Analysis of Human Performance, Research Paper Example


  • Discuss the disadvantages of using Surveys and Questionnaires in conducting cause analysis.

Conducting cause analysis through surveys is achieved through written surveys, interviews and questionnaires usually covering a high population. The researcher makes an analysis of available data by observing existing trends, similarities as well as differences. This allows for making of predictions concerning the population under study.

Notable advantages are associated with the use of surveys along with questionnaires in the process of cause analysis. The information obtained usually covers many respondents and the personal interviews are done at time that most appropriate for the respondent. The system is also less expensive. Surveys and questionnaires can also be conducted through mail-in, in which case the anonymity of the respondents contributes to a high degree of truth of information given.

  • Briefly explain Gilbert’s Behavior Engineering Model as related to Cause Analysis

Gilbert’s Behavior Engineering Model, BEM, a development of 1978 by Thomas Gilbert, is a systematic approach used for attacking existing barriers to the performance of employees within an organization. Through BEM, it is possible to make a distinction between behavior and accomplishment and definition of worthy performance of employees. BEM also facilitates for description of vital behavioral components which, when manipulated effectively, have significan impact on performance. Through BEM, it is possible to identify potential approaches for determination of “potential for improving performance”, PIP (David, 257).

The use of BEM provides for a thoughtful analysis that is a cornerstone to a thoughtful change. BEM also facilitates for a clear articulation of analysis thus leading to a comprehensive solution. It is almost impossible to separate people from an environment to which they belong and consequently, they should be perceived to contribute in a healthy manner towards the wellbeing of the organization. The organization should also be perceived to appreciate the value.

  • Give a brief description of Histograms and Pareto Charts as tools employed in cause analysis.

A Pareto chart and a histogram are related concepts in which case, the Pareto chart implies an advanced histogram used for ranking categories on the basis of frequency. They are applicable for data of non-numerical nature to facilitate prioritizing situations that requires the focus of action along with process changes.

A cause analysis that makes use of Pareto charts and the histograms are conducted over a definite time span with respect to the results of performance indicator. Pareto charts becomes useful after completion of chart analysis and the choice of time interval is dependent on availability or lack of trends of statistical significance. The figure below is a Sample Pareto chart.

  • Explain how Blogs, as a social media can be used to promote an organizational mission.

Blogs are conspicuous models that reflect the story behind an organization, its stakeholders, donors and share benefits. They are used for sharing the information of the organization to the direction of adding value. They are therefore used for promoting the mission of the organization (Gilbert, 145). The effectiveness of the blogs with this respect are enhanced by their dynamic nature with respect to changes in information and the organization should post information updates as one of the blogging strategy.

Blogs should attract readers’ attention when they are promoted through appropriate networks alongside other channels of online communication. Promotion aspect is very crucial for the blog to gain value to the community and communicate the mission of the organization to the stakeholders. The visibility, the vision as well as the level of programs awareness of an organization is enhanced by use of online marketing in addition to social media.


Works cited

David I.C. Thomson. Law School 2.0: Legal Education for the Digital Age (2009)

Gilbert, T.F. Human competence: Engineering worthy performance. New York: McGraw-Hill.    (1978).