Framing the meanings of work for Filipinos

MOST of us will spend the better part of our lives working. Despite this acceptance of work as a given, however, the experience of working is very different for each individual.

We at the Ateneo Center for Organization Research and Development sought to understand what work means to Filipinos based on a survey of 1,040 employees from various firms in the Metro Manila.

Meaning of work: Five Cs model

We found that there are five ways Filipino workers view their work: As calling, cause, career, chore and coast.

Calling implies work is motivated by a lofty, nonmaterial goal. Workers who consider their work as a calling describe their work as inspiring and gratifying and feel highly energizing and fulfilled in what they do. Work is something that is enjoyable, challenges their abilities, provides learning and growth, and makes people feels that they are making a difference. Interestingly, half of workers describe their work as a calling.

Those who consider their work as a career describe their work as challenging, enjoyable, interesting and inspiring. What differentiates this cluster from calling are the external rewards derived from work, such as money to support family, career advancement, and a chance to develop friendships with co-workers.

This is the second largest cluster with 35 percent of the respondents.

On the other hand, those who view their work as a cause feel that their work is an obligation or duty, a heavy load and not always pleasant or enjoyable.

Those who identify their work as cause describe their work primarily as tiresome, depressing, also monotonous and thankless.

Given that most of the respondents are white-collar workers, it is not surprising that only 2 percent of the respondents say their work is a cause.

Chore is work that one feels constrained to do for the sole purpose of earning a living or in exchange for other tangible outcomes. Work is viewed as something unpleasant, non-engaging, tedious and burdensome. It is performed largely because of necessity.

Such sentiments may be eased by the acceptance that the work is a source of many tangible outcomes, like money to support the family, and one’s lifestyle, the opportunity to make friends, and acquire status and an enhanced image. Less than 4 percent of the respondents feel their work is a chore.

Coast is when work is not of major significance to one’s life. Nine percent of the sample is in this mode. It generates no intense feelings, negative or positive, and may be experienced as OK, sometimes stimulating, other times boring, sometimes enjoyable. Not surprisingly, most of the respondents who ‘coast’ are in their 20s.

For young employees, landing a job may be dictated not by a deliberate choice, but more of a need to get started. Coasting appears to be more likely to be among the younger workers who are still in pursuit of their chosen occupation.

Harnessing the meaning of work

How can organizations use this model and its outcomes?

An important finding is that employees at all levels value challenge to their abilities. Jobs that elicit negative emotions are primarily those that are monotonous and tiresome. It is thus important that managers exert serious effort to review and restructure the jobs that are devoid of challenge, so that employees may feel more engaged in their work.

Another key finding is that, even when work evokes negative emotions, it is possible that employees will find meaning in their work. Factors such as opportunities for friendships, camaraderie with workmates, monetary benefits can make up for the unpleasantness.

However, personal growth and learning, identification with important goals, and feeling that one is making a difference are still of paramount importance. Employees take pride in being part of an organization that is recognized not only for its business acumen but also for its social responsibility.

Knowledge of meaning of work will help in crafting human resource management strategies. Job design should address issues of employee engagement and motivation. Career planning and development would assist the individual as well as the organization to find the best fit, where employee would grow and harness his/her best potentials.

Appreciating what energizes an employee would help identify where he or she would be best placed. Meaning of work allows a more holistic view of the employee, and can also be used to determine more responsive rewards management policies to include compensation, benefits and contingent rewards.

Finally, recognizing that employees spend a third of their lives in their workplace, it makes sense to cultivate a work culture that would encourage retention. Clarity of directions and open communication will facilitate the alignment of the employee’s own purposes with the organization’s goals. –Edna P. Franco, Philippine Daily Inquirer

(Franco is the vice president for planning and administration of Ateneo de Manila University. For feedback about this article, please e-mail ateneocord@admu.edu.ph)