Improving Organizational Performance

Introduction This paper will tell businesses what they can do to help in improving organizational performance in a business. Organizational performance stimulation was completed to learn and understand what a business has to go through when they are falling apart. We learned what we can do to help the business starting from the employees to the business to get everything up and running like it should be.
Airdevil’s
“Improving organization performance” simulation is based on a company called Airdevils that is a firm located in Salt Lake City, Utah. This company was founded by a woman named Celsey Evans in 1995 (Organizational Psychology, 2008). This company has one employee when they started and they are up to 115 employees. They do aerial stunts and serve most industries ranging from movies to marketing, skydiving, sky surfing, hang gliding, and paragliding (Organizational Psychology, 2008). The company won numerous awards almost every year since the business was started because of their daring stunts and their customers who loved what they did and wanted them back. They served different industries motion picture and television, production, demonstration events, publicity stunts, and marketing campaigns (Organizational Psychology, 2008). They were doing so well and business was rolling.
They have not received any rewards in the past couple of years because the stunts are not what they used to be (Organizational Psychology, 2008). The founding team of employees no longer works there, they have retired. Customers are no longer happy with the work they perform because the stunts are not as well as they used to be. Emloyees are leaving to make money someplace else so they can do the more exciting stunts (Organizational Psychology, 2008). The employees who are still there are worried that their job will not last long because customers are not as satisfied.
Stimulation
With this, Celsey Evans decided she had to step in and do something to help the business out. She went and hired Dream Teamwork’s an organizational psychology consulting company to work on the problems affecting the business and help them get back on track (Organizational Psychology, 2008). They start it out with the four phases of stimulation to see what they can do. First they have to figure out why the job satisfaction is so low for the stunt performers. They had all employees at the Airdevil’s complete a job description index survey to see what their job satisfaction level was. These reports came back, and everyone loves their bosses but not his or her employees (Organizational Psychology, 2008). They need to work on employees working together and enjoying to do these types of stunts together. They are not happy with their pay and promotions rarely ever happen.
Then they completed profiles for their personal profile and profile of the stunt performances (Organizational, psychology, 2008). They had a total of eight out of the 75 employees which can do all the stunts that Airdevil’s have. Then they went through the blogs from the blog comments. They again are unhappy with the stunts. The employees want more and exciting stunts to do, and they would like to even get paid a little better. They are not getting what they need to keep the business as busy as it used to be. The employees need training in new stunts, they need to improve their job design, allow participation in open competitors, and rotation in industry meets (Organizational Psychology, 2008). If they can do all these things they can get the Airdevil’s back and running like they used to be.
Theories
Employees can be motivated in so many different ways with all the theories they have to help. To help with the understanding for an employee’s motivation for performing at work with help the leaders to structure the work environment to encourage productive work behavior and discourage counterproductive work behavior (Jex & Britt, 2008). An example would be employee’s that are highly motivated by financial incentives; this knowledge could be used to influence performance through making different ways to have raises in the business (Jex & Britt, 2008). When the simulation was acquiring problems with employees some people believed other business were getting paid more than they were so this would have helped in some situations in the simulation. Not everyone however because more people wanted better stunts with more training. This way they would have to pay for more training so they could get paid more for the bigger stunts.
This would be used in the Need-based theories of motivation because the employees need the training and could make the business better by going through the training to get more people to hire employees for the jobs. The ERG theory comes into play also because this would provide more growth for the company. The more people who know about the stunts employees perform the more people will hire them (Organizational Psychology, 2008). This will get the business up and rolling again with more customers. The customers need to know they are capable of doing different stunts and that they are trained to do so. Need for achievement theory would focus on the one thing they need the most, which is more stunts and more thrilling ones. They would also get them jump started on working with the stunts that the employees need to know. These theories would help the business out tremendously because they work on what the business needs.
Knowledge
When concerning the human behavior of employee’s people need to be able to read the employee’s behaviors. Employee behavior must be channeled in directions that contribute in a positive manner to build success to the business (Jex & Britt, 2008). For an example in the simulation the employee’s like his or her bosses but did not care so much for the other employee’s (Organizational Psychology, 2008). Employees do not like other employees for a reason. They all behave in different manners and do different things when working in the business. They all need to behave in the correct manner and work together to help the business out. Instead everyone is doing their own things and going in his or her own direction because they do not like the other person.
When concerning cognition employers all have different knowledge about the business. Only eight of the employees can complete all the different stunts they have to offer (Organizational Psychology, 2008). They all need to be up-to-date on all the different stunts so they can all get along and work together. Organizations want employees to perform his or her job tasks well, and in some cases, go beyond and above to perform extra-role behaviors (Jex & Britt, 2008). The employees cannot do so because only eight can do what the company has to offer right now. They are all stuck on one stunt or more but not all of the different stunts the company has to offer. This affects the business because they are all on different pages concerning to their job. They all need to be able to do the stunts that customers ask for. They all need to go through training so they can perform all the stunts and be able to work together without fighting because no one can help do one stunt that someone hired him or her for. This would help the business to make employee’s become closer and able to work together because everyone knows how to do all the stunts.
Stressors
There is proof that being exposed to stressful work conditions can be harmful to employees and may have a negative impact on the organizational effectiveness (Jex & Britt, 2008). The employees at Airdevil’s are extremely stressed. They are worried about how long they will have their jobs because they are not getting much business (Organizational Psychology, 2008). They are worried because they do not know all the stunts and are not learning any of the new exciting ones they are coming out with. Companies want to hire people who can complete stunts beyond their belief. Airdevil’s has a few employees that know the basic stunts, and they are not teaching the employees any of the newer stunts there coming out with.
The difference in the stress and its relationship to health has reached a high mainly because of its consequences for employees and employer organizations (Kang, 2012).When they read through the blog about the employee’s they are all very stressed and unhappy with the business. They all had complaints to make about what is happening around the business, and this makes everyone become stressed. Not being able to do the stunts that other business can do make people feel stressed and want to take it out on someone. This just causes more problems for the business and employees to continue to fight and cause even more stress not needed. Having employees learn new stunts will cut the stress extremely. They would stop worrying about how long they will have their job, and they would stop worrying about not knowing the stunts making the stress to be more relieved.
Conclusion
When running a business, people need to know what is going on all the time. They needed to know how unhappy the employees were before everything has got so out of hand. Employees not capable of doing their job because they only know a few of the stunts because they have not been through the training. This is a lesson learned to make sure you know what is going on in your business and keep up on your employee’s and how they are feeling.

