Most people would like to have a ‘calling’ relationship with their work. However, they may be in occupations where they feel their callings are unanswered. However, it’s not the occupation, but the individual doing the work who defines the work orientation and makes meaning of the work. The same work may be viewed differently by different individuals.
People can realize a calling orientation by job crafting. Job crafting is defined as the physical and cognitive changes individuals make in the task or relational boundaries of their work. Individuals can redesign (craft) their work in ways that can enhance satisfaction, engagement, resilience and flourishing. This allows people to permeate their work with a personal and social meaning and allows one to view that through their work they are making a bigger contribution to the world.
Individuals can pursue unanswered callings by employing five different techniques to craft their jobs (task emphasizing, job expanding, and role reframing) and their leisure time (vicarious experiencing and hobby participating).
A. Job crafting
Task emphasizing: Involves accentuating tasks that are already formally a part of one’s job to pursue an unanswered calling.
This can be done either by (i) allocating additional time, energy or attention to an assigned task which relates to an unanswered calling or by (ii) changing the nature of an assigned task to incorporate aspects of an unanswered calling.
For example a manager who thinks that sharing knowledge or teaching is his calling can allocate more time for sharing knowledge with less experienced colleagues in a structured way.
Job expanding: Involves adding tasks to incorporate aspects of an unanswered calling.
This can be done either by (i) taking on short-term, temporary tasks or by (ii) adding new tasks to a job, which relate to the individual’s calling.
For example, an employee with a strong penchant for a foreign language can offer to be an interpreter when business visitors come or can join the team framing a business document in that language.
Role reframing: Involves modifying one’s perception of the meaning of his or her work to match an unanswered calling.
For example a cook with a creative inclination may perceive his work as an artistic expression rather than just the preparation of food.
B. Leisure crafting
Vicarious experiencing: Involves seeking fulfillment and meaningful experiences through participation of family (or friends and even celebrities) in an unanswered calling.
For example, a mother who perceives music as her calling but is involved in a catering job may gain fulfillment by helping her daughter to learn to play the piano and attending her concerts.
Hobby participating: Involves pursuing leisure and volunteer activities that individuals perceive as related to an unanswered calling.
For example, a salesperson who has a fondness for teaching and social issues may participate as a volunteer in community education programs like children literacy classes.
Reference:
Berg JM, Grant AM, JohnsonV. When Callings Are Calling: Crafting Work and Leisure in Pursuit of Unanswered Occupational Callings. Organization Science. 2010; 21: 973-994. [PDF]
Monday, February 14, 2011
Thursday, January 13, 2011
Working Relationship
The work we do (our ‘jobs’) takes up a significant portion of our lives and can be a source of drudgery or a source of elation (or a mix of emotions). The nature of the work itself could give rise to these emotions but a significant role is played by the way individuals view their work. According to experts, an individual can have three different relations with his or her work – Job, Career, Calling.
Job: People with a job orientation primarily see their work as a means to an end. They consider work as a mean to pay for necessities, support their families, and maximize their leisure time. The major interests and ambitions of Job holders are not expressed through their work.
Career: People with a career orientation have a deep personal involvement with their work. They primarily see work as a conduit to achievement and higher social standing. They are principally motivated by the challenge of work, increased self-esteem and the possibility of enhancing their status (social and organizational standing).
Calling: People with a calling orientation perceive their work as intrinsically enjoyable and fulfilling. They do not work for the financial gain or status enhancement and permeate their work with personal and social meaning. The work is usually associated with the belief that the work contributes to the greater good and makes the world a better place.
Individuals with a career orientation or a calling orientation are more deeply involved with their work as compared to those with a job orientation. Only for those with a calling orientation, work is an enriching and meaningful activity.
Although work orientation is more of an individual perspective, it has significant effects on the work group. In teams where the number of members with a calling orientations is higher, there is overall higher identification with the team, more commitment and healthier group processes. For teams with majority of career oriented members, there is weaker identification with the team, more conflict, less commitment to the team itself and more negative group processes.
Job: People with a job orientation primarily see their work as a means to an end. They consider work as a mean to pay for necessities, support their families, and maximize their leisure time. The major interests and ambitions of Job holders are not expressed through their work.
Career: People with a career orientation have a deep personal involvement with their work. They primarily see work as a conduit to achievement and higher social standing. They are principally motivated by the challenge of work, increased self-esteem and the possibility of enhancing their status (social and organizational standing).
Calling: People with a calling orientation perceive their work as intrinsically enjoyable and fulfilling. They do not work for the financial gain or status enhancement and permeate their work with personal and social meaning. The work is usually associated with the belief that the work contributes to the greater good and makes the world a better place.
