...Airdevils Job Satisfaction Simulation The most significant challenge of any organization is how to improve performance. In order for the organization to survive and grow, it must depend upon the passion and commitment of all who are a part of the organization. Airdevels is an internationally known agency. The company was started by Celsey Evans. She was shortly joined by four of her colleagues. They well known for their breathtaking, daring air stunts and photographic equipment used to capture these moments. They have received many awards since the company was founded in 1996 (University of Phoenix 2005). Over the past two years AirDevils has not received any new awards. Customers have reported that they are unhappy with the quality of the stunts and old routines. Many employees have been quitting, and talking about their dissatisfaction over internet blogs. The founder of the company, Celsey, has hired Dream Teamworks an organizational psychology consulting firm, to help correct the situation at Airdevils (University of Phoenix 2005). For the first part of this simulation Dream Teamworks researched the reasons that job satisfaction was low. First step was to separate the causes from the symptoms. Dream Teamworks assumes after research, that employee dissatisfaction is the symptom of monotonous routine and refusing employee suggestions. There were other complaints addressed towards money however the main cause appears to be lack of change and growth. Some excitement was...
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...with employees and job satisfaction. There are many ways to accomplish such goals with team building strategies and communication. According to www.boundless.com, “Job satisfaction can be influenced by a person's ability to complete required tasks, the level of communication in an organization, and the way management treats employees. It isn't always easy to measure job satisfaction as the definition of satisfaction can be different for different people. If an organization is concerned about job satisfaction of their employees, management may want to conduct surveys to determine what type of strategies to implement”. Airdevils Inc, is an aerial stunts performance facility in Salt Lake City, Utah. The company was founded in 1995 by one of the best female stunt performers, Celsey Evans and five other performers of the same expertise. By the next year, Airdevils’ workforce expanded to 115 crew members. With a thriving business and company workforce expansion, the founding partners retired from stunt performances and formed the top management staff. For the past two years business came to a stand-still existing and new customers not impressed with the stunts, key employee turnover was at an all-time high and to top things off current employee job satisfaction low. According to the text; organizational success and job satisfaction for employees has been linked to both cognitive and behavioral (Jex & Britt, p. 132, 2008). Celsey Evans jumped into action to solve this organizational...
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...Improving Organizational Performance at AirDevils Linking job satisfaction and organization productivity directly to an employee’s psychological state within the workplace is possible using theory of motivation. Rectifying psychological causes such as dissatisfaction motivate employees to perform tasks well, thus leading to productive behavior. Rectifying psychological factors can remove workplace stressors and relieve issues employees face in the workplace. AirDevils is a company full of dissatisfied and stressed employees. Although they may seem linked, the cause for dissatisfaction is not the cause for stress or vice versa as two specific groups make up the company. The performers make up one group and the supporting crewmembers make up the other. Dissatisfied performers create a downward spiral in productivity, and stressed crewmembers are unavailable or missing from work. The job characteristics theory of motivation is applicable to both groups to create improved job satisfaction and organizational productive by lowering stress. Improving the performers behavior by incorporating new stunts in routines can create a better aerial performance. In turn, AirDevils may begin to win awards in competition with the new routine, leading to improved job satisfaction. Some crewmembers are also aspiring performers, but too many are not able to keep pace because of injury and job stress. To reduce dissatisfaction and stressors, AirDevils must alleviate problems between performers and...
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..."Improving Organizational Performance" Simulation Summary Airdevils Inc. is located in Salt Lake City, Utah founded by Celsey Evans in 1995. There are 115 employees who provide aerial stunts throughout different industries. However, in the last two years Airdevils customers have not been satisfied with their performance and it has also been brought to Celsey Evans that job satisfaction among the employees is low. Job Satisfaction There has been a drop in performance for Airdevils stunt performers. It has been said that employees do not have job satisfaction. Employees were given a survey to determine the reason why job satisfaction was low. The results of the survey were that stunt performers are not receiving what they joined the company for and the stunts are routine and do not excite the performers. The recommendation for the organization is for Celsey Evans to possibly send stunt performers for training in more thrilling stunts given what the budget can allow. Budget Airdevil performers are dissatisfied with the organization and see the organization as inflexible and rigid. A set budget has been put together by Celsey Evans allowing the company to recommend interventions for the stunt performers. Given the budget, some interventions Airdevils can participate in are training in other stunts, enter new line of stunts, and performance based incentives. The company has recommended these interventions because in a previous survey, employees did not have job satisfaction...
