Dan Ariely: What Makes Us Feel Good About Our Work? 1

What motivates us to work? Contrary to conventional wisdom, it isn’t just money. But it’s not exactly joy either. It seems that most of us thrive by making constant progress and feeling a sense of purpose. Behavioral economist Dan Ariely presents two eye-opening experiments that reveal our unexpected and nuanced attitudes toward meaning in our work. (Filmed at TEDxRiodelaPlata.)

91% of Executives Mismanage Their Time – At What Cost? Reply

wasted timeBy Chris Simmons

In March, Inc magazine ran a very interesting feature called “Time Troubles.” This article claimed that only 9% of executives are satisfied with their seemingly optimal time-management skills. The vast remainder of corporate leaders Inc assigned to one of four failed executive types: Crisis Managers, Cheerleaders, Online Junkies, and Schmoozers. While Inc did not say what percentage of executives fit into each category, it did reveal the major failings which resulted in said assignments:

  • Crisis Managers: Spent 67% more time on unanticipated, short-duration problems than the optimal group.
  • Cheerleaders: Mis-spent 45% more time on employee pep talks AND 39% less time with business clients.
  • Online Junkies: Wasted 36% more time on email and voice mail than more effective and efficient face-to-face communication.
  • Schmoozers: Squandered 17% more time with clients than necessary by stealing time that should have been invested in communicating with their workplace colleagues.

The first step in solving any problem is recognizing there is one. As such, I thought the Inc item was a great starting point. We, collectively, pay a huge price for poor time management. It drives up personnel turn-over, miscommunication and bankruptcies while driving down morale, engagement, and profit margins. In keeping with this theme, the next question I would love to see Inc tackle is: “what is the cumulative cost of these time-management failures?”

 

How Job Recruiters Screen You on LinkedIn Reply

Job SeekersKeywords, not buzzwords are what get a hiring manager’s attention

By Quentin Fottrell, MarketWatch

There are 277 million users on LinkedIn, according to the company’s latest results, and many of them — though not all — are probably competing for the same jobs. To improve your chances of scoring the next great gig, it helps to know how recruiters use the site.

Recruiters scour the world’s most popular professional networking site looking for the perfect candidate, but there’s a lot they do before they even get to your profile page. Some 93% of hiring managers search LinkedIn for recruits, according to a 2013 survey by career website Jobvite; 65% search Facebook, and 55% consult Twitter accounts. Another 18% of recruiters search Google+ and, in case there are any homemade videos lurking about, 15% will type your name into YouTube. Rule No. 1: “Your LinkedIn profile should be public,” says Jenny Foss, president of the Ladder Recruiting Group in Portland, Ore.

Most people spend so much time crafting their pitch, they forget about how they appear in a search result. “It’s the first thing that recruiters look at,” says Nicole Greenberg Strecker, managing director of recruitment agency STA Worldwide in Chicago, Ill. Your bio should include title, industry and location. “If you want to work in Silicon Valley and live in Kansas, change your location to Silicon Valley on LinkedIn. Recruiters search zip codes.” And the title should be razor-sharp. “Don’t write senior analyst at Ernst & Young, write hedge fund financial analyst at Ernst & Young,” says Jeremy Roberts, editor of Sourcecon, a blog and conference series for recruiters.

Recruiters punch in keywords, not buzzwords. When fine-tuning their initial search to find high-performing candidates, for instance, they’ll look for terms like “won,” “sold,” “achieved,” “built” and “president’s club.” No software is too old to mention. Technology recruitment consultants look for people who are proficient in WordPress because many companies don’t have the latest programs, Roberts says. And if you use in-demand open-sourced software like Ruby on Rails, say so. “It will save you a lot of spam,” he says; recruiters also recoil at buzzwords like “maven,” “guru,” “prophet” and “ninja” (unless you’re a black belt or a mutant turtle).

Story continues here:  Recruiters on LinkedIn

 

8 Facts About Self-Control Reply

It takes self-control to stop bad habits like smoking.

