Merry.... uh.... er... Happy.... Seasons Greetings ?

I love this time of year. And who doesn't? Well there are a few and they are usually are covered in green hair and have some Freudian levels of self loathing and transfer this hate on dogs named Max. (Thats a Grinch reference, just in case.

I know that I am not the only one who loves this time of year because all commercials have convinced me that everyone does. People love this time of year so much that they talk about it all the time and most of the time to strangers. Merry Christmas is the greeting that I received 90% of the time when Im out and about and on the phone. Hey I also love summer time but no one ever says Happy Summer to me when I go and get a Mr Misty. 

So what makes this time of year so much more different. Im sure if I polled an unbiased group of passer bys they would say that it is the Religious factors that accompany this time of year that inspires the Yull Tides and well wishing. 

This all begs the question about how far does Religion belong in the work and public places. I have a pal who works for the local city planning. At a recent event he told me about all the red tape that a local mall had to go through in order to have an annual Christmas tree lighting. So much red tape that the city made the developer purchase the portion of the roundabout in the road so the city didn't own the ground where the tree was. Very interesting, right? No it is, sorry that was more of a statement.  

Being in the I/O Psych world a lot of what we do rotates around a legal team. So I always appreciate the legals perspective on the world (Imagine me saying that like the Grinch and itll make more sense)

So here is an interesting blog post on the Holidays in the workplace legal style. This installment is by Elizabeth Tom Arce of the California Public Agency Labor & Employment Blog 

http://www.lcwlegal.com/85665

Back by popular demand! We are reposting this blog post in time for the holidays

The holidays are a festive time to be shared with family, friends and even co-workers.  Many employers also join in the celebrations by allowing employees to put up decorations and exchange gifts.  Employers also like to host holiday parties filled with food, music and alcohol.  However, sometimes these activities can create legal liability for the employer.  We present here a few tips that can help employers avoid liability without spoiling their employees' holiday fun. 

Religious Holiday Accommodations

For many, the holidays are a time for religious observance.  For example, a Christian employee working the night shift may ask for the evening off to attend Christmas Eve mass or a Jewish employee may request time off to observe Hanukah.  Both federal and state discrimination laws require employers to accommodate their employees' sincerely held religious beliefs, practices and observances.  Thus, employers who are confronted with requests for time off should try to accommodate them unless doing so would impose undue hardship.  Accommodating an employee may mean changing the employee's schedule or allowing the employee to switch shifts with a co-worker.    

Workplace and Workspace Decorations

Before decking the halls, employers should consider the location of holiday decorations.  Employers who plan to decorate common work areas should strive to avoid the appearance of endorsing one religion over another.  For example, if a nativity scene is displayed in the reception area or lunch room, the employer may be perceived as favoring the Christian religion. Some employees may this find offensive.  Therefore, employers who wish to decorate the workplace should use non-religious, winter themed decorations such as snowflakes, candy canes, holly and gingerbread houses.

Since non-religious decorations are permissible, there is always debate over whether a Christmas tree is a religious symbol.  While  a decorated tree  may have religious connotations for some people, the U.S. Supreme Court has determined that a Christmas tree is a secular nonreligious symbol.  This view was also adopted by the EEOC.  Thus, employers may include Christmas trees among their decorations even if an employee objects.  However, for purposes of promoting positive employee relations, employers should be sensitive to the diversity of their workplace.  Thus, even if you have a  tree, ornaments with religious connotations, such as crosses, angels, or nativity references should not be allowed.

Employees who wish to decorate their own personal workspaces with Christmas, Kwanzaa or Hanukah themed decorations present a more difficult question.  Prohibiting employees from displaying religious holiday themed decorations in their own workspaces may give rise to claim of violation of free speech and religious expression.  Because the law requires employers to accommodate religious beliefs, employers should not try to suppress religious expression in an employee's personal workspace unless it creates an undue hardship on business operations.           

Finally, mistletoe should never be allowed in any area of the workplace including individual workspaces because it could lead to sexual harassment or hostile work environment claims.

Holiday Gift Exchanges

The traditional holiday gift exchange where one "Secret Santa" employee gives a gift to a randomly assigned employee has largely been replaced by the "white elephant" gift exchange.  Employees favor this type of gift exchange because it is fun and the gifts up for grabs are often humorous.  However, this game can easily turn into blood sport as employees become competitive and even downright vicious towards each other in their quest for the best gift. 

