In a high-level industry, organizational and behavioral ethics are vital issues that either enhance or hinder the development of the agency. Workers are the movers and account a lot on the ongoing of the company. Improving staff competence by identifying, trailing, aiming, and evaluating problems can lead to build up of the erroneous areas thus perk up the whole corporation (Armstrong, 2006).

A brilliant planner can go through this effectively by accurately laying career development activities. This is a list of identities, explorations and planning that brings out the main concern areas in hand with their possible solutions. Skills and expertise of the employees are put in the frontline when this is being set up. For instance, in a company that is experiencing complaints on the quality of its goods, a number of reasons may be guessed to be the cause. These are organized into two categories, material quality and employee proficiency.

The quandary might be on the eminence of the material used in making the goods. If low-quality materials are used, low quality materials come out. However, mostly, it should be in the workers’ area. Lack of motivation, unprofessionalism, poor working conditions are just a few to mention among a bulk of employee problems. Identification of crisis is the first step in solving it (Derek, Laura & Stephen, 2004).

To begin with, in determining the problem, figuring out the preferred performance behavior of the employees comes ahead of anything else. As a good boss, one has to know the motivation needed for a certain job. Thus, figuring out how the employees ought to conduct themselves when working should be an easy task. A good supervisor should have the ability to precisely identify and comprehend each worker’s emotional reactions as well as his or her own. This should as well consist of ability to control their emotions and utilize them as a tool of good decision-making.

After this, fathom their current behaviors and see how far from the desired one they are. This will be followed by figuring out the factors maintaining their existing behaviors. This might include personal issues from their homes so upholding a constant catch up with your employees is an essential aspect. Here, one has to access two areas that are aptitude and attitude of the workers. Attitude is the behavior of the employee to work, either negative or positive. Aptitude on the other hand, is their performance according to your expectations. This is whether there is an expertise deficit and if so, training is recommended.

Each employee must be fully acquitted to the job in hand since they must have been trained to do it. However, differences of the workers may lead to uneven output in work. Organize a form of re-training them without making them feel under-rated by taking them as a whole. This will involve telling them the importance making appropriate products, and the need to love their job. In addition, basic training on how to do the assembling of the goods is a vital concern since it is the key issue. In addition, new employees ought to be put under new-hire orientation. It involves working on their inexperience by early supervision and correction. This will begin their journey to high performance (Dumas & Salzman, 2006).

The risk evaluation elements a training project should comprise of risk assessment factors. If these events arise, may hinder the process of amending the situation. Strategies should also put in place to counter these issues on their occurrence. These comprise of limited financial capability to aid in training, lack of subject matter expert input dawdling assessment cycles.

Details of why change in working is obligatory and the execution details should be included in the training plan. Arrangement of lectures, workshops and seminars are crucial determination issues at this stage. After all these initial preparations, summarizing the tasks and setting up due dates for completion of all tasks can now be determined.

The vital fundamentals in a training project plan go in hand with the ones needed for any other plan. Expectations are on change the human performance in this case. This will catalyze the needed alteration in product quality.

The last stage in improving employee performance is altering the consequences of their behaviors, whether aptitude or attitude. Put penalties for lowly performing workers and rewards for well performing ones. Working under conditions makes the customers look up to something or work on the right track (Harrison, 2005).

Career development activities include finding the strength and abilities of the workers. Knowing each worker by their output enables, an individual know who needs motivation and who is to help them. When working together, they feel freer than when being helped by someone else. Secondly, look at the employability skills when hiring new employees and spot the skills that can be useful to the workplace. Lastly, find their personal perceptions. If one has positive perceptions to themselves, then possibly they also can be positive minded to the job. All this should be carried out on each employee to understand what he or she require and need to have a favorable working environment.

The employees’ problems are transferred to the company if not worked on earlier. If the problems are not human factors, then find out whether the conditions they are working under are favorable enough. For instance, there might be understaffing thus causing the work to be more than the employees can manage. This wears them out, so goods made are not of quality. Each employee should be given a manageable amount of work therefore, they should be enough workers. Another factor is job rotation. Being in one area throughout can suppress an employee’s development. To break this monotony, job rotation should be introduced to enable the employee acquire wide knowledge on different areas.

Learning groups are another way of developing the employees’ career. In learning new technology and professionalism, by sharing of knowledge and skills in a supportive environment, formal training is not required (Porter, 1964).

On the other hand, being a dutiful boss does not require personal running of things. One should let their employees make their own decisions by giving them responsibilities. This puts them in a place where they figure themselves as the runners of the company and begin working on a positive note. The wrongs deed should not be taken like a negative addition but rather be another training element for them. This way they will take the duty into their own hands and carry out a proper job.

We should encourage them to solve matters without your intervention. Small matters, which do not need much concern, can be solved earlier before they turn into mountains. Since they are the first to figure them out, they should find a way of finding a solution other than leaving it to the boss. Setting up their own goals and objectives and coming up with new ideas comes this way (Thomas, 2007).

Good relations between the employees and the runners ensure smooth running of the company. Keeping in good terms with your employees will enable one to carry out these duties perfectly and effectively. In so saying, easier management is reachable once everyone carries out duties as expected with professionalism (Patrick & Bruce, 2000).