Inadequate performance can be defined as failure of anindividualtoexecutehis duties diligently so as to meet the required standards. Apart from inadequate training, there are other factors that contribute to poor performance. Theadditionalfactors contributing to poor performance can be divided into two categories (Cohen, Eimicke & Heikkila 23).The first category includes factors involving employees’ characteristics such as motivation, inadequate personnel, poor health and lack of employees’ co-operation.The second one comprises factors involving theadministrationsystem such as managerial behavior, poor customer relations and poor allocation of resources.
Lack of motivation results ininadequateperformance since the employees’ moraleis loweredby the working conditions. For example, alecturerwould notlecturewell to students or care if they have submitted their assignments if he or sheis not paidwell for his efforts. Additionally, employees wouldchoosenot to work for long hours if the company does notofferovertime pay. In both cases, the lecturer and thecompany’semployee would not do theirworkdiligentlyhenceinadequateperformance. Lack of adequate personnel in a company would lead to poor performance of the existing staff. The existing staff would be unable to complete their tasks. For instance, aschoolthat is understaffed is likely to have its students fail in exams. This is because the existing staffis over workedand unable toattendto all students (Shavinina 34).
Another factor causinginadequateperformance is poorhealthof the employees. It influences mental state of a person. Additionally, frequent absenteeism affects one’sperformanceat work. This is because the duties the personwas expectedtodoare doneby someone else lacking theexperiencein the field. Lack ofcooperationamong employees causes poor performance since employees pursueindividualgoals instead ofthe companygoals.
Poor allocation of resources by the management would affect the company’s performance in that the departments thatneedmore resourcesare not coveredadequately.For example, companies that lackskilledpersonneland fail to give priority of finances to human resource departmentarelikelyto perform poorly inproductionofgoodsand services.Poor customerrelationsof thecompanyarelikelyto affect the sales of the companyhencelow profits and investors’ interest in the company. Lastly, the managerial skills of administration are likely to affect company’s performance since theyinfluencethe employees’ level of motivation(Sattler 46).
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Additionally, the management policies would impact the overall performance of the company. We cantherefore conclude that there are other factors besidesinadequatetraining that contribute topoor operation. All the factors must be addressed so that performance can be improved.
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