Olivia Bullock

speaker

283 appearances 2 recordings 1 series first heard Mar 2026 last heard 25 Mar

Olivia Bullock’s voice in public audio — every appearance, attributed to the second.

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recordings per month · last 12 months

Recordings per month over the last 12 months — 2 in all, peaking in Mar 2026 with 2.

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The Last Show with David Cooper · FULL EPISODE: Risk Your Life For Fish - March 24, 2026 · 25 Mar 2026 podcast

And they also think because when one has fun, they're less likely to experience burnout, that adding one more task would shield them from burning out as well.

Yeah, that is actually the problem that we are finding, that given that this additional work takes their time away from the main task, which essentially is what these motivated employees are intrinsically motivated on,

leads to some consequences.

So in the case of comparing this employee who are highly intrinsically motivated being assigned additional work compared to the intrinsic motivated employee who are not assigned additional work, their work engagement changes, their job satisfaction changes, their turnover intention increases.

So then organizational commitment that the organization tries to facilitate goes away.

Yeah, so generally managers understand the value of these employees so that they want to keep them and then make them happy in general, in real-world places.

But we actually brought that into the lab setting.

So in one of my studies, we brought three people into the lab.

One person played the manager role, and two of the employees played the employee role.

And what happened was that they were all working on the main task and one of them had to work on additional tasks.

So as they're working on their main task, we made it very loud and clear, the main performance, the better performer would win bonus at the end of this experiment.

Knowing that, and having indicated how much they enjoy working on their actual main work, managers decided to give this additional task to the employee who indicated they enjoy their main work more.

So then they had to pull away from their main task to work on additional work, which then they didn't have enough time to complete their main work.

So in that case, only 30% of those employees who indicated they were highly motivated for their main work got the bonus after the lab session.

Yeah, that is actually a very good question.

As I highlighted in the earlier conversation, I claim that managers don't do this on purpose.

It's because they didn't know that these things were coming down the pipeline or they had to make a decision on the spot.

So there are a few tricks that we uncovered.

The first thing is to start tracking the task assignment that you are giving to your employee.

So you don't need this sophisticated system of

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