This level looks at the job and the performers who carry out those jobs in "Three level Framework":
If capable, well-trained people are placed in a setting with clear expectations, minimal task interference, reinforcing consequences, and appropriate feedback, then they will be motivated.
People make processes work, thus their goals need to be directed towards process contributions.
Design looks at such factors as ergonomics, sequence of activities, job procedures, and the allocation of responsibilities.
This level ensure that good leadership is provided.
Performance Analysis Quadrant
To help you to manage the performers, the Performance Analysis Quadrant is a useful tool as it helps with pin-pointing deficiencies. By asking two questions, "Does the employee have adequate job knowledge?" and "Does the employee have the proper attitude (desire) to perform the job?" and then assigning a numerical rating between 1 and 10 for each answer, places the employee in 1 of 4 possible performance quadrants:
A - Motivation:
If the employee has sufficient job knowledge but has an improper attitude,
this may be classed as motivational problem. The consequences (rewards)
of the person's behavior will have to be adjusted. This is not always
bad...the employee just might not realize the consequence of his or