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Wrai1107

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I have attached what was done week 1 so Basically you can use it as a guide.

In Week 1, you identified a problem in your professional discipline. This week you will incorporate the scholarship piece of the SPL Model and substantiate that the problem exists by locating and analyzing peer-reviewed literature.

Locate two peer-reviewed articles (published within the last five years) from the University Library that address the problem.

Create an analytical framework as you analyze the two peer-reviewed articles. You will add to the analytical framework next week.

Write a 250- to 350-word paragraph providing a brief background and description of the problem so a reader can easily understand the problem.

Provide recent scholarly evidence that the problem actually exists by using one to two studies on the topic.

Consider the following:

  • Why is the research problem of important social concern or theoretical interest?
  • What may occur if this problem is not resolved?

Write using scholarly voice.

Cite within the paragraph, and reference sources per APA guidelines.

Format your title page, body of the paper, and the reference page per APA guidelines.

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Running Head: DEALING WITH POORLY PERFORMING EMPLOYEES Dealing with Poorly Performing Employees Name: Jennifer Vazquez University of Phoenix Date: 10/06/2018 Professor: Leah Hollis 1 DEALING WITH POORLY PERFORMING EMPLOYEES 2 Dealing with Poorly Performing Employees Identified Challenge in Professional Discipline In my degree program of Doctor of Management in Organizational Leadership, after graduation, I expect to land a career where I will be in charge of the operations of a given section in the organization and later be promoted up to the highest rank of running the whole organization. In my targeted career position, I will have some employees who will be working under me even at my entry point in the employment market. By being in charge of the organization as a part or whole, it will be my responsibility to ensure that positive performance is delivered to move the organization higher regarding revenue generated and reputation. The positive performance results cannot be achieved unless the challenge of under-performing employees is adequately addressed (Kotola, 2016). In a working environment, employees are initially focused on their daily activities until it reaches a point when they lose concentration on their set goals and those of the organization and begin to under-perform. The loss of objectivity by an employee is like a disease that can be passed over to other employees which in turn leads to collapsing of the organization. It is therefore essential to ensure that under-performance is checked well in each of the employees for the formulation of the right solution to the issue. Addressing under-performance will entail helping employees address the personal concern as well as providing the necessary counsel and motivation. Where a given employee cannot improve on performance, there will be a channel through which they will exit the organization before passing over the problem to other employees. Addressing employees’ under-performance timely is key in securing the future of a business organization. DEALING WITH POORLY PERFORMING EMPLOYEES Reference Kotola, H. M. (2016). Managing Underperformance. Retrieved from: https://www.theseus.fi/bitstream/handle/10024/121690/Kotola_Hanna.pdf?sequence=1 3
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Explanation & Answer

Attached.

Running head: DEALING WITH POORLY PERFORMING EMPLOYEES

Dealing with Poorly Performing Employees
Name
Instructor
Course
Date

1

DEALING WITH POORLY PERFORMING EMPLOYEES

2

Dealing with Poorly Performing Employees
Manager’s primary task is to improve the productivity of an organization by ensuring that
the under him or her is effectively performing. This task is at times threatened by poorly
performing employees who fail to meet the set standards. Poorly performing employees exist
everywhere and usually drag a competent team from reaching t...


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