Imagine That: How You Envision Others Says a Lot About You in Real Life

Newswise — Quick, come up with an imaginary co-worker.

Did you imagine someone who is positive, confident and resourceful? Who rises to the occasion in times of trouble? If so, then chances are you also display those traits in your own life, a new study finds.

University of Nebraska-Lincoln researchers have found that study participants who conjured positive imaginary co-workers contributed more in the actual workplace, both in job performance and going above and beyond their job descriptions to help others.

The results showed that your perceptions of others – even ones that are made up – says a lot about what kind of person you really are, said Peter Harms, UNL assistant professor of management and the study’s lead author.

Imagining coworkers instead of reporting on how you perceive your actual coworkers produces more accurate ratings of having a positive worldview, he said, because it strips away the unique relational baggage that one may have with the people they know.

“When you make up imaginary peers, they are completely a product of how you see the world,” Harms said. “Because of that we can gain better insight into your perceptual biases. That tells us a lot about how you see the world, how you interpret events and what your expectations of others are.”

The study consisted of hundreds of working adults in a range of fields, Harms said. It specifically targeted their “psychological capital,” a cluster of personality characteristics associated with the ability to overcome obstacles and the tendency to actively pursue one’s goals.

After asking participants to conjure up imaginary workers in a series of hypothetical situations, they were then asked to make ratings of the individuals they imagined on a wide range of characteristics.

Those who envisioned workers as engaging in proactive behaviors or readily rebounding from failures were actually happier and more productive in their real-life work, the researchers found.

Researchers have long acknowledged the benefits of having a positive mindset, but getting an accurate assessment has always been difficult because people are typically unwilling or unable to make accurate self-appraisals, Harms said.

Through the use of projective storytelling, the UNL researchers were able to predict real-life work outcomes above and beyond other established measures.

“We’ve known that workplace relations are a self-fulfilling prophecy for some time,” Harms said. “If a manager believes that their workers are lazy and incompetent, they will elicit those patterns in their employees.

“It’s hard to be motivated and enthusiastic for someone you know doesn’t think of you very highly. But most people don’t want to disappoint someone who sincerely believes in them.”

The study, which will appear in a forthcoming edition of theJournal of Organizational Behavior, was co-authored by Fred Luthans, the George Holmes Distinguished Professor of Management at UNL.

Released: 1/18/2012

Source: University of Nebraska-Lincoln

Related Link:

http://www.newswise.com/articles/imagine-that-how-you-envision-others-says-a-lot-about-you-in-real-life

Workplace News….Employee Recognition Important during Holidays (And the Rest of the Year)

Newswise — Whether it’s a festive holiday party, an end-of-the-year bonus or a thoughtful gift, many employees can expect something from their employers during this holiday season.

Although giving gifts and parties can certainly be appreciated by employees, do they offer employers any long-term benefits?

It seems many organizations think they do.

A recent CareerBuilder survey of more than 4,000 workers and more than 2,600 employers shows organizations are more likely to provide holiday parties and perks this year. According to the survey, 40 percent of employers plan to give their employees holiday bonuses, up from 33 percent in 2010. Fifty-eight percent of employers are planning a holiday party for their employees, up from 52 percent, and 30 percent of employers plan to give holiday gifts to employees, up from 29 percent.

Research on employee recognition demonstrates that sincere, credible recognition is appreciated by employees and can enhance their motivation and performance, said Tom Becker, chair and professor in the Department of Business Administration at the University of Delaware.

“This is likely to be true whether the recognition is provided during the holidays or at other times,” Becker said.

Providing parties, bonuses and other forms of acknowledgement, including gifts, for employees’ work has symbolic value beyond the objective value that may be attached. “They send a message that the employment relationship is more than simply a transactional one. That message is especially important to convey if employees have endured a year of no raises, extra workloads, threats of layoff or many of the other conditions common in workplaces right now,” said Kimberly Merriman, an assistant professor of management and organization at Pennsylvania State University.

The key to gift giving and other forms of recognition around the holidays is being sincere, explained Robert Eisenberger, a professor in the psychology department at the University of Houston. He studies perceived organizational support—what makes employees feel supported and cared about—and has recently published a book titled “Perceived Organizational Support: Fostering Enthusiastic and Productive Employees.”

