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What Makes Work Meaningful?

Evgenia I. Lysova,
Luke Fletcher,
Sabrine El Baroudi

Research shows that being more aware of yourself and your surroundings is key.

How do you make your work more meaningful? Prior studies have focused on understanding the factors that contribute to making work meaningful overall, such as having more autonomy or being able to job craft. But these are individual actions that don’t easily translate into how we experience meaningfulness every day. It can also be difficult for early career professionals as you can’t just decide to drop every uninspiring task from your to-do list in an attempt to experience more meaning in your role.

Research shows that being in a state of awareness can help. In a state of awareness (of yourself and your wider work environment), people are more willing and able to be creative in how they think and deal with challenges and other work-related problems. Awareness also helps you come up with better solutions, interpret signals from others around you, and adapt to changing circumstances. This, in turn, can facilitate a sense of meaning because it enables you to think and behave in ways that help you see the value, worth, and impact within everyday work tasks and interactions.
To become more aware, start by practicing mindfulness. Mindfulness helps us learn to recognize and acknowledge what’s going on in the mind, moment by moment, increases awareness, and decreases rumination. It also promotes cognitive flexibility, all of which lead to greater meaning-making.
Journaling is a great way to build awareness into your everyday work life. Before you end the day, ask yourself, “What did I find meaningful today,” and write it down. You can do this not only for yourself but also for your colleagues. Consider weaving awareness into group discussions and conversations at work.
Investing more in one’s relationships is important to feel happy and fulfilled at work, as our findings suggest. As an individual, you can respectfully engage with others at work through active listening and showing appreciation. These behaviors could then also enable greater psychological safety in the work environment as they help promote a sense of belonging at work that prior research shows is critical for meaningfulness

We all search for meaning in our lives, and many of us find it through our work . In fact, research shows that meaningfulness is more important to us than any other aspect of our jobs — including pay and rewards, opportunities for promotion, and working conditions. When we experience our work as meaningful, we’re more engaged, committed, and satisfied. When we don’t, we’re more willing to quit , and this is especially true for younger workers .

Evgenia I. Lysova an Associate Professor in Organizational Behavior at the Management and Organization department of Vrije Universiteit Amsterdam, the Netherlands. Her main research interests concern the topic of meaningful work, work as a calling, careers, and Corporate Social Responsibility. She is on a mission to enable and sustain greater experiences of meaningfulness in individuals’ work and careers with the help of organizations.
LF Luke Fletcher is an Associate Professor in Human Resource Management at the University of Bath’s School of Management, UK. His research interests span both organizational psychology and strategic human resource management, and include topics such as meaningful work, employee engagement, diversity and inclusion, and LGBT+ workers.
SB Sabrine El Baroudi is an Assistant Professor in Organizational Behavior and Human Resource Management at the Department of Management and Organization, Vrije Universiteit Amsterdam, the Netherlands. She is also a director of the VU Knowledge Hub for Feedback Culture. Her main research interests are proactive work and career behaviors, feedback, meaningful work, and other (green) HRM-related topics. She is particularly interested in examining how these topics influence performance and work behaviors at different organizational levels; that is, individual, team, and organizational levels.

The spring 2024 issue’s special report looks at how to take advantage of market opportunities in the digital space, and provides advice on building culture and friendships at work; maximizing the benefits of LLMs, corporate venture capital initiatives, and innovation contests; and scaling automation and digital health platform.

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What Makes Work Meaningful — Or Meaningless

New research offers insights into what gives work meaning — as well as into common management mistakes that can leave employees feeling that their work is meaningless.

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Meaningful work is something we all want. The psychiatrist Viktor Frankl famously described how the innate human quest for meaning is so strong that, even in the direst circumstances, people seek out their purpose in life. 1 More recently, researchers have shown meaningfulness to be more important to employees than any other aspect of work, including pay and rewards, opportunities for promotion, or working conditions. 2 Meaningful work can be highly motivational, leading to improved performance, commitment, and satisfaction. 3 But, so far, surprisingly little research has explored where and how people find their work meaningful and the role that leaders can play in this process. 4

We interviewed 135 people working in 10 very different occupations and asked them to tell us stories about incidents or times when they found their work to be meaningful and, conversely, times when they asked themselves, “What’s the point of doing this job?” We expected to find that meaningfulness would be similar to other work-related attitudes, such as engagement or commitment, in that it would arise purely in response to situations within the work environment. However, we found that, unlike these other attitudes, meaningfulness tended to be intensely personal and individual; 5 it was often revealed to employees as they reflected on their work and its wider contribution to society in ways that mattered to them as individuals. People tended to speak of their work as meaningful in relation to thoughts or memories of significant family members such as parents or children, bridging the gap between work and the personal realm. We also expected meaningfulness to be a relatively enduring state of mind experienced by individuals toward their work; instead, our interviewees talked of unplanned or unexpected moments during which they found their work deeply meaningful.

We were anticipating that our data would show that the meaningfulness experienced by employees in relation to their work was clearly associated with actions taken by managers, such that, for example, transformational leaders would have followers who found their work meaningful, whereas transactional leaders would not. 6 Instead, our research showed that quality of leadership received virtually no mention when people described meaningful moments at work, but poor management was the top destroyer of meaningfulness.

We also expected to find a clear link between the factors that drove up levels of meaningfulness and those that eroded them. Instead, we found that meaningfulness appeared to be driven up and decreased by different factors. Whereas our interviewees tended to find meaningfulness for themselves rather than it being mandated by their managers, we discovered that if employers want to destroy that sense of meaningfulness, that was far more easily achieved. The feeling of “Why am I bothering to do this?” strikes people the instant a meaningless moment arises, and it strikes people hard. If meaningfulness is a delicate flower that requires careful nurturing, think of someone trampling over that flower in a pair of steel-toed boots. Avoiding the destruction of meaning while nurturing an ecosystem generative of feelings of meaningfulness emerged as the key leadership challenge.

The Five Qualities of Meaningful Work

Our research aimed to uncover how and why people find their work meaningful. (See “About the Research.”) For our interviewees, meaningfulness, perhaps unsurprisingly, was often associated with a sense of pride and achievement at a job well done, whether they were professionals or manual workers. Those who could see that they had fulfilled their potential, or who found their work creative, absorbing, and interesting, tended to perceive their work as more meaningful than others. Equally, receiving praise, recognition, or acknowledgment from others mattered a great deal. 7 These factors alone were not enough to render work meaningful, however. 8 Our study also revealed five unexpected features of meaningful work; in these, we find clues that might explain the fragile and intangible nature of meaningfulness.

1. Self-Transcendent

Individuals tended to experience their work as meaningful when it mattered to others more than just to themselves. In this way, meaningful work is self-transcendent. Although it is not a well-known fact, the famous motivation theorist Abraham Maslow positioned self-transcendence at the apex of his pyramid of human motivation, situating it beyond even self-actualization in importance. 9 People did not just talk about themselves when they talked about meaningful work; they talked about the impact or relevance their work had for other individuals, groups, or the wider environment. For example, a garbage collector explained how he found his work meaningful at the “tipping point” at the end of the day when refuse was sent to recycling. This was the time he could see how his work contributed to creating a clean environment for his grandchildren and for future generations. An academic described how she found her work meaningful when she saw her students graduate at the commencement ceremony, a tangible sign of how her own hard work had helped others succeed. A priest talked about the uplifting and inspiring experience of bringing an entire community together around the common goal of a church restoration project.

