Improving Organizational Performance Simulation Summary Improving organizational performance

One of the challenges that organizations are faced with is performance improvement. For the organization to grow and survive it would need to depend on the commitment and passion of its employees. Airdevils is a professional stunts company based in Salt Lake City. The company was founded by Celsey Evans who was later joined by four of her colleagues. The company soon expanded and currently has 115 employees. The company's daring and dramatic stunts have won it many awards and loyal customers. Recently, some of the loyal customers have been expressing dissatisfaction in regards to the stunts, and some key employees have resigned. The employees have been expressing their dissatisfaction on an internet blog.

The first phase of the simulation was problem identification. This involved researching why the job satisfaction was too low within the organization. After analyzing the blogs, comments, and JDI overview it was ascertained that employee dissatisfaction was mainly because of routine stunts and failure to listen to suggestions by employees. Majority of the employees joined the company because of the stunt challenges. Stunt performers prefer trying out new stunts once they have perfected a specific stunt. The best solution to this problem would be to rotate employees on a regular basis. Allowing employees to start on new stunts would ensure there is no monotony in their work, and they will always have new challenges.

The second phase involved intervention for stunt performers. It has already been established that the employees were not satisfied with their jobs. To improve employee morale, training in new stunts, improvement of the job design, rotation in industry meets, and participation in open competitions. Providing employees with new stunt training would demonstrate that the company does care for its employees, and it is geared towards...

This would resolve the underlying problem of lack of challenges as expressed by employees in the blogs. Improving the employee's job designs would allow them to concentrate on their core competencies without been forced to perform stunts they do not like. There is also need to provide the employees with visibility within the industry and allowing them to showcase their stunts. The psychological needs of the employees would be satisfied as they would receive and seek recognition.
The third face involved consultations with stunt performers. Celsey felt that the future growth of the company depended on stunt consultations. The main idea would involve a pilot test that would be carried out by three stunt performers, who would be chosen from a group of seven. To ensure there is a high level of group performers, the individuals would be selected based on their similarity in personalities and attitudes Nijstad, 2009.

The team members chosen for the stunt consultancy division were Charlie Balboa, Alverta Valoy, and Carl Hanslow. The reason for choosing the three was they are highly skilled, and emotionally stable. This would allow them to effectively deal with criticism from other group members and any differing views. From the results obtained it is clear that the members chosen for the group had the desirable traits.

For the fourth and final phase, the support crew members are reviewed in an attempt to solve their absenteeism. At Airdevils, the support crew accounts for 20% of the workforce. There had been a recent increase in the number of support crew employees who failed to report to work. Their morale had also dipped recently. The reason behind their absenteeism was established to be their temporary status, lack of schedules, increased stress levels, and lack of knowledge in the new system used within the company. The solutions suggested include relaxation training, software training,…