As the supervisor of an assembly line responsible for assembling adjustment devices for cell phones, I discovered poor quality distribution in my group. This has resulted in our units being recalled and re-engineered, which is costly and gives the company a bad reputation for their product. In order to assess the problem, I need to eliminate any other possible reasons for the failure. The original equipment, machinery or parts in the assembly may be defective or damaged. Once assured that it is not a mechanical issue, I can actively evaluate and address employee training. My boss attributed the problem to my employee training, so I need to address this issue and resolve it quickly. When companies have problems with their employees, their typical responses are to train, transfer, coach, and counsel them, then threaten, discipline, and replace them (Ricciardi, 1996). All of these answers are based on the assumption that the root of all performance problems lies in defective people, when in reality; individuals are only one element of a complex performance process (Ricciardi, 1996). In order to improve the performance of a system, one must focus on managing the system and not just fixing people. Many companies fail to recognize the difference between productivity and production quality, instead focusing on one or the other (Ricciardi, 1996). Training programs that focus solely on productivity create a fast-paced employee who processes work at an intense pace which, unfortunately, can cause the employee to make mistakes that are passed on to customers (Business, 1994). A focus on quality can produce great products, but also unacceptable delivery times and missed delivery dates while poor...... middle of paper...... rain won't solve only the possibility of lack of training but will inform management. progress by providing data, providing feedback and continuing to work on viable solutions for continuous improvement. Our goal is to create a training program that will include quality control measures to test the quality of our parts in cell phone assembly before they are introduced to the market. Work Cited Companies are concerned about the performance of their workforce. of work. (1994, June). Industrial Engineering, 26(6), 6. Retrieved March 7, 2011 from ABI/INFORM Global. (Document ID: 21748). Dessler, G. (2011). A framework for human resource management (6th ed.). Upper Saddle River, NJ: Prentice Hall. Ricciardi, P. (1996, March). Simplify your approach to performance measurement. HRMagazine, 41(3), 98. Retrieved March 7, 2011 from ABI/INFORM Global. (document ID: 9323414).