2. Poignant

The experience of meaningful work can be poignant rather than purely euphoric. 10 People often found their work to be full of meaning at moments associated with mixed, uncomfortable, or even painful thoughts and feelings, not just a sense of unalloyed joy and happiness. People often cried in our interviews when they talked about the times when they found their work meaningful. The current emphasis on positive psychology has led us to focus on trying to make employees happy, engaged, and enthused throughout the working day. Psychologist Barbara Held refers to the current pressure to “accentuate the positive” as the “tyranny of the positive attitude.” 11 Traditionally, meaningfulness has been linked with such positive attributes.

Our research suggests that, contrary to what we may have thought, meaningfulness is not always a positive experience. 12 In fact, those moments when people found their work meaningful tended to be far richer and more challenging than times when they felt simply motivated, engaged, or happy. The most vivid examples of this came from nurses who described moments of profound meaningfulness when they were able to use their professional skills and knowledge to ease the passing of patients at the end of their lives. Lawyers often talked about working hard for extended periods, sometimes years, for their clients and winning cases that led to life-changing outcomes. Participants in several of the occupational groups found moments of meaningfulness when they had triumphed in difficult circumstances or had solved a complex, intractable problem. The experience of coping with these challenging conditions led to a sense of meaningfulness far greater than they would have experienced dealing with straightforward, everyday situations.

3. Episodic

A sense of meaningfulness arose in an episodic rather than a sustained way. It seemed that no one could find their work consistently meaningful, but rather that an awareness that work was meaningful arose at peak times that were generative of strong experiences. For example, a university professor talked of the euphoric experience of feeling “like a rock star” at the end of a successful lecture. One actor we spoke to summed this feeling up well: “My God, I’m actually doing what I dreamt I could do; that’s kind of amazing.” Clearly, sentiments such as these are not sustainable over the course of even one single working day, let alone a longer period, but rather come and go over one’s working life, perhaps rarely arising. Nevertheless, these peak experiences have a profound effect on individuals, are highly memorable, and become part of their life narratives.

Meaningful moments such as these were not forced or managed. Only in a few instances did people tell us that an awareness of their work as meaningful arose directly through the actions of organizational leaders or managers. Conservation stonemasons talked of the significance of carving their “banker’s mark” or mason’s signature into the stone before it was placed into a cathedral structure, knowing that the stone might be uncovered hundreds of years in the future by another mason who would recognize the work as theirs. They felt they were “part of history.” One soldier described how he realized how meaningful his work was when he reflected on his quick thinking in setting off the warning sirens in a combat situation, ensuring that no one at the camp was injured in the ensuing rocket attack. Sales assistants talked about times when they were able to help others, such as an occasion when a customer passed out in one store and the clerk was able to support her until she regained consciousness. Memorable moments such as these contain high levels of emotion and personal relevance, and thus become redolent of the symbolic meaningfulness of work.

4. Reflective

In the instances cited above, it was often only when we asked the interviewees to recount a time when they found their work meaningful that they developed a conscious awareness of the significance of these experiences. Meaningfulness was rarely experienced in the moment, but rather in retrospect and on reflection when people were able to see their completed work and make connections between their achievements and a wider sense of life meaning.

One of the entrepreneurs we interviewed talked about the time when he was switching the lights out after his company’s Christmas party and paused to reflect back over the year on what he and his employees had achieved together. Garbage collectors explained how they were able to find their work meaningful when they finished cleaning a street and stopped to look back at their work. In doing this, they reflected on how the tangible work of street sweeping contributed to the cleanliness of the environment as a whole. One academic talked about research he had done for many years that seemed fairly meaningless at the time, but 20 years later provided the technological solution for touch-screen technology. The experience of meaningfulness is therefore often a thoughtful, retrospective act rather than just a spontaneous emotional response in the moment, although people may be aware of a rush of good feelings at the time. You are unlikely to witness someone talking about how meaningful they find their job during their working day. For most of the people we spoke to, the discussions we had about meaningful work were the first time they had ever talked about these experiences.

5. Personal

Other feelings about work, such as engagement or satisfaction, tend to be just that: feelings about work. Work that is meaningful, on the other hand, is often understood by people not just in the context of their work but also in the wider context of their personal life experiences. We found that managers and even organizations actually mattered relatively little at these times. One musician described his profound sense of meaningfulness when his father attended a performance of his for the first time and finally came to appreciate and understand the musician’s work. A priest was able to find a sense of meaning in her work when she could relate the harrowing personal experiences of a member of her congregation to her own life events, and used that understanding to help and support her congregant at a time of personal tragedy. An entrepreneur’s motivation to start his own business included the desire to make his grandfather proud of him. The customary dinner held to mark the end of a soldier’s service became imbued with meaning for one soldier because it was shared with family members who were there to hear her army stories. One lawyer described how she found her work meaningful when her services were recommended by friends and family and she felt trusted and valued in both spheres of her life. A garbage collector described the time when the community’s water supply became contaminated and he was asked to work on distributing water to local residents; that was meaningful, as he could see how he was helping vulnerable neighbors.

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Moments of especially profound meaningfulness arose when these experiences coalesced with the sense of a job well done, one recognized and appreciated by others. One example of many came from a conservation stonemason who described how his work became most meaningful to him when the restoration of a section of the cathedral he had been working on for years was unveiled, the drapes and scaffolding withdrawn, and the work of the craftsmen celebrated. This event involved all the masons and other trades such as carpenters and glaziers, as well as the cathedral’s religious leaders, members of the public, and local dignitaries. “Everyone goes, ‘Doesn’t it look amazing?’” he said. “That’s the moment you realize you’ve saved something and ensured its future; you’ve given part of the cathedral back to the local community.”

These particular features of meaningful work suggest that the organizational task of helping people find meaning in their work is complex and profound, going far beyond the relative superficialities of satisfaction or engagement — and almost never related to one’s employer or manager.

Meaninglessness: The Seven Deadly Sins

What factors serve to destroy the fragile sense of meaningfulness that individuals find in their work? Interestingly, the factors that seem to drive a sense of meaninglessness and futility around work were very different from those associated with meaningfulness. The experiences that actively led people to ask, “Why am I doing this?” were generally a function of how people were treated by managers and leaders. Interviewees noted seven things that leaders did to create a feeling of meaninglessness (listed in order from most to least grievous).

1. Disconnect people from their values. Although individuals did not talk much about value congruence as a promoter of meaningfulness, they often talked about a disconnect between their own values and those of their employer or work group as the major cause of a sense of futility and meaninglessness. 13 This issue was raised most frequently as a source of meaninglessness in work. A recurring theme was the tension between an organizational focus on the bottom line and the individual’s focus on the quality or professionalism of work. One stonemason commented that he found the organization’s focus on cost “deeply depressing.” Academics spoke of their administrations being most interested in profits and the avoidance of litigation, instead of intellectual integrity and the provision of the best possible education. Nurses spoke despairingly of being forced to send patients home before they were ready in order to free up bed space. Lawyers talked of a focus on profits rather than on helping clients.