Individuals with a career orientation or a calling orientation are more deeply involved with their work as compared to those with a job orientation. Only for those with a calling orientation, work is an enriching and meaningful activity.
Although work orientation is more of an individual perspective, it has significant effects on the work group. In teams where the number of members with a calling orientations is higher, there is overall higher identification with the team, more commitment and healthier group processes. For teams with majority of career oriented members, there is weaker identification with the team, more conflict, less commitment to the team itself and more negative group processes.
Wednesday, January 5, 2011
Gratitude for a Scientist
Recently had the opportunity to listen to Dr. V.S. Ramachandran speak on the occasion of the launch of his new book The Tell-Tale Brain. Amongst other things the eminent scientist talked on topics like synesthesia, mirror neurons, mirror box etc. He made the topics easily comprehensible and fascinating.
During the period of interactions with the audience a young boy stood up. He looked smart and spoke articulately. He said he had come mainly to thank the neuroscientist. As the audience contemplated the possible reasons in their minds, the boy continued and disclosed that he had cerebral palsy. Sometime recently he had suffered from dislocation of the hip. This had subsequently caused him to change his lifestyle from a physically active one to a more inhibited one. He was scared to undertake any physical activity due to the fear of pain and due to doubts about his ability to undertake the activity. Then he had happened to view a video where Dr. V.S. Ramachandran had spoken about learned disability. After viewing the video and obtaining this new knowledge he had decided to challenge his limiting beliefs and had started undertaking activities which he was previously scared to perform. He once again started moving towards an active lifestyle and gained progressive confidence and satisfaction.
As the boy completed, I sensed a gentle smile on the neuroscientist’s lips. The boy’s expression of gratitude would have definitely made both him and the recipient happier. An insightful scientific talk had proved to be a source of inspiration, strength and happiness to a boy whom Dr. V.S. Ramachandran did not even know. The concurrent applause from the audience was perhaps an appreciation of the endeavour of both human beings.
During the period of interactions with the audience a young boy stood up. He looked smart and spoke articulately. He said he had come mainly to thank the neuroscientist. As the audience contemplated the possible reasons in their minds, the boy continued and disclosed that he had cerebral palsy. Sometime recently he had suffered from dislocation of the hip. This had subsequently caused him to change his lifestyle from a physically active one to a more inhibited one. He was scared to undertake any physical activity due to the fear of pain and due to doubts about his ability to undertake the activity. Then he had happened to view a video where Dr. V.S. Ramachandran had spoken about learned disability. After viewing the video and obtaining this new knowledge he had decided to challenge his limiting beliefs and had started undertaking activities which he was previously scared to perform. He once again started moving towards an active lifestyle and gained progressive confidence and satisfaction.
As the boy completed, I sensed a gentle smile on the neuroscientist’s lips. The boy’s expression of gratitude would have definitely made both him and the recipient happier. An insightful scientific talk had proved to be a source of inspiration, strength and happiness to a boy whom Dr. V.S. Ramachandran did not even know. The concurrent applause from the audience was perhaps an appreciation of the endeavour of both human beings.
Thursday, December 23, 2010
Structuring Happiness in 8 Steps (2)
STEP 5: Empower Broad-based Action and Remove Barriers
Unleash yourself to do your best to achieve your vision. To bring about the changes which will bring happiness, you might be required to do things which you have not done before (or are uncomfortable doing them). You have to move out of the comfort zone and develop ease for those activities. Work and acquire the necessary skills. Update yourself regularly on the required tools.
Remove as many barriers as possible which obstruct you from bringing about the change you want. These could be in the form of time consuming activities which are hardly of any consequence like watching television, purposeless surfing on the net, etc. If your network of friends or relationships do not support the changes you want change have an honest dialogue with them and if required change your interactions with them.
STEP 6: Generate Short-term Wins
If your plans for a change require significant and/or long term effort, short-term wins (related to your strategy to change) are essential. Short term wins must be both visible and unambiguous. These short-term achievements provide positive feedback, increase motivation and help build up momentum. They also provide feedback to help you fine tune your vision. Savouring success would make you eager for more in a more efficient way.
Short term achievements are usually the result of careful planning and effort. Although you may see changes as you implement your strategy to change you have to identify the achievement milestones.
STEP 7: Don't Let Up (Consolidate Gains and Produce More Change)
As you start savouring victory there might be a tendency to relax, celebrate and take a break. This may result in your losing critical momentum resulting into regression. Once regression sets in, rebuilding momentum is a daunting task.
