The paper "Diagnosing the Causes of Poor Performance Management" is a perfect example of a business assignment. From the case study, it is evident that Heather possesses excellent knowledge on how to design a training class and integrating modelling and practice into her classes. She has also done thorough research on what entails good communication skills. However, the rating of Heather by her students is low, especially on the way she responds to specific questions. This is a clear sign that Heather lacks adequate declarative knowledge. According to Silber and Foshay (2009), declarative knowledge can be described as “ knowing that” for example, knowing the fact that D is the fourth letter in the alphabet.
According to these two authors, declarative knowledge is conscious and is expressible. On the other hand, procedural knowledge can be described as “ knowing how” for example knowing how to ride a car. Procedural learning involves implicit learning, which may take place without the knowledge of the learner and may involve being able to utilize a particular form to comprehend without essentially being able to clarify it (Silber & Foshay 2009). It is evident that Heather lacks declarative knowledge and this is the reason why she is not able to express the procedural knowledge that she possesses when confronted with questions.
Heather knows how (procedural knowledge) to design a training class and incorporating modeling and practice into her classes but does not possess the ability to express that knowledge verbally (declarative knowledge). According to Silber and Foshay (2009), for a professional to be a performer, he or she should possess both declarative and procedural knowledge. The lack of any one of the two types of knowledge leads to poor performance since they compliment each other. The main cause of poor performance recorded by Heather in her workplace is a lack of declarative knowledge.
According to Aguinis (2009), for any organization to record good performance, it must have effective performance management strategies in place. According to Aguinis (2009), some of these performance management strategies include employee training and reward systems.
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