Instructional Objectives for this activity:
Summarize strategies for correcting poor performance
If poor performance is not attributable to work design or organizational process problems, attention should be focused on the employee. The problem may lie in some aspect of the person's relationship to the organization or supervisor, some area of the employee's personal life, or a training or developmental deficiency. Think about how this relates to poor performance as you answer this week's questions.
Please respond to all of the following prompts in the class discussion section of your online course:
1. What are the two possible attributions of poor performance? What are the implications of each?
2. How can managers and supervisors best provide useful performance feedback?
3. If a conflict occurred between your self-evaluation and the evaluation given to you by your supervisor or instructor, how would you respond?
4. What, specifically, would you do?
5. In your own work or school experience, what have learned from your supervisor during the past several weeks? What techniques did your instructor or supervisor use to help you learn?