The Challenge Of Leaders, The Debt Of Organizations
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.
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:
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.
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 its 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 an excess of benefits at work can decrease workers’ intrinsic motivation It is based on the idea that, if you receive a reward for completing a task, you may lose interest in the task itself, focusing your attention on the reward instead of on the work and on the value that being part of it provides. of the process of creating and completing 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 leave aside its values ​​and 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:
In summary, Psychological measures to maintain motivation and access job benefits They can include setting clear and achievable goals, encouraging personal and professional development, providing feedback and recognition, fostering a healthy work environment, and offering attractive job benefits. 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
Concluding…
There is no small task that we ask of leaders, who also feel the pressure to be an example for employees by showing constant commitment and motivation towards the organization and their work. 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 processing 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 work exercise.
This requires clear prior work that reveals the values ​​of the organization, the direction it wants to go in the short and long term and what the idea is regarding the management and containment of the personnel in charge.
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 customers, suppliers or business partners can perceive that the organization is committed to more than just profits, which can improve its reputation and ability. to attract and retain talent.
