Factors influencing individual performance

Whilst the safe operation of a nuclear organization is formalized through its management systems, its safe and effective organizational performance is dependent on the actions of individuals and teams i.e. human behaviour, which in turn is influenced by a number of organizational factors, for example, the structure of the organization, operational and management systems, leadership behaviour and organizational culture. The degree of alignment between the organization’s strategy, systems, structure and culture will impact the effectiveness and efficiency of the organization and the achievement of strategic, operational, safety and security goals.

McKinsey’s 7S Model of organizational effectiveness was developed to illustrate how seven elements of the organization: Structure, Strategy, Skills, Staff, Style, Systems, and Shared values, need to be aligned to achieve organizational effectiveness and highlights a systemic approach when assessing and improving performance. Table 1 is based on the McKinsey

TABLE 1. MCKINSEY’S 7S MODEL

7S Element Description

Strategy Strategy is the plan of the organization to execute its purpose and achieve longer–

term strategic objectives.

Structure Structure represents the way business divisions and units are organized, reporting relationships, roles, responsibilities and accountabilities.

Systems Systems are the processes and procedures of the organization and includes

operational and management processes. These determine how business is conducted, how daily activities are performed and how decisions are made.

Shared values Shared values are the norms and standards that guide organizational behaviour, actions and decisions. Values are central to the development of all the other critical elements.

Style of Leadership Style represents the way in which the organization is managed and led: how leaders, interact, the actions they take, the decisions they make and the behaviour they demonstrate on a daily basis.

Skills Skills include the technical and behavioural competencies and capabilities to perform effectively.

Staff Staff element is concerned with number and type of employees an organization has and how they are recruited, trained, motivated and rewarded.

This systemic approach takes into account the impact of and interactions between multiple factors on behaviour. It recognises that addressing performance at the individual level will not necessarily result in safe, secure and effective operations unless other factors are effectively aligned to create a work environment that enables and supports individual performance. These other factors can be at the organisational level (e.g. safety culture, management and operational systems, staffing, equipment), team level (e.g., team roles and responsibilities and team processes) and individual level (e.g., job design and performance management).

2.1.1.1 Organizational factors/variables

Organizational factors include effective supervision and oversight, simple and easy to use procedures, an organizational culture that reinforces and rewards the right behaviour, and a management system that supports and facilitates the right behaviour. These factors need to be in place to enable workers to make correct decisions and act appropriately. Consequences of failures at the organizational level include:

⎯ Organizational strategy: lack of clarity or ineffective;

⎯ Structure: misaligned and conflicts with organizational culture;

⎯ Operational and Management Systems: unreliability of systems, process inefficiencies, ineffective procedures;

⎯ Style of leadership: incongruence between organizational values and management behaviour; style of leadership which may inhibit the behaviour of the employee;

⎯ Resources: tools and equipment inadequate or unavailable.

2.1.1.2 Team level factors/variables

Individuals typically form part of a team and the ability of the team to work collectively and across organizational boundaries affects organizational performance as a whole. Examples of factors at the team level which may impact organizational performance include:

⎯ Clarity of the team’s purpose, goals, roles and responsibilities, as well as their alignment with organizational goals;

⎯ Common guiding principles and ways of working, which may be functional or dysfunctional, competitive or collaborative, supportive or unhelpful;

⎯ Collaborative working capabilities: collective thinking, problem–solving and decision–

making, communication and conflict resolution;

⎯ Connection, engagement and relationships within the team and across organizational boundaries, interaction with internal and external stakeholders;

⎯ Collective accountability: shared ownership for team and organizational results.

2.1.1.3 Individual factors/variables

Various nuclear industry standards publications and documents outline behavioural requirements for nuclear professionals. Personality attributes such as rule compliance, critical thinking, questioning attitude and safety consciousness are reflected in the requirements for nuclear professionals as specified by the Institute of Nuclear Power Operations (INPO) [3].

Essentially nuclear professionals are:

⎯ Rule abiding and comply with safety regulations and procedures: use and follow procedures and other work documents as intended;

⎯ Safety conscious and aware of potential hazards, risks and threats that may impact individual and organizational safety;

⎯ Critical thinkers, who have a strong questioning attitude enabling them to identify potential weaknesses, risks or threats to safety, anticipate error–likely situations that could affect equipment performance or personnel safety;

⎯ Intolerant of any safety and security risk, error–likely situations and organizational weakness;

⎯ Competent in and using error prevention human performance tools: such as self–

checking, task review, situational awareness, three–way communication;

⎯ Assertive communicators, willing and capable of reporting risks, threats and deficiencies in processes, practices, policies or procedures in the workplace;

⎯ Capable of prompt response/action to incidents or events;

⎯ Motivated to learn: from operating experience and best practice, initiating continuous improvement to the task and work environment, and improve personal capabilities;

⎯ Willing to take ownership and responsibility for their behaviours.

When an individual does not meet the required performance standards or fails to comply with safety and security regulations it may be due to a number of organizational factors that are external to the individual. It is important to diagnose performance problems systemically in order to identify factors external to the individual that may be preventing the right behaviour and the achievement of required performance standards. Once external factors have been assessed, factors at the individual level can then be explored. Examples of factors at the individual level which may produce performance gaps include:

⎯ Knowledge deficiency;

⎯ Lack of motivation or drive to perform;

⎯ Inattention, lack of focus or concentration due to mental or emotional state;

⎯ Physical health;

⎯ Emotional health/well–being;

⎯ Self–esteem/self–confidence;

⎯ Behavioural style, e.g. how an individual relates to others, processes information approaches work tasks.

A summary of the potential factors at the individual level which may impact an employee’s performance is shown below in Fig. 1.

FIG. 1. Individual factors impacting performance