Meaning and Purpose at Work — Recommended Reading

in industrial organizational psychology, Uncategorized, Wellbeing

Nietzche quote: He who has a Why to live can bare almost any How.Meaning and purpose at work go far beyond the simplistic “Find your why” self-help trend that’s made millions for certain marketing gurus (though it would be more properly attributed to Nietzsche) or the appropriation of ikigai that’s the latest buzz.

There are no simple answers to meaning, only explorations. I suggest seekers take a look at Viktor Frankl’s “Man’s Search for Meaning” and, for contrast, Maslow’s “A Theory of Human Motivation.” Then bring it into the modern work context with Job Crafting and Cultivating Positive Meaning and Identity in Work, by Amy Wrzesniewski et al.

I’ve Seen the Future of Employee Wellbeing. Its Name Is Job Crafting.

in job crafting

Crafting clay

First, the Premise: Work Shapes Wellbeing

The foundation of employee wellbeing isn’t employee behavior — it’s workplace exposure. Exposure to things like…

  • the physical environment,
  • the psychosocial environment,
  • the policies of the organization,
  • the work itself.

Designing jobs to optimize these exposures is a direct path to creating healthier work.

The employer that values employee wellbeing will design jobs that offer

  • autonomy,
  • manageable demands,
  • well defined roles,
  • fairness,
  • appropriate rewards,
  • plenty of personal and professional support.

As the business world crams countless sections into its wellbeing pie charts, it persistently omits the core: For a sustainable workforce, healthy work comes first.

What Is Job Crafting?

In job crafting, employees tweak any combination of…

  • their tasks,
  • their workplace interactions,
  • the way they view their jobs.

One of the most commonly cited examples comes from Amy Wrzesniewski and Jane Dutton, who first coined the phrase job crafting in 2001. In their study of hospital housekeepers, some workers distinguished themselves by envisioning their role as part of the care team, taking the initiative to chip in where they could to make the environment more patient-friendly — adjusting a picture on the wall of a patient’s room, delivering a glass of water, or spending more time interacting with patients and visitors.

The researchers wrote,

When hospital cleaners integrate themselves into patient care functions, they are able to see their work as being about healing people and to see themselves as a key part of this process, thus enhancing work meaning and creating a more positive work identity.

A variety of workers studied, from machine operators to engineers to sales professionals, have been found to experience greater job satisfaction, better performance, less burnout, and enhanced wellbeing by bringing more meaning to their jobs via self-initiated or intervention-based job crafting.

I’ve come to see job crafting as the workforce sustainability intervention many of us have sought: An evidence-based, employee-centric methodology that can enhance employee wellbeing in a manner aligned with employers’ priorities.

Job crafting is not the solution, but it may be the keystone for employers that have their house in order. It’s one answer to the question, “Okay, we value autonomy, employee engagement, a supportive environment, and the rest… But what do we do about it?”

Job crafting is a tool — not a substitute — for good management.

If you may be interested in hosting a job-crafting beta workshop later in the coming year, touch base via the Jozito.com contact form.


A version of post was originally published on LinkedIn on December 28, 2017.

Food at Work. It’s a Thing.

in Uncategorized

I recently celebrated ten years at my current job.

I started in the thick of the holiday season. My first day, a co-worker came over to my cubicle to offer me a gooey chocolate confection she was serving off a piled-high tray. “Wow, what a classy holiday treat!” I thought.

Another co-worker left a tray of Italian cookies on the long credenza down the aisle. Then a couple of gifts came in from vendors — caramel-dipped popcorn from one, mixed nuts from the other — and they also were put on the credenza to share.

We had a big meeting where I was introduced, and a giant bowl of candy was passed around, for reasons unknown to me. It reminded me of my orientation the day prior, when the facilitator did an ice-breaker by asking us trivia questions about the company, and if you answered correctly he threw you — threw you! — a packet of M&Ms.

After the candy-bowl meeting, I was taken to lunch at the company cafeteria, where I enjoyed a good-sized serving of pork tenderloin with a side of fries. For a beverage, I stuck with water — you know, to keep it all healthy.

Holiday feasting and food-sharing are wonderful and important social traditions. Little did I know back in those days that the feasting had little to do with the holidays, and would ebb and flow — but mostly flow — for the next ten years.

It surprised and saddened me back then that, as I was introduced to co-workers as the new wellness manager, they sometimes felt the need to make an awkward joke about whatever food they had around at the time, assuming I was judging them for the muffin on their desk or the McDonald’s bag they were carrying.

But I wasn’t judging and never have. I’ve observed an abundance of edible goodies pervasive in the workplace — my workplace and others — and I’ve learned that it’s a force employees quietly contend with daily. But, indeed, it’s a force that challenges me — I like food, too — so far be it from me to judge anyone else.

Food at work. It’s a thing…for a lot of us. And that’s the topic of my new post, My Nine Assumptions About Workplace Food-Sharing — And Why They Matter to Employee Wellbeing. Please check it out.