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...Summary University of Phoenix PSY/428 Improving Organizational Performance Simulation Summary The “Improving Organizational Performance” Simulation was based on a stunt company called Airdevils Incorporated in Salt Lake City, Utah. Airdevils Incorporated was a fictitious organization founded by Celsey Evans in 1995. Celsey was the best female airborne aerobatic performer, who provided daring, innovative stunt performances to film producers and marketing firms. Celsey, with four of her colleagues, built Airdevils into a small prosperous organization with 115 employees. Their dramatic and daring stunts won the company numerous awards and many dedicated customers. The founding team of has since retired ad acts as the company’s management team. Over the years the quality of work declined as well as the awards and accolades decreased. Regular customers have expressed their dissatisfaction with the stunts and key employees have left the organization. The job satisfaction levels are low and employees are concerned about their salaries. They feel they could make more money if they freelanced versus working for Airdevils Incorporated. Celsey has become very concerned with the decrease in quality work and the lack of drive to entice customers to use Airdevils services. Celsey decided to take action. Her first step was to identify the cause of low job satisfaction among the stunt performers by initiating a Job Description Index (JDI) survey to the...
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...organizations to stay afloat they must depend on all who are a part of the organization. The purpose of this paper is to provide a summary of the Improving Organizational Performance simulation, to briefly describe the situation, recommend solution (s), state the results, and summarize the organizational psychology concepts addressed in the simulation by answering specific questions. “Improving Organizational Performance” simulation was based on Airdevils, a professional aerial stunts firm who provides services for motion picture and television production, demonstration events, publicity stunts, and marketing campaigns. Airdevils is an organization based in Salt Lake City, Utah founded by Celsey Evan in 1995. She started the company solo and was joined by four of her colleagues a year later. Today there are 115 employees on the payroll. The five founding team members are now retired and manage the organization. The types of stunts Airdevils perform include: skydiving, sky surfing, hang gliding, and paragliding. Until two years ago Airdevils has received numerous national and international awards for their daring aerial stunts. The past two years have yielded no awards for the organization. Faithful clients have expressed dissatisfaction with the quality of stunts. In addition, several top employees have resigned and, to complicate matters, job satisfaction is low. This has raised concerns for Celsey Evans, founder and owner of the business. She made decisions to seek ways...
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...Improving Organizational Performance Improving Organizational Performance When it comes to job satisfaction of employees can be a very touchy subject, this i because everyone is different, they all have different opinions on how their job should be, like the hours worked or rate of pay. Job satisfaction in the way a person feels about their job, whether it is dull or exciting. Within this paper I will be discussing the problems within the Airdevils Company and my suggestion to make things better. First the Airdevils is an Arial stunt company that does different stunts in and around Salt Lake City, Utah, over the past two years there have been some problems. Owner Celsey founded the company and they won many awards over the years, we are here today to find out where the company went wrong and how to get them back on track. Simulation one The first problem that has been brought to the attention of my group is the very low job satisfaction from the company’s employees. According to the Blog some of the High Flyers have written, they feel they have been taken for granted, that they are doing all of the hard work and someone else is taking all if the credit. Also not being able to spend time with their families, since they have a routine they have to follow some do not get home until 10 P.M. at night. One way to help ease this is to have a flexible schedule, or rotating schedule so divers still have family time. It seems that family time is very important to the overall...
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...choosing of proper adaptation, modification, and augmentation of company policies in I/O psychology. The first time I ran through the simulation I got all of the solutions wrong. I was thinking all along that it was the pay that was the problem. After all, in most organizations that seems to be the problem (i.e. too much month at the end of the money). At any rate, Airdevils is a once successful company that is now experiencing some issues with management/employee interpersonal communication, employee satisfaction, and too much monotonous work. Celsey Evans started the company in 1995 by herself, but quickly employed 4 colleagues within a year. These first 5 employees form the inner circle of management for the Airdevils. At date, the company employees 115 people and has a steady stream of repeat customers. However, as of late customers have been complaining about the Airdevil’s quality of performance and employees are complaining about decrease job satisfaction. The founder of the company, Celsey, has hired Dream Teamworks—an organizational psychology consulting firm—to arrest the deteriorating situation at the Airdevils. In all, Dream Teamworks hypothesizes that employee dissatisfaction is the result of their suggestions not mattering and monotonous routine and suggests that to fix the problem a set of interventions—for the stunt performers, support crew, and management—must be put into place in order to correct the detrimental course that the company is currently on. Simulation...