“What’s important is the genuineness of what you do,” he explained. “If the employer just goes through the motions of giving a gift that doesn’t really indicate they value employees, then it doesn’t count for much. What, really is important is a genuine indication of valuation and caring.”
What type of a gift or recognition will seem genuine to employees?

“One is the amount of time you are willing to spend on indicating you care about employees. For example, taking employees or subordinates out for a meal shows you really care about them, because it’s easy to give them a few dollars, but taking the time to treat employees to a meal involves effort and planning,” Eisenberger said,
It’s important to know employees’ needs and values, said Becker. “That’s a key principle of management. This allows managers and others to select a form of recognition or reward that employees will welcome. For some it might be money and for others a simple and sincere verbal acknowledgement of a job well done.”

Becker said non-monetary recognition can be just as effective as a bonus. “Forms of recognition besides money include written or verbal praise; symbolic rewards, such as plaques and certificates; small, meaningful gifts; or anything else that employees perceive as sincere recognition of their contributions and accomplishments,” he explained.

It’s important to be consistent, according to Merriman. If gift giving is eliminated after years of doing it without a credible explanation, employees are likely to be upset. “The motivational effects may be most obvious in the absence rather than presence of such recognition, since employees anticipate receiving something,” she explained. “For instance, one organization I know of experienced employee backlash when it stopped giving out holiday turkeys. The company wisely reinstated the tradition the following year.”

In order to manage employee entitlement perceptions, like the turkey example, organizations should separate financial rewards from the tradition of holiday recognition and instead provide a form of recognition that can be maintained each year, Merriman added.

“The trick is finding something that can be maintained—even in lean years—but still has value to employees. Here are two creative things a company might consider: providing free on-site car washes to employees for the day or providing free on-site gift wrapping. Of course, most employees would most value some extra paid time off during the holiday season if possible!”

Although general recognition such as parties and gifts can be expected to improve morale and help employees feel support from their organization, most of the benefits come in the form of positive assessment and appreciation, said Robert T. Brill, an associate professor psychology at Moravian College.

Because this show of holiday recognition is general and not tied to any one employee’s work, employers should not expect it to impact employees’ work habits, Brill said.
“It will go a long way toward morale and the worker’s sense of commitment and gratitude to the employer, but changing performance usually will require a more ongoing, systematic approach to performance feedback and management. A one-time reward for basically being a part of the organization does a great deal for attitude and emotional connection, but little for long-term performance change.”

Although many organizations may not have time for it during the hectic holidays, Brill said individual recognition—such as performance bonuses instead of blanket holiday bonuses—by employers would be most effective at improving motivation.

Eisenberger stressed that it is important for employees to feel supported all year, not just around the holidays.
“If people aren’t supported and card about the rest of the year and then a show of that is made just around holiday time, it isn’t taken very seriously,” he explained. “If you just do it on one occasion during the year, it’s not going to have much effect. It needs to be part of a pattern of indicating that employees are valued and cared about. It’s just like with relatives, you can’t be nice to relatives on the holiday and not be nice to them the rest of the year.”

Released: 12/12/2011

Source: The Society for Industrial and Organizational Psychology (SIOP)

Related Link:

http://www.newswise.com/articles/employee-recognition-important-during-holidays-and-the-rest-of-the-year

Workplace News….New Research Finds Obesity Negatively Impacts Income, Especially for Women

Newswise — WASHINGTON – A new report from The George Washington University School of Public Health and Health Services’ Department of Health Policy (GW) uncovered an overall wage differential between those of normal weight and those who are obese, especially when it comes to women. The research, released today, demonstrates the impact obesity may have on a person’s paycheck.

Examining years 2004 and 2008 in the National Longitudinal Survey of Youth (NLSY79) to quantify obesity-attributable wage gaps, the GW research team found the connection between obesity and reduced wages to be stronger and more persistent among females than males. In 2004, wages among the obese were $8,666 less for females and $4,772 lower for males. In 2008, wages were $5,826 less for obese females, a 14.6% penalty over normal weight females.