2. Take your employees for granted. Lack of recognition for hard work by organizational leaders was frequently cited as invoking a feeling of pointlessness. Academics talked about department heads who didn’t acknowledge their research or teaching successes; sales assistants and priests talked of bosses who did not thank them for taking on additional work. A stonemason described the way managers would not even say “good morning” to him, and lawyers described how, despite putting in extremely long hours, they were still criticized for not moving through their work quickly enough. Feeling unrecognized, unacknowledged, and unappreciated by line or senior managers was often cited in the interviews as a major reason people found their work pointless.

3. Give people pointless work to do. We found that individuals had a strong sense of what their job should involve and how they should be spending their time, and that a feeling of meaninglessness arose when they were required to perform tasks that did not fit that sense. Nurses, academics, artists, and clergy all cited bureaucratic tasks and form filling not directly related to their core purpose as a source of futility and pointlessness. Stonemasons and retail assistants cited poorly planned projects where they were left to “pick up the pieces” by senior managers. A retail assistant described the pointless task of changing the shop layout one week on instructions from the head office, only to be told to change it back again a week later.

4. Treat people unfairly. Unfairness and injustice can make work feel meaningless. Forms of unfairness ranged from distributive injustices, such as one stonemason who was told he could not have a pay raise for several years due to a shortage of money but saw his colleague being given a raise, to freelance musicians being asked to write a film score without payment. Procedural injustices included bullying and lack of opportunities for career progression.

5. Override people’s better judgment. Quite often, a sense of meaninglessness was connected with a feeling of disempowerment or disenfranchisement over how work was done. One nurse, for example, described how a senior colleague required her to perform a medical intervention that was not procedurally correct, and how she felt obliged to complete this even against her better judgment. Lawyers talked of being forced to cut corners to finish cases quickly. Stonemasons described how being forced to “hurry up” using modern tools and techniques went against their sense of historic craft practices. One priest summed up the role of the manager by saying, “People can feel empowered or disempowered by the way you run things.” When people felt they were not being listened to, that their opinions and experience did not count, or that they could not have a voice, then they were more likely to find their work meaningless.

6. Disconnect people from supportive relationships. Feelings of isolation or marginalization at work were linked with meaninglessness. This could occur through deliberate ostracism on the part of managers, or just through feeling disconnected from coworkers and teams. Most interviewees talked of the importance of camaraderie and relations with coworkers for their sense of meaningfulness. Entrepreneurs talked about their sense of loneliness and meaninglessness during the startup phase of their business, and the growing sense of meaningfulness that arose as the business developed and involved more people with whom they could share the successes. Creative artists spoke of times when they were unable to reach out to an audience through their art as times of profound meaninglessness.

7. Put people at risk of physical or emotional harm. Many jobs entail physical or emotional risks, and those taking on this kind of work generally appreciate and understand the choices they have made. However, unnecessary em> exposure to risk was associated with lost meaningfulness. Nurses cited feelings of vulnerability when left alone with aggressive patients; garbage collectors talked of avoidable accidents they had experienced at work; and soldiers described exposure to extreme weather conditions without the appropriate gear.

These seven destroyers emerged as highly damaging to an individual’s sense of his or her work as meaningful. When several of these factors were present, meaningfulness was considerably lower.

Cultivating an Ecosystem For Meaningfulness

In the 1960s, Frederick Herzberg showed that the factors that give rise to a sense of job satisfaction are not the same as those that lead to feelings of dissatisfaction. 14 It seems that something similar is true for meaningfulness. Our research shows that meaningfulness is largely something that individuals find for themselves in their work, 15 but meaninglessness is something that organizations and leaders can actively cause. Clearly, the first challenge to building a satisfied workforce is to avoid the seven deadly sins that drive up levels of meaninglessness.

Given that meaningfulness is such an intensely personal and individual experience that is interpreted by individuals in the context of their wider lives, can organizations create an environment that cultivates high levels of meaningfulness? The key to meaningful work is to create an ecosystem that encourages people to thrive. As other scholars have argued, 16 efforts to control and proscribe the meaningfulness that individuals inherently find in their work can paradoxically lead to its loss.

Our interviews and a wider reading of the literature on meaningfulness point to four elements that organizations can address that will help foster an integrated sense of holistic meaningfulness for individual employees. 17 (See “The Elements of a Meaningfulness Ecosystem.”)

1. Organizational Meaningfulness

At the macro level, meaningfulness is more likely to thrive when employees understand the broad purpose of the organization. 18 This purpose should be formulated in such a way that it focuses on the positive contribution of the organization to the wider society or the environment. This involves articulating the following:

What does the organization aim to contribute? What is its “core business”?
How does the organization aspire to go about achieving this? What values underpin its way of doing business?

This needs to be done in a genuine and thoughtful way. People are highly adept at spotting hypocrisy, like the nurses who were told their hospital put patients first but were also told to discharge people as quickly as possible. The challenge lies not only in articulating and conveying a clear message about organizational purpose, but also in not undermining meaningfulness by generating a sense of artificiality and manipulation. 19

Reaching employees in ways that make sense to them can be a challenge. A clue for addressing this comes from the garbage collectors we interviewed. One described to us how the workers used to be told by management that the waste they returned to the depot would be recycled, but this message came across as highly abstract. Then the company started putting pictures of the items that were made from recycled waste on the side of the garbage trucks. This led to a more tangible realization of what the waste was used for. 20

2. Job Meaningfulness

The vast majority of interviewees found their work meaningful, whether they were musicians, sales assistants, lawyers, or garbage collectors. Studies have shown that meaning is so important to people that they actively go about recrafting their jobs to enhance their sense of meaningfulness. 21 Often, this recrafting involves extending the impact or significance of their role for others. One example of this was sales assistants in a large retail store who listened to lonely elderly customers.

Organizations can encourage people to see their work as meaningful by demonstrating how jobs fit with the organization’s broader purpose or serve a wider, societal benefit. The priests we spoke to often explained how their ministry work in their local parishes contributed to the wider purpose of the church as a whole. In the same way, managers can be encouraged to show employees what their particular jobs contribute to the broader whole and how what they do will help others or create a lasting legacy. 22

Alongside this, we need to challenge the notion that meaningfulness can only arise from positive work experiences. Challenging, problematic, sad, or poignant 23 jobs have the potential to be richly generative of new insights and meaningfulness, and overlooking this risks upsetting the delicate balance of the meaningfulness ecosystem. Providing support to people at the end of their lives is a harrowing experience for nurses and clergy, yet they cited these times as among the most meaningful. The task for leaders is to acknowledge the problematic or negative side of some jobs and to provide appropriate support for employees doing them, yet to reveal in an honest way the benefits and broader contribution that such jobs make. 24

3. Task Meaningfulness

Given that jobs typically comprise a wide range of tasks, it stands to reason that some of these tasks will constitute a greater source of meaningfulness than others. 25 To illustrate, a priest will have responsibility for leading acts of worship, supporting sick and vulnerable individuals, developing community relations and activities, and probably a wide range of other tasks such as raising funds, managing assistants and volunteers, ensuring the upkeep of church buildings, and so on. In fact, the priests were the most hard-working group that we spoke to, with the majority working a seven-day week on a bewildering range of activities. Even much simpler jobs will involve several different tasks. One of the challenges facing organizations is to help people understand how the individual tasks they perform contribute to their job and to the organization as a whole.