Continue removing the undesired behaviours. At each victory instead of relaxing reinvigorate with more changes in accordance with your vision and let more activities reflect the changed behaviour.
STEP 8: Make Change Stick (Anchoring New Approaches in the Culture)
To prevent resistance from re-asserting itself, the new behaviours must be diligently practiced to make them natural to you. The new practices must grow deep roots in order to become firmly planted, spontaneous and strong enough to replace old patterns of behaving.
Unleash yourself to do your best to achieve your vision. To bring about the changes which will bring happiness, you might be required to do things which you have not done before (or are uncomfortable doing them). You have to move out of the comfort zone and develop ease for those activities. Work and acquire the necessary skills. Update yourself regularly on the required tools.
Remove as many barriers as possible which obstruct you from bringing about the change you want. These could be in the form of time consuming activities which are hardly of any consequence like watching television, purposeless surfing on the net, etc. If your network of friends or relationships do not support the changes you want change have an honest dialogue with them and if required change your interactions with them.
STEP 6: Generate Short-term Wins
If your plans for a change require significant and/or long term effort, short-term wins (related to your strategy to change) are essential. Short term wins must be both visible and unambiguous. These short-term achievements provide positive feedback, increase motivation and help build up momentum. They also provide feedback to help you fine tune your vision. Savouring success would make you eager for more in a more efficient way.
Short term achievements are usually the result of careful planning and effort. Although you may see changes as you implement your strategy to change you have to identify the achievement milestones.
STEP 7: Don't Let Up (Consolidate Gains and Produce More Change)
As you start savouring victory there might be a tendency to relax, celebrate and take a break. This may result in your losing critical momentum resulting into regression. Once regression sets in, rebuilding momentum is a daunting task.
Continue removing the undesired behaviours. At each victory instead of relaxing reinvigorate with more changes in accordance with your vision and let more activities reflect the changed behaviour.
STEP 8: Make Change Stick (Anchoring New Approaches in the Culture)
To prevent resistance from re-asserting itself, the new behaviours must be diligently practiced to make them natural to you. The new practices must grow deep roots in order to become firmly planted, spontaneous and strong enough to replace old patterns of behaving.
Thursday, December 16, 2010
Structuring Happiness in 8 Steps
People know that to be happy they need to make some changes. However most people are unable to bring about this transformation. Some dont begin and some efforts lose steam after a decent start.
John P. Kotter is widely regarded as the foremost speaker on the topics of Leadership and Change. He is considered an authority on how the best organizations actually achieve successful transformations. Dr. Kotter outlines a 8 Step Process to help organizations succeed in an ever-changing world.
I think the steps described by him can be adapted to bring about personal transformation to achieve more happiness.
STEP 1: Create a Sense of Urgency
Examine the realities which affect your happiness. Identify the problems and the major opportunities which exist, to create a sense of urgency.
The sense of true urgency comes from a deep determination to win and not from an anxiety about losing. Whatever might be our reason to seek happiness, urgent action will be created by a gut-level determination to move, and win, now and not by feelings of contentment, anxiety, frustration, or anger.
STEP 2: Develop your Guiding Team
You have to recognize the fact that the availability of the right people is very important to the success of your program. It is possible that you may not find a person with all the required expertise. Get in touch and associate with people who have related skills which you want to develop to be happy. Share your intentions with them. They should have your trust and respect so that whenever you are slackening they can drive you to move towards the change you desire.
STEP 3: Develop a Change Vision and Strategy
Be as clear as possible how the future will be different from the past. The vision should make sense both to the mind and the heart. This vision will help you to make efforts in the right direction and go the extra mile when required.
Concurrently develop strategies which will help achieve your vision of changed behaviour, which will result in greater happiness. Obviously the vision should be flexible to incorporate new learnings and effects of a changed environment.
STEP 4: Communicate the Vision
You have to constantly and consistently communicate your vision (and strategies) to yourself and if you want to members of your guiding coalition. Use several methods to communicate to yourself (notes, pictures, clips etc). Keep the communication simple and vivid (it should create a vibrant picture).
One powerful way to communicate to yourself would be to consciously exhibit changed behaviour consistent with your vision.
John P. Kotter is widely regarded as the foremost speaker on the topics of Leadership and Change. He is considered an authority on how the best organizations actually achieve successful transformations. Dr. Kotter outlines a 8 Step Process to help organizations succeed in an ever-changing world.
I think the steps described by him can be adapted to bring about personal transformation to achieve more happiness.
