Assembly Line Scenario **See directions - Assignment Example

These examples still do not provide complete solution to the problem on the value received at the final stage of production. The workers still fail to identify defective components adequately. This clearly indicates that there is need for adopting a long-term solution for the performance of the workers of WizzyWats factory. In order to avoid losing or punishing customers from the side effects of poor performance and inefficiency, multilevel frameworks and measures to align performance need to be implemented.

These frameworks reduce systematic disruption, eradicate over-costs, negative side effects, and encourage customers not to leave. Additionally, common company chaos, local or global consequences are greatly avoided in the future. There are instances where most companies, upon realizing that they are failing their committed customers, decide on blaming the unintended consequences on law to avoid significant loses like close of business. At times, particular performers, colleagues, organizations or companies can be regarded as intricate adaptive institutions whereas a great number of human performance mechanisms and technologies take up simple determinism.

For this reason, there is a need to come up with a clear solution for the problem of poor production at WizzyWats factory. . This intervention is popularized by Rosenberg in his book The ASTD training & development handbook (1994). This is a human performance improvement intervention that presents lists of interrelated subjects which can enable WizzyWats factory attain a preferred status of achievement. This when establishing a gap in execution of work in addition to coming up with an affordable and well-organized evaluation technique.

In a nut shell, professional consultants have the ability to analyze the circumstances, provide advice and tools to resolve the worker productivity problem in the WizzyWats factory. Rosenberg and Deterline additionally in Workplace productivity: Performance technology success stories (1992) state that, for the most part, employees interrelates with and act in response to the existing motivation like comfortable chairs and breaks in their working setting. In case the motivation, outcomes and compensation are above what is usual, workers may work in modes that will enable them obtain the compensations.

Alternatively, if the compensations are less motivating, extremely difficult to accomplish or does not guarantee taking chance of disappointment, the workers will less likely try to achieve these compensations. Swanson, D.B.in his journal Components of Rater Error in a Complex Performance Assessment (1999) claims that companies and factories realized some time ago that workers work hard to achieve well packaged compensations. The main problem in WizzyWats factory workers lies in the nature of compensations either provided sufficiently or not by their employers.

This is bearing in mind that the consultant hired did not find any problem with the