References
Steve, M., Jex., & W, B. (2008), Chapter Seven: Occupational Stress and Employee Health Retrieved from The University of Phoenix ebook Collection Database
Steve, M., Jex., & W, B. (2008), Chapter Eight: Theories of Motivation. Retrieve from The University of Phoenix ebook Collection Database
Steve, M., Jex., & W, B. (2008), Chapter Nine: Organizational Applications of Motivation Retrieved from The University of Phoenix ebook Collection Database
Kang, L., (2012) Impact of Stress on Health Retrieved from The University of Phoenix Library
Organizational Psychology, (2008), Psychology to Improve Performance Retrieved from The University of Phoenix Materials

References: Steve, M., Jex., & W, B. (2008), Chapter Seven: Occupational Stress and Employee Health Retrieved from The University of Phoenix ebook Collection Database Steve, M., Jex., & W, B. (2008), Chapter Eight: Theories of Motivation. Retrieve from The University of Phoenix ebook Collection Database Steve, M., Jex., & W, B. (2008), Chapter Nine: Organizational Applications of Motivation Retrieved from The University of Phoenix ebook Collection Database Kang, L., (2012) Impact of Stress on Health Retrieved from The University of Phoenix Library Organizational Psychology, (2008), Psychology to Improve Performance Retrieved from The University of Phoenix Materials