“This research broadens the growing body of evidence that shows that in addition to taxing health, obesity significantly affects personal finances,” said Christine Ferguson, J.D., Professor in the Department of Health Policy. “It also reinforces how prevalent stigma is when it comes to weight-related health issues.”

Additionally, the research shows that there are significant differences in wages dependent upon race. In 2004, Hispanic women who were obese earned $6,618 less than those who were normal weight. In 2008, the differential doubled for Hispanic men who were obese to earnings of $8,394 less than normal weight counterparts, while for women the gap narrowed slightly.

Other key findings from Gender and Race Wage Gaps Attributable to Obesity include:
• Both men and women who were obese experienced reduced wages compared to their normal weight counterparts.
• For both genders, and all racial categories, except Hispanic men, the wage differential narrowed between 2004 and 2008, despite the economy worsening.
• Caucasian women who are obese experienced a wage penalty in both 2004 and 2008 while Caucasian men only experienced a differential in 2004.
• Hispanic women who were obese experienced a wage differential in both 2004 and 2008; Hispanic men who were obese only experienced a wage differential in 2008.
• In both years, wages for African-American men who were obese were higher than their normal weight counterparts, while for African-American women, wages were similar between those who were obese and those who were normal weight.

The research builds upon findings discovered by GW last year, which raised the different ways that obesity impacts each gender. That report was focused on the individualized costs of obesity which outlined the overall, tangible, annual costs of being obese based on a series of measures including indirect costs, including lost productivity, and direct costs, such as obesity-related medical expenditures, to estimate the price tag of obesity at the individual level. On average, those costs are $4,879 for an obese woman and $2,646 for an obese man . The biggest difference among gender was wages, leading them to dive deeper in this focus area.

About the Methodology
The GW research team explored wage differentials more NLSY79 wave years 2004 and 2008 to further quantify obesity-attributable wage gaps. The NLSY79 provides detailed information about earnings, education, employment status, and employment characteristics, but also provides information about health and household characteristics. The NLSY79 follows the same panel of participants over time.

Released: 12/1/2011

Source: George Washington University

Related Link:

http://www.newswise.com/articles/new-research-finds-obesity-negatively-impacts-income-especially-for-women

Workplace Research….Your Abusive Boss May Not be Good for Your Marriage

Newswise — Having an abusive boss not only causes problems at work but can lead to strained relationships at home, according to a Baylor University study published online in journal, Personnel Psychology. The study found that stress and tension caused by an abusive boss have an impact on the employee’s partner, which affects the marital relationship and subsequently the employee’s entire family.

The article is available using this link:http://onlinelibrary.wiley.com/doi/10.1111/j.1744-6570.2011.01232.x/full
The study also found that more children at home meant greater family satisfaction for the employee, and the longer the partner’s relationship, the less impact the abusive boss had on the family.

“These findings have important implications for organizations and their managers. The evidence highlights the need for organizations to send an unequivocal message to those in supervisory positions that these hostile and harmful behaviors will not be tolerated,” said Dawn Carlson, Ph.D., study author, professor of management and H. R. Gibson Chair of Organizational Development at the Hankamer School of Business at Baylor University, Waco.

A supervisor’s abuse may include tantrums, rudeness, public criticism and inconsiderate action.

“It may be that as supervisor abuse heightens tension in the relationship, the employee is less motivated or able to engage in positive interactions with the partner and other family members,” said Merideth Ferguson, PH.D., study co-author and assistant professor of management and entrepreneurship at Baylor.

Organizations should encourage subordinates to seek support through their organization’s employee assistance program or other resources (e.g., counseling, stress management) so that the employee can identify tactics or mechanisms for buffering the effect of abuse on the family, according to the study.

The study included 280 full-time employees and their partners. Fifty-seven percent of the employees were male with an average of five years in their current job; 75 percent had children living with them. The average age for the employee and the partner was 36 years. The average length of their relationship was 10 years. Of the respondents, 46 percent supervised other employees in the workplace, 47 percent worked in a public organization, 40 percent worked in a private organization, nine percent worked for a non-profit organization and five percent were self-employed. Of the partner group, 43 percent were male with 78 percent of these individuals employed.

