Attached. Please let me know if you have any questions or need revisions.Running head: BUSINESS1Business QuestionStudent’s NameInstitutional AffiliationBUSINESS2Business QuestionBackgroundExtemporary organizational performance is a vital attribute that employees shouldcultivate within their workplaces. Inadequate worker performance impedes the immediate andlong-term organizational goals, with a higher potential of demotivating the hardworkingmembers and tarnishing the organization’s image. Within my contemporary organizationaldepartment that has a notable number of workers, there is a worker, Mr. X who demonstratespoor job performance and compromised commitment to the organization as evidenced by thecontinuous need for supervision to effectively complete designated duties and responsibilities.The co-worker also has stained workplace relationships with most of the colleagues within thedepartment thereby affecting team working spirit and is occasionally on bad terms with theimmediate supervisor. Besides, he has been subject to violation of various organizational policiesand demonstrates poor job performance, coupled with a failure to take ownership of his mistakes.Mr. X’s low levels of professionalism are also evidenced by a lack of workplace honesty andintegrity and compromised problem-solving and conflict resolution abilities.ExplanationsThere are factors that may be attributed to Mr. X’s poor job performance andorganizational commitment. They include the presence of personality and ego clashes, which isparticularly detrimental to workplace relationships with the immediate colleagues as it limits thewillingness, confidence, and attitude towards consulting and team working. Ego might preventcolleagues from including their counterparts in problem-solving attributes and mayconsequentially result in bad work quality results from the group that prefers working in solitary.Stress could be a significant contributor to poor work performance by the identified worker as itBUSINESS3increases rates of errors (Diamantidis & Chatzoglou, 2019). Notably, the contemporaryworkplace is characterized by increasing demands, for instance, the need to meet deadlines, andworking in such an aggressive environment could potentially increase the worker’s anxiety,causing depression and other negatively progressive diseases. Extreme workloads could alsoform part of the reasons for the poor job performance as it disgruntles performance, resulting incompromised quality of work. The worker might also have failed to get appropriate role clarityand information on accountability from the superiors, and might be experiencing a clash ofvalues, poor leadership qualities from the top management, and facing potential discriminatoryactions.Health and well-being are vital elements that workers should have and ensure for effectiveproductivity. Mr. X might be suffering from a depleting health condition that he may not havedisclosed to any worker or the top management for fear of demeaning consequences, or couldalso be experiencing workplace bullying and harassment. There is an enhanced probability thatthe worker might be feeling overwhelmed, or experiencing burnout and resentment, which couldbe in part be due to the nature of his personality, which could potentially increase frustrations.Poor workplace motivation, such as through compensation rates is identified as a majordeterminer of the respective worker attitudes, and performance and Mr. X could be experiencingsuch feelings, that eventually cultivate resentment, and compromises performance in the longterm. Unclear job expectations cultivate remorse and bitterness among workers, and thecolleague could be faced with such a huddle and could be a potential reason for the breakdown incommunication between the employee and workplace colleagues. Other possible workplaceobstacles for poor job performance include information blocks and problems inaccessibility ofthe required metrics, and lack of standard performance incentives and disciplinary measures. TheBUSINESS4individual might be displeased with the absence of best worker recognition, in addition to thelack of a standard mechanism that advocates for disciplinary actions among the rogue workers.The worker’s organizational commitment may be derailed due to compromised jobsatisfaction, which reduces the efficiency and effectiveness of the respective workers withinorganizations. The organizational culture may be a factor to consider as it forms the basis for theoperational framework that governs the contemporary culture of the company. Additional vitalattributes for consideration within the workplace that could potentially affect employeecommitment encompasses the absence of robust managerial support, as enhanced managerialsupport improves worker motivation towards the designated job commitments (Wahaibi, 2016).Rates of employee turnover also play a vital role in determining their subsequent commitment tothe workplace. In the case the workplace…
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