Keona Williams
Let’s consider career wellness. When thinking about a career, wellness may not be the first thought that comes to mind. However, it can be important to evaluate how “good for you” a career can be. So, what is career wellness? A basic definition is a measure by which having the career supports living a well and balanced lifestyle. There are several basic components to career wellness. It is important to consider the compatibility of the career, the accessibility (dual definition), career sustainability, and the value of the career. All of the mentioned criterion determines if the career supports an individual living a well lifestyle.
Career wellness
Explanation of career wellness includes explanation of well lifestyle living. To better describe well lifestyle living first consider an unwell lifestyle. Can you see it? It is probably riddled with stress and confusion. Areas of life are likely underdeveloped and straining other areas of life. Consider the individual who has their work life in tip top shape, yet their personal life is suffering. Possibly consider the reverse, work life in shambles yet personal life thriving. It is likely that one component’s stress spills over into the unstressed component. When the mentioned occurs signs of low levels of well life living are occurring.
With a better understanding of how a balance is to be achieved, understanding how the balance is considered well is now an air of simplicity. If there is no spill over, or conflict, there is likely a well lifestyle being observed. While we have to hold ourselves personally accountable for the level of wellness, it is possible that the individual is not completely at fault when the level of wellness is low. The career itself takes on a personality of its own to an extent. A career has specifics that give it independence, a.e. required hours and specific responsibilities. When considering the day of the business professional much of it is sometimes consumed with self-sacrificing decisions being made to ensure financial security. This is when career wellness should be evaluated.
Career wellness evaluates the level at which the career, independent of the employee, is compatible with the employee. Let’s slow that down a bit. The career itself has components that require compatibility evaluation. The individual is just that, an individual. It is important to not lose sight of the self when accepting a job, or beginning a career. When the self becomes secondary resentment can settle. Resentment breeds stress, and so on and so forth until employee burnout occurs. That is, if termination doesn’t occur first.
Elements of career wellness
The first element of career wellness is compatibility. It is important that the individual is compatible with the career, not just capable of completing the work. Compatibility suggests that an employee has characteristics that highlight the work position, and it also takes into consideration that the employee has a life other than work. The further consideration is there must be cohesion. Cohesion dilutes confusion and nurtures success. Yes, it is important that the compatibility extends beyond the ability to complete the job tasks. If the employees personal life begins to suffer at the expense of the career there has to be something to blame when it is not the fault of the employee. We all know it is possible that our lives take a backseat to deadlines. However, continued experience of the mentioned develops resentment. Resentment will create stress where there may not be any simply due to its presence.
The second element is accessibility. Accessibility takes on dual meaning here. There is accessibility that references ability to travel without disturbance and accessibility that references availability. Here, both have importance. It is important to consider just how simple it is to commute to work and keep the work hours. Imagine difficulty getting to work daily. Even if you love the career it is likely that it will suffer at just the strife of a difficult daily commute. Imagine always being accessible for your job. How stressful would that be, working with no days off. It would only survive for so long. Each of the elements takes on a variable form because no two people are really the same.
Next is sustainability. Here sustainability is defined to be an ability or desire to maintain. It is important that an individual wants to sustain their job or career. Furthermore, is it feasible for the individual to maintain the work position. If compatibility is low it isn’t very likely at all. The same is true about accessibility. When applicable it can also be necessary to inquire as to rather the job/career can sustain the individual. Remembering that every component is independent and contrasting, it becomes about what the job/career can offer the employee also.
The final component of career wellness is value. Does the employee value the job or career? Value can be found in various aspects of the career if the employee is searching. Does the career help further develop and support who the individual is outside of work? If the answer is yes, there is likely value to be observed and measured of the job/career. Is the career satisfying and fulfilling? These considerations can be the difference between motivation and exhaustion for the business professional. When value can be observed the employee is more likely to motivate themselves to perform well and secure the position for which they are employed.
