6.1 improved performance abilities, know- ledge, skills select: match workers to tasks...
TRANSCRIPT
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6.1
Improved Performance
Abilities, know-ledge, skills
Select: match workers to tasks
Supervisor’s Action
Necessary Condition
Instructions Direct: tell what is expected
Resources Facilitate: remove constraints; provide
resources
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6.2
Improved Performance
Supervisor’s Action
Necessary Condition
Effort Encourage: provide desired rewards
Communications Communicate: transmit information
and be a good listener
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6.3
Exceptional
100%
Expected
Unacceptable
0%
Minimal
Perf
orm
an
ce L
evels
SelectDirect
Facilitate
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6.4
Video Presentation
“What Went Wrong”
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6.5
Selecting
TaskIndividualAbility, Knowledge,
Skills
Needs & Wants
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6.6
Ability
Intellectual:•Memory•Verbal comprehension•Numerical
Physical:•Dexterity•Strength•Control
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6.7
Knowledge / Skill
SkillKnowledge
Understanding of facts and methods
gained through training or schooling
Proficiency achieved through exercise of ability and knowledge
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6.8
Selecting
IndividualAbility, Knowledge,
Skills
Needs & Wants
Requirements
Rewards
Effort & Performance
Task
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6.9
Results
Proper Match of Task and Worker—
• Worker satisfied (internal rewards)
• Positive feelings about work and the organization
• May obtain external rewards for some activities
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6.10
Results
Improper Match of Task and Worker—
• Dissatisfied worker may result in absenteeism, grievances, poor attitudes
• Negative feelings about self
• Reduced desire to stay with organization
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6.11
Case Study
Task Requirements
and
Abilities, Knowledge,
and Skills
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6.12
Cross Training
• Avoids problems caused by loss of only person who knows how to do a certain task
• Makes crew members more versatile, more useful, more valuable
• Gives supervisors more options in selecting workers to do given tasks
• Benefits the whole crew and the individual worker who receives it
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6.13
“Roadeos”
For the Agency:
•Emphasize and spotlight work skills
•Encourage employees to expand and improve their skills
•Allow supervisors to observeworkers’ skills and
morale
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6.14
“Roadeos”
For the Participants:
•Let them “shine” in front of supervisors and
coworkers
•Make them feel appreciated and valued
•Allow them to serve as examples and motivators for onlookers
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6.15
Key Points Regarding Selection
• Worker capabilities must match the task
• Rewards must match what the worker wants
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6.16
Exceptional
100%
Expected
Unacceptable
0%
Minimal
Perf
orm
an
ce L
evels
SelectDirect
Facilitate
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6.17
Directing
What: Describe the activity to be performed
Who: Crew assigned to the activity
Where: Location of the activity
When: Date and time for performance
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6.18
Directing
How: Task assignments, methods, and equipment
Why: Reason for activity (particularly if unusual)
How Long: Completion of goal
Safety Requirements: Procedures and equipment
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6.19
Activity
Directing
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6.20
Exceptional
100%
Expected
Unacceptable
0%
Minimal
Perf
orm
an
ce L
evels
SelectDirect
Facilitate
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6.21
Ensure that the crew has the resources necessary to perform the activity
Facilitating
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6.22
EFFORT
EFFORT
Valve OpenNo Constraints
Valve Partially ClosedOrganizational
Constraints
PERFORMANCE
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6.23
Facilitating
Two-step process:
1) Identify the required
resources
2) Make the resources
available
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6.24
Identifying Resource Requirements
Information
Hand tools
Equipment
Labor
Materials
Protective equipment
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6.25
Activity
Facilitating
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6.26
Key Principles
• Supervisors should be sure the crew knows what needs to be done and how long it should take
• Workers should be held responsible for their performance
• Provide valued rewards when workers perform at higher levels
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6.27
What You Have Learned
• How to select an individual to perform a task
• Key elements in directing and how to apply them
• Key elements in facilitating and how to apply them