Monday, January 30, 2012
Emotional Well-Being (part 2 of 4)
The Misconception: There is nothing better in the world than getting paid to do what you love.
The Truth: Getting paid for doing what you already enjoy will sometimes cause your love for the task to wane because you attribute your motivation as coming from the reward, not your internal feelings.
Throughout the 20th century, as psychology came into its own as a scientific discipline, many psychologists emerged from the halls of academia and ascended to the rank of celebrity after delivering open-palmed scientific slaps to the face of mankind. Sigmund Freud got people talking about the unconscious and the malleable, hidden world of desires and fears. Carl Jung put the ideas of archetypes, introversion, and extroversion into our vocabulary. Abraham Maslow gave us a hierarchy of needs including hugs and sex. Timothy Leary fed Harvard students’ psychedelic mushrooms and advocated that an entire generation should use LSD to “turn on, tune in, and drop out.” There are many more, but in the 1970s, B.F. Skinner was the rock star of psychology.
Skinner and his boxes made the cover of Time magazine in 1971 underneath the ominous proclamation, “We Can’t Afford Freedom.” His research into behaviorism had made its way into the public consciousness, and he was intent on using his celebrity to convince all of humanity there was no such thing as free will. You’ve seen his findings in practice. The Supernanny and The Dog Whisperer reward desired behavior and either punish or ignore undesired behavior – and they get impressive results. Skinner could make birds do figure eights on his command, or train them to pilot guided missiles. He invented climate-controlled baby boxes in which infants never cried. He created teaching machines that still influence user interfaces today. But, he also scared a romantic generation of freedom seekers into thinking freedom might be an illusion.
Skinner said all human thoughts and behaviors were just reactions to stimuli – conditioned responses. To believe as Skinner did is to believe everything you do is part of seeking a reward or avoiding a punishment. Your entire life is just a stack of evolutionarily selected against quirks and desires seasoned with programmed interests and fears. There is no self. There is no one in control. Those things are illusions, side effects of a complex nervous system observing its own actions and cognitions. In light of this, Skinner advocated we build a society through setting goals and then condition people toward those goals through positive reinforcement. Skinner didn’t trust human beings not to be lazy, greedy, and violent. Humans, he said, were inclined to seek and reinforce status through institutions, class warfare, and bloodshed. People can’t be trusted with freedom, he told the world. Psychology could instead design systems to condition people toward positive goals that ensure the best possible quality of life for all.
As you might imagine, the proclamation humans have no soul, or at least no special spark, caused a great deal of mental indigestion. Many psychologists resisted the idea that you are nothing more than chemical reactions on top of physical laws playing themselves out no differently than a rock slide crashing down the side of a mountain or a tree converting sunlight and carbon dioxide into wood. Skinner claimed what goes on inside your head is irrelevant, that the environment, the stuff outside your skull determines behavior, thoughts, emotions, beliefs and so on. It was a bold and terrifying claim to many, so science set about the task of picking it apart.
Among those who wanted to know if the mind was just a pile of reactions to rewards and punishments were psychologists Mark Lepper, Daniel Greene and Richard Nisbett. They wondered if thinking about thinking played a bigger role than the behaviorists suggested. In their book, The Hidden Costs of Reward, they detail one experiment in particular which helped pull psychology out from under what they called Skinner’s “long shadow.”
In 1973, Lepper, Greene and Nisbett met with teachers of a preschool class, the sort that generates a steady output of macaroni art and paper-bag vests. They arranged for the children to have a period of free time in which the tots could choose from a variety of different fun activities. Meanwhile, the psychologists would watch from behind a one-way mirror and take notes. The teachers agreed, and the psychologists watched. To proceed, they needed children with a natural affinity for art. So as the kids played, the scientists searched for the ones who gravitated toward drawing and coloring activities. Once they identified the artists of the group, the scientists watched them during free time and measured their participation and interest in drawing for later comparison.
They then divided the children into three groups. They offered Group A a glittering certificate of awesomeness if the artists drew during the next fun time. They offered Group B nothing, but if the kids in Group B happened to draw they received an unexpected certificate of awesomeness identical to the one received by Group A. The experimenters told Group C nothing ahead of time, and later the scientists didn’t award a prize if those children went for the colored pencils and markers. The scientists then watched to see how the kids performed during a series of playtimes over three days. They awarded the prizes, stopped observations, and waited two weeks. When they returned, the researchers watched as the children faced the same the choice as before the experiment began. Three groups, three experiences, and many fun activities – how do you think their feelings changed?
Well, Group B and Group C didn’t change at all. They went to the art supplies and created monsters and mountains and houses with curly-cue smoke streams crawling out of rectangular chimneys with just as much joy as they had before they met the psychologists. Group A, though, did not. They were different people now. The children in Group A “spent significantly less time” drawing than did the others, and they “showed a significant decrease in interest in the activity” as compared to before the experiment. Why?
The children in Group A were swept up, overpowered, their joy perverted by the over justification effect. The story they told themselves wasn’t the same story the other groups were telling. That’s how the effect works.
(To be continued)
Monday, January 23, 2012
Emotional Well-Being (part 1 of 4)
The Misconception: There is nothing better in the world than getting paid to do what you love.
The Truth: Getting paid for doing what you already enjoy will sometimes cause your love for the task to wane because you attribute your motivation as coming from the reward, not your internal feelings.
