In order for the organization to survive and grow, t must depend upon the vigor, passion, and ingenuity of all who are a part of the organization. The purpose of this paper is to provide a summary of the Improving Organizational Performance simulation; briefly to describe the situation, recommend solution (s) and state the results for each of the four phases in the simulation; summarize the organizational psychology concepts addressed in the simulation by answering specific questions.
Overview of Retrievals Founded in 1995 by Kelsey Even, Air devils is an organization based in Salt Lake City, Utah, that performs aerial stunts for a number of clients. One year later Evans was joined by five of her colleagues and currently employees 155. The types of stunts Air devils perform include: skydiving, sky surfing, hang gliding, and paragliding. Services are provided for motion picture and television production, demonstration events, publicity stunts, and marketing campaigns.
Until two years ago Air devils 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, job satisfaction is low (University of Phoenix simulation, 2010). Phase One September 2007 in the past two years the quality of performance has taken a dramatic decline.
Evans attributes the decline to complacency and the hiring of additional staff. Evans erroneously thought the problem would resolve itself as the new employees became acclimated to the organization. In an effort to get to the root of the problem, Evans administered the Job Description Index DOD) survey. The results of the survey revealed that job satisfaction was noticeably low. Evans discovered that the stunt performers were the most dissatisfied group within the organization.
In an effort to identify the reason for job dissatisfaction among the stunt performers, Evans has hired Dream Teamwork, an organizational psychology consultant firm, in effort to improve organizational performance (University of Phoenix simulation, 2010). Recommendation the findings of the JODI summary reveal that the group with the lowest level of job satisfaction is the stunt performers. The summary also indicates that this group is reasonably satisfied with supervisors and coworkers. This area indicates the lowest level of satisfaction is work, pay, and satisfaction.
Based upon the data provided by the survey and comments from the blob, the reason for low job satisfaction is: I can’t do what I joined the company for, the stunts are routine and don’t excite me much. Moreover my suggestions don’t find any takers” (University of Phoenix simulation, 2010). The reason this statement is selected is that the stunt performers are motivated by the challenge of the stunts they perform. However, the stunts have been perfected, become routine and are no longer challenging to the performers.
According to the blob, the stunt performers are dissatisfied with having to perform duties that are unrelated to the job they were hired to carry out. Result The choice for the reason for low job satisfaction was correct. To confirm this, the University of Phoenix simulation (2010) states that, Determining the most pleasurable psychological cause for low job satisfaction among Retrievals stunt performers is related to the routine nature of the work” (University of Phoenix simulation, 2010).
Phase Two October 2007 Situation as a result of the rigid organizational structure f Retrievals, the stunt performers are no longer challenged by the stunts they perform. With the passage of time, the organization has become divided along the lines of different skill sets; which forced the stunt performers to perform only the stunts within their expertise. As a result these performers are forced into a routine contrary to the risk-taking, adventurous dispositions of the workforce as agreed upon by the organization. As a result, the stunt performers believe the organization has become inflexible.
In an effort to change its perception the organization, wishes to add flexibility and improve levels of job satisfaction while working within the limits of a specified budget (University of Phoenix simulation, 2010). Solution the interventions designed to identify the organization as more flexible include: Training in other stunts – will provide performers opportunities to perform stunts outside their routine. Improve job design – will prevent stunt performers from being forced to perform tasks outside their job description. Allow participation in open competitions – provides the performers opportunities to be more visible Rotations in industry meets. Will permit them to display their talents because the stunt performers feel they are not recognized for their skills, this intervention will assist in satisfying the psychological need to seek recognition (University of Phoenix simulation, 2010). Result the interventions selected should result in an increase in job satisfaction; therefore, suggested interventions are correct. Phase Three March 2008 Situation With the interventions in place job performance has increased as well as the company performance.
Evans intends to create an informal group of three employees to develop new stunt plans for Retrievals regular customers. Evans will create a consulting division which will provide a new area of revenue for the organization. The goal of this phase is to select three individuals for a list of seven candidates (University of Phoenix Recommendations Based upon considerations of group selection criteria and comments from colleagues, the following employees are recommended for the consulting group: Alberta, Carl, and Charlie. These three possess highly compatible personalities and very similar attitudes.
With these similarities, the group will face each problem with a similar mindset. In addition, this group splays low levels of inter-personal conflict. The diversity in experience, high absolute skill levels, and elevated levels of emotional stability, ensures this group ability to function with a high level of success. Results the individuals selected represent a desirable mix of attributes for a high performing group (University of Phoenix simulation, 2010). Phase Four April 2008 situation the support group makes up 20 % of the organization, of which most of them desire to become professional stunt performers.
Recently the support team has been plagued with absenteeism resulting in the cancellation of several stunt routines. A report on the issues has been prepared which sites high levels of stress as the reason for increased absenteeism. The goal of this phase is to analyze the report and suggest corrective measures while adhering to a budget (University of Phoenix Solution Recommendations for reducing stress levels among creamers include: Relaxation training this will assist the creamers by teaching them how to handle stress so they will be better equipped to care for their physical health resulting in reduction in absenteeism.
Stress inoculation training will assist the creamers to recognize and manage work related stress, roving a more effective way to cope with stress. Software training will reduce anxiety concerning job security and will assist in improving organizational efficiency. Modify team structure is needed because of the problems that exist in the group and because the creamers have requested a change in team structure. Allow flexible work schedules will assure that creamers are treated properly by the performers. As a result, self-esteem will be elevated and stress is reduced.
Move temps to permanent -will create a sense of belonging. Develop a code of conduct will allow creamers to alternate shifts so they an better organize their personal lives resulting in higher levels of productivity. Results all recommendations were correct except for recommending temps be moved to permanent and company transportation (University of Phoenix Motivation to Increase Productivity According to the situation in the simulation, the need for achievement Theory is a highly effective motivation theory for Retrievals stunt performers.
The simulation indicates that this team has a high need to achieve. This team also selects moderate to high levels of risks, and have a strong desire for positive feedback. The stunt team also has a tendency to become very absorbed in his or her work and work long hours. These are the characteristics of those who fit within the parameters of the Need for Achievement Theory (Ex & Bruit, 2008).
Reducing Stress in the Work place Industrial psychologists have found that the more control that employees have over job related decisions; the more positive the effects are on health, morale, and the ability to perform their duties. On the other hand, those who have jobs with high demands and low employee control, reported an elevated level of post work exhaustion, difficulty in waking in the ironing, bouts with depression, nervousness and insomnia, than other workers.
