...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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...Guidelines for Students Practical Training Semester (PTS) Bachelor Degree Programmes full-time School of Business Krems, December 2010 Doc.Nr.: FHM-5-0006 Version 03; Revision 00; E Approval by: Prof. (FH) Mag. Eva Werner/ Rector (FH) Subject to modification printed version just for Information IMC University of Applied Sciences Krems Guidelines for Students - PTS Academic Board/December 2010 Table of Contents Preamble 3 1 OBJECTIVEs, FIELDS of Application and Duration of the practical training ............. 4 1.1 1.2 1.3 Objectives ................................................................................................................... 4 Fields of Application .................................................................................................... 4 Duration ...................................................................................................................... 4 Fundamental Decisions ............................................................................................... 5 Support by the IMC University of Applied Sciences ..................................................... 6 Practical Training Co-ordinator (PTS Co-ordinator) .................................................... 7 Requirements for the Practical Training ...................................................................... 8 Practical Training Contract.............................................................................................
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...Component Services focuses on the administration of COM+ applications. Developers use COM+ to develop distributed applications. Administrators use Component Services to manage those applications. An administrator receives a COM+ application file from a developer and then uses Component Services to deploy that application on a server computer. Next, the administrator configures permissions for the application, as well as other settings. As an administrator, you can deploy and administer COM+ applications in two primary ways. You can use the Component Services snap-in in Microsoft Management Console (MMC), or you can write scripts to automate deployment and administration. As an alternative to using the Component Services MMC snap-in, you can automate any of the tasks by writing code that uses administration objects that are provided through the COMAdmin Library dynamic-link library (DLL). For a description of how to use these objects, see "Automating COM+ Administration" on COM+ General Tasks (http://go.microsoft.com/fwlink/?LinkId=66607). For complete Component Services resources for developers, see COM+ (Component Services) (http://go.microsoft.com/fwlink/?LinkId=66575). This topic provides an overview of the most commonly performed Component Services tasks and related concepts. Component Services application types Most Component Services administrative tasks involve deploying applications and components on the network and ensuring high performance and security for the deployed...
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...501-1320 | nhung.hoang@hotmail.com SUMMARY * Dedicated, hardworking and eager to learn; looking to obtain a long term position in an established and stable work environment with a reputable organization where there is growth potential; I wish to demonstrate my experiences and further my knowledge for the benefit of my employer and myself. HIGHLIGHTS * Excellent written and verbal communication, Multitasking * Advanced computer skills, MS Office proficient * Organized, Problem solving, Independent, Goal oriented * Quick learner, Team player, Dedicated * Analytical, Interpersonal, Positive, Takes Initiative EXPERIENCE * Travel insurance coordinator europ assistance | Thornhill, ON | 2015-present * Knowledge of Travel Industry, Medical Systems and Insurance Open Insurance cases for customer’s Travel Medical Emergencies while interacting via * phone, email, and fax to ensure delivery of efficient, effective, and courteous service Receive, process, and maintain customer data; handle correspondence with providers, members and third party clients Handle inquiries including claim status, payment status and complaint logs; coordinate * Service needs with other departments to ensure proper delivery of services Maintain all performance standards; adheres to all policies and procedures outlined in * client specific protocols * Performs all work in a PIPEDA and HIPAA compliant manner * ADMINISTRATIVE Assistant ...
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...Computer and Electronic Equipment Insurance Policy (ITSC) TABLE OF CONTENTS I. Executive summary p.2 II. Policy benefit and depreciation p.3-4 III. Premium Estimation p.5 IV. interesting findings p.6-8 1. Trend of sum insured and cloud computing 2. New risk exposure 3. Relatiopship with property all-risk policy V. Hypothetical case p.9-10 Executive Summary Computer and Electronic Equipment Policy is an all-risk policy. It covers unforeseen and sudden physical loss or damage from any cause other than those specifically excluded. There are extended coverage in this policy to cover loss or damage due to theft, hurricane, cyclone, typhoon, earthquake, volcanic eruption and tsunami. Under the policy of The Chinese University of Hong Kong (CUHK), it specifically covers the computers and electronic equipment which belong to the Information Technology Service Centre (ITSC). The list of computer equipment covered can be found in Appendix 2 of the policy. Examples are multimedia equipment, workstation, printers and networking equipment. In this report, we analyze from this policy with a hypothetical case to other related finding beyond the scope of the current policy. First and foremost, we introduce what the benefit amount should be when a covered loss or damage occurs. According to a fundamental principle in insurance, the principle of indemnity, the actual cash value is used...
