Airdevils Inc. is an aerial stunts firm established by Celsey Evans. She started the company by herself until four of her colleagues joined her in 1996. These five individuals make up Airdevils Inc. upper management team. Currently, Airdevils Inc. has 115 employees. Within the last two years Airdevils Inc. has began to suffer from a lack of employee and customer satisfaction. The company provided a breakdown of four phases the company is trying to work on and they are primary cause of low job satisfaction, steps to improve job satisfaction, forming a stunt consulting team, and alleviating stress felt by the support crewmembers.
Celsey hired the Dream Teamworks to come in and assist with identifying the causes of low satisfaction and improving job satisfaction. As an organizational psychologist for Dream Teamworks I will assist Celsey as we tackle this issue. In part two of this paper I will discuss what theory/theories of employee motivation that could have been used to increase productivity and how the knowledge of human behavior, cognitive, and affect, be used to enhance relationships the workplace.
Furthermore, I will address how an organization can reduce workplace stressors for employees (University of Phoenix, 2009). Upon reading the blogs some of the employees wrote on, I was lead to believe that not being paid enough was one of the employees’ primary concerns. Upon further reading of the blog, I realized that it was more than money that lead to some of the employees low levels of job satisfaction, but the lack of excitement experienced on the job was the true cause.
Some of the employees stated, “I cannot do what I joined this company for, the stunts are routine and do not excite me much” (University of Phoenix, 2005). The reason I chose this as the real cause of low job satisfaction because based off the JDI survey pay and promotion were the lowest rated in every department of the company. The one area that differed from the support group and administration group was work. The stunt group ranked work at a 32. 32% this was the lowed among the three.
In order to correct this situation, Celsey felt the need to implement steps to improve job satisfaction. Three steps I felt would better suit her company were to improve job design, allow participation in open competitions, training in other stunts, and rotation in industry meets. I chose these changes because I felt they better suited the needs of the employees. By improving the job design, the employees will have a better understanding of their role within the organization.
Training in other stunts will allow the employees the opportunity to explore other talents and perhaps perform work doing these newly learned stunts. By allowing the stunt workers to participate in open competition and rotation in industry the stunt performers can become more known among customers and earn more money. Ultimately, all four areas would give the stunt performers “better visibility and project their skills” (University of Phoenix, 2005). The results of implementing these changes proved positive for Airdevils Inc. ’s improvement of job satisfaction.
It showed the flexibility of the company and their willingness to do what it takes to make the employees happy and in return, the employees are able to perform, learn, and regain that sense of excitement on the job. In the third phase of improving job satisfaction, Celsey felt the need to form a consulting team of three people. The purpose of this team is to come up with stunt ideas for the company’s customer base. Based on the reviews of management, subordinates, and peers I chose Alverta Valoy, Cari Hanslow, and Charlie Balboa. I chose these three based off the results of the Good Attributes survey.
When forming a team, it is best to choose people whom have similar interest, attitudes, personalities, and “low levels of interpersonal conflict” (University of Phoenix, 2005). I felt the three of these individuals fit these qualifications. With these three individuals working together they were able to work well together as a team the results stated that there would be less conflict, and more skills brought into the company. Lastly, the fourth major phase for the company was identifying and alleviating stress for the support crewmembers.
A survey was done and the top four reasons of stress for the crewmembers were they are unable to handle some of the physical stress related to the job, job security, time being spent on the job and not at home i. e. not enough flexibility, commuting to and from work, and the stunt performers lack of respect for the crewmembers. To me, the solutions were obvious. I suggested Celsey implement relaxation training to teach the crewmembers how to deal with and alleviate stress, software training to help the crewmember become more comfortable with the system therefore taking away the fear of them losing their job.
Furthermore, by making changes to the team-this would alleviate the lack of respect felt by the crewmembers because they would be working alongside someone they are comfortable with, providing transportation to crewmembers instead of just stunt workers will alleviate the stress of getting to and from work, establishing a code of conduct within the company will set a standard for the company for every employee to adhere to. Lastly, allowing for a more flexible schedule so the employees will be able to spend more time doing the things they need to get done in their personal life.
The results of these choices showed that by making these improvements the level of stress on the job for crewmembers could be lowered significantly. I believe the theory introduced by Frederick Herzberg called the Two Factor Hygiene Theory best suits this situation. The ideal of this theory is that in order individuals to be motivated they must be in an environment where motivation is done by the employees because the factors of hygiene has been taken care of by the organization.
According to this theory people are influenced by motivation factors such as “achievement, recognition for achievement, interest in the task, responsibility for enlarged task, and growth and advancement to higher level tasks” ( “Frederick Herzberg,” 2010) and hygiene factors such as “company policies and administration, supervision, working conditions and interpersonal relations, and salary, status and security” (“Frederick Herzberg,” 2010). In this situation, the employees of Airdevils Inc. are not satisfied with the lack of excitement in their job.
They want to be able to be creative with their stunts and have the opportunity to grow in other areas of stunt work. Airdevils Inc. was not giving their employees the opportunity to express themselves or to grow. In return, this affected the hygiene and the motivation of the company. Once the company was able to implement some changes by changing the working conditions to be more flexible and open to the employees’ ideas motivation within the company began surge improving job satisfaction. In the beginning of this simulation, I realized the employees’ behavior, ognition, and affect was overlooked. Though the signs were there, Celsey assumed that the problems would fix themselves and this lead to low job satisfaction due to stress and unhappiness about the level of work being done. This showed the importance of being knowledgeable of human behavior, cognition, and affect. Once Celsey admitted to, recognized, and fixed some of the problems in the workplace the employees behaviors began to change improving productivity and creativity of stunt work and a reduction of stress on the job.
Organizations need to be aware that there are levels of stress that are on the job. In order to combat these stressors organizations need to have an action plan in place to help employees deal with stress. One way to do this is by providing training to employees about how to manage stress. Stress is an everyday occurrence that one must deal handle. Knowing how to manage stress can alleviate many workplace problems. Another approach an organization could take would be to improve the job design.
The employees should be able to understand their role within the company, it should not be overly demanding, and the employees should be given the opportunity to develop and learn throughout their career. This simulation provided an in-depth insight of the role an organizational psychologist can have for an organization as well as showing the impact of what low job satisfaction can have on a company. Airdevils Inc. was in a situation where change needed to be made to improve organizational performance and Celsey took the appropriate steps to see that her company makes the necessary changes to continue to run a successful business.
References Frederick Herzberg. (2010). Human Relations Contributors, (), . Retrieved from http://www. accel-team. com/human_relations/hrels_05_herzberg. html University of Phoenix. (2005). Leveraging Psychology to Improve Performance [Computer Software]. Retrieved from University of Phoenix, Simulation, PSY 428-Organizational Psychology website. University of Phoenix. (2009). Course Syllabus . Retrieved from University of Phoenix, PSY 428: Organization Psychology website.