1. March 26, 2013
The mechanics of the effects of selected talent
and engagement on safety: a theoretical
proposition
Submitted by:
Joe Streur
Sr. Qualitative Research Director
1001 Gallup Drive
Omaha, NE 68102
t 402.938.6308
joe_streur@gallup.com

2. Safety
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3. Safety
Safety is more than a condition of non-accident. Aside from incidence that occur that in no reasonable way
could have been realistically anticipated, most accidents have a degree of preceding manageability. This
perspective is most acceptable if the proposition that any accident is the consequence of multiple causes can be
agreed to. These causes can be diverse and seemingly unrelated to one another. Yet they converge in such a
manner or extent as to make the avoidance of the event unlikely to a point of certitude.
In the chain of events that occur there can be any number of possible contributors. Some of these can be
grouped together as “mechanical”; something fails. Other contributors are describable by the influence of
human involvement. Training and experience can mitigate the level of active risk. However training alone will
not substantially control for the influence of human involvement and experience pretty much takes care of
itself in that it is relevant and effective so long as it lasts. This component of human involvement consists of
two major aspects of individual characteristics, e.g. talent and work/social environment, e.g. engagement.
Individual Characteristic as contributors to accidents
Within the area of human characteristics or talents as they pertain to safety and risk, two distinctions are
important to make. These two distinctions have to do with one, an individual’s perception of certain
circumstances within an environment and two, an individual’s actions taken within that environment.
In the case of the former, the risk of an accident increases because the individual failed to accurately perceive
certain events or failed to be aware of certain circumstances. Such omissions of perception are associated with
a lack of certain talent attributes such as vigilance, discipline, responsibility or some part of a relationship
component that would include team work or communication.
In the case of the later, the risk of an accident increases because the individual took actions that accelerated the
level of risk and increased the possibility of an accident occurring. Such commissions of behaviors are
associated with the presence of certain other characteristics or talent attributes such as arrogance, impulsivity
or impatience. The existence of these and similar characteristics increase the likelihood that mediating thought
does not occur automatically or spontaneously. As a result these talent attributes can be associated with the
occurrence of accidents.
Work/Social Environment as contributors to accidents
The individual makes certain expectations of their work/social environment. These expectations themselves
arise largely from their own needs for emotional or relational connection with the surrounding work/social
environment. When an individual’s needs are met within the environment that environment is perceived as
being more positive and relevant to them. It is more likely that an individual will connect with or engage in
that environment in a productive manner. The individual will also be more likely to take care and preserve that
environment.
If the work/social environment fails, for whatever reason, to meet the emotional or relational needs of the
individual the opposite result will be more likely to occur. The individual becomes non-engaged. Then the
individual is more apt to regard the work environment as alien or irrelevant to them. In moderate degrees of
this perception the individual ignores the environment or certain aspects of it to the combined extent it is
possible and satisfying. In a sense this is a simple transaction of the environment being perceived as giving or
caring little so the individual gives and cares to a corresponding extent.
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4. Safety
In more extreme degrees of perceiving the environment to be irrelevant the individual will often feel a sense of
frustration at the fact their needs are not being met. These frustrations can transform into more expression-
able forms. The actively expressed dissatisfaction can be directed in different ways but can include the
authority structure, co-workers, the physical environment or even one’s own place within it as the individual
expresses their own active disengagement.
The social environmental conditions of non-engagement or active disengagement can make their own
contributions to the likelihood of an accident because as the environment becomes increasingly less relevant
the involvement in that environment also diminishes.
When these conditions of a reduction of engagement occur in combination with the personal characteristics
that accelerate risk they interact to further increase the chances of an accident.
Demonstrated differences that talent makes upon safety performance.
The role that talent makes with regard to safety has been repeatedly demonstrated in across a range of roles
and industries.
* In the transportation industry drivers who did not demonstrate the talent that is required for high
performance were 24 more times likely to have a serious reportable accident than their high talented co-
workers.
* In the hospitality industry associates who were not assessed for their talent for the role were four more times
likely to have a reportable accident. Those who were assessed and found not to have the talent for the role
were an additional two more times likely to have a reportable accident.
* In the manufacturing industry associates who were in the lowest quartile of assessed talent caused more than
five times the hours of missed work compared to the top quartile.
* In the manufacturing industry associates who scored low on the talent assessment compared to those who
scored high on the talent assessment made worker’s compensation claims at a ratio of 78 to 1.
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