Executive summarySuccess of a business requires a very deep assessment so that various issues can be established. This paper has provided an analysis of various case studies with respect to performance. For starters, it is noted that diagnosing an issue in employee’s performance will facilitate effective implementation of suitable measures. An analysis of task and contextual performance has been provided and their significance in relation to work performance. Case study 4-3 has outlined the significance of choosing a performance measurement approach in relation to Paychex, Inc. Lastly, case study 4-4 offers an overview of why it is important to use deliberate practice as a means of perfection.
IntroductionPerformance is based on one’s ability and motivation. In this case, ability is about an individual’s aptitude, together with the resources and training provided by an organization. Task performance is about transforming fresh materials into services and goods which are detailed to a given job, the central technical skill. Contextual performance relates to aspects of personal performance which upholds and increases a company’s social network as well as the psychological environment that encourages technical tasks.
Every organization measures performance somewhat. Measurement of performance is among the basis of business success. It is very imperative to appreciate that without sufficient response regarding someone’s performance in the course of practice, resourceful learning is not possible and improvement is insignificant (Kern, 2011). Effortless practice is not adequate to rapidly acquire skills. Simple repetition of whichever activity may not result in improved performance. The paper analyzes various case studies. Case Study 4-1 Diagnosing the Causes of Poor PerformanceIn an individual context, the work performance depends on how good an individual carries out his or her particular tasks and it is noted that employees who are highly performing go further than the tasks delegated to them (Daley, 2008).
For individuals who are non-performing, this is absolutely the opposite, for they may not perform even fundamental tasks within their control. However, we ought to know that poor performance is a status that can be changed (Yinglei & Nicole, 2011). Motivation is the outcome of commitment and desire (Yinglei & Nicole, 2011). An individual may have all the required skills to accomplish a tasks but their performance is always poor.
This is the case with the case study where Heather has appropriate knowledge of the way to plan training classes. However, she has been given low ratings since she experiences difficult time answering particular questions during class and she appears unapproachable when classes are over when questions need to be asked. With this in mind, it appears that the poor performance by Heather could be due to declarative knowledge deficiency. Declarative knowledge entails understanding the fundamental facts (Gegenfurtner, 2011) like Washing D. C being America’s capital city and recalling the stored information.
On the other hand, procedural knowledge involves knowing the way of doing something, like riding a bicycle. As it is evidenced that Heather experienced problems with answering questions in class, it is clear that Heather had deficiency in declarative knowledge. Regardless of the research she conducted concerning good communication, networking, and what fresh managers ought to know to succeed, she had issues with delivering good performance.