Measures To Put Under Control the Cases Performance Deficiency among Employees - Assignment Example

Content Comprehension and Analysis Task Question: 1 In every work environment, cases performance deficiency among employees is common. According to Yukl (2010), there are several measures that companies can take to put this under control. To start with, the leader should gather all the information so as to understand the situation. He should not rely on hearsay. He should know when the problem occurred, and the impact it had on the performance of the company. This will help to avoid confronting the individual without any or insufficient information about the situation. The leader should also avoid being biased about the situation. He should make his conclusions about what led to the action. He should, rather be willing to listen to the person, and have a clear understanding of the cause of his inadequate performance. This helps to show the individual that he has a chance to be heard, without being judged. Providing the corrective feedback promptly, within the time the problem is noticed is necessary. This is because it will help guide the employee in performing his activities, and avoid a recurrence. According to Yukl (2010), when an employee demonstrates inadequate performance, it is necessary for the leader to explain to the person the effects of his behavior. He makes the person understand that his behavior has a significant effect, not only to the company, but also to his coworkers. When facing an incident of inadequate performance, the leader should stay calm, and exhibit professionalism. This means that he should avoid accusations or insults to the person. By doing this, the employee understands the magnitude of his actions and works to improve on his performance. Question: 2 To be a quality follower who is indispensable, it is necessary to have a clear knowledge, and understanding of what the company requires you to do. According to Yukl (2010), by understanding your roles and how they should be performed, you can deliver positive results that will impress the leader. This helps to ensure that work is completed as per the leader’s expectation. If the role is not clear, the person should request for clarification, and this will help improve the performance of the individual. When performing duties for a company, one should ensure constant communication with the leader is maintained. The leader should be updated on every activity that takes place. Regular communication allows for the leader to know how the person is conducting his activities and correct him if need be. This helps in the growth of an organization. Feedback is important in the day to day performance of roles in a company. It is, therefore, necessary for the follower to request for an honest feedback of his performance from the leader. Through this, the person will know the areas that he is underperforming, and strive to improve on them. This will in turn help the follower to deliver the projected results for the company. According to Yukl (2010), a follower should have problem-solving skills. This will be necessary to help him understand when there is a problem that needs to be solved, and the measures that should be taken to handle it. He will also have the ability to understand what causes the problem. If he cannot solve the problem on his own, he should communicate with the leader so that he can be given the clear directions on what to do. This helps to control any situation that threatens the performance of the employee. When communicating with the leader, the follower should ensure that he gives factual, accurate, and timely information. He should verify any information that he obtains and passes to the leader. Question: 3 There are different types of power in organizations. One of them is legitimate power. This is the kind of power that is exhibited by the authority in the company, such as the managers. To improve this form of power, the authority should have respect for the employees, do not discriminate against them, provide a comfortable working environment, and request them politely to conduct a task. They should also not overstep their boundaries. This means that employees have their rights which should be respected. They should be forced to do something, only because the leader thinks he should. According to Yukl (2010), reward power advocates for followers to be rewarded for the duties they perform. To improve this power, the leader should ensure that he offers rewards that are liked and appealing to the employees. He should also ensure that he rewards all the employees fairly. This means that he should not reward employees who have not been instrumental in the growth of the company. Promises must be fulfilled, and when a leader makes a promise to reward good work, he should ensure to do so without fail. Referent power occurs when the followers work hard to please the leader because they like him. This power can be improved by the leader having respect, trust and concern for his followers. He should also treat everyone fairly and be supportive of them. According to Yukl (2010), expert power arises when the leader becomes the only person with the necessary skills in an organization to perform a particular task. This shows that for the employees to conduct anything related to that task, they have to consult with the leader to ensure that it is performed efficiently. To develop this power, a person needs to avoid making careless and inconsistent comments. He should treat those who seek his advice with respect, and avoid pride. He should also not lie or exaggerate information. Question: 4 Positional power is demonstrated by a company’s authority such as managers, supervisors, or the chief executive officer. Personal power, on the other hand, is displayed by a leader who has admirable characteristics, such as, honesty, respect, and genuine concern for his employees. According to Yukl (2010), positional power in most cases concentrates on giving rules and orders on how a task needs to be performed. The employees are required to accept the orders without asking any question. This is because the management believes that it is right, and they know what is beneficial to the company. In personal power, the leader becomes more involved when giving tasks and rules. He participates actively in showing the employees on what they are expected to do. He leads by example and does not expect them to understand everything within a day. He allows them to ask questions if they do not understand something and is patient with them. To become an effective leader who gains favor from his employees, a person should have personal power. According to Yukl (2010), employees perform better when their leader is concerned for their wellbeing. Such leaders will work to ensure that the followers are comfortable when working and any issues they raise is handled promptly. This motivates the workers and helps the company to reach its desired goals easily. Reference Yukl, G. (2010). Leadership in Organizations. New Jersey: Pearson Prentice Hall. Read More