Science News
Managers tend to give more work to employees they perceive as being more intrinsically motivated under the “naive belief” that those workers will enjoy the extra work, new research shows. Read Full Article #IntrinsicMotivation #WorkMotivation #EmployeeProductivity
💼 Northeastern Research: Managers Overburden "Motivated" Employees
New research from Northeastern University reveals managers often assign extra tasks to employees they perceive as intrinsically motivated, believing they'll enjoy the work. This "naive belief" can lead to these top performers becoming overburdened and stressed.
📊 Study Findings: The "Motive Oversimplification" Effect
Across studies with over 4,300 participants, 55% of managers assigned extra tasks to more intrinsically motivated employees. In a lab study, 74% of managers gave a bonus-jeopardizing task to an employee with higher motivation scores.
📉 Impact on Employees: Burnout and Reduced Satisfaction
While managers perceived an average 0.2 point drop in job satisfaction from extra tasks, intrinsically motivated employees reported a full point drop, highlighting a significant gap in perceived impact and the risk of burnout for "go-to" employees.
💡 Solutions for Fairer Work Distribution
Recommendations include maintaining assignment tallies, using task management systems, and implementing training programs to address managers' motivational misperceptions and close the gap between employee reality and manager beliefs.
#WorkplaceDynamics #Management #EmployeeBurnout
New research from Northeastern University reveals managers often assign extra tasks to employees they perceive as intrinsically motivated, believing they'll enjoy the work. This "naive belief" can lead to these top performers becoming overburdened and stressed.
📊 Study Findings: The "Motive Oversimplification" Effect
Across studies with over 4,300 participants, 55% of managers assigned extra tasks to more intrinsically motivated employees. In a lab study, 74% of managers gave a bonus-jeopardizing task to an employee with higher motivation scores.
📉 Impact on Employees: Burnout and Reduced Satisfaction
While managers perceived an average 0.2 point drop in job satisfaction from extra tasks, intrinsically motivated employees reported a full point drop, highlighting a significant gap in perceived impact and the risk of burnout for "go-to" employees.
💡 Solutions for Fairer Work Distribution
Recommendations include maintaining assignment tallies, using task management systems, and implementing training programs to address managers' motivational misperceptions and close the gap between employee reality and manager beliefs.
#WorkplaceDynamics #Management #EmployeeBurnout
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Science News
Good managers can be as important as the entire team. The study also shows that those who are most eager to become managers are not necessarily the best suited to the role. Read Full Article #Leadership #ManagementScience #TeamPerformance
📈 A new international study published in The Quarterly Journal of Economics reveals that a good manager's impact on team performance is as significant as the combined productive capacity of the employees.
💡 Researchers developed a new method to isolate a manager's contribution through a laboratory experiment at Essex University Economics Lab, where managers were randomly assigned to teams.
📊 In a related field study at a large retail chain, improving manager quality from average to good led to a 25% increase in annual sales.
🤔 The study also found that those most eager to become managers aren't always the best suited, and women expressed less interest in management roles despite performing equally well when assigned.
#Management #Leadership #Business
💡 Researchers developed a new method to isolate a manager's contribution through a laboratory experiment at Essex University Economics Lab, where managers were randomly assigned to teams.
📊 In a related field study at a large retail chain, improving manager quality from average to good led to a 25% increase in annual sales.
🤔 The study also found that those most eager to become managers aren't always the best suited, and women expressed less interest in management roles despite performing equally well when assigned.
#Management #Leadership #Business
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