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Flow ( Mihaly Csikszentmihalyi )

Flow ( Mihaly Csikszentmihalyi ).

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Flow ( Mihaly Csikszentmihalyi )

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  1. Flow (MihalyCsikszentmihalyi) Contrary to what we usually believe .. The best moments in our lives are not the passive, receptive, relaxing times. The best moments occur when a person’s body or mind is stretched to the limits in a voluntary effort to accomplish something difficult and worthwhile. (Flow: The psychology of optimal experience, 1990)

  2. HOT TOPIC Meaning at Work Charlotte Rayner Simon Phillips and Sue Wellman 2

  3. Objectives • Academic background to Meaning at Work • Practitioner application of Meaning at Work • Our Big Ideas for the future • Process of academia and practitioners working together

  4. References • Chalofsky N.E. (2010) Meaningful workplaces: Reframing how and where we work San Francisco, Wiley • Pink D. H. (2010) Drive: the surprising truth about what motivates us Edinburgh, Canongate Books • Rosso, B.D., Dekas, K.H., & Wrzesniewski, A. (2010) On the meaning of work: A theoretical integration and Review Research in Organization Behavior(30) 91-127 • Steel, P. and Konig C.J. (2007) Integrating theories of motivation Academy of Management Review (31) 899-913 • Steger, M.F. Dik, B.J., Duffy, R.D (2012) Measuring meaningful work, Journal of Career Assessment Vol 20, pp332-337

  5. What is Meaning at Work? “Following Rosso, Dekas, and Wrzesniewski (2010), we define MW not as simply whatever work means to people (meaning), but as work that is both significant and positive in valence (meaningfulness).” Steger et al, 2012

  6. Why is this important? • Benefits to workers include claims of health and wellbeing, job satisfaction and work group cohesion. • Benefits to organisations include claims of links to empowerment, engagement, work becoming more central to individuals, and high tenure.

  7. Why is this important? • Benefits to workers include claims of health and wellbeing, job satisfaction and work group cohesion. Happiness? • Benefits to organisations include claims of links to empowerment, engagement, work becoming more central to individuals, and high tenure. Productivity?

  8. The bad news ....MONEY IS A PROBLEM As a motivator In its connection to effort In its role as ‘reward’ Dan Pink (2010) reviews some interesting problems

  9. The topic has been studied tangentially for many years e.g. Self Determination Theory (Deci and Ryan) People have three needs: Competence Autonomy Relatedness

  10. Rosso, Dekas, & Wrzniewski 2010 Literature review of different approaches: Sources and mechanisms of meaning Sources of meaning: Alignment of values, self-realisation, the work itself, feeling of accomplishment, future career, co-workers, customers, family & non-work

  11. Rosso, Dekas, & Wrzniewski 2010 Literature review which shows different approaches and also we are all different. Mechanisms of meaning: How far work central to me, identity with role, authenticity, self-efficacy, competence, connectedness and belonging in groups, transcendence

  12. Rosso, Dekas, & Wrzniewski 2010 Final proposal for SOURCES concern two dimensions: Individual Agency Communality Self-directed work Other-directed

  13. Take a breath!

  14. State of Play now is effectively the same as 2 years ago.... Rosso, Dekas and Wrzesniewski (2010) still dominant analysis Data = nil

  15. Meaning at Work – a new topic ..... Taking an idea out for a walk The start of cooperative working with Simon The insight for data gathering Back to The Story

  16. related to each other. The Table below shows the three Factors. One Table 5

  17. Question 1 What do you appreciate in your job now? What the money buys What it does for my self esteem The work is intellectually stimulating It’s important to others I am employed My manager makes it worthwhile I like XXXXX as an employer My colleagues’ company / friendship My job enhances my home life My job develops me as a person My ideas are listened to here – I contribute It’s really enjoyable at work My identity is wrapped up in my job My skills/ abilities are used really well

  18. As factor 3 (Others) had such a low alpha score, it is not valid. Table 7

  19. Charlotte.rayner@port.ac.uk Thank you

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