The improving organizational performance simulation is about Airdevils Incorporated, which is a professional stunt company in Salt Lake City, Utah. This paper will cover a description of the four phases of the simulation to include a description of each situation, the recommended solution, and the results. A discussion will take place of the organizational psychology concepts in the simulation. Some items to address consist of theories of employee motivation to increase productivity, how to use knowledge of human behavior, cognition, and affect to enhance relationships in the workplace, and how organizations can reduce workplace stressors for employees. The purpose of the simulation is to determine methods that will increase the level of job satisfaction in the stunt workers. Phase One
The first phase consists of determining the hypothesis statement that best fits the primary reason why employees have a low level of job satisfaction. The chosen hypothesis statement is that the stunts have become routine and not exciting enough. In addition, stunt workers’ suggestions are not being listened to. The reason this recommendation was given is because performance levels have decreased as well as complaints from customers about the lack of quality in the stunts. The result of the recommendation is that it is the correct one. Phase Two
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This essay analyzes three interview questions for an entry-level employee and explains why these questions are effective and appropriate. The first question is, “Tell me what you know about our company. ” The prospective employee should have done ample research on the company he is interviewing with. He should be able to briefly and cogently summarize the aspects of the company and its culture ...
At this point, the stunt workers are dissatisfied and consider the organization to be inflexible. The appropriate interventions selected include training in other stunts, allowing participation in open competitions, job design, and rotation in industry meets. The four selections allow the organization to remain under budget and address the needs of the stunt workers to become more excited and interested in the stunts as well as define each stunt workers role and responsibilities. The result of the selections is that they were accurate and should result in an increase of job satisfaction. Phase Three
The next step involves choosing three people to form a team that would test the stunts consultancy market to suggest innovative stunt plans. The three people chosen are Marty Columbus, Amanda Zerubabbel, and Cari Hanslow based on their level of absolute skill, emotional stability, and ability to work well with others. The results of the selections were inaccurate and the simulation states that Alverta, Cari, and Charlie would work best together because they share similar attitudes and personalities. Phase Four
There is a problem with absenteeism regarding the stunt support workers leaving customers displeased when cancellations arise. The absenteeism is a result of the high level of stress. The next step is to suggest the appropriate measures to combat the stressors and remain under budget. The selections include allowing a flexible work schedule, relaxation training, biofeedback training, modifying the team structure, establishing a code of conduct, and moving temps to permanent positions. The results were somewhat accurate. Some of the effective measures chosen include relaxation training, modifying the team structure, establishing a code of conduct, and a flexible work schedule. The options that should have been selected include stress-inoculation training, software training, and transportation service. Organizational Psychology Concepts
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The term path-goal is derived from the belief that effective leaders clarify the path to help their followers get from where they are to the achievement of their work goals and make the journey along the path easier by reducing roadblocks and pitfalls (Robbins 2001, p. 229). The path-goal theory developed by Robert House is based on the expectancy theory of motivation. The leader’s job is ...
Motivation Theories
Based on the situation in the simulation, the employee motivation theories that the organization could use to increase productivity are the need for achievement theory and the goal-setting theory. The organization may use the need for achievement theory to target employees who have the need to challenge themselves and achieve more. Management can determine the specific stunts that are more demanding and challenging and put the stunt workers to the test. By providing these challenges, the employee may become more interested and excited over the new prospects. The stunt workers will have to achieve one level before the next and will want to keep climbing that ladder to success.
The goal-setting theory is beneficial because the organization can use this method to work with the stunt workers to develop short- and long-term goals. The goal-setting theory motivates employees by having employees aim for daily, weekly, and monthly goals. The goals help the stunt workers attain success and give a career ladder assessment that helps employees with their short- and long-terms goals. Some of the goals for the stunt workers may be challenging and management may set different times for the workers to meet those goals. Other employees may feel that they need more challenging goals to increase motivation. Knowledge Enhancing Relationships
Knowledge of human behavior, cognition, and affect can have a positive effect on relationships in the workplace. Understanding the motivation theories and the way the organization can implement these theories to increase motivation and satisfaction is beneficial to everyone involved. For organizations to understand the human behavior, cognition, and affect aspects, they must analyze the causes and symptoms of the problems. At times, one may believe that a symptom is the cause. The problem with not analyzing the situation and determining the real cause of the problem is that the problem may continue to appear. Importance lies in understanding and determining solutions to motivate employees to increase the quality of work as well as the level of job satisfaction. Reducing Workplace Stressors
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“Success and failure are not concrete events. They are psychological states consequent on the perception of reaching or not reaching goals” (Maehr & Nicholls, 1980. p. 228). The quality of an athlete’s sporting experience is shaped by the way in which success is defined, and by how capabilities are judged (Duda, 1993). Achievement Goal Theory (AGT) (Nicholls, 1984; 1989) outlines that ...
Stress prevention involves recognizing what is causing employee stress and take actions to prevent them from continuing to happen or to minimize the stressful effect they have on employees. To reduce the stressors, organizations can implement alternative working arrangements, physical fitness facilities onsite, and employee assistance programs. Many organizations have incorporated alternative working arrangements such as flexible working hours and compressed work weeks. Alternative working arrangements allow employees to have more time to deal with their personal responsibilities such as family and school which decreases the stress they have. Organizations are beginning to install physical fitness facilities on premises. Onsite fitness facilities encourage and motivate employees to use them in order to maintain their personal wellness. Employee assistance programs provide help to employees who are experiencing stressful personal problems. Conclusion
The first phase consists of determining the hypothesis statement that best fits the primary reason why employees have a low level of job satisfaction. The second phase involves selecting interventions because the stunt workers are dissatisfied and consider the organization to be inflexible. Phase three involves choosing three people to form a team that would test the stunts consultancy market to suggest innovative stunt plans. In phase four, there is a problem with absenteeism regarding the stunt support workers leaving customers displeased when cancellations arise. The absenteeism is a result of the high level of stress.
Based on the situation in the simulation, the employee motivation theories that the organization could use to increase productivity are the need for achievement theory and the goal-setting theory. Knowledge of human behavior, cognition, and affect can have a positive effect on relationships in the workplace. Understanding the motivation theories and the way the organization can implement these theories to increase motivation and satisfaction is beneficial to everyone involved. To reduce the stressors, organizations can implement alternative working arrangements, physical fitness facilities onsite, and employee assistance programs.
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I'd give you an A, not many mistakes. Just check on a few things. ORGANIZSATION CULTUREATMRWMD: DOES IT SUPPORT THE ORGANIZSATION MISSION? Table of contents? Introduction 1. The Monterey Regional Waste Management District (MRWMD) had humble beginnings in 1951 when forward thinking county officials had a vision of a better waste management system for the Monterey Peninsula, ending the era of ...
References
Jex, S. M. & Britt, T. W. (2008).
Organizational psychology: A scientist-practitioner approach.
Hoboken, NJ: Wiley.
University of Phoenix. (2011).
Improving organizational performance. Retrieved from
https://ecampus.phoenix.edu/secure/aapd/vendors/tata/sims/organizational_psychology/or
ganizational_psychology_improve_performance_simulation.html
