With respect to the specific performance-related problem you have in mind:

Description of the Situation: The individual in question is a sales associate named Alex, who has been working at the retail store for the past six months. The store sets monthly sales quotas for each salesperson based on factors such as product category, brand, and customer demographics. Alex's assigned quota is $50,000 in sales per month. Over the past three months, Alex consistently fell short of meeting the quota, with actual sales ranging between $35,000 and $40,000.

Consider the TARGET dimensions - Take a look at the questions associated with each dimension (below), and discuss possible actions / strategies that could have been taken to improve the performance issue in question.(Note: You are not answering all of the questions below individually - just discussing possible actions / strategies based on the TARGET dimensions you believe are most applicable.)

Task Dimension

How can specifictasks/goalsbe reconceptualized to improve performance?

Is thetask/goalspecific and are outcomes measurable?

Is thetask/goalbroken down into appropriate sub-goals / process steps? Does the employee understand these steps and the measurement criteria associated with each?

Is the task appropriately challenging?

Can tasks be made moreinteresting/ stimulating/varied?

Is a multidimensional task required to engagethe individualwith varying levels of competence?

Has the task been presented with enthusiasm?

Authority Dimension

What are the opportunities for people to use their own initiative?

How can people be given more responsibility for their own learning?

Are people supported in solving their own problems, or is the environment more controlling?

Recognition Dimension

What kinds of formal and informal rewards and incentives are appropriate?

Grouping Dimension

Can individuals work together more effectively?

Consider strategies that foster positive interdependence / effective interactions / individual accountability / collaborative skills / group processing.

Evaluation Dimension

Are evaluations competitive / threatening?

Can evaluations be based on personal improvement, progress toward goals, participation, and/or effort?

Time dimension

Is there more of an interest in quantity or quality?

Does the person feel in control of their work schedule or time?