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... Dr. Jerry Punch Improving Organizational Performance The Airdevils is a stunt organization whose quality of performance has plummeted in past two years. The founder, Celsey, has made some assumptions that the performance decline is a reflection of the heavy recruitment throughout the year and the unfamiliarity between the team members. Celsey was confident that the team members of Airdevils would resolve matters with passage of time; however, after two years the problems surfaced, matters have become worse and the time had come to figure out the root cause of the problems. Celsey administered the Job Description Index (JDI) survey to Airdevils employees and the results reflected a very low-level of job satisfaction, especially the stunt performers (Apollo Group Inc, 2005). The organization, through an outside consulting firm progresses through four phases to address and improve employee’s job performance. In phase one the Airdevils hired Dream Teamworks (DT) to assist in identifying the reason for the low job satisfaction in the stunt performers group. After interpreting the JDI survey DT concluded the cause of low job satisfaction among stunt performers was the lack of exciting challenges in their current job profiles. The main driver for this is the rigid organizational structure that has evolved at Airdevils. The division of personnel into different skills sets meant performers only performed stunts the specialized...
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...choosing of proper adaptation, modification, and augmentation of company policies in I/O psychology. The first time I ran through the simulation I got all of the solutions wrong. I was thinking all along that it was the pay that was the problem. After all, in most organizations that seems to be the problem (i.e. too much month at the end of the money). At any rate, Airdevils is a once successful company that is now experiencing some issues with management/employee interpersonal communication, employee satisfaction, and too much monotonous work. Celsey Evans started the company in 1995 by herself, but quickly employed 4 colleagues within a year. These first 5 employees form the inner circle of management for the Airdevils. At date, the company employees 115 people and has a steady stream of repeat customers. However, as of late customers have been complaining about the Airdevil’s quality of performance and employees are complaining about decrease job satisfaction. The founder of the company, Celsey, has hired Dream Teamworks—an organizational psychology consulting firm—to arrest the deteriorating situation at the Airdevils. In all, Dream Teamworks hypothesizes that employee dissatisfaction is the result of their suggestions not mattering and monotonous routine and suggests that to fix the problem a set of interventions—for the stunt performers, support crew, and management—must be put into place in order to correct the detrimental course that the company is currently on. Simulation...
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...Brown PSY/428 October 10, 2011 Dr. Judy Manning Improving Organizational Simulation Summary This paper will summarize the details surrounding the organizational psychology needs of Airdevil Inc. Airdevil Inc. was founded in 1995 by Celsey Evans. This company had a tremendous growth experience but has recently had a decline in employee job satisfaction. Ms. Evans concern is that her organization is suffering and enlisted the help of Dreamworks to develop an organizational psychology plan that will fit within the budget and help improve employee satisfaction. This paper will discuss the four phases addressed in the simulation, motivational interventions and the results accompanied with chosen interventions. Phase One In 1995, Celsey Evans founded the Airdevils with their home base being located in Salt Lake City, Utah. She founded the company with her being the sole employee, at the present time there are 115 employed at Airdevils. Over a two year span the company saw an influx of new employees which also brought and attitude personality differences. Customers began to complained the quality of stunts being performed were not the high quality, breath-taking stunts they were accustomed to seeing by the Airdevils. Celsey initially thought the differences would smooth out and increase employee and customer satisfaction. The first phase that was initiated by Celsey was to give each employee a Job Description Index (JDI) survey...