When individuals described some of the sources of meaninglessness they faced in their work, they often talked about how to come to terms with the tedious, repetitive, or indeed purposeless work that is part of almost every job. For example, the stonemasons described how the first few months of their training involved learning to “square the stone,” which involves chiseling a large block of stone into a perfectly formed square with just a few millimeters of tolerance on each plane. As soon as they finished one, they had to start another, repeating this over and over until the master mason was satisfied that they had perfected the task. Only then were they allowed to work on more interesting and intricate carvings. Several described their feelings of boredom and futility; one said that he had taken 18 attempts to get the squaring of the stone correct. “It feels like you are never ever going to get better,” he recalled. Many felt like giving up at this point, fearing that stonemasonry was not for them. It was only in later years, as they looked back on this period in their working lives, that they could see the point of this detailed level of training as the first step on their path to more challenging and rewarding work.

Filling out forms, cited earlier, is another good example of meaningless work. Individuals in a wide range of occupations all reported that what they perceived as “mindless bureaucracy” sapped the meaningfulness from their work. For instance, most of the academics we spoke to were highly negative about the amount of form filling the job entailed. One said, “I was dropping spreadsheets into a huge black hole.”

Where organizations successfully managed the context within which these necessary but tedious tasks were undertaken, the tasks came to be perceived not exactly as meaningful, but equally as not meaningless. Another academic said, “I’m pretty good with tedious work, as long as it’s got a larger meaning.”

4. Interactional Meaningfulness

There is widespread agreement that people find their work meaningful in an interactional context in two ways: 26 First, when they are in contact with others who benefit from their work; and, second, in an environment of supportive interpersonal relationships. 27 As we saw earlier, negative interactional experiences — such as bullying by a manager, lack of respect or recognition, or forcing reduced contact with the beneficiaries of work — all drive up a sense of meaninglessness, since the employee receives negative cues from others about the value they place on the employee’s work. 28 The challenge here is for leaders to create a supportive, respectful, and inclusive work climate among colleagues, between employees and managers, and between organizational staff and work beneficiaries. It also involves recognizing the importance of creating space in the working day for meaningful interactions where employees are able to give and receive positive feedback, communicate a sense of shared values and belonging, and appreciate how their work has positive impacts on others.

Not surprisingly, the most striking examples of the impact of interactional meaningfulness on people came from the caring occupations included in our study: nurses and clergy. In these cases, there was very frequent contact between the individual and the direct beneficiaries of his or her work, most often in the context of supporting and healing people at times of great vulnerability in their lives. Witnessing firsthand, and hearing directly, about how their work had changed people’s lives created a work environment conducive to meaningfulness. Although prior research 29 has similarly highlighted the importance of such direct contact for enhancing work’s meaningfulness, we also found that past or future generations, or imagined future beneficiaries, could play a role. This was the case for the stonemasons who felt connected to past and future generations of masons through their bankers’ marks on the back of the stones and for the garbage collectors who could envisage how their work contributed to the living environment for future generations.

Holistic Meaningfulness

The four elements of the meaningfulness ecosystem combine to enable a state of holistic meaningfulness, where the synergistic benefits of multiple sources of meaningfulness can be realized. 30 Although it is possible for someone to describe meaningful moments in terms of any one of the subsystems, meaningfulness is enriched when more than one or all of these are present. 31 A sales assistant, for example, described how she had been working with a team on the refurbishment of her store: “We’d all been there until 2 a.m., working together moving stuff, everyone had contributed and stayed late and helped, it was a good time. We were exhausted but we still laughed and then the next morning we were all bright in our uniforms, it was a lovely feeling, just like a little family coming together. The day [the store] opened, it did bring tears to my eyes. We had a little gathering and a speech; the managers said ‘thank you’ to everybody because everyone had contributed.”

Finding work meaningful is an experience that reaches beyond the workplace and into the realm of the individual’s wider personal life. It can be a very profound, moving, and even uncomfortable experience. It arises rarely and often in unexpected ways; it gives people pause for thought — not just concerning work but what life itself is all about. In experiencing work as meaningful, we cease to be workers or employees and relate as human beings, reaching out in a bond of common humanity to others. For organizations seeking to manage meaningfulness, the ethical and moral responsibility is great, since they are bridging the gap between work and personal life.

Yet the benefits for individuals and organizations that accrue from meaningful workplaces can be immense. Organizations that succeed in this are more likely to attract, retain, and motivate the employees they need to build sustainably for the future, and to create the kind of workplaces where human beings can thrive.

About the Authors

Catherine Bailey is a professor in the department of business and management at the University of Sussex in Brighton, U.K. Adrian Madden is a senior lecturer in the department of human resources and organizational behavior at the business school of the University of Greenwich in London.

1. V.E. Frankl, “Man’s Search For Meaning” (Boston: Beacon Press, 1959).

2. W.F. Cascio, “Changes in Workers, Work, and Organizations,” vol. 12, chap. 16 in “Handbook of Psychology,” ed. W. Borman, R. Klimoski, and D. Ilgen (New York: Wiley, 2003).

3. M.G. Pratt and B.E. Ashforth, “Fostering Meaningfulness in Working and at Work,” in “Positive Organizational Scholarship,” ed. K.S. Cameron, J.E. Dutton, and R.E. Quinn (San Francisco: Berrett-Koehler, 2003).

4. C. Bailey, R. Yeoman, A. Madden, M. Thompson, and G. Kerridge, “A Narrative Evidence Synthesis of Meaningful Work: Progress and Research Agenda” (paper to be presented at the U.S. Academy of Management Conference, Anaheim, California, Aug. 5-9, 2016); and M.G. Pratt, C. Pradies, and D.A. Lepisto, “Doing Well, Doing Good, and Doing With: Organizational Practices For Effectively Cultivating Meaningful Work,” in “Purpose and Meaning in the Workplace,” ed. B.J. Dik, Z.S. Byrne, and M.F. Steger (Washington, D.C.: American Psychological Association, 2013), 173-196.

5. We have defined meaningful work as arising “when an individual perceives an authentic connection between their work and a broader transcendent life purpose beyond the self.” See C. Bailey and A. Madden, “Time Reclaimed: Temporality and the Experience of Meaningful Work,” Work, Employment, & Society (October 2015), doi: 10.1177/0950017015604100. Meaningfulness is therefore different from engagement, which is defined as a positive work-related attitude comprising vigor, dedication, and absorption. See W.B. Schaufeli, “What Is Engagement?,” in “Employee Engagement in Theory and Practice,” ed. C. Truss, K. Alfes, R. Delbridge, A. Shantz, and E. Soane (London: Routledge, 2014), 15-35.

