What would be an example of a situation where instruction is not necessary to solve a performance problem?
If an employee understands how to perform his or her job, yet the employee is physically slow performing a task, the employee may not need further instruction but may need motivation to pick up the pace. For example, an aspiring bartender is hired to replace a female bartender who became pregnant and decides to leave the organization to take care of her newborn. The aspiring bartender was forced to change career paths in order to work flexible hours in order to take care of her ailing mother. The aspiring bartender is fresh out of Crescent school of Gaming and Bartending. The aspiring bartender lands a new job immediately after graduation. She has not yet mastered how to make various beverages. The first night on the job she fumbles around trying to keep up with consumer demand on the busiest night of the year. Consumers are agitated because it is taking them a long time to receive their drinks. The aspiring bartender's speed is seriously inadequate for this industry. She is unorganized and is making a bad first impression on management. Although the aspiring bartender has extensive training in mixology, ...
Management has several methods to ensure the level of productivity is not reduced. In this problem solution we evaluate a couple scenarios that addresses alternative methods for maintaining increased performance. Termination is not always the guiding principle to alleviate low performers, instead, low performance is often alleviated through aggressive motivation in which an employee will face abrupt termination unless a low performing employee changes his or her current performance behavior.