Money isn’t everything. Money can’t buy happiness. Don’t live someone else’s dream. Figure out what you love and then figure out how to get paid doing it.
Aphorisms like these often find their way into your social media; they arrive in your electronic mailbox at the ends of dense chains of forwards. They bubble up from the collective sighs of well-paid boredom around the world and get routinely polished for presentation in graduation speeches and church sermons.
Money, fame, and prestige – they dangle just outside your reach it seems, encouraging you to lean farther and farther over the edge, to study longer and longer, to work harder and harder. When someone reminds you that acquiring currency while ignoring all else shouldn’t be your primary goal in life, it feels good. You retweet it. You post it on your wall. You forward it, and then you go back to work.
If only science had something concrete to say about the whole thing, you know? All these living greeting cards dispensing wisdom are great and all, but what about really putting money to the test? Does money buy happiness? In 2010, scientists published the results of a study looking into that very question.
The research by Daniel Kahneman and Angus Deaton, published in the Proceedings of the National Academy of Sciences, analyzed the lives and incomes of nearly half-a-million randomly selected U.S. citizens. They dug through the subjects’ lives searching for indicators of something psychologists call “emotional well being,” a clinical term for how often you feel peaks and valleys like “joy, stress, sadness, anger and affection” and to what degree you feel those things daily. In other words, they measured how happy or sad people were over time compared to how much cash they brought home. They did this by checking if the subjects were consistently able to experience the richness of existence, by whether they tasted the poetic marrow of life.
The researchers discovered money is indeed a major factor in day-to-day happiness. No surprise there. You need to make a certain amount, on average, to be able to afford food, shelter, clothing, entertainment and the occasional Apple product, but what spun top hats around the country was their finding that beyond a certain point your happiness levels off. The happiness money offers doesn’t keep getting more and more potent – it plateaus. The research showed that a lack of money brings unhappiness, but an overabundance does not have the opposite effect.
According to the research, in modern America the average income required to be happy day-to-day, to experience “emotional well being” is about $75,000 a year. According to the researchers, past that point adding more to your income “does nothing for happiness, enjoyment, sadness, or stress.” A person who makes, on average, $250,000 a year has no greater emotional well-being, no extra day-to-day happiness, than a person making $75,000 a year. In Mississippi it is a bit less, in Chicago a bit more, but the point is there is evidence for the existence of a financial happiness ceiling. The super-wealthy may believe they are happier, and you may agree, but you both share a delusion.
If you don’t already have it, money can improve your life and make you happier, but once you have enough to go to Red Lobster on Tuesday night without worrying about paying the water bill that month, you’re good to go. Or, as Henry David Thoreau once said, “A man is rich in proportion to the number of things which he can afford to let alone.” In the modern United States the ability to let most things alone, according to Kahneman and Deaton’s research, costs about $75,000 a year.
If you find that hard to believe, you aren’t alone. A study in 2011 at Cornell asked Americans which they would rather have, more money or more sleep. Most people said more money. In a choice between either $80,000 a year, normal work hours, and about eight hours of sleep a night versus $140,000 a year, routine overtime, and six hours of nightly dreams – the majority of people went with the cash. It’s unfortunate, because although it looks good on paper and feels right in your gut, the research has never agreed. No matter how you turn it, the science says once your basic needs are taken care of, money and other rewards don’t make you happier, and you can appreciate why after examining a psychological jewel called the over justification effect. To understand it, we must travel to 1973 when a group of psychologists poisoned a few children’s love of drawing in the name of science.
(To be continued)
Monday, January 16, 2012
The Art of Termination
Unless you're a natural bully, firing someone is never fun. It is, of course, a necessary part of being a manager, and it's a skill that can be honed. The worst mistake according to experts is going through the motions like a robot. "Act like a human being. One day it may be you on the other side of the desk and you'd appreciate being handled like one.
Avoid the following missteps, and you'll become as proficient as possible in the skill of laying someone off with respect:
Not Looking Your Soon-To-Be Ex-Employee In The Eye
One of the best ways to show respect is to make eye contact. "This is a big deal - there's another human being across the table from you and being human at this time will make a huge difference to them after they've left and recall how this was handled (perhaps for years to come)," says McKee.
Being Cagey About Your Reasons
Explaining your reasoning -- briefly -- is the fastest way to give your move to fire someone a silver lining. You can help catapult someone's career instead of paralyze it. Helping them excel in a different environment if they don't fit yours is a gift of a real leader.
Being Too Friendly About It
I once fired someone and was so nice that they didn't realize they were actually fired! Getting fired is tough, but you can soften the blow by making your message clear and as concise as possible. This means leading right away with your unfortunate message, and then adding any "thank you for your contributions" or "I'm sorry this position wasn't a good fit for you." Of course, this latter step will depend upon the situation.
Not Involving HR
Whether your human resources team is ever-present or stays behind the scenes, this is one time that it can often help to have your HR member in the room with you. If you can have an HR rep in the meeting with you or waiting elsewhere, it allows the person being terminated to talk afterward with the HR person who can explain things like final pay, ongoing health benefits, that will become very important to the individual.
Not Shutting Up
After giving someone notice, give them 30 seconds to digest the blow. Talking while the message is being processed doesn't help [and] can hinder the person's ability to get through this moment, avoid getting into a very detailed discussion of the situation (beyond a brief explanation). You could unintentionally say something that may come back and bite you. Having an HR person helping can prevent you from saying too much, or too little.
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