Motivation with Greater Job Autonomy
Some of the problems in the workplace include a lack of job meaning and a lack of job motivation. It may be challenging to try to motivate employees to increase their job performance, or to increase the perceived meaning of the work. There are many possible solutions to these problems.
One possible solution to both problems may be to allow employees to have greater autonomy at work. Having greater freedom to make decisions in one's job may be important for a sense of meaning in one's work. If a person feels that his or her job is more meaningful, he or she may be more motivated.
Greater autonomy may foster greater meaning in our work because we can be more authentic at work. In my book, Finding Meaning (3rd ed.), I state:
Greater autonomy may allow us to be more
authentic. We may have different values than our
supervisor. Consequently, we may have different
ways of getting tasks done. Greater autonomy may
allow us to get tasks done in a manner that is more
consistent with our values (Bell, 2007, p. 57).
Greater autonomy may also foster greater meaning in our work because our work seems to have greater purpose. I state in Finding Meaning (3rd ed.), that "Greater autonomy may lead to a greater sense of purpose in our work. Greater autonomy may result in a greater perceived responsibility for our work, which in turn, may lead to the belief that our work is more purposeful." (Bell, 2007, p. 57).
In short, leaders in organizations could strive to find ways to increase job autonomy for employees. This may increase job motivation and job meaning.
References
Bell, B. (2007). Finding Meaning (3rd ed.). Portland,
Oregon: Blue Fox Communications.