Celsey Evans, of Airdevils, has hired Peter Mallow, of Dream Teamworks, to address the problems currently existing in and affecting the Airdevils Company. These problems consist of dissatisfaction among customers, less wins at award ceremonies, a high turnover rate, and low job satisfaction among employees. Surveys, amongst other factors, determined that job dissatisfaction is particularly high among the stunt performers. With the stunt performers as the target group of the study, Celsey and Peter will identify the reasons for psychological underpinnings of low job satisfaction in the company. Using motivational and behavioral approaches and making adjustments to the core reasons for employee dissatisfaction will help Airdevils attain the status that they seem to have lost. Determining the underlying causes, implementing interventions, creating a team for preparing innovating stunts, and reducing stress among employees are the keys to catapulting Airdevils back to the status it deserves.
According to the JDI and JIG (survey) scores for Airdevils’ employees the stunt performers are the least satisfied in general, but all of the employees are dissatisfied below acceptable levels in Promotion (infrequencies) and Pay (too low). Supervision and Work are also low with stunt performers but higher than “good” among other employees. If one were to rely on this information alone, one would determine that pay and promotion needs to be examined and adjusted. Further information provided, blogs and profiles, show that there are issues with ‘holier than thou’ attitudes among E8’s, less time at home with family members, low salaries, and drudge routines. After examining these factors one can determine generally that the main cause of low job satisfaction among stunt performers at Airdevils is that the stunts lack exciting challenges. Because the members of Airdevils performing teams were put into hierarchal positions, they were placed into specialized stunt routines.
This created a more rigid organizational structure. * Though the budget does not allow a perfect overhaul to Celsey’s organization, many interventions can be chosen to be simply delayed. Recommended for the Airdevils immediately are allow participation in open competitions, entering in a new line of stunts, rotation in industry meets, and offering performance-based incentives in salaries. Allowing performers to perform outside work and cross-training are factors that should be considered quickly. After implementation of these interventions there proves to be a marked increase in the company’s performance and there is an improvement in job satisfaction. * In the next phase of the reorganization, Celsey wants to create a group of three people to begin preparing innovative stunts for the regular customers of the Airdevils. Should this idea work well, the customers will like the plans and will want to spend extra money for stunts consultation.
In this case, the Airdevils will form a stunts consultancy division. Given seven excellent candidates for this three person team the three chosen by Dream Teamwork’s for Celsey’s team are Cari, Charlie, and Alverta because of their combined work experience, enthusiasm for the job, personalities, and high probability of achievement. Applying this decision is successful. The mixture of experience, high skill levels, and high emotional stability prove to be an excellent combination to make a powerful team for the Airdevils. * In the next phase, Dream Teamworks helps Celsey choose what measures should be taken by the Airdevils to reduce stress among the support crewmembers. After considerations of the measures available to the Airdevils those that would most benefit the company and its staff are relaxation training, stress-inoculation training, software training, modifying team structure, offering transportation services, establishing a code of conduct, and allowing a flexible work schedule.
These are the best measure possible to reduce stress levels among crewmembers. The results are lower absenteeism, less stress, more teamwork, more personal time with family, and a better ability to cope with stressors from work (Britt & Jex, 2008). Absenteeism, turnover, job performance, and counter-productive behavior can be addressed through motivation. Based on the situation illustrated in the simulation the theories of employee motivation that could be used by Celsey and the management team of the Airdevils team to tackle issues are need-based theories, cognitive process theories, self-determination theory, and job-based theories. A need-based theory such as need for achievement would be an effective place to start. Need-based theories propose that achievement and power are needs evoked by different stimuli in the environment (Britt & Jex, 2008).
Maslow’s need hierarchy does explain that the higher one gets on their hierarchy pyramid, from physiological to self-actualization, the more content a person becomes. This could explain why Airdevils has a need to reorganize their corporation. Making employees content in more factions of their lives makes more productive employees. ERG is another needs-based theory that could be considered. ERG allows for the possibility that the stunt performers in the Airdevils may be regressing because their needs at the most basic level of their work are not satisfied. They are too concerned with the issues that the they may have with the redundancy of the routines and personality issues. Also, they are not allowed to experiment and show their own individuality and true colors and feel as thpugh they are failing to live up to their potential. Need for achievement theory is another that could be considered for this situation. Those who have consistent distinguishing characteristics of persons who have a high need for achievement can describe many of the stunt performers at Airdevils.
These characteristics include the tendency to set moderately difficult performance goals, seek feedback, and work long hours because they absorb themselves in work (Britt & Jex, 2008). Goal-setting, Control, and Equity theories and behavioral approaches are just some examples of further applications that can be studied for this case. Many theories could be applied to the Airdevils’ situation. Should Celsey and Peter go through each of the theories that could be applied to their situation, they may find that each theory will touch on a subject currently adversely affecting the company and its profits. Through examining them all, they could reach conclusions on correcting behaviors throughout the company. Knowledge of human behavior, cognition, and affect can be used to enhance relationships in the workplace. Understanding how people interact with each other and why can help management can place people together in teams accordingly.
It can also prepare the company for behavioral changes among the employees. This knowledge can help solve problems, create stress free workplace environments, and create productive and powerful teams. Employee workplace stressors can be reduced by organizations. By paying attention to the results of surveys, blogs written by employees, and general complaints throughout the company any organization can come to understand what particular stressors affect their particular employees. Clear definitions of job titles and descriptions of jobs would assist an organization from having role stressors. Workloads should be studied and divided amongst employees according to ability and pay to alleviate workload stressors. Independent control over their own workloads could be considered. For example, in regard to Airdevils, allowing more team members freedom to decide on adjustments to routines could reduce stress levels there.
Alleviating interpersonal conflict by teaming like members together is one way that companies like the Airdevils can control stressors. Reducing organizational constraints is another example. In the case of the Airdevils’ organizational constraints, they do not allow their employees to participate in open competitions or rotate in industry meets. Releasing these constraints could strengthen the organizations relationships with their employees as well as relieve some of the stressors they face. Perceived control and work-family conflict are further stressors that should be examined. Making adjustments to schedules, pay, and employees behaviors will relieve many organizational conflicts and stressors and benefit the company greatly. Job security, layoffs, mergers and acquisitions are not currently affecting Airdevils but do affect other organizations.
Stress management training, adjusting work schedules, providing telecommuting options, offering family-friendly benefits, and offering health and fitness programs are further ways that an organization can combat stress among its employees (Britt & Jex, 2008). Careful consideration of each aspect by the organization will ensure that they can make informed decisions regarding each stressor. After analysis of survey, employee blogs, and paying attention to the behaviors of its employees, Celsey and Peter can make the changes that Airdevils desperately needs to survive and grow.
The company has a superb foundation and understands that changes must be made to achieve success. By applying studying and understanding employees’ behaviors, cognition, and applying relevant theories Dream Teamworks and Airdevils can create a prospering work environment for Airdevils’ employees and will find more satisfied employees, be subject to less turnover, win more awards, and satisfy customers better than they ever have.
Britt, T. W., & Jex, S. M. (2008). Organizational psychology: A
scientist-practitioner approach. (2nd ed.). Hoboken, NJ: John Wiley and Sons
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