Concept Paper on Peak Performance in Production

Concept Paper Final
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Concept Paper Final
Statement of the Problem
Peak performance in production, ability to work under pressure with no supervision, vibrancy, and tenacity are among the many considerations of a good employee. Underperformance in any field and sector can be regarded as a loophole to any company’s failure. Availability of human resource unit is to ensure that only peak and replenished production is attained at any moment. The prime core and vision of any sector can be attained through the incorporation and close monitoring of the production level of its workers. The actual cost of failing to manage poor and unscrupulous performance can be staggering. Its worst result can be a great stagnation and underdevelopment and a predicted closure of the company. A single employee’s underperformance can negatively affect a company, leading to massive loss of motivation, effectiveness, and service quality (Aguinis, 2019). This could cause a production imbalance through the output and input mismatch.
Assessing the effect of lousy job performance and addressing it as soon as possible is critical and very core in gauging the production level and guaranteeing the company’s security from bankruptcy. Employee performance vetting can significantly help reduce the negative aspect in the corporation by conducting frequent appraisals and evaluations, which could help reduce and castigate underperformance (Goodhew et al., 2008). The article, therefore, aims at determining the effect, causal and possible result of underperformance within the employees and the measures to curb and mitigate its adverseness. Employees’ spirit, vibrant, tenacity, and ferociousness are critical to the organization’s success in improving productivity and effectiveness.
Need for the Research
Poor performance should concern both management and staff. Failure to consider employees’ performance can land any company to ditch. It is essential and should be considered the main aim of senior executives to perform serious appraisals periodically since it is an indicator of the performance of the organization’s leaders. Having a program that controls the workers’ productivity level can be of vital importance’s heart and the basis of the company’s stand and guarantee that the firm is solely merged in its employees prefinance. On the other side, corporations may not always consider reacting positively to poor performance - a tricky nut to crack. Addressing poor performance can be a challenge and critical role that many firms mainly overlook. As a backdrop, it is no surprise that many businesses decline to respond to it since it is either not in the program or the heads and the senior’s production level is questionable (Goodhew et al., 2008). Poor performance adversely influences its reputation, which significantly affects its production trust to its customers and the potential customers. Also, individual reputation can befall victim by a track record of underperformance.
Poor performance must not be ignored since it might escalate to unrepairable situations, prompting the customers to lose faith...