As we embark on a new decade, I thought this may be a good time to reflect on Happiness – specifically, Happiness at work. It is with a sense of
In his classic talk “The Psychology of Human Misjudgment”, given to a Harvard University audience in 1995, Charlie Munger, the iconic and legendary business partner of Warren Buffet at Berkshire
When I first arrived in the US twenty years back I was “blown-away” by a few intense experiences that are still etched fresh in my mind. One such overwhelming experience was when I entered Wal-Mart for the first time. I had never seen or imagined anything like this before. For every item, there were so many brands, packages, and choices. Buying even insignificant stuff was a complex and stressful experience.
A genuine fear lurks while putting final changes to this article a few weeks before the 45th President of the United States takes office. Becoming the most powerful man on the planet is a fine example of a huge and successful project and his phenomenal success flies in the face of some key takeaways in this article. So, reader’s discretion is advised!
This is a series of blogs of my thoughts on the most important of human endeavours, Work and its associated things like Productivity and Processes. This is third in the series. In this blog we explore the possibility of creating conditions for optimal experience at our work and jobs, more commonly referred to as «Flow State». A lot of sports-persons and artists refer to it as “Being in the Zone” or “In the groove”. With “Flow” productivity is high, creativity is enhanced and it is a rewarding experience in itself. It increases well being and happiness.
In my last blog, The Enigma of Employee Productivity, we had explored and discussed about deep meaning at work, motivation at work and productivity. We argued and pointed to many prominent research/ study findings which showed us that (a) the majority of the workforce across organizations globally is not engaged at work, (b) for «higher level» work that requires creativity and innovation, traditional management motivation methods including incentives and monetary rewards don’t work, these methods seemed to be made for the industrial era and are ill equipped for the modern knowledge era.
Satya Nadella, in his first interview after taking over as CEO of Microsoft, said that his “quest” is to create a company “where people find deep meaning at work”. This struck me as very different. CEOs normally don’t talk of “quest” and “deep meaning”, they usually talk of stuff like increasing market share, profits, innovation, etc. Many questions kept popping in my mind; like- –Is he really serious about “deep meaning at work” thing? We understand it benefits the individual, but does it benefit the company? Do employees who find deep meaning at work create a better company?
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