In order to ensure fun for all employees, the announcement of a gift exchange should include language reminding employees to select gifts appropriate for the workplace.  For example, employees should be discouraged from buying items that contain profane, graphic or sexual content.  In addition, employees should be reminded that the gift exchange is a festive occasion where everyone should be treated respectfully.  A very modest limit on the cost of such gifts should be established, such as $10 or $15.

Holiday Parties

The two biggest concerns for employers about holiday parties are potential legal liability from sexual harassment and drinking and driving.  Because employees typically "let their hair down" during these events, they may not conduct themselves the same way they do at work.  Also, alcohol clouds judgment. A luncheon rather than an evening event is more prudent for all these reasons. If a festive evening is the preferred celebration, employers may want to consider taking the following preventative steps to reduce liability. 

Employees should be reminded of the employer's discrimination, harassment and alcohol and drug policies.  In addition, employers should designate a supervisor or manager to provide discrete oversight over employees during the party.  For example, if an employee appears to have had too much to drink, a supervisor or manager can intervene and make arrangements for the employee to get home safely.  If alcohol is served, employers should limit the amount consumed by either issuing drink tickets to employees or stopping the service of alcohol well before guests start leaving the party.  Finally, if a harassment complaint is made after the party, employers should make sure they promptly investigate it. 

Power- An Essay

“All who gain power are afraid to lose it”.  Star Wars: Episode III- Revenge of the Sith

(Quick note- I think that I should get at least 10 points for not putting a Star Wars photo with this post. Because I really wanted to!)

Introduction

Life in all its many facets is a balance or struggle for power. In the home parents strive for power over the will and limits of their children. In nature there are conflicts over power of survival. And cosmically there is a battle over a light and darkness. Thank goodness this is not an astrology blog right?!

             The stuggle for power in the workplace can be said to have the most lasting effect on a person. The boss wants to have power over the employee in order to increase productivity. The employee wants to have power over the boss so they can have longer breaks. Knowing what typer of power a person (boss or otherwise) is using and how to communicative to it will be a huge win for overcoming conflict and having a happier workplace..

           Power is an universal element. It can transcend creed, race, and species. A central theme throughout the history of mankind has power and the lengths one will make to achieve and keep it. Within the animal kingdom in pack dominated species there are struggles for power on one level or another.

            One achieves and keeps power using several different methods. According to research

by Raven and French (1958) there are five major basis of power; coercive, reward, legitimate, expert, and referent. The purpose of the following essay is to contrast these five different basis of power. To achieve this contrast, an example will be taken from the motion picture Star Wars highlighting the power base of coercion. Within this essay a discussion will also be made concerning the use of power tactics and nonverbal power.

Five Bases of Power

            Organizations, companies, countries as stated by Karkoulian, Messarra, and Sidani (2009) for the most part hold the same asset higher than any other, power. In one form or anther power is the business. It is the drive for which world turns. A pure definition of power can be found by Robbins and Judge (2011) as “Power refers to the capacity that A has to influence the behavior of B so B acts in accordance with A’s wishes”

            It is this influence that marketing companies seek, that supervisors want for their subordinates and the same influence that politicians endeavor to obtain over communities. The struggle to obtain and maintain power is all around each human being and will be an ever present force in society and human nature.

            French and Raven defined power as “The ability or potential of an agent to alter a target's behavior, intentions, attitudes, beliefs, emotions, or values” French and Raven (1958). Power is power but it is born of different origins. French and Raven had proposed five different bases for power; coercive, reward, legitimate, expert, and referent.

            Coercive power draws influence by the ability to deliver punishment. For example if an employee is unwilling or unable to perform their job duties a coercive manager may have power over them because they can deliver a punishment such as lowering pay or not giving out new leads. According to Robbins and Judge (2011) coercive power works for a short period of time to influence people but due to its negative tones will not motivate people for the long term.

            Transversely reward power does not remove pay or punishment but rather gives pay or benefits. People comply to reward based power because they are more likely to receive financial rewards just as “pay rates, raises, and bonuses or non-financial, including recognition, promotions, interesting work assignments, friendly colleagues, and preferred work shifts or sales territories” (Robbins and Judge, 2011, pg 422).

