7.4: Identify possible reasons for ineffective performance Flashcards
What are the three main categories of factors that contribute to ineffective performance?
Organizational Factors
Job Factors
Personal Factors
Name at least three organizational factors that contribute to ineffective performance.
Poor selection decisions.
Insufficient training.
Lack of accountability and consequences.
No alignment between performance outcomes and total rewards.
Poor or confusing communication.
Unclear reporting standards.
How can insufficient training impact employee performance?
Employees may not have the necessary skills or knowledge to perform their job effectively, leading to mistakes or inefficiency.
Why is a lack of accountability problematic for performance?
Without accountability, employees may not take their responsibilities seriously, leading to inconsistent or poor performance.
Name at least three job-related factors that can lead to ineffective performance.
Unclear job expectations or job descriptions.
Unmotivating work.
Poor role boundaries leading to conflict with co-workers.
Unsafe work environment.
Lack of resources, such as necessary equipment.
Excessive workload.
Mismatch between employee’s skills and job requirements.
How do unclear job expectations contribute to poor performance?
Employees may not fully understand what is required of them, leading to confusion and ineffective work.
Why can too much work negatively impact performance?
Employees may become overwhelmed, stressed, and unable to complete tasks efficiently or effectively.
Name at least three personal factors that can negatively impact employee performance.
Marital problems.
Financial worries.
Emotional disorders (depression, guilt, anxiety, fear).
Conflict between work and family demands.
Physical limitations, including disabilities.
Low work ethic.
Illness.
How can financial worries impact an employee’s performance?
Stress from financial difficulties can reduce focus, motivation, and productivity.
Why is it important for managers to recognize personal factors affecting performance?
Understanding personal struggles allows managers to provide appropriate support, helping employees improve their performance.
What should managers do when they identify ineffective performance?
Determine the root cause of poor performance.
Provide support, such as explaining job expectations or offering resources.
Offer counseling if personal issues are affecting performance.
Maintain ongoing feedback and communication.
Why is ongoing feedback necessary for addressing ineffective performance?
It ensures that the support provided is effective and that the employee’s performance is improving.
What are the possible next steps if performance does not improve despite support?
Additional coaching and feedback.
Disciplinary actions.
Possible termination if no improvement occurs.
