I was amazed at how much thinking, research, and data goes into the 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 and Solutions
Identifying the Problem
The simulation follows a logical path; from the introduction of a problem, to the collecting of data/interpretation of data, to the proposition of a solution to fix the problem. At the beginning of the simulation the point is to determine the reason for the drop in employee