Improving Organizational Performance

Running head: Improving Organizational Performance Improving Organizational Performance University of Phoenix PSY 428 Kizzy Parks March 14, 2011 Improving Organizational Performance This paper is based upon a simulation that helps students understand the causes of employee dissatisfaction. This paper is a summary that addresses four phases in the simulation and a description of the situation, a recommended solution with details, and the results.

This paper also addresses the organizational psychology concepts addressed in the simulation by covering the following topics; theories of employee motivation used to increase productivity, knowledge of human behavior, cognition, and affect used to enhance workplace relationships, and how can organizations reduce workplace stressors for employees. Four Phases in the Simulation In the first phase of the simulation the situation is determining what the primary cause of low job satisfaction is among the stunt performers at Airdevils Inc.

The simulation provided many tools to review to determine what the leading cause of low job satisfaction was, after reviewing the information provided it was decided that the primary cause of low job satisfaction was the lack of exciting challenges in employee job profiles. The next goal was to recommend solutions that would make the organization more flexible while improving job satisfaction levels. The recommendations needed to stay in a budget of 150,000 dollars; the recommendations suggested totaled 149,314.

The following interventions were suggested to make the organization more flexible and improve job satisfaction levels allow participation in open competitions, rotation in industry meets, training in other stunts, and performance based incentives. These recommendations were made because they had potential to make the organization more flexible. Allowing employees to participate in open competitions allows the employees to grow as stunt performers which increase job satisfaction levels.

Training stunt performers in other stunts helps employees grow within the company and makes the organization more flexible. Offering performance based incentives gives employees a chance to earn more money and increases performance levels. The recommendations improved job satisfaction and performance at Airdevils Inc. The next goal was to identify three people to be part of an informal group that prepares innovative stunt plans for Airdeveils regular customers. This team could increase the company’s ability to meet customers’ needs.

The three members chosen in this simulation did share conflict styles and emotional stability however they were deemed as a bad group because their personalities did not match. When choosing group members should be chosen that have similar personalities and attitudes, complement each other well in attributes, share a high absolute skill level, and have high emotional stability. The next objective was to suggest measures that would decrease absenteeism as well as stress levels. Absenteeism had become a problem with the stunt professionals which was having a negative impact on the company.

The crew manager put together a report that showed the main reason for absenteeism was high stress levels within the team. During the simulation the following measures were selected to address the above concerns; establishing a code of conduct, biofeedback training, modifying the team structure, allowing flexible work schedules, moving temps to permanent positions in the company and stress-inculcation training. Establishing a code of conduct would set ground rules for absenteeism making consequences for employees.

Biofeedback training would address the physical stressors in the workplace which could reduce the amount of sick time taken because high physical stress relates to illness. Modifying the team structure would change the team dynamics making personal conflicts less. Allowing flexible schedules will reduce the amount of time taken off for personal reasons. Moving temps to permanent positions would make employs feel more secure in their positions with the company. Stress-inoculation training will help employs learn methods of dealing with workplace stress.

According to the simulation results two of these suggestions were incorrect biofeedback training and moving temps to permanent positions. The best selection would have been to choose relation and stress inoculation training and to have employee software training. Maintaining a balance of both stress management measures as well as measures that reduce the stressors is the best way to go when addressing issues like absenteeism. Theories of Employee Motivation that Could Increase Productivity

There are five different types of theories that are used to explain employee motivation and productivity including; need based theories, cognitive process theories, the behavioral approach, self determination theory, and job based theories. As this relates to the simulation the best approach would be job based theories. There are several job based theories including Herzberg’s motivation-Hygiene Theory, Job Characteristics Theory, and Campion’s Interdisciplinary Approach to Job Design. According to Jex & Britt 2008 Job Based Theories have proven quite useful and have generally been supported much better than Need based theories.

Enhancing Relationships in the Workplace Knowledge of human behavior, cognition, and affect can be used to enhance relationships in the workplace by helping organizations understand their organizational dynamics. By addressing things like employee satisfaction an organization will be able to determine ways to improve employee satisfaction which also increases productivity and workplace relationships. Strengthening relationships in the workplace means employees will provide quality work and feel satisfied with their position within the organization.

Reducing Workplace Stressors for Employees There are five recognized organization efforts that reduce workplace stressors for employees including stress management training, reduction of stressors, alternative work schedules and telecommuting, family friendly benefits, and health and fitness programs. According to Jex & Britt 2008 “stress management training is designed to help provide employees with the resources necessary to cope more effectively when they are faced with stressors”. Stress management does not address the stressors but helps employees manage stress.

Reduction of stressors is a method that means reducing the amount of stressors in the workplace. Addressing alternative work schedules and telecommuting is another way that organizations can reduce workplace stressors for employees. Organizations can also provide family-friendly benefits to employees as a way to reduce workplace stressors. Organizations should also provide health and fitness programs to help eliminate workplace stressors for employees. Conclusion This paper has provided a summary of the improving organizational performance simulation.

Each of the four phases of the simulation was explained and the situation, recommended solution, and results were provided. Theories of employee motivation and increasing productivity were explored. Why enhancing relationships in the workplace is valuable for an organization was addressed. Finally ways an organization can reduce stress in the workplace was addressed. Reference Jex, S. M. , & Britt, T. W. (2008). Organizational psychology a scientist-practitioner approach 2e. Retrieved on March 14, 2011 from https://ecampus. phoenix. edu/classroom/ic/classroom. aspx.


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