6. K. Arnold, N. Turner, J. Barling, E.K. Kelloway, and M.C. McKee, “Transformational Leadership and Psychological Wellbeing: The Mediating Role of Meaningful Work,” Journal of Occupational Health Psychology 12, no. 3 (July 2007): 193-203.

7. M. Lips-Wiersma and S. Wright, “Measuring the Meaning of Meaningful Work: Development and Validation of the Comprehensive Meaningful Work Scale,” Group & Organization Management 37, no. 5 (October 2012): 665-685.

8. B.D. Rosso, K.H. Dekas, and A. Wrzesniewski, “On the Meaning of Work: A Theoretical Integration and Review,” Research in Organizational Behavior 30 (2010): 91-127.

9. A. Maslow, “Motivation and Personality” (New York: Harper and Row, 1954).

10. H. Ersner-Hershfield, J.A. Mikels, S.J. Sullivan, and L.L. Carstensen, “Poignancy: Mixed Emotional Experience in the Face of Meaningful Endings,” Journal of Personality and Social Psychology 94, no. 1 (January 2008): 158-167.

11. B.S. Held, “The Tyranny of the Positive Attitude in America: Observation and Speculation,” Journal of Clinical Psychology 58, no. 9 (September 2002): 965-991.

12. J.S. Bunderson and J.A. Thompson, “The Call of the Wild: Zookeepers, Callings, and the Double-Edged Sword of Deeply Meaningful Work,” Administrative Science Quarterly 54, no.1 (March 2009): 32-57.

13. S. Cartwright and N. Holmes, “The Meaning of Work: The Challenge of Regaining Employee Engagement and Reducing Cynicism,” Human Resource Management Review 16, no. 2 (June 2006): 199-208.

14. F. Herzberg, “The Motivation-Hygiene Concept and Problems of Manpower,” Personnel Administrator 27, no. 1 (1964): 3-7.

15. M. Lips-Wiersma and L. Morris, “Discriminating Between ‘Meaningful Work’ and the ‘Management of Meaning,’” Journal of Business Ethics 88, no. 3 (September 2009): 491-511.

18. N. Chalofsky, “Meaningful Workplaces” (San Francisco: Wiley, 2010); and F.O. Walumbwa, A.L. Christensen, and M.K. Muchiri, “Transformational Leadership and Meaningful Work,” in Dik, Byrne, and Steger, “Purpose and Meaning,” 197-215.

19. J.M. Podolny, R. Khurana, and M. Hill-Popper, “Revisiting the Meaning of Leadership,” Research in Organizational Behavior 26 (2004), doi:10.1016/S0191-3085(04)26001-4.

20. Organizational theorist Marya L. Besharov highlights the challenge of managing in an organizational setting where employees have differing views over which values matter the most and points out the “dark side” of seeking to impose a unitary organizational ideology on employees. Based on our research, we take the view here that in general terms employees welcome a broad statement of organizational purpose and values that gives them the space to interpret it in a way that is meaningful for them. See M.L. Besharov, “The Relational Ecology of Identification: How Organizational Identification Emerges When Individuals Hold Divergent Values,” Academy of Management Journal 57, no. 5 (October 2014): 1485-1512.

21. A. Wrzesniewski and J.E. Dutton, “Crafting a Job: Revisioning Employees as Active Crafters of Their Work,” Academy of Management Review 26, no. 2 (April 2001): 179-201; and J.M. Berg, J.E. Dutton, and A. Wrzesniewski, “Job Crafting and Meaningful Work,” in Dik, Byrne, and Steger, “Purpose and Meaning,” 81-104.

22. B.E. Ashforth and G.E. Kreiner, “Profane or Profound? Finding Meaning in Dirty Work,” in Dik, Byrne, and Steger, “Purpose and Meaning,” 127-150.

23. Held, “Tyranny of the Positive Attitude”; and Ersner-Hershfield et al., “Poignancy: Mixed Emotional Experience.”

24. Lips-Wiersma and Morris, “Discriminating Between ‘Meaningful Work.’”

25. A. Grant, “Relational Job Design and the Motivation to Make a Prosocial Difference,” Academy of Management Review 32, no. 2 (2007): 393-417.

26. Lips-Wiersma and Wright, “Measuring the Meaning.”

27. A. Grant, “Leading With Meaning: Beneficiary Contact, Prosocial Impact, and the Performance Effects of Transformational Leadership,” Academy of Management Journal 55, no. 2 (April 2012): 458-476.

28. A. Wrzesniewski, J.E. Dutton, and G. Debebe, “Interpersonal Sensemaking and the Meaning of Work,” Research in Organizational Behavior 25 (2003): 93-135.

29. Grant, “Leading With Meaning.”

30. Lips-Wiersma and Wright, “Measuring the Meaning.”

i. Bailey and Madden, “Time Reclaimed: Temporality and the Experience.”

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Essays About Work: 7 Examples and 8 Prompts

If you want to write well-researched essays about work, check out our guide of helpful essay examples and writing prompts for this topic.

Whether employed or self-employed, we all need to work to earn a living. Work could provide a source of purpose for some but also stress for many. The causes of stress could be an unmanageable workload, low pay, slow career development, an incompetent boss, and companies that do not care about your well-being. Essays about work can help us understand how to achieve a work/life balance for long-term happiness.

Work can still be a happy place to develop essential skills such as leadership and teamwork. If we adopt the right mindset, we can focus on situations we can improve and avoid stressing ourselves over situations we have no control over. We should also be free to speak up against workplace issues and abuses to defend our labor rights. Check out our essay writing topics for more.

5 Examples of Essays About Work

1. when the future of work means always looking for your next job by bruce horovitz, 2. ‘quiet quitting’ isn’t the solution for burnout by rebecca vidra, 3. the science of why we burn out and don’t have to by joe robinson , 4. how to manage your career in a vuca world by murali murthy, 5. the challenges of regulating the labor market in developing countries by gordon betcherman, 6. creating the best workplace on earth by rob goffee and gareth jones, 7. employees seek personal value and purpose at work. be prepared to deliver by jordan turner, 8 writing prompts on essays about work, 1. a dream work environment, 2. how is school preparing you for work, 3. the importance of teamwork at work, 4. a guide to find work for new graduates, 5. finding happiness at work, 6. motivating people at work, 7. advantages and disadvantages of working from home, 8. critical qualities you need to thrive at work.

“For a host of reasons—some for a higher salary, others for improved benefits, and many in search of better company culture—America’s workforce is constantly looking for its next gig.”

A perennial search for a job that fulfills your sense of purpose has been an emerging trend in the work landscape in recent years. Yet, as human resource managers scramble to minimize employee turnover, some still believe there will still be workers who can exit a company through a happy retirement. You might also be interested in these essays about unemployment .

“…[L]et’s creatively collaborate on ways to re-establish our own sense of value in our institutions while saying yes only to invitations that nourish us instead of sucking up more of our energy.”

