A511.6.3.RB- Meaning

Work itself may not lead to satisfaction in employees; sometimes it’s deeper than that.  The people who are truly happy at work have found a reason to be even if they dislike their job.  How does a leader institute a sense of meaning in the work place?  People come to work for different reasons and they either love the job or not, and if they don’t does that mean they cant find meaning?  

Leaders can find ways to help employees connect more within the workplace.  Everyone has different strengths and weaknesses; a leader can use this to help employees recognize theirs and use them to increase their value and contentment at work.  When leaders use relationship-building skills to create high preforming teams the employees can feel a sense of togetherness that make the workplace a more satisfying place.  Self-reflection is also a good way to foster meaning among employees.  When people have the chance to sit down and look back at things that went well and things that didn’t they can have the chance to learn what to do next time.  

According to Starke et al (2011) rate of change is related to the employee’s acceptance and openness to the change.  Where some resistance is normal and to be expected, the more an employee is connected or finds meaning in their job the more open they may be to understanding and accepting change.  Empowering employees in the workplace can serve many purposes; it can create a happier environment, it can push employees to preform the best they can and it can help to implement change.        

Starke, F. A., Sharma, G., Mauws, M. K., Dyck, B., & Dass, P. (2011). Exploring 

archetypal change: The importance of leadership and its substitutes. Journal of Organizational Change Management, 24(1), 29-50. doi:10.1108/09534811111102274

Ulrich, D., & Ulrich, W. (2010, June 2). Getting Beyond Engagement to Creating

Meaning at Work. Retrieved May 5, 2015, from https://hbr.org/2010/06/getting-beyond-engagement-to-creating-meaning-at-work.