Workers filled out an online survey. When their portion of the survey was complete, their partner completed a separate survey that was linked back to the workers’. The partner entered a coordinating identification number to complete his/her portion of the survey. The combined responses from the initial contact and the partner constituted one complete response in the study database.

Questions in the employee survey included; “How often does your supervisor use the following behaviors with you?” with example items being “Tells me my thoughts or feelings are stupid,” “Expresses anger at me when he/she is mad for another reason,” “Puts me down in front of others,” and “Tells me I’m incompetent.”

Questions in the partner survey included; “During the past month, how often did you . . .” feel irritated or resentful about things your (husband/wife/partner) did or didn’t do” and “feel tense from fighting, arguing or disagreeing with your (husband/wife/partner).”

“Employers must take steps to prevent or stop the abuse and also to provide opportunities for subordinates to effectively manage the fallout of abuse and keep it from affecting their families. Abusive supervision is a workplace reality and this research expands our understanding of how this stressor plays out in the employee’s life beyond the workplace,” Carlson said.

The research was conducted with support from the Texas A & M Mays Business School Mini-Grant Program.
Other co-authors of the study are Pamela L. Perrewe of Florida State University and Dwayne Whitten of Texas A & M University.

Released: 11/28/2011

Source: Baylor University

Related Link:

http://www.newswise.com/articles/your-abusive-boss-may-not-be-good-for-your-marriage-according-to-baylor-university-study

Work Place News…..So You Think Your Boss Is a Psychopath?

Wake Forest University professors offer survival tips

Newswise — Winston-Salem, N.C. – If you heard about a recent study claiming one in 25 executive leaders meet the criteria for a psychopathic personality and thought: “That sounds like MY boss,” you might be wondering what to do about it Evelyn William, associate vice president of leadership development/professor of practice at Wake Forest University Schools of Business says knowing your boss’s work style could be the key to succeeding. Jamie Dickey Ungerleider, Ph.D, associate professor of Family & Community Medicine at Wake Forest Baptist Medical Center says that might help you in the short term, but a longer term solution is to find a new boss.

“Leaders who are psychopaths are extremely charming, highly manipulative, see other people as objects and don’t feel guilty about using people to reach their own ends,” Dr. Ungerleider says. “Most people at work have good intentions, but a psychopathic boss does not.”

Ungerleider says that evaluations and reviews won’t usually reveal the problems a psychopathic boss has. “There’s usually a segment of the population who finds them utterly charming and don’t understand why others wouldn’t trust them.”

But if you can’t make a move away from such an employer, “Recognize that you still have a mutually dependent relationship,” Williams says. “Knowing your boss’s work style gives you a road map you can use to make adjustments and deliver the work that will please a difficult boss.”

Williams says you should ask yourself these questions to determine your best working road map:

● How does my boss like to communicate?
● Does my boss focus on details or big picture thinking?
● Which is more important to my boss: analysis and data or human relationships?
● Does my boss use introverted or extroverted discussion patterns?
● When it comes to decisions, does my boss like quick resolution or decision by committee?

“Knowing the answers to these questions allows you to take control of your working relationship and do a good job of managing up,” says Williams. “You won’t feel like the victim and will have control of how to manage the relationship since there are multiple ways to accomplish these tasks.”

But Dr. Ungerleider, says too much success at work could also been seen as a threat to a psychopathic boss. “These people use the skills and talents of people under them to shine for their own managers,” Dr. Ungerleider says. “If you shine a little too brightly while you’re helping them stand out, that becomes a threat. Most of them won’t hesitate to throw you under the bus.”

Both agree on seeking validation from your co-workers in and outside your department. Dr. Ungerleider says you need to know that others have the same concerns.

“Network outside your department and make sure you document what’s happening in yours. That doesn’t mean a vindictive accounting, but rather keeping track of decisions made or assignments given so that you and your boss can agree on your work both in terms of load and delivery,” Williams said. “We’re all fallible humans and need to manage our stress loads — some people may appear like psychopaths simply because they are overwhelmed in their current roles.”