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...Improving Organizational Performance Simulation Summary By: Helen Pierce PSY/428 8/18/14 The Situation Airdevils’ Inc. is a professional aerial stunts firm founded by Celsey Evans. At Airdevils’ Inc. specializes in skydiving, sky surfing, hang gliding, paragliding, gliding, ballooning, and micro lighting. These services are provided for TV and movie production, demonstrations, publicity stunts, and marketing campaigns. In the past, Airdevils’ won several awards both nationally and internationally every year. Recently they haven't won any awards. They feel customers are expressing their dissatisfaction with the quality of stunts. Additionally, many important employees have left the organization, and there has been a decrease in job satisfaction among the existing employees. The owner and founder Celsey wants to get to the root of the problem and increase both job and customer satisfaction in order to put Airdevils’ back on the right path and get them winning awards again. Recommended Solutions In this simulation I thought the cause of the problem was that the employees feel they can't do what they joined the company to do, the stunts are routine and not exciting, and the management don't take into consideration the suggestions made by the employees. With this my recommended solutions are to enter new lines of stunts to help bring excitement back into the routines. I also suggest rotation in an industry meets to break up the monotony. Training in other...
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...Improving Organizational Performance Rose Bond PSY/428 June 25, 2014 Melissa Ray Airdevils Redirection Airdevils is a company that provides dynamic stunts such as sky diving, sky surfing, hang gliding , para gliding, ballooning and micro lighting, for the movie industry as well as demonstration events, publicity stunts and marketing campaigns. Founded by Chelsea Evans in 1995, later to be joined by four colleagues in 1996.The organization has since grown to employ 115 individuals. After two years of business decline, Ms. Evans requested consultation from Dream Teamwork’s, an organizational consulting firm directed by Peter Mallow. By utilizing the Job Descriptive Index created by Patricia Cain Smith and her colleagues, an overview of employees’ needs and concerns are identified. Following are the issues, recommendations and results of these intervention strategies. Cycle 1 Situation- The results of the JDI depict a very low level of overall job satisfaction among the stunt groups stemming from the perceived routine nature of their work. “The personal profile of an average stunt performer showed that they were motivated by the challenges in performing stunts. Once they had perfected a stunt routine, their natural tendency was to indulge in something more challenging. However, the job profile of the stunt performers indicated that not only was the job of a stunt performer monotonous, it also entailed undertaking other activities unrelated to performing...
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...Improving Organizational Performance PSY/428 October 22, 2012 Improving Organizational Performance Many factors in improving organizational performance can change depending on the company that is implementing them. Because the problems that arise in organizations are different among all organizations there are different solutions that are implemented. It is the duty of upper management to use organizational psychology to ensure that the employees are happy and the organization is productive. The first major phase in the simulation was to determine the problem. The problems that ensued within the organization Airdevils from 2005 to 2007 needed to be addressed, and to be addressed as quickly as possible. In researching and completing a Job Description Index the problem was found to be that employees were not satisfied with his or her jobs in general. This is mainly because the job activities performed by the employees are not listed in their entirety in the job description and the employees believe that they do not receive enough variety in his or her stunts. Some recommended solutions are to allow participation in open competitions, employees to rotate in industry meets, improve job design, and start performance-based incentives. Because employees may start to believe that he or she is valued more by the organization and will start to perform better to ensure the organization has positive results. The results from the simulation came back showing that the suggestions...
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...have cited all sources from which I used language, ideas and information, whether quoted verbatim or paraphrased, and that any and all assistance of any kind, which I received while producing this paper, has been acknowledged in the References section. This paper includes no trademarked material, logos, or images from the Internet, which I do not have written permission to include. I further agree that my name typed on the line below is intended to have, and shall have the same validity as my handwritten signature. Student's signature (name typed here is equivalent to a signature): Diana Salisbury Abstract The “Improving Organizational Performance” Simulation was based on a fictitious professional aerial stunt company called Airdevils Incorporated in Salt Lake City, Utah. A female airborne aerobatic performer, Celsey Evans, founded the company in 1995. At first, she was the only employee but quickly signed up four of her colleagues in 1996. By 2007, the company had grown to 115 employees. The company won numerous national and international awards almost every year since its inception due to their dramatic and darning aerial stunts. Their revenues came from their dedicated customer base. However, in the last couple of years, the company they have not won any rewards. Customers are expressing their dissatisfaction with the quality of the stunts and key personnel have left the company. The combination of all of this has affected the employee job...
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