Professional Documents
Culture Documents
Of a book labelled
“ Analyzing Performance Problems
Or “ You Realy Oughta Wanna”
Written by
Robert F.Mager & Peter Pipe
Overview prepared by
Mohsen Saleh
March, 2008
This paper covers the Analysis of Performance Problems as
seen by Mager aand Piper
Used to do it ?
If no arrange for
Formal training
If yes go to
Ask the following Question
Used Often?
If no , Arrange for
A practice
If Yes
Arrange for Feedback
------------------------------------------------------------------------
-------------------------
Simpler Change Job
Way , Yes Arrange On-Job Training
Has Potential if Not Transfer or
Terminate
Is Performance Punishing ?
If Yes Remove Punishment
Is non-Performance Rewarding ?
If Yes, Arrange Positive Consequences
Is Performance Matters ?
If No, Arrange consequences
&
How to do it :
Ask the following questions :
Is it a Skill Deficiency ?
If it is a Skill Deficiency ?
The following points will be covered :
Here, we have the statement , the more critical the skill, the
more important that that practice is provided.
In brief :
- If the skill is used frequently ,but has
deteriorated despite regular use ,maintain the
level of performance by providing periodic
feedback.
You can make all the changes you like, but if your man does
not have what it takes to do the job, either mentally or
physically , the changes are a waste of time.
How :
What is the consequence of performing as desired?
Is it punishing to perform as expecting ?
Does he perceive desired performance as being
geared to
penalties?
Would his world will be a little dimmer if he
performed
as desired?
How :
- What is the result of doing it his way not that
way?
- What is the reward, prestige , status & jollies he
got from his performance?
- Does he get more attention fro misbehaving than
for behaving?
- Is he mentally inadequate so that the less he
does the less he has to worry about?
- Is he is physically in adequate so that he gets
lees tired if he does less?
How :
- What prevents him from performing?
- Does he know what is expected from him?
- Does he know when to do what is expected from
him?
- Are there conflicting demands on his time?
- Does he lack the Authority? The time , The tools?
- Is he restricted by policies of by right way of
doing it? Or way we have always done it that
ought to be changed?
- Can I improve the performance by improving
lighting?
Changing colors ? Increasing comfort? Modifying
the work position? Reducing visual or auditory
distractions?
- Can I reduce “competition from the job-phone
calls”
Demands of less important but more immediate
problems?
In the end of the book , there is the question which solution
is the best :
Here we are talking about two points :
- What would it cost to go ahead with the solution?
- What would be the added values if I did it?