6.1 improved performance abilities, know- ledge, skills select: match workers to tasks...
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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
6.2
Improved Performance
Supervisor’s Action
Necessary Condition
Effort Encourage: provide desired rewards
Communications Communicate: transmit information
and be a good listener
6.3
Exceptional
100%
Expected
Unacceptable
0%
Minimal
Perf
orm
an
ce L
evels
SelectDirect
Facilitate
6.4
Video Presentation
“What Went Wrong”
6.5
Selecting
TaskIndividualAbility, Knowledge,
Skills
Needs & Wants
6.6
Ability
Intellectual:•Memory•Verbal comprehension•Numerical
Physical:•Dexterity•Strength•Control
6.7
Knowledge / Skill
SkillKnowledge
Understanding of facts and methods
gained through training or schooling
Proficiency achieved through exercise of ability and knowledge
6.8
Selecting
IndividualAbility, Knowledge,
Skills
Needs & Wants
Requirements
Rewards
Effort & Performance
Task
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
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
6.11
Case Study
Task Requirements
and
Abilities, Knowledge,
and Skills
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
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
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
6.15
Key Points Regarding Selection
• Worker capabilities must match the task
• Rewards must match what the worker wants
6.16
Exceptional
100%
Expected
Unacceptable
0%
Minimal
Perf
orm
an
ce L
evels
SelectDirect
Facilitate
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
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
6.19
Activity
Directing
6.20
Exceptional
100%
Expected
Unacceptable
0%
Minimal
Perf
orm
an
ce L
evels
SelectDirect
Facilitate
6.21
Ensure that the crew has the resources necessary to perform the activity
Facilitating
6.22
EFFORT
EFFORT
Valve OpenNo Constraints
Valve Partially ClosedOrganizational
Constraints
PERFORMANCE
6.23
Facilitating
Two-step process:
1) Identify the required
resources
2) Make the resources
available
6.24
Identifying Resource Requirements
Information
Hand tools
Equipment
Labor
Materials
Protective equipment
6.25
Activity
Facilitating
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
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
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