It is always necessary and recommended for a company to continually address issues related to employees as frequent as possible. There are various ways of accomplishing this necessary measure in the organization. Some of the major ways of addressing issues related to the level of job satisfaction in a company is through the use of Job Description Index (JDI), blogs from employees and their profile. The findings on these surveying tools are imperative in determining the suitable measures to take in order to ensure that the satisfaction level of the company’s employees is improved and a substantial stunt is achieved, this in turn translates to immense production leverage for the company.
This report will exhaustively review the findings of Job Description Index (JDI), blogs from employees and the profile of the Airdevils employees in order for the hired Dream Teamwork’s to provide appropriate recommendations on the necessary course of actions. The hired Dream Teamworks is comprised of specialized organizational psychological behavioral specialist. The report also takes a close look on the necessary motivational theories and psychological cognitive approach on the appropriate approach.
Job Description Index findings
The Job Description Index (JDI) and the JIG scores for the Airdevils employees reveal that stunt group is the most dissatisfied while the administration and support group seem satisfied with their job as their findings results are above 40 indexes which indicate a good sign of job satisfaction. On the other hand the JDI facet scores for the stunts performance reveal the highest scores for the co-workers. This indicates a general satisfaction of the Airdevils with regard to their bosses and co-workers. The other finding of the situation clearly shows that the company’s employees are dissatisfied with regard to the pay facet and promotion facet. The Airdevils employees do not agree on the payment that they receive from the company. The employees also complained about the infrequent promotions by the company.
Based on the findings of the Job Description Index (JDI) there are major areas that the Airdevils should implement on in order to boost the job satisfaction level of its employees. These major areas that should be addressed are payment section and promotional strategies. The payment structures for Airdevils employees should be done on a regular basis in order to ensure that the morale of the employees is boosted which will in turn translate to increased production rate. This strategy should be done with a clear understanding of the employee’s expectation in terms of their perceived rate of returns. With regard to the promotional strategy that should be implemented. The company should re-evaluate its promotion structure with regard to its employee’s job description and experienced that has been gained with time (Robbins, 2004).
The reason for these proposed recommendations are basically to increase the production rate of the company’s employees. If the Airdevils employees are well paid and promoted based on their efforts, they can only appreciate the company by working immensely dedicating their skills to the company, a factor that will translate in increased production level. A company that concentrates on the returns to investors and stakeholders but pays less attention to the company’s employees who make it possible for the company to get the profits is bound to fail. A company should always at all cost address issues related to the workforce and the workplace conditions in order to enhance a sustainable trend of continuous production. The results of addressing employee’s issues are sustainable production growth and consequently increased profits. Motivated employees who are well paid and promoted as they deserve will increase their production rate.
Based on the profile findings of the Airdevils Human Resource department, there is an elaborate qualification criteria used in selecting the company’s stunt personnel. The person has to love what he does. A stunt person should ready and love jumping from high places, off the plane and buildings with less fear of the risks involved. The key objective that the Airdevils considers form its stunt employees is the passion to work which shows their level of commitment and the fear factor of the person selected to do the task. The stunt employees group makes 75 % of the company’s entire workforce.
The criteria for employing the workers in the company is fair, there is however need to incorporate emphasis on the passion, commitment level and self-drive on the aerial stunt performers. This is done in order to increase the chances of getting dedicated employers who are not only self-driven but also passionate about their performance. The major reason for employing different stunt employee and personnel is to ensure that the business runs successfully as planned.
The discussions of the employees in the blog indicate that the employees are particularly dissatisfied with the salaries that they are getting from the Airdevils Company. This is indicated by bloggers who term their pay as pittance. They propose that their pay should be in per stunt basis on their performance. The Airdevils employees compare themselves with other freelance market and as a result believe that their pay should be increased.
The necessary recommendations that the company’s management should implement with respect to these findings is the need to increase the salaries of the company’s employees. This should be done carefully based on other freelance market. There is need for the Airdevils Company to increase the job satisfaction of the employees by ensuring that there is a balanced pay to all the company’s employees. There is a clear perception that some of the company’s workers are paid more than others. This indicator limits or rather threatens to decrease the production rate of company’s employees by a large margin.
The result of this recommended solution is the creation of a positive perspective with regard to the employee’s mind-set and expectation in terms of their reward. The solution of pay will almost instantly raise the aerial stunt performance, considering that the entire workforce of the company is almost entirely made up of stunt performers (75 %), the rate of performance which translates to production will rapidly increase.
Employee motivation theories
Employee motivation in the workplace is one of the major factors of enhancing their rate of production. Motivation and human psychological behavior have been studied by scholars and theorists like Sigmund Freud, Abraham and McGregor. These theorists have contributed in a great way to the appropriate actions that organizations should implement in order to increase their production rate (Spector, 2006). The theories that have been put forward are as follows;
This theory was suggested by Sigmund Freud, it is in general a pessimistic approach of human behavior, Freud assumes that people by nature are lazy and they do not want to work. He states that people will always try to avoid work by all means, his theory is however more pessimistic and unrealistic in the way that it is approached. There has been a low response on its use not only by other theorist but the entire psychologist fraternity (Simon, 2003).
This theory was proposed by McGregor who believed that people want to learn and perform their daily activities. By these, they develop not only self discipline but also self development. He states that people do not necessarily attach their work with pay but rather self-fulfillment and freedom to achieve their perceived limit. The managers’ work is therefore necessary to dovetail their efforts.
This motivational theory was ascribed by Abraham Maslow, he concisely disregard Freud theory and instead proposes that work is the main eliminator of the three great evils, boredom, poverty and society vices. Abraham is more pessimistic in his approach and he is the founder of the now highly regarded humanistic school.
In the case of Airdevils case, the theory ‘Y’and theory ‘Z’ is of great importance for any company to achieve its highest production rate. The implementation of these theories will be based on the following principles. Positive reinforcement should be done by the management of the Airdevils in treating all the entire stunt aerials personnel and the administrative workforce fairly with regard to the critical issues such as the pay and promotional strategies. This action will ensure that the company’s employees are satisfied and in the process become more productive (Stephen, 2009).
Human behavior and cognition approach
In order to solve any problem, the initial step is to fully comprehend the problem. Failure to understand the underlying issues of a problem will definitely lead to solution of another problem that is not required. Managers and stakeholders of major companies sometimes rush to analysis and solution of problems that are not exhaustively analyzed. As evident in the Airdevils Company, Celsey had concluded that the relationship of the workforce and the management was the major cause of job dissatisfaction in Airdevils. This however turned out to be the least problem but rather the pay and promotions of the Airdevils was the major cause of employee dissatisfaction.
Despite studies that relate to human behavior in the workplace being hard to conclusively state a solution; it is important to consider a certain trend of human behavior through their response. Theorist and psychologist have found this to be the most comprehensive approach; the stimuli and response of people provide a reliable understanding and approach to the inherent solution of workplace problems. The Airdevils should therefore implement measures which will ensure streamlining of the pay and promotional strategies in order to improve the company’s relationship in the workplace. Understanding or psychological cognition of the workplace is the basis of enhancing workplace relationship.
Robbins, A., & Stephen, P. (2004). Organizational Behavior – Concepts, Controversies, Applications. New York: Prentice Hall.
Simon, D., & Herbert, A. (2003). Administrative Behavior. A Study of Decision-Making Processes in Administrative Organizations,20,23-45.
Spector, P. (2006). Industrial and organizational psychology. (4th ed.). Hoboken, NJ: Wiley.
Stephen, P., Timothy, A. (2009). Organizational Behavior. London: Pearson Prentice Hall.