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Job Crafting Creates Job Satisfaction

Who is ultimately in charge of your job satisfaction? Your options are your supervisor, human resources, or top management. Got your answer?

It’s actually a trick question. The answer is “you.” The days of assuming that top management will push down a directive to human resources, who will then push down a system to be executed by a manager, is not only idealistic, it’s outdated.

Organization-level, one-size-fits-all solutions don’t work. You are in charge of ensuring that you are fulfilled, challenged, and happy, and the key to doing so is job crafting—proactive, employee-driven customization of tasks and relationships with others.

The idea of job crafting is as old as the idea of work itself. Only recently have scholars and practitioners alike begun to realize that it increases job satisfaction and work engagement while reducing boredom and burnout.

But job crafting is not for the faint of heart. It takes self- and other-awareness and a willingness to stimulate change, which in some cases creates conflict. Make sure you are thinking through the possibilities and potential implications. Ready to ensure that you’re thinking through the possibilities and potential implications? Read more about job crafting.

Cloverleaf can help your team to have meaningful conversations around differences in role expectations. Learn how to use Cloverleaf for role alignment.

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Dr. Scott Dust

Dr. Scott Dust

Scott Dust, Ph.D. is the Chief Research Officer at Cloverleaf, an HR-tech platform that facilitates coaching for everyone. Dr. Dust is also a Raymond E. Glos Associate Professor at the Farmer School of Business, Miami University. His research focuses on leadership and teams and has been published in over 30 peer-reviewed academic journals. Dr. Dust is also on the editorial review board of three journals, including the Journal of Organizational Behavior, Group and Organization Management, and the Journal of Social Psychology. He is a regular contributor to Fast Company and has a blog column at Psychology Today.