Employee Engagement vs. Pay For Time Passing│Organizational Psychology

Employee Engagement vs. Pay For Time Passing│Organizational Psychology


how are you supposed to get
discretionary effort if you gotta space it out over time I think you go all out
you get it done then you leave you have employees in organizations
where they don’t value 100 percent quality job and they want you to appear
as though you’re in all places at all times you start shaping up people that
try to look busy I’ve seen that and even someone with the best intentions with a
strong repertoire when they get beat down from taking on so much and giving
giving giving after a while it falls on deaf ears and then they’re burned out
and then they don’t feel good because they want to feel good about doing a
quality job that’s why they went in the field then they start half-assing it
accidentally and then they start feeling shitty there are the people that that
end up leaving an organization that treats them that way then there’s a
whole nother group of people that are lazy where all they do is try to look
fucking busy and they run around and I always say don’t mistake movement for
progress if you say I have to be here for eight hours I might be able to get
what I need to get done in four hours really really well but it’s like well I
have eight hours so I’m just gonna my work is gonna take up that amount of
time but if it’s hey here’s what you need to do did it and then you’re done
yeah he’s done for the day feels so good I literally just got back there and it
feels so good to say these are these are my work out but this is what I’ve done
and it’s three o’clock or it’s four o’clock or whatever and now I have I
feel good about leaving Europe and I can be present instead of well I need to be
doing this and that’s an about behavior analysis and Skinner and just I mean
rate of responding is critical so if you think about it from this way if an
administrative worker comes in at 9:00 and they’re they’re expected to stay
till 5:00 that’s not rate of responding that
matters they’re just doing time and time passing but if they work from 9:00 to
2:00 and they do it fluently accurately and they bang out the day with precision
and then go home at 2:00 this is an inference but I think they move towards
positive reinforcement to get things done to do a nice job get done early and
go home as opposed to like when you think you have to do time until 5:00
p.m. that means you might be working on negative reinforce
just going through the motion is at you know at a low level to waste time
well that sense of control you know I’m not going to tell you how long you just
sit here for yeah when you are done you know when you’re done yep then you
couldn’t choose to leave and if you want to stay and do something different and
work a little bit longer great if if not they go home so you take that control
away from it and put it in the hands of the employees yeah because how are you
supposed to get discretionary effort if you got it space it out over time I
think you go all out you get it done then you leave

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