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...CASE STUDY Shared Risk. Shared Reward. Insuring The Akron Children’s Expansion How a major metro-area hospital called on Integrated Project Delivery (IPD) – and a breakthrough insurance solution – to get its largest construction expansion in history off the ground Overview From the project’s initiation in 2010, the leaders behind Akron Children’s Hospital $200 million expansion “Building on the Promise” were dedicated to setting a new standard in the development and delivery of health care facility construction. Specifically behind this vision was Grace Wakulchik, Chief Operating Officer Akron Children’s Hospital, who drove the innovative and collaborative project approach. This included the incorporation of design feedback from all segments of the community – both civic and medical – to ensure an optimal patient and family experience. It also featured a commitment to lean construction principles, with the Integrated Project Delivery (IPD) method at the center of the plan. In contrast to the traditional Design-Bid-Build model, by definition, an IPD signifies that all constituents involved – from owners, to architects, to subcontractors and more – operate under the same governing contract. This shared risk/shared reward model is designed to give all parties an equal voice and to provide inherent project benefits including, but not limited to: reducing waste, lowering costs, supporting collaboration and maximizing productivity. For every decision, and at every stage, the IPD method...
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...Investment banks Services 1. Making an acquisition/ effecting a buyout (mergers and acquisition): With increasing competitive pressures being placed on businesses and the trend towards globalization, companies are engaging more and more in M&A activity. Many companies looking to expand or streamline their business will use investment banks for advice on potential targets and/or buyers. This normally will include a full valuation and recommended tactics. The investment bank's role in mergers and acquisitions falls into one of either two buckets: seller representation or buyer representation (also called "target representation" and "acquirer representation"). One of the main roles of investment banking in mergers and acquisitions is to establish fair value for the companies involved in the transaction. Investment banks are experts at calculating what a business is worth. They are also able to predict how that worth could be altered (i.e., what happens to the value of a company in a number of different scenarios and what those potential futures would mean financially). Financial models are constructed by investment banks to capture the most important fixed and variable financial components that could influence the overall value of a company. Investment banks do not just rely on buyers and sellers approaching them. They will also source deals by studying the market themselves and approaching companies with their own strategic ideas (i.e., they might suggest that two...
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...India- Brief Overview: The Indian financial services sector is one of the most complex, yet one of the most robust service segments of the Indian economy. Spanning from insurance to capital markets, banking to foreign direct investments (FDI) and from mutual funds to private equity (PE) investments, the financial services sector covers all related segments under its umbrella. Having major effects in its abstract as well as physical form post liberalization, the financial services segment is undoubtedly the mainstay of Indian economy. Today it is at par with the international financial frameworks and promises to surpass them in terms of performance in the years to come. This is very much evident from the fact that Indian financial services industry was amongst the least affected during the crisis the world faced in 2010-11. Major developments pertaining to the sub-segments of Indian financial services industry are discussed hereafter. Insurance Sector: Indian life insurance sector collected new business premiums worth Rs 11,742.7 crore (US$ 1.96 billion) for April-May 2013, according to data from the Insurance Regulatory and Development Authority (IRDA). Life insurers collected Rs 1, 07, 010.7 crore (US$ 17.84 billion) worth of new premiums for the financial year ended March 31, 2013. Meanwhile, the general insurance industry grew by 19.6 per cent in April-May period of FY14, wherein the non-life insurers collected premium worth Rs 13,552.46 crore (US$ 2.26 billion) Banking Services: ...
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