Work Situation And Performance.
Work situation and performance determine the quality and quantity expected from each employee these are them basis for performance reviews. Work performance in industrial and organizational settings can be used to determine the employee’s psychology in the work place. It determines weather or not the employees are performing their job well. Performance is an extremely important criterion that can be used in an organization to determine its success and outcome John P Campbell and his colleagues have postulated a psychological perspective which describes job performance as an individual level variable (Campbell, McCloy, Oppler, & Sager, 1993, p35-70).
This means that a single person gives rise to performance which is concept totally different from organizational performance or national performance because they are at a higher level than job performance. An employer has to set regular progress evaluations that include improved plans, timetables and regular progress list which will help in determining who are the marginal performers and who are not. Those employees who are not performing well are subject to dismissal or are warned to improve their performances. The human resources have a great at duty in today’s work places for they are responsible for managing long term employees who are marginal performers.
The human resource department must go an extra mile in both legal and practicable considerations so as to ensure that the employees are responsible for their own performances. This is particularly important in cases where an organization is in the process of ‘rightsizing’ during corporate, mergers or acquisitions.Most often employers make mistake in dismissing older employees on the basis of poor performance on short notice or disregarding the concept of progressive discipline. Principle s is important when following progressive indiscipline principle. The HR professional should adhere to laws which prohibit discrimination on the basis of age knolwn as the Age Discrimination in Employment Act (ADEA).
To ensure marginal employees are given a fair opportunity so as to improve their performance, employers must establish a reasonable written plan base on agreed time table and goals. The employees have to be informed on the performance. Their needs and concerns have to be addressed and problems should be solved. Additionally they have xo be trained and coaches which will employer them with skill to performance min a better way. Coaching employees is an approach that has been used to improve an employee performance in the work place. Such an approach avoids the need of procedure and discipline. Coaching avoids situations where by there is repeated problems and mistakes in the work place. Coaching enables an employee to develop and grow other intellectually and emotionally.
Coaching is a systematic process which does not relay on prescribed directive or solution; it is based on mutual understanding, careful reelection, fact finding, compassionate follow up and creative action plan. The aims of a coaching session should be to strengthen performance, identify and leverage core strengths, relate more effectively with colleagues and clients, and restore the balance between personal life and work and to prioritize and organize professional responsibilities. Additionally, coaching in the organization will develop increase in communication throughout the organization, support of sessions and in retention and recruitment of highly deskilled employees. (Schermerhorn , 1993, p 456)
Campbell, J. P., McCloy, R. A., Oppler, S. H., & Sager, C. E. (1993). A theory of performance: In N. Schmitt & W. C. Borman (Eds.), Personnel Selection in Organizations (pp. 35-70). San Francisco: Jossey-Bass.
Schermerhorn , J (1993)Management for productivity, Edition 4, Publisher Wiley, p 456