STEP 1: Create a Sense of Urgency
Examine the realities which affect your happiness. Identify the problems and the major opportunities which exist, to create a sense of urgency.
The sense of true urgency comes from a deep determination to win and not from an anxiety about losing. Whatever might be our reason to seek happiness, urgent action will be created by a gut-level determination to move, and win, now and not by feelings of contentment, anxiety, frustration, or anger.
STEP 2: Develop your Guiding Team
You have to recognize the fact that the availability of the right people is very important to the success of your program. It is possible that you may not find a person with all the required expertise. Get in touch and associate with people who have related skills which you want to develop to be happy. Share your intentions with them. They should have your trust and respect so that whenever you are slackening they can drive you to move towards the change you desire.
STEP 3: Develop a Change Vision and Strategy
Be as clear as possible how the future will be different from the past. The vision should make sense both to the mind and the heart. This vision will help you to make efforts in the right direction and go the extra mile when required.
Concurrently develop strategies which will help achieve your vision of changed behaviour, which will result in greater happiness. Obviously the vision should be flexible to incorporate new learnings and effects of a changed environment.
STEP 4: Communicate the Vision
You have to constantly and consistently communicate your vision (and strategies) to yourself and if you want to members of your guiding coalition. Use several methods to communicate to yourself (notes, pictures, clips etc). Keep the communication simple and vivid (it should create a vibrant picture).
One powerful way to communicate to yourself would be to consciously exhibit changed behaviour consistent with your vision.
Wednesday, November 10, 2010
Getting There
In his book What Got You Here Won’t Get You There, Dr. Marshall Goldsmith (same author who wrote about MOJO), defines 20 bad habits of leaders that hinders their further progress. Our previous experience with success may sometimes prevent us from thinking differently and cause us to resist change. He also mentions seven steps to change for the better. An elaborate review of the book can be read at The Simple Dollar.
Although I could identify with several points raised in the book, I felt that it would be difficult to remember and incorporate all the changes needed. I thought it would be useful to have a small statement which could summarize the key learning for me and serve as an easy reminder.
Acknowledge and offer significant inputs merrily.
Acknowledge: We have to acknowledge what colleagues are saying (16), acknowledge their contributions (10, 14, 17) and not claim credit that we don’t deserve (11). We also have to acknowledge when we make an error (12, 13, 15, 19).
Offer: We should ‘offer’ and not impose our ideas or standards (1,3).
Significant inputs: We should offer positive inputs which add significantly to the topic/matter rather than add our 2 cents to every discussion and on the other extreme we should not withhold valuable information (2, 8, 9).
Merrily: Our contributions should be based on a sense of joie de vivre and our interactions should have a sense of lightness. With a focus on the message (rather than the messenger), the use of destructive comments, negative qualifiers or the use of anger as a management tool is to be avoided (4, 5, 7, 18).
Although I could identify with several points raised in the book, I felt that it would be difficult to remember and incorporate all the changes needed. I thought it would be useful to have a small statement which could summarize the key learning for me and serve as an easy reminder.
Acknowledge and offer significant inputs merrily.
Acknowledge: We have to acknowledge what colleagues are saying (16), acknowledge their contributions (10, 14, 17) and not claim credit that we don’t deserve (11). We also have to acknowledge when we make an error (12, 13, 15, 19).
Offer: We should ‘offer’ and not impose our ideas or standards (1,3).
Significant inputs: We should offer positive inputs which add significantly to the topic/matter rather than add our 2 cents to every discussion and on the other extreme we should not withhold valuable information (2, 8, 9).
Merrily: Our contributions should be based on a sense of joie de vivre and our interactions should have a sense of lightness. With a focus on the message (rather than the messenger), the use of destructive comments, negative qualifiers or the use of anger as a management tool is to be avoided (4, 5, 7, 18).
Wednesday, August 18, 2010
Money for Happiness
Money obviously provides an opportunity for happiness. Money allows you to choose and sample a wide range of experiences, from vacations at luxury locations to fine dining in pleasant company and luxury travel including space travel. It allows you to have more leisure time.
However the link between money and happiness is not strong. The wealthiest people aren’t the happiest people. Maybe the way that the money is used has the potential to influence an individual’s level of satisfaction and happiness.
The recent AMP.NATSEM Income and Wealth Report, The Pursuit of Happiness, shows that although there are definite links between money and happiness, spending money wisely can bring greater contentment and make people happier.
According to the report, Australians with more money tend to be happier, while the least satisfied Australians are those on lower incomes. The median income for the two least satisfied groups was $15,000 and $22,000 dollars compared with $40,000 for those giving a higher rating for their level of happiness.
