Employee readiness is also described as maturity. Within the context of Situational Leadership, readiness it is described as ability and motivation of employee toward a given task. Readiness is the level of motivation and capability to accomplish the given task. Readiness of employee depends on many internal and external factors. In order to understand the meaning of term Readiness, it is necessary to define terms Capability and Motivation.

Capability describes:

• Previous experience on the same or similar task

• Special training for given task

• Understanding of the task

• Understanding of employee’s role toward the task

Motivation is related to:

• Level of confidence related to task accomplishment

• Level of responsibility related to given task

• Wish of employee to accomplish the task

• Incentive for the task accomplishment

Since readiness of different levels of factors of Capability and Motivation, it can be described by four different categories:
  

R1 – Low Capability and Low Motivation. This is usually for new employee who does not have capabilities for a new position. Also, the level of motivation may be low, due to lack of knowledge.

R2 – Low Capability and High Motivation. This is typical for employee who want to make progress on his position, but is missing some capabilities.

R3 – High Capability and Low Motivation. Experienced employees are sometimes lacking the morale ( tiredness, too long time at the same position, ... )

R4 – High Capability and High Motivation. This is example of fuly developed employees who have both the capability and motivation. 

Recommended Reading:

Situational Leadership: The Theory 
Situational Leadership: Blake And Mouton Managerial Grid 
Situational Leadership: Leadership Style 
Situational Leadership: Employee Readiness ( Maturity ) 
Situational Leadership: Balance Of Leadership Style And Readiness 
Situational Leadership: Modification Of Readiness Level ( Soon )