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The challenge of Leaders, the debt of Organizations

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Everything changes so quickly that we fail to realize how fast the passage of time is.. Just as paradigms succeed one another, the way in which we perceive the world as a result of the advancement of technology, science and culture, transforms us. Unlike the past, we leave faith to accept reason and empirical observation.

This change brought with it a growing importance of individuality and personal freedom, concern for rights and equality. This is a battle that continues, since there are still many differences to be resolved.

Although there is cultural diversity and inclusion is beginning to become more prevalent, there is still much to do at this point. Thus we share real and not so real ideas and knowledge, with a certain degree of dazzlement by what we assume happens better in other places.

  • Related article: "What is social psychology?"

Recent changes in Work Psychology and leadership

This transformation has had great influence on work psychology., since it has changed the way people work and conceive work itself. Some of the ways we can see it is:

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  • As the importance of individual freedom has increased, so has the importance of job satisfaction. People expect more from their jobs and seek jobs that align with their personal values, interests, and goals.
  • Technology has allowed greater flexibility at work. People expect to have more control over their schedule and how they accomplish their task. They look for jobs that allow them a greater balance between their work and personal life.
  • Technology has also led to greater connectivity, meaning people can be available to work at all times. This brings with it increased work stress, since the underlying feeling is that you must always be available and connected.
  • Cultural diversity and inclusion are increasingly important. Companies seek to create work environments that are welcoming and respectful for all people.

Up to this point we can say that there is nothing new, but the controversy arises when it comes to answering the question of whether or not this favors the growth of the individual as such with a more long-term perspective.

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Two opposite positions

On the one hand, some opinions are inclined to say that generating better benefits at work can favor the development of individuals, by improving your quality of life and reducing stress, which can increase your ability to solve problems.

On the other hand, there are also those who argue that excess benefits can make individuals less able to solve problems because they become more dependent on favorable working conditions, fundamentally the millennial generation.

An example of this is the concern that the head of an organization approached me, in which the majority of his collaborators are between 30 and 45 years old. He said that if a worker gets used to working in a comfortable and relaxed environment, he may not be prepared to face difficult situations that arise in the future. My question in this sense is: is it because of the comfort provided by the work environment or is it because it is a generation that already brings with it this concept of more limited work as part of themselves?

Motivation keys in the company

Some studies suggest that excess benefits at work can decrease job satisfaction. intrinsic motivation from the workers. It is based on the idea that, if you receive a reward for completing a task, it is possible that you lose interest in the task itself, focusing their focus on the reward instead of the work and the value that comes from being part of the process of creating and concretizing the task. Although benefits can improve workers' quality of life, they can also make them less able to solve problems if they become too dependent, some say.

In summary, the relationship between generating better working conditions and the development of individuals is complex and depends on many factors, such as the amount of benefits, the way in which they are delivered, the personality and motivation of the subjects that make up the organization, without leaving aside the values and its characteristics.

There are some psychological measures that can be taken to achieve the challenge of maintaining motivation and accessing job benefits. Some of them are:

  • Goals can be a great motivator for workers. By setting clear, achievable goals, workers can see their progress and feel motivated to keep going. Additionally, goals can be an effective way to measure success and earn work benefits, such as bonuses for achieving goals.
  • Workers may feel more motivated and engaged if they feel they are growing and developing in their work. Employers can encourage workers' personal and professional development through training, coaching and constructive feedback.
  • Feedback and recognition can be very motivating for workers. Providing constructive feedback and recognition for a job well done can increase self-esteem and motivation, which in turn can lead to better job benefits.
  • Promoting a healthy environment can boost the motivation and well-being of those who work. This may be possible by creating policies and practices that promote mental health and of workers, as well as by promoting collaboration and working in equipment.
  • The benefits can be great motivation, health insurance, retirement plans or paid time off, they help maintain commitment and motivation at work.

In summary, Psychological measures to maintain motivation and access job benefits may include setting clear and achievable goals, encouraging personal and professional development, providing feedback and recognition, foster a healthy work environment and offer job benefits attractive. These measures can help workers, no matter what area of ​​the organization they are in, to feel motivated and committed to their work.

The focuses of psychological training of leaders

So that leaders can encourage sustained motivation and access to job benefits, They should have or learn certain characteristics and skills, in which it is essential to train them.

  • Use communication effectively to transmit the organization's objectives and goals along with guidelines so that employees can contribute to their achievement. In addition to clearly and effectively communicating job benefits and how your employees can access them.
  • The empathy It is the ability to put yourself in other people's shoes to understand their needs and motivations. This helps foster a healthy work environment and offer work benefits that are attractive and relevant.
  • Training leaders to be able to provide coaching and constructive feedback to their team to help them develop and grow in their work. This may include identifying strengths and areas for improvement, as well as providing resources and development support.
  • Be flexible and adapt to the needs and preferences of employees, such as including flexible schedules or remote work, as well as consideration of the personal needs of employees employees.

Concluding…

There is no small task that we ask of leaders, who also feel the pressure to be an example for collaborators by showing constant commitment and motivation towards the organization and its job. Therefore, we should insist on the support and training of those in positions committed to the development of the organization. That they can know and manage the stress that occurs when managing work groups, process difficulties due to having different generations within a team, as well as understanding their own emotions and Resolving them effectively will allow us to provide trained leaders to face the vicissitudes of the exercise. labor.

This requires clear prior work that reveals the values ​​of the organization, the direction to which want to address in the short and long term and what is the idea they have regarding the management and containment of personnel at post.

Previous work where the values ​​of an organization and its leaders are agreed upon are essential to help create a coherent and consistent organizational culture. If leaders and the organization have different values, there may be conflict and lack of direction in decision making and strategy execution.

When leaders share the same values ​​as the organization, they can work together to create a shared vision and foster a culture that reflects those values. This can help align collaborators and other members of the organization around a common purpose, which can increase cohesion and commitment.

Furthermore, when leaders and the organization share values, building a strong and authentic brand is possible and both customers, suppliers or business partners They may perceive that the organization is committed to more than just profits, which can improve its reputation and its ability to attract and retain talents.

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