...Improving Organizational Performance PSY/428 October 22, 2012 Improving Organizational Performance Many factors in improving organizational performance can change depending on the company that is implementing them. Because the problems that arise in organizations are different among all organizations there are different solutions that are implemented. It is the duty of upper management to use organizational psychology to ensure that the employees are happy and the organization is productive. The first major phase in the simulation was to determine the problem. The problems that ensued within the organization Airdevils from 2005 to 2007 needed to be addressed, and to be addressed as quickly as possible. In researching and completing a Job Description Index the problem was found to be that employees were not satisfied with his or her jobs in general. This is mainly because the job activities performed by the employees are not listed in their entirety in the job description and the employees believe that they do not receive enough variety in his or her stunts. Some recommended solutions are to allow participation in open competitions, employees to rotate in industry meets, improve job design, and start performance-based incentives. Because employees may start to believe that he or she is valued more by the organization and will start to perform better to ensure the organization has positive results. The results from the simulation came back showing that the suggestions...
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..."Improving Organizational Performance" Simulation "Improving Organizational Performance" Simulation For this paper I am an organizational psychologist that is brought in to assist a company that has been experiencing a diminished performance level which is expected by the company’s leadership. This simulation explored the use of organizational psychology to understand the causes of employee dissatisfaction and suggest measures to alleviate the problems. It consisted of four separate sections or modules whereas a suggestion or decision was to be made by the organizational psychologist. They were to identify the primary cause for low job satisfaction among stunt performers. Next was change perception of job excitement and challenges within budget constraints. Third was to select a team of three for stunt consultancy. And finally, as an organizational psychologist I needed to address and correct high levels of stress and an increase in absenteeism. MODULE ONE ROOT CAUSE OF LOW JOB SATISFACTION Air Devils quality of performance has plummeted the past two years. Management fears that employees are getting complacent about their achievements. They wish to improve performance and employee satisfaction. By reviewing the JDI (Job Descriptive Index), employee profiles, and the newly discovered blogs we were able to identify a possible root cause for the low job satisfaction. Based on the information provided and the available selection, I chose the primary cause...
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...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 overall...
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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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...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 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...
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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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...Improving Organizational Performance Simulation Summary By: Helen Pierce PSY/428 8/18/14 The Situation Airdevils’ Inc. is a professional aerial stunts firm founded by Celsey Evans. At Airdevils’ Inc. specializes in skydiving, sky surfing, hang gliding, paragliding, gliding, ballooning, and micro lighting. These services are provided for TV and movie production, demonstrations, publicity stunts, and marketing campaigns. In the past, Airdevils’ won several awards both nationally and internationally every year. Recently they haven't won any awards. They feel customers are expressing their dissatisfaction with the quality of stunts. Additionally, many important employees have left the organization, and there has been a decrease in job satisfaction among the existing employees. The owner and founder Celsey wants to get to the root of the problem and increase both job and customer satisfaction in order to put Airdevils’ back on the right path and get them winning awards again. Recommended Solutions In this simulation I thought the cause of the problem was that the employees feel they can't do what they joined the company to do, the stunts are routine and not exciting, and the management don't take into consideration the suggestions made by the employees. With this my recommended solutions are to enter new lines of stunts to help bring excitement back into the routines. I also suggest rotation in an industry meets to break up the monotony. Training in other...
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...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...
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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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...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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...was the problem. 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. Celsey Evans started the company in 1995 by herself, but quickly employed 4 colleagues within a year. These first 5 employees form the inner circle of management for the Airdevils. At date, the company employees 115 people and has a steady stream of repeat customers. However, as of late customers have been complaining about the Airdevil’s quality of performance and employees are complaining about decrease job satisfaction. The founder of the company, Celsey, has hired Dream Teamworks—an organizational psychology consulting firm—to arrest the deteriorating situation at the Airdevils. In all, Dream Teamworks hypothesizes that employee dissatisfaction is the result of their suggestions not mattering and monotonous routine and suggests that to fix the problem a set of interventions—for the stunt performers, support crew, and management—must be put into place in order to correct the detrimental course that the company is currently on. Simulation and Solutions Identifying the Problem The simulation follows a logical path; from the introduction of a problem, to the collecting of data/interpretation of data, to the proposition of a solution to fix the problem. At the...
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...used as a tool for improving organizational performance in a typical public sector organization like the Anambra State of Nigeria Civil Service. Guided by the Vroom’s expectancy theory of motivation, this study seeks to ascertain if financial compensations have a significant relationship with employee performance in the public service using Anambra State Civil Service as a reference. It also aimed at finding out if efforts of the employees are commensurate with financial compensations and ascertain the extent to which reform programmes of the State Government have affected compensation policies and practices. In pursuance of the objectives of the study, the descriptive survey design was adopted. Pearson’s Product Moment Correlation was used for data analysis and Z-test was also used to test the significance of the coefficient of correlation at 5% level of significance. It was found that financial compensation for staff members in the public service do not have a significant effect on their performance and that financial compensation received are not commensurate with staff efforts. The study further found that reform programmes of the Government do not have a significant effect on the financial compensation policies and practices in the public sector due to poor compensation management. Based on these findings, it isrecommended that for any public service organization such as the Anambra State of Nigeria Civil Service Commission to improve the performance of employees, they...
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...Impact of Organizational Culture on Employee Performance ALHARBI MOHAMMAD AWADH University Technology Malaysia International Business School, Malaysia E-mail: alharbimohamd@gmail.com ALYAHYA, MOHAMMED SAAD University Utara Malaysia College of Business Malaysia. Email: msy330@hotmail.com Abstract Aim of the study: The relationship between organizational culture and performance has been study and a clear link between them has been identified by certain researcher’s research. The main aim of research article is to identify and measure strong relationship between performance and organizational culture. Methodology: Literature review is adopted as methodology to assess the culture of an organization impacts upon process, employees and systems. Findings: Certain dimensions of culture have been identified so far and research shows that value and norms of an organization were based upon employee relationship. The goal of an organization is to increase level of performance by designing strategies. The performance management system has been measured by balance scorecard and by understanding nature and ability of system culture of an organization have been identified. Recommendation: The strong culture of an organization based upon managers and leaders help in improving level of performance. Managers relate organization performance and culture to each other as they help in providing competitive advantage to firms. Keywords0:0Impact, Organization0Culture, organizational goals. Organization0Performance...
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...STRATEGY FOR IMPROVING HEALTHCARE DELIVERY AND ORGANIZATION PERFORMANCE The present report is focused on identifying strategies for defining, measuring, and improving performance of the healthcare delivery system in any organization. The scope of the report is kept limited to the frontline health service delivery system like hospitals and clinics which directly interacts with patients. The main objective of the report is to identify important determinants of organizational performance in healthcare and to present examples of solutions which can improve its functioning and performance. Identifying present performance: Before formatting future strategy for any organization, it is important to evaluate its present performance. It is important for any organization to deliver healthcare of high quality, high efficiency, easy accessibility, and easy utility; to be considered as a high performance organization. Additionally, the high performance organization must be open to enable learning and to have well planned strategies to access support from different parts of the society to attain sustainability. Thus section discusses the six main outcomes required by high performance organization which are quality, efficiency, utilization, access, learning, and sustainability. 1. Quality: Research on the clinical quality of the healthcare is as old as the healthcare delivery system itself. The researchers identify clinical quality as safe and medically appropriate healthcare. Furthermore...
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