Amazing World Of Fun (AWF)

From the case study Amazing World of Fun (AWF), there are many issues the park consists of, which will be addressed in this essay. Aspects of Organisational Behaviour will be reviewed, which relate to the issues and problems of AWF. The many organisational issues that are depicted within the case, such as: poor structure, will be analysed. Moreover, the motivational issues is the second fundamental concern for AWF, which also will be observed thoroughly. Importantly, in concern of all these issues, solutions and recommendations will be covered in depth.

Organisational structure refers to how people, jobs, tasks are arranged amongst the organisation. An issue underlined in AWF surrounds its structure, ‘Amazing world of fun has a complex organisational

structure’. A complex structure is certainly taller, than the usual, with unorganised. This illustrates the Bureaucratic Theory, leaving a major concern in the eyes of the theme parks management team. A poor structure can result in many conflicts in the workforce, as there are no clear levels of communication neither is there any original ideas being enforced.
Other issues can also arise from not having a clear organisational structure, such as the process of decision making will become a lot slower, staff will get demotivated which will lead inefficient production; therefore hindering progression.
An effective hierarchy is necessary, this is an important characteristic of the Bureaucratic theory. As in the case study, it is conveyed that there is an ‘informal hierarchy between the four largest groups of staff’ which describes the organisational structure that AWF follow. This type of structure can cause conflict between workers, which is the most concerning. The employers are more focused on the employees, rather than the objectives of the theme park. This can cause tension alongside workers, as they will try to compete in order to do perform better than other employees, causing disagreements. Therefore, AWF may be concerned with the ineffective production by employees. For a hierarchy structure to benefit the business, it must be well organised, secure and also strong leadership skills must be portrayed.
AWF’s Wildlife & Conservation is divided in to 4 sections, and in each of these 4 sections there are ‘senior specialists’ in charge of ‘species specialists’. From this information, we can interpret that AWF follow a mechanistic organisation. Whereby, there is a highly specialised workforce, the specialists are ‘world experts in their particular field’ this helps consistency of production in the theme park, however it does depict rigid control. A mechanistic organisation can cause many inflexibilities between the workforce, and prevent employees from learning new techniques, approaches and introducing new ventures.
In addition, motivation is ‘the degree to which an individual wants and chooses to engage in certain specific behaviours’ (Mitchell, 1982). It is important to motivate the staff in a workplace, in order for their performance in production to be as effective as possible. A powerful motivator in every business, workplace, is money. AWF expresses the value of money, however this can cause rage and exploitation in the workforce. Unfortunately, AWF does not follow ‘equality’ and mostly takes an approach of ‘restriction of range’. This conveys the difference of every employee, and if everybody was to receive the same equal amount of money there would not be any variation. In the case study, the commercial team are paid ‘considerably more’ to other departments, due to responsibilities. This can ascend conflict as all employees have different responsibility, such as the hospitality crew who have a huge responsibility; yet ‘they don’t earn much money’. This can lead to an exploitation of AWF’s reputation, due to unfairness and this will lead to demotivation for them and may lead them to run on their own schedule. Another way AWF seeks to motivate its staff is by giving staff reasonable income and allowing for them to double their income through tips from customers. This is orientated to the performers only, underlining inequity in the workforce.
AWF introduces Krista who is very ‘ambitious’ and ‘hugely optimistic’. She adopts an extrinsically motivated behaviour in her work, whereby she is motivated to work towards a certain objective and to attain a specific goal ‘turn Wetland Wilderness into a profitable business unit within three years’. Part of her motivation to achieve this, can be depicted due to her double salary and bonus scheme which will be awarded to her. However Krista has brought a sense of negativity in the workplace, especially towards Dr Clark Hopper, who is earning less but has been the longest serving scientist. This is a fundamental issue in AWF as although it is seen to be a huge motivator, it is actually doing the complete opposite, such as giving Krista a higher status to others.
Nevertheless, Krista is also portrayed effectively in motivating her cast members and the hospitality crew.

As she is more drawn to their responsibilities and believes that they are ‘the front line service providers’. In relation, Krista listening to the concerns of the workers and putting their ideas forward, she is displaying a good traces of motivation and leadership. Krista’s theory of motivation can be describes as ‘goal setting theory’, which explains that goals should SMART, it is critical to prioritise goals and performance must be efficient in terms of achieving the goal. This sort of behaviour encourages staff to work towards a direction that can lead them to find their potential. However, the behaviour Krista operates with has rubbed people up the wrong way rather than motivate them to get their ‘hands dirty’. She has created a drift in the workforce with her ideas, ambition and careless attitude. Krista believes in teamwork, and equivalent work and contribution. She feels there is less contribution, and there should be ‘little changes’ around the theme park. Although, Krista’s efforts to motivate the staff is very rigid, it has led to the issue of power and supremacy. So it is indicated that the sources of motivation: money has become a power motivator, which is a very huge concern for AWF as it is deterring the theme parks

success.
There are a series of solutions for AWF to take on board and to help reduce the issues underlined above. The main issue regarding AWF is its organisational structure which is hugely linked to motivation. It is essential for AWF to increase productivity and help employees meet objectives, by motivational factors. It is the job of AWF’s management to make sure all employees are on the same page, in terms of the goals and objectives that must be met. So deadlines should be given, but not forced, which can boost staff morale by providing them with responsibility. This should be adopted in order to motivate the staff in AWF, as it gives a sense of purpose, and the employees will follow a ‘theory y’ approach to work.
Also the management must allow new ideas, innovation and creativity amongst the workforce. This can be established by weekly meetings and conference calls with each department, to discuss any new ventures, projects, etc. This will increase productivity, motivation and organise the workforce.
AWF could consider creating a area for workers to use in their leisure time, or to socialise in their breaks. This will prevent any conflict, and also allow effective teamwork and not competition. The positivity of the atmosphere will draw in better customer satisfaction, which is a great motivating factor for the workers in AWF. This will also organise the structure of the theme park, rather than all the employees scattered around the park eating alone and being unsociable. This will help each individual to feel part of a community and to be valued.
The park management should focus on their approaches to motivation, as there is not sense of determination in AWF, hence why there are issues and conflict. The only motivator that is portrayed by the park management is money, which can be argued studies have shown that wage and salary is not the only motivation to work. Studies suggest, that employees are motivated due to their contribution being recognised and valued. Also receiving positive feedback, and improvement advice, is much appreciated by workers.
Overall, ‘Amazing world of fun’ is a great theme park, with lots of good insights and adventures.

However as you take a look within the organisation, there are issues that need to be addressed and looked at further. The case has not drawn to any financial issues, therefore the business in itself is growing, and it just needs to be directed correctly. The issues that are raised has an impact on the atmosphere of the park, and the morale. For labour turnover to occur or to increase within the park will create a huge amount of pressure on the management team, so it is essential for rapid solutions to be made. A systematic approach may help the performance of employees, and a more constructive organisation. AWF’ management must take many approaches, policies, enforce rules in order to stay competitive. Nevertheless, AWF cannot be flawed by the skills of each

employee.