In this HCI Webinar, Dr. Jonathan H. Westover talks with  WiLL R. Young about his book, The Enough Equation: Wealth, Wisdom, Virtue, and the Pursuit of Less. WiLL R. Young is a behavioral finance expert and practicing Stoic philosopher. The Enough Equation: Wealth, Wisdom, Virtue and the Pursuit uses a modern parable and principles from Stoic philosophy and behavioral psychology to explore how to define "enough" and find contentment. The book combines a narrative with wisdom to question our modern, often story-driven relationship with money, which it argues is influenced by beliefs and behaviors, not just math. It encourages readers to pursue less to achieve greater fulfillment.

In this podcast episode, Dr. Jonathan H. Westover talks with  WiLL R. Young about his book, The Enough Equation: Wealth, Wisdom, Virtue, and the Pursuit of Less. WiLL R. Young is a behavioral finance expert and practicing Stoic philosopher. The Enough Equation: Wealth, Wisdom, Virtue and the Pursuit uses a modern parable and principles from Stoic philosophy and behavioral psychology to explore how to define "enough" and find contentment. The book combines a narrative with wisdom to question our modern, often story-driven relationship with money, which it argues is influenced by beliefs and behaviors, not just math. It encourages readers to pursue less to achieve greater fulfillment.  Check out all of the podcasts in the HCI Podcast Network (https://www.podbean.com/podcast-network/HCI) !

In this HCI Webinar, Dr. Jonathan H. Westover talks with Donny Phillips about HR's expanding role in the protection of employee data. Donny Phillips is a nearly 30-year industry expert who has served in leadership for multiple human resource and payroll service providers, including some of the largest third-party administrators and employment and income verification vendors. During his career, Donny has consulted with and provided services to employers of all sizes from the largest of the Fortune 100 to local small businesses as well as local governments and federal governmental agencies. Donny is passionate about helping clients optimize programs while focusing on doing the right thing for all stakeholders.

Motivation is a crucial yet often invisible force that drives human behavior, impacting both workplace performance and overall life satisfaction. High motivation fuels creativity, collaboration, and organizational success, while low motivation leads to disengagement, burnout, and quiet quitting. In today’s complex work environment—characterized by remote teams, rapid technological change, and shifting employee expectations—traditional command-and-control management styles are ineffective. Instead, leaders must adopt a human-centered approach that addresses fundamental psychological needs to foster genuine motivation. Highlights ⚡ Motivation is the invisible force driving both workplace performance and personal well-being. 🔄 Traditional command-and-control leadership no longer motivates effectively in modern work environments. 🔑 Intrinsic motivation (internal satisfaction) and extrinsic motivation (external rewards) must be balanced for sustainable engagement. 🎯 Autonomy, competence, and relatedness are the three psychological needs essential for intrinsic motivation. 🔄 The psychological contract between employer and employee is evolving and requires ongoing dialogue and adaptation. 🤝 Distributed motivational leadership empowers all organizational levels to foster engagement and support. 📊 Continuous learning systems enable experimentation, measurement, and refinement of motivational strategies. Key Insights ⚙️ Motivation as a Dual Engine (Intrinsic vs. Extrinsic): Motivation is powered by two complementary but distinct sources. Intrinsic motivation ignites passion through personal satisfaction, while extrinsic motivators attract and retain talent via tangible rewards. Leaders must understand that extrinsic incentives can sometimes undermine intrinsic drive if misused, transforming passion into obligation. 🧠 Psychological Needs Underpinning Motivation: Self-determination theory highlights three core needs—autonomy, competence, and relatedness. Autonomy enhances ownership and creativity by granting employees control over their work. Competence builds confidence and mastery, encouraging continuous growth. Relatedness fosters connection and belonging, essential for psychological safety and collaboration. 🔄 Evolving Psychological Contract: The implicit “deal” between employees and organizations is no longer static. Modern employees seek meaningful, flexible work that aligns with their evolving aspirations. Leaders must engage in ongoing dialogue to update mutual expectations, ensuring that work remains relevant and rewarding. 🤝 Distributed Motivational Leadership: Motivation is not solely the responsibility of senior managers; it is a collective effort requiring involvement from all organizational levels. Training frontline leaders and peers in motivational coaching, creating systems for peer recognition, and granting meaningful autonomy enhance the resilience and sustainability of motivational culture. 🔬 Continuous Learning Systems for Motivation: Treating motivational practices as experiments rather than fixed rules encourages innovation and adaptation. By piloting new approaches (e.g., four-day workweeks, novel feedback methods), measuring outcomes via data such as pulse surveys, and scaling successful practices, organizations can systematically improve engagement. 🚀 Practical Steps to Enhance Motivation: Immediate actions leaders can take include auditing work design to ensure autonomy and meaningful goals, creating pathways for mastery with targeted training and safe experimentation, fostering rituals that build psychological safety and peer recognition, and redesigning reward systems to signal appreciation rather than control. 🌍 Impact on Organizational Success and Innovation: Highly motivated teams exhibit greater creativity, higher quality work, and proactive problem-solving. Organizations that unlock their people’s potential gain competitive advantage in a global market. #Motivation #EmployeeEngagement #Leadership #OrganizationalPsychology OUTLINE: 00:00:00 - S001: The Looming Crisis of Workplace Motivation 00:03:03 - S002: Inside and Out 00:05:13 - S003: Three Practical Pillars 00:07:33 - Real-World Examples 00:08:19 - A Leader's Action Plan for Tomorrow

In this podcast episode, Dr. Jonathan H. Westover talks with Donny Phillips about HR's expanding role in the protection of employee data. Donny Phillips (https://www.linkedin.com/in/donny-phillips/ (https://www.google.com/url?q=https://calendly.com/url?q%3Dhttps%253A%252F%252Fwww.linkedin.com%252Fin%252Fdonny-phillips%252F%26user_uuid%3Dffc5ba6c-0efc-40f2-9801-5db3bef297ad%26stage%3D0%26hmac%3D533b2d2489fecc1f5cf9df5d982eef0f497b0c0efa737d1566a1743cec07f253&sa=D&source=calendar&usd=2&usg=AOvVaw2kBpZKqTnjxWnn7WV0crP0) ) is a nearly 30-year industry expert who has served in leadership for multiple human resource and payroll service providers, including some of the largest third-party administrators and employment and income verification vendors. During his career, Donny has consulted with and provided services to employers of all sizes from the largest of the Fortune 100 to local small businesses as well as local governments and federal governmental agencies. Donny is passionate about helping clients optimize programs while focusing on doing the right thing for all stakeholders.  Check out all of the podcasts in the HCI Podcast Network (https://www.podbean.com/podcast-network/HCI) !

Learn more about Dr. Westover's research, "Strategic Human Resource Management in the Dual Transformation Era: Integrating Post-Pandemic Work Redesign with Industry 4.0/5.0 Technologies."

Learn more about Dr. Westover's research, "Identity Work in Ethical Gray Zones: How Professional Identity Shapes Emotional Decision-Making in Boundary-Spanning Digital Work."

Learn more about Dr. Westover's research, "Navigating Power Dynamics in Sustainability Transformation: Extending Integration Mechanisms Across Organizational Boundaries."