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Performance Problems

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What would be an example of a situation where instruction is not necessary to solve a performance problem?

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https://brainmass.com/business/organizational-behaviour/performance-problems-568259

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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, ...

Solution Summary

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.

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Regression problem

Thompson Machine Works purchased several new, highly sophisticated machines. The production department needed some guidance with respect to qualifications needed by an operator. Is age a factor? Is the length of service as a machine operator important? In order to explore further the factors needed to estimate performance on the new machines, four variables were listed:
X1 _ Length of time employee was a machinist. X3 _ Prior on-the-job rating.
X2 _ Mechanical aptitude test score. X4 _ Age.
Performance on the new machine is designated Y.Thirty machinists were selected at
random. Data were collected for each, and their performances on the new machines
were recorded. A few results are listed in the attached file.

The equation is: Y _ 11.6 _ 0.4X1 _ 0.286X2 _ 0.112X3 _ 0.002X4
a. What is the full designation of the equation?
b. How many dependent variables are there? Independent variables?
c. What is the number 0.286 called?
d. As age increases by one year, how much does estimated performance on the new machine increase?
e. Carl Knox applied for a job on a new machine. He has been a machinist for six years, and scored 280 on the mechanical aptitude test. Carl's prior on-the-job performance rating is 97, and he is 35 years old. Estimate Carl's performance on the new machine.

See attached file for full problem description.

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