Determinations
Compatibility
Evaluation of compatibility requires consideration of a few things. The individual should first consider themselves relative to ability to complete the required job tasks. This is usually completed by the employer, yet it is a very universal attempt at such. The employer is looking for specific skills that ensure that the job functions are not overlooked. The employee must consider a more detailed version of themselves for proper evaluation. Considerations are more aligned with who the individual is not what the individual can do. If I am not a morning person I understand that a differing shift best suits me. An employer may never ask do you have problems starting your day early, it is more likely that a prospective employee is asked about transportation and availability.
Compatibility takes on another form when the employee must consider does the job or career allow them to further develop themselves. It is not the suggestion that the employee is immature, for instance. It is rather can working the job, or beginning the career, meet the requirements of the individual’s long term and short term goals. When aspects of the career develop, support, and maintain exterior elements of the employee’s life compatibility is observed. Observational compatibility for the employee to the career and the career to the employee suggests structuring of a well life job or career. Work-life balance should also be considered here. Work-life balance observes cohesion of career and personal life. Is the individual able to continue activities that reduce stress for them and maintain work performance? When it is possible, another criterion for high compatibility is established.
Accessibility
Accessibility is determined with contrasting of several constructs of work-life balance. It can take on the image of ability to or access to. While it can seem miniscule we begin with our daily commute. We previously discussed work performance, well work attendance is generally the only concern of the employer. What is the quality of the employee’s attendance? It is difficult to maintain good attendance when the job is literally inaccessible. Various considerations can be contrasted to determine rather the job is accessible. What is the time of the commute? What is the mode of transportation? Is there a daily commute routine that needs to be adhered to? These are just a few questions that can determine accessibility.
The secondary understanding of accessibility refers to the career’s ability to allow the employee accessibility to things exterior of employment and employment responsibilities. This is another place where goals and self-satisfaction become important. The career itself should allow the individual accessibility to things they may otherwise not have access to. Can the employee save for a vacation? Is shopping feasible? Can transportation be repaired if it breaks down for any reason? When the answer is yes, the career offers the individual financial and personal freedom to an extent there is an establishment of accessibility. It is the employee’s requirement to determine what needs to be made accessible. Establishment of accessibility is the observation of career wellness.
Sustainability
Sustainability is also a self-identifying construct of a well career. While the employer is concerned with function and attendance, the individual is the deciding factor as to rather they want to sustain or maintain the job/career. It is here that the work environment and how the job makes the employee feel are contrasted against the personality of the individual. Satisfied, here, refers to the self of the individual having content with; and fulfilling referring to satisfaction beyond the self. For some it is of no importance that the job be fulfilling or satisfying they have the innate ability to likely work for the financial ability the job or career offers. However, when viewed like such it is also plausible that the individual experiences burnout before someone who has considered satisfaction for contrast to their personality. There is also increased morale when sustainability is a goal. An individual will work more and harder for something that genuinely makes them feel good at the end of the day.
Another sustainability consideration is work environment. It can also be a compatibility criterion too. A considerable amount of time is spent in the work environment. Enjoying, or at the least tolerating, it is almost required. Environment here refers to the material environment and the social environment, both must have some level of acceptability for the employee to consider sustaining the job/career. Imagine loving your job but hating that your office is too small. You’ll continue to love your job but you’ll also always be annoyed at the size of the office. Those small seeds grow stress from time to time. It is important that the social setting is also acceptable. This is not to say that employees must be best friends but rather that there should be little to no conflict amongst employees. When there is employee morale is diluted and the desire to sustain a job/career can be lost.
Value
Value is another criterion of a well career. Value of the traditional sense is important and can certainly be contrasted with characteristics of the job and ideals of the employee. However, for a more developed understanding of we ask does the job increase the individual’s self-efficacy and self-worth. Self-efficacy is one’s ability to trust and motivate themselves due to positive choices. When it is realized that a goal can be accomplished with a level of determination applied an individual can trust themselves to make the right decisions and have proper behavior for the desired results. When someone chooses a career and the career is actually satisfying and fulfilling that individual can trust themselves a little more. An increase of self-worth is also attached to making right job/career choices.
Conclusion
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