Tag Archives: Workplace Dynamics

Jobs, Mental Health, and the Malasch Burnout Inventory

The CDC announcement last week that vaccinated people could go all maskless all sorts of places has led to the inevitable realization for many of us that, “Oh, yeah. I guess we might be back in an office this summer.”

But even before then, I’m sure many of us have been contemplating more about what we want out of a job — along with wondering what is up with Zoom today.

So I found this article by Katie Heaney for The Cut to be illuminating. In fact, it feels like it could be a much larger piece… or perhaps deserving of a few follow-ups. But I’ll just leave you with the fact that we have a way to measure burnout and this seems like it should be rather relevant to the spiritual disillusionment of humanity in the early part of the 21st century… and stuff.

More About Work as Religion

Continuing this week’s series of video posts, I came across this video from The Atlantic that touches back to an earlier article I linked to about work becoming people’s faith.

I’ve long been interested in work-life balance and finding joy or at least satisfaction in work, perhaps because, as mentioned in the video below, conventional wisdom is no longer satisfied with jobs or, to a certain extent, no longer even satisfied with careers. No, it has to be a calling.

And when you read things about “ikigai” of just finding flow, it seems like a calling is not that far-fetched a goal. But it so clearly is, because we’re just not set up for a surplus of those types of jobs. In fact, perhaps we’re asking too much of our jobs. Take a look at the video and consider.

Time, Autonomy, and Value Found in Work

I recently read an article by Kara Baskin about a 2016 workplace study. The professors (from MIT and the University of Minnesota) were experimenting with elements of the oft-invoked, but not always defined “work-life balance.”

The link above is to the article, not the study itself and is worth the quick read, even if the conclusions don’t necessarily come as a shocker. For example, having more control over one’s schedule including to be able to accommodate the ups and downs of everyday life is a positive for workers. Being aware of the number of meetings a worker had also came into focus.

In many cases, this reminded me of Drive by Daniel Pink and Finding Flow, the less academic summation of some of Mihaly Csikszentmihalyi’s research. People like levels of autonomy and to develop mastery over much of what they do.

I don’t begrudge the study going over familiar ground, however. Given the propensity for organizations to ‘maximize synergistic innovations’ or opaque initiatives, it’s nice to add to the body of work that pushes them to think of their people.

Working with Candor

It could be finally getting around to hearing the Ray Dalio interview on Freakanomics where he talks about honesty, it could be some of the workplace diplomacy I’ve done over the past year or three, but this article by David Vallance about how Kim Scott approaches workplace communication felt very topical and applicable.