Ep 216: Working Remotely – Psychological Advantages and Disadvantages

The idea of working from home sounds great – but be aware of the downside. In this episode of The Psych Files I talk about what factors influence your job satisfaction and motivation when you work from home. I also discuss the interesting concept of “emotional labor” – what is it like when you know your boss is watching you and judging whether you are “acting happy” to customers? What’s the cost to you of acting in a way that is contrary to how you actually feel?

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Ep 194: What Do I/0 Psychologists Really Do?

What do I/0 psychologists do anyway? Are you interested in this subfield of psychology? Well, here are a few things they DON’T do: they don’t do “therapy in the workplace” and they don’t do “motivational speaking“. It’s not what you think. Industrial/Organizational psychology is practiced by professionals who’s goal is to make sure that employees are productive and – and here’s what I’ll focus on in this episode – that job applicants are chosen based upon the skills and personality characteristics that are relevant to the jobs they are applying for. Find out more in this episode of The Psych Files.
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Ep 193: Mindfulness Benefits on the GRE and at Work

There is a lot of talk about mindfulness among psychologists today. Find out what mindfulness is and how it differs from meditation in this episode of The Psych Files. What might you use mindfulness for? Well, in addition to what you might expect – reducing stress – mindfulness training is also being used to improve job satisfaction and productivity. Interested in increasing your score on the GRE? Being more mindful might also help out there as well.
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Ep 188: Psychologists Are Keeping You From Getting the Flu

Didn’t get the flu this past winter? Thank a psychologist. What? Well, it could be that a psychologist was involved in helping health care professionals to do what they know they need to do (but sometimes don’t): wash their hands. The issue here is persuasion and motivation: how to we get people to do something – and keep doing it? Health care workers like doctors and nurses can fall prey to the availability heuristic: they can easily remember times when they didn’t wash their hands and they didn’t get sick so they might develop an “illusion of invulnerability“. How do psychologists get involved to solve this problem? Listen to this episode and find out.

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Episode 142: How To Make Jobs More Satisfying and Motivating

Do you have a dull job? Wonder how it can be made more motivating? That’s the challenge – how can we make jobs that are typically not much fun (like an assembly line job) more interesting to do? There is a lot of research on this important topic (check out The Five Drivers of Happiness at Work from the Wall Street Journal).

And Dan Pink wrote a good deal about this in his book Drive: The Surprising Truth About What Motivates Us (you can hear him talk about work motivation in this interview called Dan Pink on the Modus Operandi of Motivation). This is one of the challenges facing I/O psychologists and in this episode I discuss the [easyazon-link asin="0201027798"]Job Characteristics theory[/easyazon-link] by Hackman and Oldham and apply it to assembly line jobs in China where your iPhone is made and where a record number of suicides have occurred over the past few years. Can we use job redesign to make such jobs more tolerable?

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5 Characteristics of Jobs that Affect Motivation

  • Significance: do the workers feel that the work they do every day is important in the grander scheme of things? To some workers it’s clear that their daily work is important (say, nurses), while others (say, assembly line workers who put together cell phone components) may not feel that their work is important. However, you can help cell phone assembly line workers get a connection to the significance of their work by reminding them of how important cell phones are to the global connections they enable between people and the role cell phones play (through photos and messaging) in changing the world. Here’s an article on the important role that leaders play in helping their employees find meaning in their work.
  • Identity: as opposed to putting one tiny piece onto something that other people put tiny pieces onto, it’s important for workers to be able to identify a whole task that they themselves created. Is there a way to redesign a job so that workers can put their names on something and say with pride, “I created that”?

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  • Variety: nothing kills motivation faster than monotony. How can you increase the variety of things that workers do? How can you let them tap into their skills or build new skills so that work can include some variety from day to day?
  • Feedback: employees need to know how well they’re doing their jobs. This helps with imparting a sense of pride as well. Feedback can come from a car that rolls off the assembly line and works perfectly (low defects) or it can come from a boss who tells the worker how well he/she is doing.
  • Autonomy: many employees benefit from having some say in how things are done. What aspects of the job can be supervised or redesigned based on input from employees? What decisions can they make on their own?

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