Improving Organizational Performance

Improving organizational performance

Concerning job satisfaction with employees is important to remember not everyone is alike, and some may have different needs then others. One employee concerns may be with the rate of pay, and another it may be the hours that he or she is putting in. Improving upon the concerns with the staff will take some investigating to discover what motivates each individual in the organization and finding ways to improve upon these to motivate him or her. Jex and Britt (2008) put it best by saying "Employee behavior must be channeled in directions that contribute positively to the success." This goes for other organizations.

This paper will cover the problems from within the Airdevils Company, and suggestions on how to improve the issues. The Airdevils are stunt teams that perform aerial stunts all over Salt Lake City, Utah. Celsey, the owner of this team and founder has had some problems with staff, and this paper will discuss the issues along with suggestions on how to fix these problems.

Simulation one

In the simulation (2005), it had been brought to attention by employees that there was a large amount of job dissatisfaction. From what the team was discussing on the blog, the high flyers were feeling as if he or she had been taken for granted. The team was concerned with the fact that he or she was working hard and not getting credit for what he or she was performing. There was discussion of not receiving enough time for family because of the long work days. There was also a discussion of routines becoming boring and not able to show what stunts that each was capable of doing. The cause that was chosen is stunts being routine, and the team believed no one was listening to his and her suggestions. The personal profiles of each member showed that each was motivated by the challenges of the stunts, and because there were no new challenges each person was getting bored. (2005)

Simulation two

In the simulation (2005), the Airdevils high flyers team is unsatisfied with his and her stunts each member is stuck with the same routine. The members are allowed only to perform his or her specialized stunts, and these have become boring, and each have the feeling of being stuck in the same routine. The team had also been discussing not getting the chance to show the organization what each is capable of doing. The recommendations were as follows: one training in other stunts, two improve job design, three allow participation in open competitions, and rotation in industry meets.

These four areas should increase job satisfaction of the teams giving each individual to do something different, and a chance to try new stunts. To show what each is capable of in competitions with others in his and her field. The chosen interventions will boost job satisfaction, which will increase the level of the team's job performance.

Simulation three

In the simulation (2005), the interventions increased the Airdevils job satisfaction, and increasing the company's performance. Celsey wants to put a team of three employees to make up consultancy group to bring in new customers and this could make or break the team. The three individuals who need to be chosen need to be strong, need to have a low conflict level. Out of the seven individuals which Celsey choose the best three that fit together is Alverta Valoy, Cari Hanslow, and Charlie Balboa. This team is strong and has the highest compatible personalities.

Simulation four

In the simulation (2005), there are about 20 support crewmembers in the Airdevils' company. It seems there is a large amount of absenteeism among this group. This has results of cancellations of stunt routines, which has increased customer dissatisfaction. After assessing the reports it is discovered that the support crew is under a tremendous amount of stress. The support staff feels the Airdevils' stunt team is rude to the support crew members. The women were dissatisfied due to the lack of time she was getting to spend on her responsibilities at home. The support crew also had some genuine transportation problems as well as some thought that his and her salary was insufficient. The suggestions which had been made because of the report are as follows: Relaxation training, stress-inoculation training, software training, modify team structure, transportation services, establish a code of conduct, and allow flexible work schedule.

The first one relaxation training this will help the employees reduce the stress that each may encounter on the job. Stress-inoculation training this will help each staff member cope with work stressors. Software training will decrease the stress that the