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