It takes self-control to stop bad habits like smoking.

From Reflectd:  Psychological Insights & Perspectives

“… Overcoming the self’s natural, impulsive nature requires self-control … Without this capacity, we would be slaves of our emotional impulses, temptations, and desires and thus unable to behave socially adequately.” (pp. 128-132).

Self-control is delaying short-term gratification in favour of long-term outcomes. It is the investment of cognitive, emotional and behavioural resources to achieve a desired outcome

Self-control often involves resisting temptations and impulses, and habits often undermine self-control. Humans are relatively successful at exerting self-control to achieve long-term outcomes (Hagger et al., 2009).

However, people are better at exerting self-control when it comes to making decisions that are distant in time compared to near (Fujita, 2008). Eight facts about self-control are presented in this article.

1. Self-control is a limited resource

According to the self-control strength model, exerting self-control at one time or over one set of behaviours may deplete the ability to exhibit subsequent self-control over another set of behaviours. A study by Shmueli & Prochaska (2009) supports this idea.

In this study, smokers who resisted sweets were more likely to smoke a cigarette during a break compared to smokers who resisted raw vegetables. Participants, whose self-control strength was depleted (due to temptation resistance), were more likely to smoke compared to those who had not depleted their self-control strength.

A study by Vohs & Heatherton (2000) also supports the idea of a self-control strength model. The study draws three conclusions:

  • Perceived availability and proximity of tempting snacks undermined subsequent self-control among dieters
  • Exerting self-control in one domain leads to subsequent reductions in self-control in another domain
  • Asking dieters to suppress their emotional reactions to a movie depleted their self-control resources

Another study found that people’s ability to exert self-control and resist temptation decreases gradually throughout the day (Kouchaki & Smith, 2014). This finding also suggests that self-control is a limited resource.

Hagger and colleagues (2009) found that breaks in exerting control (since it is a limited resource) and training in self-control makes people better at exerting self-control.

Feature continues here:  Self-Control 

Controversy Over Facebook Emotional Manipulation Study Grows Reply

FBControversy Over Facebook Emotional Manipulation Study Grows As Timeline Becomes More Clear

Gregory S. McNeal, Forbes

In a controversial study Facebook reported the results of a massive psychological experiment on 689,003 users.  The authors were able to conduct the research because in their words, automated testing “was consistent with Facebook’s Data Use Policy, to which all users agree prior to creating an account on Facebook, constituting informed consent for this research.

Most of us who covered the story relied on that statement from the academic journal for evidence of Facebook’s efforts to gain informed consent.  Well, it turns out that was wrong.

My colleague Kashmir Hill just reported that Facebook conducted their news feed manipulation four months before the term “research” was added to their data use policy, she writes:

However, we were all relying on what Facebook’s data policy says now. In January 2012, the policy did not say anything about users potentially being guinea pigs made to have a crappy day for science, nor that “research” is something that might happen on the platform.

Four months after this study happened, in May 2012, Facebook made changes to its data use policy, and that’s when it introduced this line about how it might use your information: “For internal operations, including troubleshooting, data analysis, testing, research and service improvement.” Facebook helpfully posted a “red-line” version of the new policy, contrasting it with the prior version from September 2011— which did not mention anything about user information being used in “research.”

Kashmir’s story is worth reading in full, along with her earlier piece that digs deeper into the ethical and institutional review board issues, including a statement from Cornell “saying its IRB passed on reviewing the study because the part involving actual humans was done by Facebook not by the Cornell researcher involved in the study.”

Facebook seems nonplussed, releasing a statement saying ”To suggest we conducted any corporate research without permission is complete fiction. Companies that want to improve their services use the information their customers provide, whether or not their privacy policy uses the word ‘research’ or not.”

As Dan Solove points out in a recent LinkedIn Influencer post:

The problem with obtaining consent in this way is that people often rarely read the privacy policies or terms of use of a website. It is a pure fiction that a person really “agrees” with a policy such as this, yet we use this fiction all the time…

Article continues here:  Facebook Manipulation