Organizational Performance

Topics: Employment, Stunt, Stunt performer Pages: 5 (1497 words) Published: June 3, 2010
Airdevils Inc. is an aerial stunts firm established by Celsey Evans. She started the company by herself until four of her colleagues joined her in 1996. These five individuals make up Airdevils Inc. upper management team. Currently, Airdevils Inc. has 115 employees. Within the last two years Airdevils Inc. has began to suffer from a lack of employee and customer satisfaction. The company provided a breakdown of four phases the company is trying to work on and they are primary cause of low job satisfaction, steps to improve job satisfaction, forming a stunt consulting team, and alleviating stress felt by the support crewmembers. Celsey hired the Dream Teamworks to come in and assist with identifying the causes of low satisfaction and improving job satisfaction. As an organizational psychologist for Dream Teamworks I will assist Celsey as we tackle this issue.

In part two of this paper I will discuss what theory/theories of employee motivation that could have been used to increase productivity and how the knowledge of human behavior, cognitive, and affect, be used to enhance relationships the workplace. Furthermore, I will address how an organization can reduce workplace stressors for employees (University of Phoenix, 2009).

Upon reading the blogs some of the employees wrote on, I was lead to believe that not being paid enough was one of the employees’ primary concerns. Upon further reading of the blog, I realized that it was more than money that lead to some of the employees low levels of job satisfaction, but the lack of excitement experienced on the job was the true cause. Some of the employees stated, “I cannot do what I joined this company for, the stunts are routine and do not excite me much” (University of Phoenix, 2005). The reason I chose this as the real cause of low job satisfaction because based off the JDI survey pay and promotion were the lowest rated in every department of the company. The one area that differed from the support group and administration group was work. The stunt group ranked work at a 32.32% this was the lowed among the three. In order to correct this situation, Celsey felt the need to implement steps to improve job satisfaction. Three steps I felt would better suit her company were to improve job design, allow participation in open competitions, training in other stunts, and rotation in industry meets. I chose these changes because I felt they better suited the needs of the employees. By improving the job design, the employees will have a better understanding of their role within the organization. Training in other stunts will allow the employees the opportunity to explore other talents and perhaps perform work doing these newly learned stunts. By allowing the stunt workers to participate in open competition and rotation in industry the stunt performers can become more known among customers and earn more money. Ultimately, all four areas would give the stunt performers “better visibility and project their skills” (University of Phoenix, 2005). The results of implementing these changes proved positive for Airdevils Inc.’s improvement of job satisfaction. It showed the flexibility of the company and their willingness to do what it takes to make the employees happy and in return, the employees are able to perform, learn, and regain that sense of excitement on the job.

In the third phase of improving job satisfaction, Celsey felt the need to form a consulting team of three people. The purpose of this team is to come up with stunt ideas for the company’s customer base. Based on the reviews of management, subordinates, and peers I chose Alverta Valoy, Cari Hanslow, and Charlie Balboa. I chose these three based off the results of the Good Attributes survey. When forming a team, it is best to choose people whom have similar interest, attitudes, personalities, and “low levels of interpersonal conflict” (University of Phoenix, 2005). I felt the three of these individuals fit these...

References: Frederick Herzberg. (2010). Human Relations Contributors, (), .
Retrieved from
University of Phoenix. (2005). Leveraging Psychology to Improve Performance [Computer
Software]. Retrieved from University of Phoenix, Simulation, PSY 428-Organizational
Psychology website.
University of Phoenix. (2009). Course Syllabus . Retrieved from University of Phoenix, PSY
428: Organization Psychology website.
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