A511.6.3.RB - Meaning
In order to find meaning and value at work, one must realize work can only be really meaningful if it’s part of your life’s purpose and your life’s purpose will most likely be aligned with your values (Castro, n.d). What does it mean for a leader to help employees find cause or meaning in the workforce, what should leaders do to lead change, and what is an example leading change in the workforce?
When a leader creates meaning in the workforce, employees share a vision that encourages them to work harder because they understand the past and imagine the future (Ulrich, 2010). Leadership has an opportunity to engage employees to find meaning in their work by identifying their strengths, traits, and values (Ulrich, 2010). This will help employees learn how to use their skills to work with meaning. Ulrich (2010) adds that employers should help employees understand their aspirations through writing by developing a plan for their work. Friendships and relationships with fellow coworkers is essential for the workforce because team building will create high relating teams. Leaders have the opportunity to help their employees get real about what they want from their job as well as understand their purpose by having them set realistic goals to accomplish (Castro, n.d).
Yukl (2013) describes change as one of the most difficult and important responsibilities for managers and administrator because it involves guiding, encouraging, and facilitating collective efforts of members to adapt and survive in uncertain environments. Lewin (1951) explained that change may be divided into three phases: unfreezing, changing, and refreezing. The unfreezing process is where individuals realize the old ways will no longer work and meet expectation. The changing process is the stage where individuals look for a new approach and the promise of a new future. Finally, the refreezing phase is where the new approach is established and implemented. Leaders will face resistance to change if there is not enough evidence of a serious problem, change is not feasible, or it is not cost effective (Yukl, 2013). However, leadership can overcome the resistance by determining necessary changes and their objectives, understanding the root of the problem, having top-leadership for support of the change, and setting a reasonable pace for the change (Yukl, 2013).
Recently, necessary changes have been implemented in the department I work for. Due to the upcoming changes, leadership had to determine the appropriate approach to handle the drastic changes. Yukl (2013) explains that it is necessary to show urgency for the needed change and communicate a clear vision for the future for employees. Leadership held a meeting to notify the department of the impending change and the vision for the future for the team. Although the notification came as a shock and unexpected, the team understood once all necessary details were revealed about the situation. The team members were not resistant to the change as Yukl (2013) explains may be a problem for some individuals to embrace. The team was notified of impending changes for each team member, however; leadership made adjustments to empower each individuals skills and encouraged confidence from previous training that reassured the team members the changes will be a smooth transition.
In conclusion, leadership has the capabilities of helping employees find meaning and purpose in their work, what tasks as necessary for leaders to implement change, and what example could be applied to show supportive change in the workforce by leadership. According to (Okakaura) the art of life is a constant readjustment to our surroundings.
Resources
Castro, J. (n.d.). How To Find Meaning In Your Job And Work Happily. Retrieved September 19, 2015,from Lifehack website: http://www.lifehack.org/articles/work/ how-find-meaning-your-job-and-work-happily.html
Ulrich, D., & Ulrich, W. (2010, June 2). Getting Beyond Engagement to Creating Meaning at Work. Retrieved September 19, 2015, from Harvard Business Review website: https://hbr.org/2010/06/getting-beyond-engagement-to-c
Yukl, G. (2013). Leadership in Organizations (Eighth ed.). Upper Saddle River, NJ: Pearson Education
