Consider for a moment a midlevel manager at a multi-level national foods company.
Fatima, who would be at the top of her career. She’s consistently making her required
benchmarks and goals, she has built successful relationships with colleague, and senior
management have identified her a “ high potential.” But she isn’t happy with her work.
She’d be much more interested in understanding how her organization can use social
media in marketing efforts. Ideally, she’d like to quit and find something that better suits
her passions, but in the current economic environment this may not be an option. So
she has decided to proactively reconfigure her current job.
Fatima is part of a movement toward job “crafting,” which is the process of
deliberately reorganizing your job so that it better fits your motives, strengths, and
passions. The core of job crafting is creating diagrams of day-to-day activities with a
coach. Then you and the coach collaboratively identify which task fit with your personal
passions, and which tend to drain motivations and satisfaction. Next the client and
coach work together to imagine ways to emphasize preferred activities and de-
emphasize those that are less interesting. Many people engaged in job crafting find that
upon deeper consideration, they have more control over their work than they thought.
So how did Fatima craft her job? She first noticed that she was spending too
much of her time monitoring her team’s performance and answering team questions,
and not enough time working on the creative projects that inspire her. She then
considered how to modify her relationship with the team so that these activities
incorporated her passion for social media strategies, with team activities more centered
around developing new marketing. She also identified members of her team who might
be able to help her implement these new strategies and directed her interactions with
these individuals towards her goals. As a result, not only has her engagement in her
work increased, but she has also developed new ideas that are being recognized and
advanced within the organization. In sum, she has found that by actively and creatively
examining her work, she has been able to craft her current job into one that is truly
satisfying.
Questions
1. Why do you think many people are in jobs that are not satisfying? Do
organizations help people craft satisfying and motivating jobs, and if not, why not?
2. Think about how you might reorient yourself to your own job. Are the principles of
job crafting described above relevant to your work? Why or why not?
3. Some contend that job crafting sounds good in principle but is not necessarily
available to everyone. What types of jobs are probably not amenable to job
crafting activities?
4. Are there any potential drawbacks to the job crafting approach? How can these
concerns be minimized?
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