            Legitimate power derives it’s influence through a more hierarchy fashion. For instance a person who has worked their way up the ladder to the top may exhibit legitimate power. The difference between legitimate power to that of coercive and reward is that it depends on others perception of their power and there in lies its restriction. If a group or community perceives that the power is no longer legitimate their dependency on that leader will crumple and with it the need for that leader. (Karkoulian, Messarra, and Sidani, 2009).

            It has been said that knowledge is power and indeed it is. Expert power is achieved when one has influence over another by using the skills and knowledge regarding a certain subject. For example this type of power occurs when a others are dependent on a technical support agent. Karkoulian, Messarra, and Sidani (2009) state that this type of power can be dangerous because people often blindly follow the word of a proposed expert without checking background first.

            “I purchased these shoes because Michael Jordan said that I would run faster in them,” This statement is an example of the power celebrities can have over consumers, this power is a form of referent power. According to Robbins and Judge (2011) referent power is achieved when a person is liked or admired enough that they can exercises power over others.

Filmic Power

            Art in its many forms including motion pictures are often used as mirror of society. According to Stifano, (2009) movies are not just pure entertainment, at their core they are imitating life, they are what we think we are and what we can become. When reviewing the concept of power and influence over others the movies are an excellent mirror for humanity.

            In 1977 one such mirror was cast in the epic beginning to a six part Star Wars franchise. The films set in a long time ago in a galaxy far far away and focuses on a young man named Luke. Through a set of events his life is up rooted and he is sent on a journey to defend the galaxy from a tyrannical Emperor. Along the way he meets the Emperor’s most loyal follow Darth Vader, who seems to be made more of machine than man (Star Wars Episode IV, 2012)

            The following character review will focus on the leadership and power the character Darth Vader has over others and is ability to influence his will and goals over others. Since it’s debut 35 years ago the Star Wars movies have had a dramatic effect on society and culture. It is one of the most quoted movies in history (Stifano, 2009) and it’s characters have worked their way into everyday terminology. The name and character of Darth Vader is a common work leadership definition (Balzac, 2012).

            When one thinks of working for Darth Vader, hostile work environment is the understand of the Galactic Empire. Star Wars’ Darth Vader leadership style focused on fear. Fear was the driving motivational tool used, typically the fear of death. In the film it was not uncommon for a subordinate to be strangled when they failed at a task or when a project was not completed to Darth Vader’s satisfaction.  

            Darth Vader was a man (or machine) of few words, he was more of a man of action. His lack of speaking was another of his characteristics that assisted in his power. Through their research Aguinis, Simonsen, and Pierce  discovered that certain “facial expressions, visual behavior and body posture” (1998) increased the perceived power a leader had on subordinates. Although Darth Vader wore a mask through the entire film his exuded is nonverbal power through direct facial contact when speaking. He was also very erect in his posture and was taller than his subordinates causing them to physically look up to him when communicating.

            Darth Vader’s unwillingness to tolerate mistakes, and using fear of punishment places him as one who draws his power from coercion (Robbins and Judge, 2011). Darth Vader also used all manner of manipulations, deception, and malice to obtain his goals. He used fear of torture and pain to keep his generals motivated. Although this method was effective in the short run, fit did not serve him in gaining long term loyalty. It also limited his subordinates ability to think freely and therefor innovation and inspiration was replaced with simply fulfilling Vader’s demands.

            To aid in achieve his goals and influencing others to comply, Darth Vader used several power tactics. If the power bases of coercion is the behavior than power tactics are the actions. They are the physical ways in which a person influences another (Robbins and Judge, 2011). In the case of Darth Vader several power tactics are used. The primary tactic that Darth Vader used was pressure, which according to Robbins and Judge consists of using “warnings, repeated demands, and threats” (2011). Darth Vader used this tactic when as he would threaten subordinates with death and pain should tasks not be accomplished. Darth Vader also used the legitimacy tactic, stating that as a Sith Lord and one who knows the mysteries of the Force that his demands and requests should be met without question.

            Despite Darth Vader’s coercion power base he did get many of his objective accomplished Koeller, B. (2011).. There are several characteristics that demonstrated Darth Vader’s leadership skills.   Darth Vader was able to make decisions based on objective data and not making them on whims. For instance when a member of Darth Vader’s team was not performing, he made the decision to replace (choke to death) that member instead of waiting for improvement through natural means. Another characteristic that toted his leadership abilities was that he was not fearful of getting things done him self. When the Battle Star was under attach from Rebel Forces Darth Vader mounted a battle ship to fend off the coming attack.