Interestingly, the relationship between happiness and money is also relative. The happier people tended to be those earning more than others in their peer group, while the more dissatisfied were earning less. This would mean that a person earning $70000 compared to his friends who earned $50000, would be happier than another person earning $90000 while his friends earned $115000.
The report mentions that particular types of wealth such as the family home, superannuation and savings are linked to greater happiness than other types of wealth. Spending money on home, home renovation or holidays is likely to provide more satisfaction than spending money on eating out, a new car or a new television. Having low or no credit card debt or no overdue bills is also likely to increase overall life satisfaction.
Factors like family and friends, health and work are significant contributors to happiness. The report shows younger and older generations are more satisfied than those that fall between. In their middle people experience an increase in their responsibilities, which can lead to stress. As people get older they have more leisure time and happiness increases. It is thus important to save for a comfortable retirement.
According to psychologist Sonja Lyubomirsky we should be able to wring out rewarding experiences by the judicious use of money, so as to increase our happiness. The most effective empirically-supported ways include:
1. Spending money on activities that help us grow as a person (acquiring a new skill, investing in an entrepreneurial venture), strengthen our connections with others (meals with colleagues, car trips with friends), and contribute to our communities (donating to the needy).
2. Spending money on activities and experiences (trekking, watching concerts) rather than material possessions.
3. Spending money on many small pleasures (regular massages, weekly purchase of fresh flowers) rather than on one expensive item (a new car or a LED TV).
4. Spending on something that we work extremely hard to get and have to wait for (whether it’s a trip or a gadget) and enjoy the feeling of anticipation as we wait and hard-won accomplishment.
5. Taking time to value and savour the objects on which we have spent the money (the vacation, gadget, concert or the smiles of people we have helped).
6. Taking efforts to inject novelty, variety, and surprise in our buying activities.
7. Strive to compare less with others (e.g., focusing on how much fun the play was rather than on the luxury car our acquaintance drove to the venue in).
However the link between money and happiness is not strong. The wealthiest people aren’t the happiest people. Maybe the way that the money is used has the potential to influence an individual’s level of satisfaction and happiness.
The recent AMP.NATSEM Income and Wealth Report, The Pursuit of Happiness, shows that although there are definite links between money and happiness, spending money wisely can bring greater contentment and make people happier.
According to the report, Australians with more money tend to be happier, while the least satisfied Australians are those on lower incomes. The median income for the two least satisfied groups was $15,000 and $22,000 dollars compared with $40,000 for those giving a higher rating for their level of happiness.
Interestingly, the relationship between happiness and money is also relative. The happier people tended to be those earning more than others in their peer group, while the more dissatisfied were earning less. This would mean that a person earning $70000 compared to his friends who earned $50000, would be happier than another person earning $90000 while his friends earned $115000.
The report mentions that particular types of wealth such as the family home, superannuation and savings are linked to greater happiness than other types of wealth. Spending money on home, home renovation or holidays is likely to provide more satisfaction than spending money on eating out, a new car or a new television. Having low or no credit card debt or no overdue bills is also likely to increase overall life satisfaction.
Factors like family and friends, health and work are significant contributors to happiness. The report shows younger and older generations are more satisfied than those that fall between. In their middle people experience an increase in their responsibilities, which can lead to stress. As people get older they have more leisure time and happiness increases. It is thus important to save for a comfortable retirement.
According to psychologist Sonja Lyubomirsky we should be able to wring out rewarding experiences by the judicious use of money, so as to increase our happiness. The most effective empirically-supported ways include:
1. Spending money on activities that help us grow as a person (acquiring a new skill, investing in an entrepreneurial venture), strengthen our connections with others (meals with colleagues, car trips with friends), and contribute to our communities (donating to the needy).
2. Spending money on activities and experiences (trekking, watching concerts) rather than material possessions.
3. Spending money on many small pleasures (regular massages, weekly purchase of fresh flowers) rather than on one expensive item (a new car or a LED TV).
4. Spending on something that we work extremely hard to get and have to wait for (whether it’s a trip or a gadget) and enjoy the feeling of anticipation as we wait and hard-won accomplishment.
5. Taking time to value and savour the objects on which we have spent the money (the vacation, gadget, concert or the smiles of people we have helped).
6. Taking efforts to inject novelty, variety, and surprise in our buying activities.
7. Strive to compare less with others (e.g., focusing on how much fun the play was rather than on the luxury car our acquaintance drove to the venue in).
Subscribe to:
Posts (Atom)
