Performance Problem in Workplace
Identify a performance problem in your current workplace, a previous workplace, or a hypothetical problem in a fictional workplace. Then complete the following:
Provide a brief description (one paragraph) of the workplace.
You might include the size of the organization, industry, management hierarchy, supports and resources, limitations, et cetera.
Pinpoint the performance problem.
Precisely define the problem behavior so that it is clear, concise, and countable.
Conduct an assessment to determine the factors contributing to the performance problem.
Use the PIC/NIC and PDC Template [DOCX] Download PIC/NIC and PDC Template [DOCX]to complete a PIC/NIC analysis and PDC.
Provide an analysis of the assessment results.
Review the scholarly literature, and identify strategies that would address the performance problem based on the results of the assessment.
Your strategies should demonstrate compassionate supervisory practices.
Discuss your personal experience with this assignment. Examples of what you might choose to discuss include the following:
Do you believe the organization (real, former, or hypothetical) would consider conducting an assessment and implementing strategies to improve the performance problem? Why or why not?
Were you surprised by the results of the assessment?
While the strategies are likely to be effective, do you think they are realistic?
Provide any other thoughts or considerations.
Submit both your performance problem analysis and your PIC/NIC and PDC Template to the assignment area.
APA Formatting
Resources: At least three scholarly or professional resources.
Length: 4 double-spaced pages, excluding title page and list of references.
Refer to the Performance Problems Rubric to ensure you understand the grading criteria for this assignment.
Pinpoint:
Software developers at FutureSoft reducing their output.
Antecedents
Behaviors
Consequences
P/N
I/F
C/U
Baseline
* Clear task assignments provided.
* Prior trainings conducted.
* Known departmental mission.
* Regular team meetings and project briefings.
* Decrease in number of tasks completed within the designated timeframe.
* Extension of project timelines.
* Increase in bugs detected in deployed software.
* PIC: Immediate benefits such as more relaxation time and reduced work-related stress.
* NIC: Heightened pressure and prospect of extended working hours.
* PDC: Monetary incentives (bonuses) and career progression opportunities.
* Positive for reduced productivity (in terms of relaxation).
* Negative for increased productivity (in terms of work pressure).
* Immediate for reduced productivity (stress relief).
* Future for increased productivity (bonuses/promotions).
* Certain relaxation time for reduced productivity.
* Uncertain bonuses/promotions for increased productivity
Strategies
* Immediate positive feedback and recognition.
* Implementation of social recognition (e.g., 'Developer of the Week' program).
* Encouraging intrinsic motivation through regular feedback and recognition.
The Performance Diagnostic Checklist (PDC)
Performance Diagnostic Checklist
Antecedents and Information
Yes
No
Is there a written job description telling exactly what is expected of the employee?
X
Has the employee received adequate instruction about what to do? (Instructions like: “I want you to do this and this before we leave today.”)
X
Are employees aware of the mission of the department or organization?
X
If yes, can they tell you what that mission is?
X
Are there job or task aids in the employees’ immediate environment?
X
If yes, are those aids visible while they complete the task in question?
X
Are there reminders to prompt the task at the correct time and duration?
X
Is the supervisor present during task completion?
...
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