Three attitudes toward work Job: necessary to acquire money/materials and enjoy life outside of work. Career: deeper personal investment & definition of success through advancement. Calling: integral to life. Done for fulfillment & value to society. Originally religious connotation. According to Wrzensniewski, 20% of variance in overall life satisfaction is due to satisfaction at work.
Quality of life—purposeful engagement Overwhelmed & stressed (Middle School in Durham) Flow (Atkins High School) Underwhelmed & bored (Real Estate job)
Benefits of flow Fully engages skills Boosts self-esteem & competence Being lazy is nice sometimes, but it is not satisfying Correlation between flow & positive affect
Industrial-organizational (I/O) Psych Personnel psychology Maximizing work output by matching personal strengths with jobs & then evaluating work. Organizational psychology Motivating workers to maximize output.
Personnel psychology Buckinham & Clifton claim that there are 34 “Personal Themes” that people can have—the ability to woo (able to persuade easily) or bring positivity. Identify the traits that make the best employees for different positions and target those in advertisements.
Interviews Interviews are a TERRIBLE way to predict success. “Interviewer illusion” Good intentions are not habitual behaviors Availability heuristic when deciding on what hires were successful Interview situation--misleading Interviewers’ mood
Structured Interviews Focuses on actual situations (interview at Olympic High School) Interviewer takes notes—why is this so vital?
Appraisals Different methods: Checklists: yes or no Graphic rating scales: rate attributes Behavior rating scales: pick between two sides 360-degree feedback (supervisor, peers, subordinates, customers)
Achievement Motivation An individual’s desire for accomplishment: mastering skills, gaining control, or reaching high standards Marked by high independence, tendency to seek challenges, and higher achievement. Strong parents (praised/rewarded success) More active as children Achievement by competence/effort, not luck
Employees Employee satisfaction = creativity, persistence, helpfulness Employee engagement is correlated with organizational success Know what’s expected, have what they need, feel fulfilled, have opportunities that work to their strengths, find work significant, able to learn and develop. Really, a combination of flow & career & calling = effective organization.
Management Identify strengths -> Match to work -> Positive managing (concern, recognition, reward) -> Engaged employees = Loyal customers, growth, profit
Goal-setting Asking to do your best…doesn’t always get results Challenging goals + timely progress reports = higher achievement Implementation intentions: action plans with when, where, and how
Types of leadership Task leadership Setting standards, organizing work, and focusing attention on goals (Jim). Social leadership Mediating conflicts and building high-achieving teams (Michael). The best leaders display…gasp…BOTH
Build-a-business! Information on rubric Work for the remainder of class