In a recent leadership course a classmate emphasized the value of mandatory self-evaluations and I agreed with their post, especially if we utilize those evaluations as a way to remind ourselves that our real employer is God. If we all considered who we really work for, we would spend less time looking for appreciation and accolades from our employers and/or our peers.
“One of the greatest things that humans have is the need for recognition.” (LU Presentation 2015) I personally have spent way too much time in the past expecting my peers and employers to “recognize” me, but it wasn’t until I learned to value myself that true job satisfaction kicked in. Realizing who my real employer is was the first step on the road to personal growth.
Scripture encourages us that “Whenever we do work we should do that work as if unto the Lord, not as if we were working for man. For doing so we’ll be given an inheritance from the Lord.” (Colossians 3:23-24, NIV) When I began to apply this scripture, not only did I feel better about my work but I found that my co-workers and employers began to feel better about me.
The article “Transform Your Workplace: Do Well By Doing Good” (2007) stresses the importance of personal growth as a means to obtain job satisfaction, referencing Dr. Metzger who stressed that taking care of yourself includes: defining your personal path to growth, nourishing your spirit, cultivating relationships, fulfilling your purpose as a leader, and finding meaning as a person. “In light of “doing well by doing good” Dr. Metzger found that, by learning to take care of yourself, you not only enhance your own work and life, you also enhance the lives of people you encounter on a daily basis.” (Marques and Dhiman intro para 6-7)
I can personally attest to the validity of the above words. A few years ago I attended a workshop sponsored by Dr. Karen Townsend author of “It All Started When I Stopped Using Lotion: One Woman’s Journey from Chaos to Calm.”
In the workshop we learned how much our personal attitudes affect not only job satisfaction, but life satisfaction. Dr. Townsend reading from her book discussed how as a child she treated herself to bubble baths. It was a calming luxury she engaged in “just for her.” Then she grew up, got a job, got married, had kids and she forgot her “me” time. She shared her understanding that only till she began to take care of herself that she could leave the realm of chaos to a place of calm. This led to peace in her relationships and balance on her jobs. (September 2014)
As I applied her words to my life I no longer looked for affirmation from co-workers or managers. My life wasn’t to be measured by their ideas of my worth. I first had to be valuable to myself, and that had to translate into understanding that I am valued by God. We know from the readings that personality can influence job satisfaction (Robbins and Judge) and that negative people are usually not satisfied with their jobs and further, those with positive core self-evaluation are more satisfied with their jobs. (2009) As I became a more positive person I began to experience increased job satisfaction
I encourage all who read this post to consider the question, “Who is your real boss?” Think about who you ultimately serve. Consider the words from Colossians that remind us we do not work for man, but rather for God. In doing so we further fulfill the Gospel which encourages us to be peacekeepers (Matthew 5:9) and by meditating on these verses we can remain balanced in our workplace relationships and have peace on our jobs-being the leaders we were created to be.
Dr. Karen M.R. Townsend, Sister to Sister Empowerment Conference, (September 2014)
Townsend, K. (2011). It all started when I stopped using lotion: One woman’s journey from chaos to calm. Dayton, Ohio: Queen V Publishing.
Marques, J., Dhiman, S., & King, R. (2007). Transform your workplace: Do well by doing good. Business Renaissance Quarterly, 2(1), 15-27. Retrieved from http://search.proquest.com/docview/212535967?accountid=12085
Robbins, S., & Judge, T. (2009). Chapter 3-Attitudes and Decision Making. In Organizational Behavior (pp. 75-79). Upper Sadle, NJ: Prentice Hall.
(2015, July 1). Individual Behavior in the Organization: Individual Inputs and Outcomes in an organizational Context. Online Presentation. Lecture conducted from Liberty University, Lynchburg, VA.