In a prior post, we explored the E (Engagement) of PERMA and its role in fostering a fulfilling career. Engagement, or “flow,” is the state of being fully immersed in an activity. It involves focused attention, clear goals, a balance of skill and challenge, and intrinsic motivation.
Cultivating engagement can enhance overall well-being by providing a sense of purpose, accomplishment, and enjoyment. The article offers strategies for fostering engagement in both personal and professional life, including pursuing hobbies, establishing goals, practicing mindfulness, challenging oneself, and building strong relationships. By prioritizing engagement, SLPs can transform their careers into meaningful and fulfilling journeys.
Finding “flow” in work is a concept rooted in positive psychology, characterized by a state of complete immersion and engagement in activities that are both challenging and rewarding. Research has identified several evidence-based approaches to cultivate this state, which can significantly enhance employee well-being and productivity.
One effective approach is the application of the Job Demands-Resources (JD-R) model, which suggests that the balance between job demands and resources is crucial for achieving flow. (It is also a framework used to understand workplace stress and employee well-being.)
Job Demands: Aspects of a job that require sustained physical or mental effort and are associated with certain physiological and psychological costs. Examples include high work pressure, emotional demands, and role ambiguity.
Job Resources: Aspects of a job that help achieve work goals, reduce job demands, and stimulate personal growth and development. Examples include support from colleagues, autonomy, and opportunities for professional development.
The JD-R model suggests that while high job demands can lead to stress and burnout, the presence of sufficient job resources can buffer these effects and enhance motivation and engagement. By balancing demands and resources, organizations can improve employee well-being and performance.
How can we apply these concepts to our own work experience?
To gain a deeper understanding of your specific job demands and resources, let’s engage in an exercise that will be a combination of reflection and fact-finding!
Assessing Your Job Demands and Resources
To effectively assess your job demands and resources, consider the following questions:
Job Demands
- Workload: Is your workload manageable or excessive? Do you often feel overwhelmed or stressed?
- Time Pressure: Do you frequently feel rushed or under pressure to meet deadlines?
- Role Ambiguity: Are your job expectations and responsibilities clear, or do you feel unsure about what is expected of you?
- Emotional Demands: Do you deal with stressful or emotionally challenging situations as part of your job?
- Conflict: Do you experience conflicts with colleagues, supervisors, or clients?
Job Resources
- Support: Do you have adequate support from colleagues, supervisors, or the organization?
- Autonomy: Do you have the freedom to make decisions and work independently?
- Feedback: Do you receive regular and constructive feedback on your performance?
- Opportunities for Growth: Are there opportunities for professional development and advancement within your organization?
- Recognition: Do you feel recognized and appreciated for your contributions?
Additional Tips:
- Keep a journal: Record your daily experiences and feelings to identify patterns and areas of stress.
- Talk to colleagues: Discuss your experiences with colleagues to gain different perspectives and identify common challenges.
- Seek feedback: Ask your supervisor or colleagues for feedback on your performance and workload.
- Utilize organizational resources: Take advantage of any employee assistance programs or resources offered by your organization.
By carefully assessing your job demands and resources, you can gain a better understanding of your current situation and identify areas where you may need to make adjustments or seek additional support.
Specific job characteristics, such as role clarity and cognitive demands, can predict flow states at work (Nielsen & Cleal, 2010). When employees have clear expectations and the cognitive challenges align with their skills, they are more likely to experience flow. If you find that any of your work is unclear, who can you go to for clarity?
References
Nielsen, K. and Cleal, B. (2010). Predicting flow at work: investigating the activities and job characteristics that predict flow states at work.. Journal of Occupational Health Psychology, 15(2), 180-190. https://doi.org/10.1037/a0018893