Succeed Through Freedom Of Choice

By Rob Wright, Chief Editor, Life Science Leader
Follow Me On Twitter @RfwrightLSL

By  Rob Wright

I usually like to post a blog about a book once I have finished reading it. However, I was reading “Succeed: How We Can Reach Our Goals” by Heidi Grant Halvorson, Ph.D., and I got to an interesting section I felt compelled to share. On page 117, Dr. Halvorson describes a landmark study by psychologists Ellen Langer and Judy Rodin. The study takes place in a nursing home in the 1970s.

The residents were receiving excellent care, but lived in a “decision-free” environment. Everything from their meals, leisure activities, personal grooming, and room cleaning was scheduled. What would happen if these residents were given more freedom of choice with regard to their day-to-day activities? Two groups were established, choice and no-choice. The choice group was given the freedom of choosing their activities and responsibilities. The no-choice group was given the same options, but their options were described as permissions. The results were dramatic. Those in the choice group reported feeling happier and more active. Nurses rated them as more alert and having both physical and mental improvement. The no-choice group deteriorated. In the intervening 18 months, 15% of the choice group died, compared to 30% of the no-choice group. Simply by letting people have a role in the decision making process improved health, well-being and happiness.

Job Satisfaction and Productivity
If you want to get better job satisfaction and productivity from your employees, perhaps you should try employing some of the techniques described in this book. Allow employees to personalize their space. Get them involved in the decision making and goal creation process. If you assign people goals without their input, they are less likely to internalize and make their own. Some people refer to this as the “buy in.” I refer to it as common sense. Giving people a sense of choice and autonomy when you assign them a goal is the best way to get them to eventually freely adopt the goal. If you are a parent, you have probably seen this process — instructing your children over and over to do a task to the point of having to raise your voice and the resulting disharmony. Then one day you try giving your child a choice, between to task or consequence. Stephen Covey refers to this as a “win-lose” proposition and might work for a while. In the case of a child, it builds resentment. In the case of an employee, it builds turnover for the employer. So how can you create a “win-win” situation for employee and employer?

Creating the Win-Win
First, create goals that satisfy the three basic human needs for relatedness, competence, and autonomy. Relatedness goals focus on creating and strengthening relationships. For example, many companies have found team building exercises which benefit the community, such as “Habitat for Humanity” pay dividends in improving job satisfaction and productivity for their employees. Competence goals involve the development of new skills and grow employees personally. Personal growth often leads to professional growth. Autonomy and incentives in goal setting are very important. Not everyone is motivated by money and fame. Incentives may need an individualized component. Some folks enjoy a behind-the-scenes role and don’t want to be on the front page of the company newsletter. Intrinsic motivation can be created when employees perceive their environment as autonomy supportive. According to Halvorson, “When we feel our inner experience is acknowledged and we are offered choices, even trivial or illusory choices, our need for autonomy is satisfied and our motivation and well-being are enhanced.” Great achievement comes from attaining goals we perceive as our own.