to develop an organizational psychology plan that will fit within the budget and help improve employee satisfaction. This paper will discuss the four phases addressed in the simulation, motivational interventions and the results accompanied with chosen interventions. Phase One In 1995, Celsey Evans founded the Airdevils with their home base being located in Salt Lake City, Utah. She founded the company with her being the sole employee, at the present time there are 115 employed at Airdevils. Over a two year span the company saw an influx of new employees which also brought and attitude personality differences. Customers began to complained the quality of stunts being performed were not the high quality, breath-taking stunts they were accustomed to seeing by the Airdevils. Celsey initially thought the differences would smooth out and increase employee and customer satisfaction. The first phase that was initiated by...

Words: 1298 - Pages: 6

Premium Essay

Term Paper

...Voncil Moss Week 3 Improving Organizational Performance University of Phoenix Dolores Martinez October 24, 2011 While watching and reviewing the simulation, I was very shocked to realize how much I did not know about organization, how they work, there goals and most importantly how they deal with employees. The first time I took the simulation , I had no clue on what to expect t I thought I knew I did not , I got all of the solutions wrong. My first thought was that the employees were not getting enough pay so therefore this was causing the problem within the organization. After all, in most organizations that seems to be the problem (i.e. too much month at the end of the money). At any rate, Airdevils is a once successful company that is now experiencing some issues with management/employee interpersonal communication, employee satisfaction, and too much monotonous work. When working in an organization , everyone needs to know their roles , if they are in management then act the part , if you are an employee with a job to do , then do your job , fraternizing can be the fail of any organization(s). In the paper I will be discussing my take on the simulation my point of view and the improvements I think the organization will need and self-efficacy , which according to Albert Bandura, self-efficacy is “the belief in one’s capabilities to organize and execute the courses of action required to manage prospective situations” (1995, p. 2). In other words,......

Words: 1185 - Pages: 5

Premium Essay

Improving Organizational Development

...Organizational Development Today’s organization are not only complex but ever-changing to meet the needs of a competitive environment. In fact, organizational theorists oftentimes use metaphors to describe and explain organizational structure. Jex and Britt (2008) point out that like the human body with all its internal organs working together to survive in the external environment, organizations are in constant interaction with the environment and must function with the larger ecosystem in which it exists. This paper will review the organizational process, identify theories associated with organizational development, and describe the conditions necessary for an organization to change and grow. Many definitions of organizational development process exist; however, Porras and Roberts (1992) combined them and stated that, Organizational development is a set of behavioral science-based theories, values, strategies, and technologies aimed at planned change of the organizational work setting for the purpose of enhancing individual development and improving organizational performance through the alteration of organizational members’ on-the-job-behaviors (Jex & Britt, 2008, p. 473). In simpler terms, the key to organizational change is to change the behaviors of employees so that the organization can improve performance. There are many reasons to facilitate change in an organization; however, the most compelling reason is survival. Jex and Britt (2008) suggest that other......

Words: 848 - Pages: 4

Premium Essay

Interview Industrial Psychology

...Running Head: INTERVIEW PAPER Interview Paper Stephanie K. Jones Capella University Abstract This paper is a brief summation of an informational interview conducted with Dr. John Arnold, Director, of the Applied Psychology and Organizational Research Group at Wayne State University; President, Polaris Assessment Systems. Through the interview and some extensive research this summation will provide understanding of the Industrial/Organizational Psychology Specialization and what makes a person successful in the field. Indusial Organizational Psychology Dr. John Arnold Dr. Arnold has over 20 years of consulting experience, primarily in the areas of personnel selection and classification, assessment center design and development, and organizational research. Having directed numerous projects with a U.S., as well as international scope, Dr. Arnold is a recognized expert by many of the Fortune 500. A sample of private-sector clients include: Abbott Laboratories, AT&T, Chrysler, Ford Motor Company, General Motors, Harley Davidson, Motorola, Pizza Hut, Spherion Corporation, Starwood Hotels and Resorts (Westins, Sheratons, etc.), and Taco Bell. More recently, Dr. Arnold has focused his expertise developed in the private sector on issues involved in pre-employment in the educational arena. Dr. Arnold holds a Ph.D. in Industrial/Organizational Psychology from Bowling Green StateUniversity. He is an active member of the American Psychological Association, the......

Words: 585 - Pages: 3

Premium Essay

System Approach to Health Care

...delivery system in north Texas that oversees 14 hospitals (Lashbrook, A. 2009).” In this paper I will summaries the systems approach of Texas Health Harris Methodist–Cleburne with a very brief over-view of the organizational theories, analyze how Texas Health Harris Methodist-Cleburne is a learning organization, explain the organizational structure displayed in this case study, describe the leaders involved in this case study, and discussing the role of the leaders in this case study. Organizational Theories The organizational theory described in this article treats organizational as a commitment to implementing an organizational change providing recommended treatment related to surgical care. This way of thinking about organizational is best suited for examining the performance improvement department and data management department that provide support for quality improvement activities at the hospital level (Lashbrook, A. 2009). Texas Health Resources makes three contributions to organizational theory. First, the article begins by talking about the improvement measure of success depends on the all-or-nothing approach. That Texas Health is not accepting failure when it comes to improving the quality of health service delivered to the patients before and after surgeries. Second, contribution for Texas Health was to “form multidisciplinary teams that strive to elevate performance levels from the outset (Lashbrook, A. 2009).” Frates, (2014) stated that “Many......

Words: 644 - Pages: 3

Premium Essay

Organizational Psychology

...Organizational Psychology Alisa M. Davis Psych 570/Organizational Psychology March 28, 2012 University of Phoenix Organizational Psychology The field of organizational psychology focuses more on group type settings and situations, usually in offices and workplace environments. This field of psychology takes research and theories to intervene and communicate numerous strategies and applies them in group situations in both workplace and non-workplace settings. Psychologists in this field are usually focused on helping individuals better understand his or her interactions with others, so that each individual can better work together to accomplish goals at hand. This paper will define organizational psychology and explain the evolution of the field of organizational psychology. This paper will also compare and contrast organizational psychology with related disciplines and analyze the role of research and statistics in the field of organizational psychology. Definition of Organizational Psychology According to Rutgers On-line Dictionary (2007) the definition of organizational psychology has an in-depth meaning. The definition consists of intervening in a situation that deals with individuals in order to achieve one or numerous objectives. These objectives usually involve raising or improving performance, improving relationships and systems, enhancing equity and fairness and increasing subjective well being......

Words: 1222 - Pages: 5

Premium Essay

Organizational Development

...Organizational Development Introduction Organizational development can be defined as “a set of behavioral science-based theories, values, strategies, and technologies aimed at planned change of the organizational work setting for the purpose of enhancing individual development and improving organizational performance, through the alteration of organizational members' on-the-job behaviors" (Porras & Robertson, 1992). In our text Jex, Britt, 2008 stated that one of the most common motivating factors behind organizational-development programs can best be described as survival. This paper will examine the process of organizational development, the theories associated with organizational development. I will also go over the conditions that are necessary for organizations to have successful change and development. Process of Organizational Development The process of organizational development is a systematic, integrated, and planned approach to improving the effectiveness of a company” (Jex, Britt, 2008).Organizational development has certain phases that it goes through in order for organization to become successful. In theses phases the organizations focuses on organizational change that will help the company and t employees with their performance and individual development. The process for OD is done through assessments, interventions, implementing and gathering data. The organization utilizes all the information to measure the progress that the company has made and......

Words: 586 - Pages: 3