Conclusion

            Power is certainly a central theme in human history. It comes in many shapes, bases, and used in many different ways. Darth Vader based his power off of fear and punishment. In the film there were other characters who based their power on reward and legitimacy. These leaders exemplified empathy towards others. By the end of the film good trumped over evil, much like the real world those that reward instead of punish. Use empathy instead of coercion will effect the most people for the most good. Making one realize that art does imitate life.

References

Aguinis, H., Simonsen, M. M., & Pierce, C. A. (1998). Effects of Nonverbal Behavior on Perceptions of Power Bases. Journal Of Social Psychology, 138(4), 455-69.

Balzac, S. (2012). Darth Vader in the Boardroom . Retrieved from http://www.cmg.org/     measureit/issues/mit90/m_90_3.pdf

Karkoulian, S., Messarra, L., & Sidani, M. (2009). Correlates of the Bases of Power and the Big   Five Personality Traits. Journal Of Organizational Culture, Communications & Conflict,             13(2), 71-82.

Koeller, B. (2011). Top 10 reasons why Darth Vader was an amazing project manager Top 10 reasons why Darth Vader was an amazing project manager. Retrieved from http://www.geekwire.com/2011/top-10-reasons-darth-vader-amazing-project-manager/

Raven, B. H., & French, J. P. (1958). Legitimate Power, Coercive Power, and Observability in      Social Influence. Sociometry, 21(2), 83-97.

Robbins, S., & Judge, T. (2011). Organizational Behavior (14th ed.). Upper Saddle River,             New Jersey: Pearson Education, Inc.

Star Wars Episode IV. (2012). Retrieved from http://www.starwars.com/explore/the-movies/episode-iv/

Stifano, S. (2009). Movies, Meaning, and Social Influence: A Developmental-Interactionist           Theory of Film Communication.Conference Papers -International Communication             Association, 1-42.

Go Eat

Time to eat, nap, and feel good about yourself!

The Science of Happieness

So if you have been following along you may be sensing a bit of a trend in this months postings. Well to sum up the month I thought I'd add in some science. I love Ted talks and the idea behind them. Someday when Im cool enough Id love to attend Ted conference. In the meantime Ill keep watching them online.

Now today we have Harvard psychologist Dan Gilbert whose studies and publications focus around humanities pursuit of happiness.

Are you Happy? Well are ya punk?!

It may seem like an oversimplification, but you can just choose to change. People do it all the time.

I am so excited to create this blog. I recently completed my graduate studies in Industrial Organizational Psychology. I freaking love this science, even before I knew what it was called.

I remember as a boy watching Clifton Webb portral the great Frank Gilbreth in the 1950s version of Cheaper by the Dozen, as he endeavored to make every aspect of his life more efficient and effective. Who knew that a 40 year old black and white movie would have such a lasting effect in my life.

From the time on I knew a field in psychology was my life's pursuit. As I got closer to going to college I still hadn't discovered the best psychology fit for me. I had discovered that I was not kind enough to be a social worker, I was not a fan of listening to people cry so clinical was out. And I was not nearly smart enough to be a nero psychologist. Then I found it. Near the end  of my JR year taking a future of psychology class. And the rest is psychology history for me.

Annnnd we'er off

Welcome to Every Day IO Psychology.  I am dedicating this blog to the pursuit and further understanding of how we (as human type people) work, behavior, and are happy in the workplace.

It is my goal to decode the science of work place behavior. And hopeful have a wee bit of fun along the way.

Industrial Organizational psychology is the a very broad pursuit. It includes but is definitely not limited to personality tests, ergonomics (how soft is your work chair),  interviewing and recruiting, the science behind office birthday parties, and work place happiness.

This blog is hereby dedicated to the exploration of everyday uses of industrial organizational psychology. I will be posting a huge range of subjects that deal with at their core, being more happy in the work place. After all the average person will spend 11 hours away form home at work or traveling to work usually thats more time away from home than in it. Happiness at work is vital to productivity, healthy home relationships, and increases your odds to winning many State lotteries.

So come back often for essays, movie clips, and quick thoughts about how you and your employees can be more happy and productive at work