Quiet quitting signals more profound issues underlying work, such as burnout or the bosses themselves. It is undesirable in any workplace, but to have it in school, among faculty members, spells doom as the future of the next generation is put at stake. In this essay, a teacher learns how to keep from burnout and rebuild a sense of community that drew her into the job in the first place.

“We don’t think about managing the demands that are pushing our buttons, we just keep reacting to them on autopilot on a route I call the burnout treadmill. Just keep going until the paramedics arrive.”

Studies have shown the detrimental health effects of stress on our mind, emotions and body. Yet we still willingly take on the treadmill to stress, forgetting our boundaries and wellness. It is time to normalize seeking help from our superiors to resolve burnout and refuse overtime and heavy workloads.

“As we start to emerge from the pandemic, today’s workplace demands a different kind of VUCA career growth. One that’s Versatile, Uplifting, Choice-filled and Active.”

The only thing constant in work is change. However, recent decades have witnessed greater work volatility where tech-oriented people and creative minds flourish the most. The essay provides tips for applying at work daily to survive and even thrive in the VUCA world. You might also be interested in these essays about motivation .

“Ultimately, the biggest challenge in regulating labor markets in developing countries is what to do about the hundreds of millions of workers (or even more) who are beyond the reach of formal labor market rules and social protections.”

The challenge in regulating work is balancing the interest of employees to have dignified work conditions and for employers to operate at the most reasonable cost. But in developing countries, the difficulties loom larger, with issues going beyond equal pay to universal social protection coverage and monitoring employers’ compliance.

“Suppose you want to design the best company on earth to work for. What would it be like? For three years, we’ve been investigating this question by asking hundreds of executives in surveys and in seminars all over the world to describe their ideal organization.”

If you’ve ever wondered what would make the best workplace, you’re not alone. In this essay, Jones looks at how employers can create a better workplace for employees by using surveys and interviews. The writer found that individuality and a sense of support are key to creating positive workplace environments where employees are comfortable.

“Bottom line: People seek purpose in their lives — and that includes work. The more an employer limits those things that create this sense of purpose, the less likely employees will stay at their positions.”

In this essay, Turner looks at how employees seek value in the workplace. This essay dives into how, as humans, we all need a purpose. If we can find purpose in our work, our overall happiness increases. So, a value and purpose-driven job role can create a positive and fruitful work environment for both workers and employers.

In this essay, talk about how you envision yourself as a professional in the future. You can be as creative as to describe your workplace, your position, and your colleagues’ perception of you. Next, explain why this is the line of work you dream of and what you can contribute to society through this work. Finally, add what learning programs you’ve signed up for to prepare your skills for your dream job. For more, check out our list of simple essays topics for intermediate writers .

For your essay, look deeply into how your school prepares the young generation to be competitive in the future workforce. If you want to go the extra mile, you can interview students who have graduated from your school and are now professionals. Ask them about the programs or practices in your school that they believe have helped mold them better at their current jobs.

Essays about work: The importance of teamwork at work

In a workplace where colleagues compete against each other, leaders could find it challenging to cultivate a sense of cooperation and teamwork. So, find out what creative activities companies can undertake to encourage teamwork across teams and divisions. For example, regular team-building activities help strengthen professional bonds while assisting workers to recharge their minds.

Finding a job after receiving your undergraduate diploma can be full of stress, pressure, and hard work. Write an essay that handholds graduate students in drafting their resumes and preparing for an interview. You may also recommend the top job market platforms that match them with their dream work. You may also ask recruitment experts for tips on how graduates can make a positive impression in job interviews.

Creating a fun and happy workplace may seem impossible. But there has been a flurry of efforts in the corporate world to keep workers happy. Why? To make them more productive. So, for your essay, gather research on what practices companies and policy-makers should adopt to help workers find meaning in their jobs. For example, how often should salary increases occur? You may also focus on what drives people to quit jobs that raise money. If it’s not the financial package that makes them satisfied, what does? Discuss these questions with your readers for a compelling essay.

Motivation could scale up workers’ productivity, efficiency, and ambition for higher positions and a longer tenure in your company. Knowing which method of motivation best suits your employees requires direct managers to know their people and find their potential source of intrinsic motivation. For example, managers should be able to tell whether employees are having difficulties with their tasks to the point of discouragement or find the task too easy to boredom.

A handful of managers have been worried about working from home for fears of lowering productivity and discouraging collaborative work. Meanwhile, those who embrace work-from-home arrangements are beginning to see the greater value and benefits of giving employees greater flexibility on when and where to work. So first, draw up the pros and cons of working from home. You can also interview professionals working or currently working at home. Finally, provide a conclusion on whether working from home can harm work output or boost it.

Identifying critical skills at work could depend on the work applied. However, there are inherent values and behavioral competencies that recruiters demand highly from employees. List the top five qualities a professional should possess to contribute significantly to the workplace. For example, being proactive is a valuable skill because workers have the initiative to produce without waiting for the boss to prod them.

If you need help with grammar, our guide to grammar and syntax is a good start to learning more. We also recommend taking the time to improve the readability score of your essays before publishing or submitting them.

Meet Rachael, the editor at Become a Writer Today. With years of experience in the field, she is passionate about language and dedicated to producing high-quality content that engages and informs readers. When she's not editing or writing, you can find her exploring the great outdoors, finding inspiration for her next project.

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Essay on Importance of Hard Work

Students are often asked to write an essay on Importance of Hard Work in their schools and colleges. And if you’re also looking for the same, we have created 100-word, 250-word, and 500-word essays on the topic.

Let’s take a look…

100 Words Essay on Importance of Hard Work

Introduction.

Hard work is a fundamental aspect of life. It’s the key to success and personal growth.

Value of Hard Work

Hard work helps us achieve our goals. It teaches us discipline, dedication, and determination.

Hard Work and Success

Success is not possible without hard work. It’s the effort we put in that leads to achievements.

In conclusion, hard work is crucial. It shapes our character and leads us to success.

250 Words Essay on Importance of Hard Work

The concept of hard work.

Hard work, a concept often lauded as the cornerstone of success, is a principle that transcends cultural, societal, and professional boundaries. It’s an intrinsic commitment to a task or goal, irrespective of its complexity, that ultimately leads to achievement.

The connection between hard work and success is undeniable. It’s a universal truth that without diligence and perseverance, success remains elusive. The journey to success is often fraught with obstacles, but it’s the sheer grit and determination that helps us overcome these hurdles.

The Role of Hard Work in Personal Development

Hard work is not just about professional achievements; it also plays a pivotal role in personal development. It instills discipline, perseverance, and a sense of responsibility, creating a well-rounded individual.

Hard Work vs. Luck

While some attribute success to luck, it’s important to understand that luck often favors the hardworking. Consistent effort increases the likelihood of encountering opportunities, thus augmenting the chances of success.

The Balance Between Hard Work and Smart Work

In today’s fast-paced world, the concept of hard work has evolved. It’s not just about the hours put into work, but also about working smartly. Strategic planning, efficient time management, and effective use of resources are as crucial as hard work.

In conclusion, hard work is an indispensable element in the journey towards success. It’s the fuel that drives personal growth and paves the way for accomplishments. However, it’s equally important to adapt to the changing dynamics and incorporate smart work into our routines.

