There are countless pieces of advice when it comes to improving work that relate to becoming more productive, efficient, profitable, happy, etc. While much of the advice available for free is not rooted in solid evidence, one of the main scientific assets to understanding workplace improvement is behavioral science. There is a breadth of evidence, even entire academic disciplines, which suggest that insights from psychology in particular are directly correlated to improving internal and external relations and practices at work. This blogpost highlights some of the main direct and indirect influences of behavioral science at the workplace and highlight how many principles can easily be implemented to much success.
In this CQ Dossier we have a look at the key concept of self-determination and goal-setting theory. We draw on the main theories of self-determination (SDT), mastery motivation and goal-setting theory to provide you guidelines on how best to motivate your peers, coworkers and team members.
In this CQ Dossier we focus on the importance of basic psychological needs and their relevance in the workplace. We have a look at the three fundamental needs – autonomy, competence, and relatedness – and discuss their important to workplace thriving and achievement within the workplace.
Soft skills also called people or management skills get increasingly important in our 21st knowledge economy. In contrast to many hard skills, management skills cannot be substituted by technologies such as Artificial Intelligence and search engines. This is reflected in an ever growing demand for online and face to face management training programs. As a result, hundreds of millions of Euros are invested in management training activities every year. However, only a small fraction of the training content is transfered back on the job (Griffin, 2011) or adds value to the training participants. Drawing and theory and science, we derive six criteria you should look for when selecting a good management training program.
This CQ Dossier describes the Job Characteristics Model that provides recommendations on how best to design jobs to enrich employee motivation. The model focuses on the intrinsic motivation that employees gain through having control over their work. The model shows how autonomy, job crafting and feedback can enhance employee motivation and enrich the experience of work.