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
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