500 Words Essay on Importance of Hard Work

Hard work is a universal concept revered and respected across all cultures and societies. It is the foundation upon which success is built, and it often serves as the differentiating factor between those who achieve their goals and those who fall short.

The Essence of Hard Work

Hard work is often viewed as the persistent, diligent effort one puts into a task or objective. It is the exertion of physical or mental effort to complete a goal, often over an extended period. However, hard work transcends mere physical or mental exertion. It is a mindset, a philosophy that embraces challenges, perseveres through adversity, and continually strives for improvement. It is a commitment to oneself and one’s goals, a testament to one’s character and resolve.

The correlation between hard work and success is undeniable. Many of the world’s most successful individuals attribute their accomplishments to hard work above all else. It is the driving force behind every achievement, the backbone of every success story. It is the grit and determination that fuels innovation, the resilience that overcomes obstacles, and the discipline that fosters growth.

While talent and luck can play a role in success, they are often unpredictable and uncontrollable factors. Hard work, on the other hand, is a variable within one’s control. It allows individuals to maximize their potential, overcome their limitations, and achieve their goals, regardless of their circumstances.

Hard Work in the Context of Education

In an academic setting, hard work is equally crucial. It is the key to mastering complex concepts, developing critical thinking skills, and achieving academic success. Students who work hard develop a strong work ethic, a skill that transcends the confines of the classroom and proves invaluable in the professional world.

Hard work in education is not merely about achieving good grades. It is about the pursuit of knowledge, the desire to understand, and the commitment to learning. It is about challenging oneself, pushing one’s boundaries, and continually striving for improvement.

In conclusion, hard work is a fundamental pillar of success. It is the catalyst that transforms dreams into reality, the tool that turns potential into achievement. It is a testament to one’s character, a reflection of one’s commitment to their goals. It is a skill that, once mastered, can be applied to all aspects of life, from academics to career, from personal growth to societal contribution. The importance of hard work cannot be overstated. It is, indeed, the key to success, the path to achievement, and the foundation of a fulfilling life.

That’s it! I hope the essay helped you.

If you’re looking for more, here are essays on other interesting topics:

Essay on Hard Work vs Smart Work
Essay on Hard Work is the Key to Success
Essay on Hard Work

Apart from these, you can look at all the essays by clicking here .

Happy studying!

Work Life Balance Essay

Introduction, importance of work-life balance, strategies for attaining work-life balance, reference list.

Choosing what kind of job to take is perhaps the most challenging task that everyone faces. Numerous college students have found themselves being victims of wrong decision-making as far as this choice is concerned. Specialists are usually attracted to monetary benefits, failing to consider other important aspects of jobs like non-monetary advantages.

These benefits include the number of hours that a person is expected to commit to the job. However, only the employee themselves determines their work-life balance. This essay explores this issue in particular.

The more time passes, the harder it becomes to consider options regarding the hours spent at the workplace. So, the sooner people realize the importance of work-life balance, the easier it will get to deal with any problem.

In this essay on work-life balance, the author examines its importance and provides tips on how the balance can be achieved.

Work-life balance can be defined as arrangements employers make to enable their employees to live full lives. This implies that as much as they give their best to the job, the employees will have a chance to do other things in their lives. Work-life balance is a very important aspect of any working environment. Among its advantages is that employees are more motivated to perform their duties since they do not get overworked. This is advantageous to both employers and employees.

The employees benefit in that they develop healthy relationships with their employers, and at the same time, they get time to build non-professional aspects of their lives. This way, they can develop their careers positively and engage in productive activities as they build their careers. On the other hand, employers are able to achieve greater productivity in their firms since employees are greatly motivated to work.

Employees give their best to the job due to motivation; thus, quality and greater production volume are guaranteed (Clayton, 2005, p. 27). The employers also benefit in other ways since the benefits they give their employees enable them to gain good publicity that attracts more productive workers and customers if the firm is in the hospitality industry.

From the above discussion, it is apparent that work-life balance is of utmost importance in organizations. Firms should therefore know how to appropriately establish appropriate measures to enable their employees to live a full life. On the other hand, employees should strive to live a balanced life even in conditions that are seemingly unfavorable. The following paragraphs explore how employees and employers can achieve work-life balance.

Even though the relationship between a person’s professional life and his/her personal life is indubitably rich, it may prove to be tricky to attain and keep a healthy work-life balance. The following are some of the strategies that employees can use to live a full life. First of all, it is of utmost importance for an employee or employer to keep calm in challenging situations.

For instance, if a person is experiencing personal problems like problems of marriage, he/she should ensure that the same does not affect his/her professional life. If the person is an employer, he/she should not, for instance, fire an employee due to his/her personal problems. On the other hand, an employee should ensure that he/she does not let his/her personal life affect his/her professional performance.

For instance, if the employee is experiencing family problems, he/she should maintain the same level of performance as when he/she does not have such problems (Gordon, 2003, p. 1). Likewise, stress in the workplace should not affect the personal lives of the employees. Employees should ensure they live their personal lives to the fullest while ignoring any problems that may have occurred in the working environment.

An employee should also ensure that he/she engages in important bodily activities to live a well-balanced life. He/she should thus engage in physical activities and ensure that he/she sleeps and eats well.

It is thus apparent that any job that gives an employee time to engage in the aforementioned activities can be considered to be offering work-life balance. It is also important for the employee to set boundaries for both professional and personal activities. This will ensure that both lives do not clash (Clutterbuck, 2003, p. 112). This way, the employee will be able to achieve enviably in both realms of life.

As evidenced in the discussion above, work-life balance is a very important determinant of professional performance. It is thus of essence for employers to ensure that they give their employees adequate time to engage in personal activities. On the other hand, employees should ensure that they use the free time they are given by their employers wisely.

They should ensure that they engage in productive personal activities and, at the same time, avoid taking their professional problems home. It is thus of essence that people evaluate prospective employers keenly to make wise choices as they choose between jobs. This will ensure that they do not take jobs and regret them later.

Clayton, D. (2005). The Work-life Balance Program . University of California.

Clutterbuck, D. (2003). Managing the Work-Life Balance . Journal of Management, pp. 101-120.

Gordon, M. (2003). 9 Strategies For Regaining Your Work Life Balance. Web.

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Home — Essay Samples — Life — Success — The Importance of Hard Work in Achieving Success

The Importance of Hard Work in Achieving Success

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Published: Mar 8, 2024

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Introduction, the benefits of hard work, the pitfalls of taking shortcuts.

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Teamwork Makes the Dream Work: The Importance of Working Together

Sanjana is a health writer and editor. Her work spans various health-related topics, including mental health, fitness, nutrition, and wellness.

Rachel Goldman, PhD FTOS, is a licensed psychologist, clinical assistant professor, speaker, wellness expert specializing in eating behaviors, stress management, and health behavior change.

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Why Teamwork Makes the Dream Work

Characteristics of good teamwork, how to foster good teamwork, how to be a good team player.

You’ve probably seen the phrase “Teamwork makes the dream work” printed on office mugs and motivational posters. But what exactly does it mean and what does good teamwork look like?

