Improving Organizational Performance Simulation - Research Paper Example

? Improving Organizational Performance College Improving Organizational Performance Simulation The first simulation is about the Airdevils having an excellent performance in the market. The company had an uncompetitive market niche since its launch. The firm was a great innovation that drastically expanded as movie houses and marketers were attracted by the new innovative stunts. The growing interests in the company were portrayed by the drastic growth after its invention, with its employee base expanding to more than a hundred. As a result, the company attracted a wide range of marketers and moviemakers interested in the innovations. However, the Daredevils management lacked strategic planning. Solution One of the major problems with many organizations is that managers and innovators may be “strategically myopic,” suggesting they do not have a long-term vision in management and its direction. This situation leads to problems as the company grows in size and in operations (Walter & Brown, 2004), which prevents the company from experiencing its full potential and growth. Implementing long-term vision plans would solve many problems caused by the growth of the company and increased operations. Result The result would be well-planned organizational vision that drives and directs all operations as the company grows in size and in operations, which prevents potential problems in the management of the company. Simulation 2 The second simulation was dissatisfaction stage. As the company expanded and increased its operations, the management failed in planning to cope with the challenges presented by growth, resulting in dissatisfied customers, poor quality services and a high employee turnover rate. This was due to lack of strategic planning that involves setting of long-term goals and effective management. Solution The best solution to this problem would be ensuring effective teamwork management and quality control in all the company’s operations. Transformational leadership has a huge impact on organizational effectiveness (Wang, Walker & Redmond, 2007). This suggests that the management of Daredevils failed to offer transformational leadership to transform according to the changes in the company’s operations and customer needs, leading to poor services. Result Through ensuring transformational leadership and management, the Daredevils would predict and react to customer needs and changing market dynamics. Such reactions would involve satisfying the needs of its employees by motivaitng them and addressing the issues related to their core business, which would solve all the problems experienced in the company. Simulation 3 The fourth simulation was the attempt to understand the underlying problems in the company, and how they could be solved. This involved surveys to gauge employee satisfaction levels, which indicated low employee satisfaction. The low satisfaction level was responsible for high employee turnover in the company. Solution A detailed study to understand the satisfaction levels of employees, customers and other stakeholders in the company was necessary. Strategic planning is related to competitive advantage in that its purpose is to ensure a business gains its competitive edge over its competitors, which involves understanding the strengths and weaknesses in the business though detailed studies (O’Regan & Ghobadian, 2002). Result The survey would bring out all the factors ailing the company, making it possible to address them towards improving the competitiveness of the firm. Simulation 4 The final simulation is about taking the corrective action to remedy all the problems in the company. All problems related to lack of job satisfaction, customer confidence, stunted growth and others have to be addressed at this stage with corrective measures employed to solve them. Solution The solution at this stage would be to undertake extensive changes within the organization towards addressing all major problems affecting the performance and growth of the organization. Result The management of any firm plays a central role in influencing collective organizational performance towards changing organizational goals (Wang, Walker & Redmond, 2007). A change of leadership approach in the company would have a huge impact on issues related to employee motivation, growth and customers’ satisfaction Some of the theories related to above simulation on employee motivation that have to be used in improving production, include the two-factor theory, which explains the need for recognition, achievement, responsibilities and opportunities for growth and development in employee motivation. The equity theory would also be important in that people have to compare themselves with their peers undertaking similar work to learn if they are rated equally or not. Moreover, Maslow’s hierarchy of needs theory is related to the two theories above in that people have safety, social, physical, esteem and self-actualization needs that have to be met towards increasing production. All these theories relate to meeting employees’ most basic needs in employment and satisfying their needs to grow and develop in their career. Employees will perform best in organizations that take care of their “immediate needs” and that offer them the opportunity to utilize their skills towards growth and development (Kurose, 2013). In any working environment, there is a complex relationship that exists among behavior, performance and motivation, which is necessary in determining how managers motivate employees to perform to their best capacities (Kurose, 2013). The goal setting theory lays out the framework for understanding the relationship between the three factors above. Human beings will translate motivational forces into observable behaviors in the process of setting plans to realize their different goals. Goals in organizations will operationalize motivation in shaping and driving behavior. As a result, people with positive behavior in the workplace will be involved in constructive cognition in the workplace. In other words, such people will share positivity with others around them (Kurose, 2013). Therefore, ensuring employees meet their intended goals in the organization will facilitate positive cognition with other employees, which bolsters positive relationships in the workplace. As described, goals are the basic means through which employees operationalize their motivation by shaping and driving behaviors. Goals are effective devices in motivation due to the ability to facilitate behaviors that are critical for improved performance within an organization (Kurose, 2013). As a result, to avoid employee stressors in the workplace, the management has to ensure employees meet as many goals as possible in the workplace. This will promote positive cognition within the working environment, a critical factor in increasing motivation, positive attitude and improved relations among employees. Lack of these factors leads to stressors within the organization, as employees will promote negative cognition, which hinders establishment of a positive working environment. References Kurose, C. (2013). Motivation, behavior, and performance in the workplace. Graduate School of Education and Human Development, George Washington University. Retrieved from https://gsehd.gwu.edu/sites/gsehd.gwu.edu/files/downloads/publications/2013/PUBLISHED_Kurose.pdf O'Regan, N. & Ghobadian, A. (2002). Effective Strategic Planning in Small and Medium Sized Firms, Management Decision, 40 (7), 663-671. Walker, E. & Brown, A. (2004). What Success Factors are Important to Small Business Owners?’ International Small Business Journal, 22 (6), 573-588. Wang, C., Walker, E. A., & Redmond, J. L. (2007). Explaining the lack of strategic planning in SMEs: The importance of owner motivation. International Journal of Organizational Behavior, 12(1), 1-16 Read More