Dr. Ungerleider also says not every bad boss is a psychopath. “Sometimes people put a boss in that category because they’re being treated badly, but those are bad actions or bad decisions, not a personality disorder.”

Released: 9/22/2011  Source: Wake Forest University

Via Newswise

Related Link:

http://newswise.com/articles/so-you-think-your-boss-is-a-psychopath

Preventing Burnout; Stop Workplace Stress Before It Starts – In College!

Newswise — Winston-Salem, N.C. – As if heavy course loads, on-campus activities and busy social calendars weren’t enough for college students to juggle, they also now carry the weight of a stagnant job market, record job insecurity and a high unemployment rate.

The pressure for peak performance and an on-call-24/7 mentality in the professional world continue to increase. Two-thirds of Americans have admitted to sleeping with their cell phones right next to their beds.

So, how can today’s college students prepare for the expectations of tomorrow’s workforce without burning out before earning their Bachelors’ degrees?

Counselors and career advisors at Wake Forest University have teamed up to develop the following tips to help students deal with job-related stress before their admirable work ethic becomes an unhealthy work obsession.

1. Discover your passion – “You wouldn’t play intramural soccer if you never had an interest in sports, so why force fit a major that doesn’t excite you?” asks Andy Chan, Vice President of Career Development. “Keep your eyes open for something that genuinely interests you and you will find meaning, fulfillment and success in your academic experience, career path and personal life.”

2. Establish a routine – “Activities that alleviate stress and provide joy, such as exercise, meditation, social activities and hobbies, are often the first things to go when people feel overworked and burned out. Making 30 minutes for these activities can help students (and workers) regain their focus and competitive edge because people feel better after they do something they enjoy,” says Samuel T. Gladding, Professor and Chair of the Department of Counseling.

3. Set boundaries – “There will always be something left to do tomorrow, but studies show people who recognize the ‘just enough’ point tend to be more successful and feel less overworked,” says Gladding. “Increase the value of work and play by living in the moment and not obsessing over tasks that can be completed in the days ahead. In addition, new ideas tend to come to mind for many people when they have a little time to think about a situation. Thus ‘sleeping on’ an idea is often healthy and helpful.”

4. Control your image – “A first impression will always be important, and for many prospective employers, it starts online,” says Chan. “Maintaining an impressive resume and profile on LinkedIn and foregoing embarrassing posts and photos on Facebook show recruiters you are polished, mature and strategic in putting your best face forward – and that’s something students can control.”

5. Ask for help – According to The Washington Post, a survey of counseling center directors at more than 300 four-year institutions found that more than 10 percent of students sought some sort of counseling in 2010. “While peer networks and certified counselors are great resources for the emotional aspect of feeling overwhelmed, career services can help guide and inspire students to take charge of their own journey. Working toward a goal is one of the healthiest behaviors people can have because it’s energizing and gives direction in life,” says Gladding.

Chan adds, “Students must remember that in the working world, raising a hand, asking for perspective and advice, and utilizing the tools needed to succeed is perceived as a strength, not a weakness.”

These pointers have helped senior Brooke Thomas, who balances a full academic schedule while also maintaining a starting position on the women’s basketball team, an internship and multiple leadership roles, stay sane and productive.

Before changing her major from business to communication, she visited the Office of Professional and Career Development, where she says a personality test helped her realize what a people person she is. “I’m interested in everything from creative writing to sports marketing, and now I know I was trying to fit a square peg into a round hole. I like finance, but it doesn’t motivate me, so I chose to focus on something that does.”

Her disciplined routine includes sitting in the same chair outside the same building every day to study for a few hours so she does not have to read after practice when she feels tired. She also prioritizes the most important tasks and does them first and makes time for exercise outside of practice when she starts to feel overwhelmed.

“College can be stressful and I’m sure work will be, too,” Thomas says. “But, I’m making a really conscious effort to pursue what I love and the rest of it – for me, anyway – just falls into place. Having a little help here and there doesn’t hurt either.”

Released: 8/25/2011
Source: Wake Forest University

Related Link:

http://newswise.com/articles/back-to-school-of-back-to-burnout