Mager & Pipe Part IV & V, pg. 92-160

Questions

1. Mager differentiates a particular type performance discrepancy - skill deficit.
   1. How does he make this distinction?
   2. Why is this useful?
2. What questions (or other actions might you do), in your own words, do you ask to help determine if a genuine skill deficit exists?
3. What are some other reasons a person may have for not being able to do something, and what is the corresponding 'fix'?
4. 'Simplifying the task' (checklists, aides, change in the actual task or criteria) is a set of strategies that Mager suggests to implement.?
   1. What are barriers to implementing this 'fix' with adults in a workplace?
   2. What mindset(s) do we need to overcome this?
5. What is the take home message about assumptions and taking the first person's word 'for it?'
6. Differentiate between having a 'solution in search of a problem' vs. clearly stating the problem and the possible root cause (before devising a solution).
7. Describe a scenario where the person is a bad fit for the job due to the person's capacity in relation to the job's requirements.
8. Describe the "solutions deciding step" offered near the end of this section, in your own words, list as steps you can follow in the future.
   1. How would you need to involve other people where you work?
   2. How might you involve the performer?