Assessing the Dignity of Work #CareersEmployment
Channel: Labored Video
Date: 2021-08-08

Assessing the Dignity of Work #CareersEmployment

A high word that has been around for a long time but has grown in popularity in recent years is the term "dignity of work". It is voiced across the political spectrum as it is believed to have universal respect and acceptance. Who can oppose a concept that conveys commitment, competency development and, above all, personal responsibility for yourself and your family? Dignity not only creates pride in traditional work done honestly, but can also inspire and motivate all working-age parents to make their contribution to the economy and society.

The dignity of work is considered a noble goal in itself. We are raised to accept the job of a lifetime. Work contributes to this. Work is doing your job. Work is good and useless work is better. Achieving the deep satisfaction that results from a job well done is the best job reward we are told. A coworker's grateful applause, a boss's smile and nod, an eloquent testimony from a satisfied customer are just a few of the stimulating compliments that make work invaluable.

Then why doesn't work feel so cheap or useful to many people? We don't have to look far to see people who are dissatisfied with their jobs. The dignity of work is elusive to more workers than it should be. The 2019 HBR survey of more than 500 workers found that the majority (90%) expected to enjoy their job, but given their working hours, only 37% actually enjoyed their job. A few years ago, Gallup reported that only 30% of its workers were employed. Forbes cites a survey of 411 workers, 19% of whom are satisfied with their jobs. I can go on

Dignity is not part of the job. Work can only be useful if some basic conditions are met. The American Conference of Catholic Bishops advocated basic worker rights as prerequisites for the dignity of work, such as the availability of a productive workforce, fair and reasonable remuneration, and a permissive structure that allowed organization and syndication of other rights. Ohio Senator Sherrod Brown called for better wages and benefits, health spending and retirement programs to ensure dignity. Ezra Klein in the New York Times points to the abolition of dangerous and depressing work and management to encourage workers to stay healthy and have free time and family time.

I would add the removal of tyrannical governments, toxic coworkers, and a workplace culture that demeans some of the workforce. However, let us point out not only what should create human dignity in the workplace, but also the practices that may lead to dignity. Employees generally want opportunities to motivate themselves. There are three key situations that drive this. As Daniel Pink points out in his book Disk, he fosters an environment in which workers are encouraged to master their jobs, exercise autonomy in decision-making, and set personal and professional goals on what matters.

Workers want to be respected and have the freedom to thrive. They want to be able to meet reasonable financial needs by only working 40 hours a week. You want senior management to understand that their company's assets are their people, who need to know that they are valued. They want customer support that consciously directs their money towards a company that treats their employees with dignity. (The question arises, does the business model require employees who work only $7.25 per hour to make it today to stay in business?)

The dignity of work must continue to be a universal value, but don't cling to the idea that it arises spontaneously, especially under adverse conditions. It's not like this. Dignity can be felt individually, but it takes the community to see it broadly.