Understanding Organizational Behavior ProblemsUnderstanding problems in organizational behavior simulation involved the human resources manager in finding solutions to the recent aggravated problems such as stress and motivation in the maintenance department and other areas of Carter-Porter Regional Airport. Another problem encountered in the simulation concerned intolerance and misunderstanding towards other cultures present in the organization. All simulation issues would have a major impact on the organization's performance and organizational culture if they were not addressed in the right manner. The first section of the simulation dealt with stress. Stress is “a state of tension experienced by individuals facing extraordinary demands, constraints, or opportunities” (George & Jones, 2005). The stress illustrated in the simulation was dysfunctional stress. Maintenance personnel must perform additional tasks due to the increased workload resulting from increased air traffic. Stress can be described in the form of job burnout. Job burnout is “a loss of interest and satisfaction in a job due to stressful working conditions” (George & Jones, 2005). Job burnout can lead to an employee feeling emotionally and physically exhausted, with a frayed temper, increased conflict and absenteeism. If stress on employees gets out of control it will have a direct impact on employee productivity which in turn will have an effect on the company's daily operations and its profits. High levels of stress hinder organizational growth and it is imperative to discover signs of stress early and take immediate action to address them. The goal of the simulation is to implement short- and long-term measures to reduce dysfunctional stress levels without impacting employee productivity. An additional pressure in deciding which measures to take is to stick to the allocated budget. Monetary incentives such as bonuses and pay raises can help make employees feel that they are being rewarded for their work and therefore relieve stress. Monetary incentives are not always the answer. After some time, employees will still feel the effects of stress and will even feel like they deserve more money. Nonmonetary incentives are also effective ways to reduce stress. One of the short-term nonmonetary measures in the simulation was an exercise program. An exercise program helps employees shed stress and also helps keep them healthy and physically fit to complete their work.