Teamwork Makes the Dream Work

The phrase “Teamwork makes the dream work” essentially means that dividing tasks and responsibilities among a team can lead to better outcomes than a single person doing the same task, says Sabrina Romanoff , PsyD, a clinical psychologist and professor at Yeshiva University.

The saying was initially coined by American clergyman John C. Maxwell. Maxwell published an eponymous book in 2002, in which he wrote, “Teamwork makes the dream work, but a vision becomes a nightmare when the leader has a big dream and a bad team.” In his book, Maxwell discusses the importance of working together collaboratively and shares some principles for building a strong team.

The phrase caught on and has become popular over the years. In this article, we explore the benefits of teamwork, the characteristics of good teamwork, as well as some steps to help you be a good team player and build a strong team.

Below, Dr. Romanoff explains why teamwork is important and the benefits it can offer:

Improves efficiency and output: Teamwork is important because much more can be accomplished as part of a team than a single person working alone. Successful teams are much more efficient and effective at completing tasks than individuals.
Produces better solutions: Teamwork allows the opportunity for diverse perspectives to tackle problems and find solutions that are more resourceful and effective than one person’s input alone. When multiple people are contributing, more knowledge, viewpoints, and feedback are incorporated, helping teammates arrive at more holistic solutions.
Offers a larger pool of resources: Each member of the team can contribute their efforts, knowledge, abilities, and strengths to the task at hand. The team can tap into the resources each member provides to tackle new challenges.
Promotes growth and learning: When people work together, there is an opportunity for each member of the team to learn and grow, both personally and professionally.
Creates strong bonds among teammates: Collaborating on shared tasks, helping others, and working together helps teammates foster strong connections. People bond when they work together toward a common goal in an encouraging and supportive environment.
Fosters a feeling of belonging: Teamwork also taps into our human need for belonging to a community or group and feeling like we are working towards something that is bigger than ourselves.
Reduces stress: People tend to feel more supported when they’re part of a team. They often experience less perceived stress because they’re not facing the problem alone.

According to Dr. Romanoff, these are some of the characteristics of good teamwork:

Shared goal: A successful team articulates and agrees on a common goal that has meaning to its members. Shared understanding of the goal the team is working toward is crucial so that everyone is on the same page and the team can operate as a cohesive unit.
Cooperation: It’s important for teammates to actively listen to one another, cooperate with each other, and help one other out when required. A collaborative approach leads to more efficient and effective output.
Respect: When people feel respected by their teammates, they are able to freely share ideas and opinions without fear of rejection or judgment. This level of safety sets the stage for greater commitment among teammates, originality, and novelty.
Trust: There is trust that each member will deliver on their role for the team and meet their commitments. Team members take their responsibilities seriously and commit to following through on behalf of the individual members but also for the collective group. Each member is also trusted with placing the team’s interests above their own.
Coordination: The team is well-organized so everyone is systematically and efficiently working together toward deadlines and shared goals. Effective communication and coordination are the bedrock of good teamwork.
Strong interpersonal relationships: There are strong relationships among teammates. Team members care about each other and relationships are deeper than just their roles in the team. For instance, there is knowledge and sharing about people’s personal lives, and interest in other’s talents, skills, and interests. Team members take the time to celebrate achievements or have social outings outside of work to get to know each other as people.
Effective conflict-resolution: Members of the team understand that conflict is inevitable but they are able to successfully manage and resolve them, by prioritizing the team’s goal over individual differences and conflicts. This means addressing issues among team members as they come up instead of pushing them under the rug, while also keeping differences among members in perspective so they don’t override the group’s mission.

Dr. Romanoff shares some strategies that can help you foster good teamwork:

Define the goal: Define the mission and goal of the team. These can be co-constructed with your teammates, as team members are likely to have more buy-in when they have a role in choosing goals that are personally meaningful to them.
Regularly ask for and provide feedback: Checking in with team members is the best way to implement needed change. This doesn’t have to be a formal process. Instead, openly discussing how team members are feeling can be normalized as part of the team’s culture.
Maintain transparency: Be transparent, not just about the goal of the team but the goal of smaller tasks and mandates. This helps people understand how each job and agenda item is contributing to the overall mission of the organization.
Making learning a continuous priority: Offer trainings, reading material, and resources to team members. Bring in people to teach on new topics and host events where members can share new information and passions with their teammates.
Recognize accomplishments: Give team members kudos for a job well done and have their good work acknowledged by their peers and managers.
Foster a culture of gratitude: It can be helpful to foster a culture of gratitude by having members consider what they are grateful for within the team or in their day, to help them reflect on what they appreciate in another.

If you’re wondering how to be a good team player, Dr. Romanoff has some suggestions that can help:

Commit to the goal: Commit to the group process and the team’s goal.
Take ownership: Take your tasks and responsibilities seriously. Be accountable to yourself and your teammates. Be cognizant of how your actions impact the team.
Be flexible: Be flexible , open to change, and willing to take on new challenges or responsibilities to help your team.
Work with your peers, not against them: Don’t compete with your peers. Instead try to work together toward a common goal and help each other out.
Maintain a positive mindset: Be positive and optimistic. This mindset is contagious and will draw other team members towards you.
Stay true to your values: Have integrity and speak your mind to advocate for the greater good and values of the group, even if it means going against what other group members are saying.

If you’ve ever been part of a team that just clicked, you know that being part of a team can be engaging and gratifying. Whether it’s at home, at work, on a playground, or in a relationship, working together as part of a team offers several benefits.

Clark W. Teamwork: A multidisciplinary review . Child Adolesc Psychiatr Clin N Am. 2021;30(4):685-695. doi:10.1016/j.chc.2021.05.003

Rosen MA, DiazGranados D, Dietz AS, et al. Teamwork in healthcare: Key discoveries enabling safer, high-quality care . Am Psychol . 2018;73(4):433-450. doi:10.1037/amp0000298

By Sanjana Gupta Sanjana is a health writer and editor. Her work spans various health-related topics, including mental health, fitness, nutrition, and wellness.

Work Life is Atlassian’s flagship publication dedicated to unleashing the potential of every team through real-life advice, inspiring stories, and thoughtful perspectives from leaders around the world.

Contributing Writer

Work Futurist

Senior Quantitative Researcher, People Insights

Principal Writer

The importance of teamwork (as proven by science)

Healthy teams enjoy benefits that go far beyond the company’s bottom line.

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5-second summary

Research shows that collaborative problem-solving leads to better outcomes.
People are more likely to take calculated risks that lead to innovation if they have the support of a team behind them.
Working in a team encourages personal growth, increases job satisfaction, and reduces stress.

Anyone who thought the rise of distributed work would be the downfall of teamwork has probably changed their tune by now. The truth is, teamwork is more important than ever.

“The use of teams and collaboration expectations have been consistently rising,” says Dr. Scott Tannenbaum , a researcher and president of the Group for Organizational Effectiveness. “And when I say teams, I’m talking about all types of teams, whether it’s stable work teams [or] teams that now, in the current environment, are operating virtually.”

Teamwork is essential to a company’s success, says John J. Murphy, author of Pulling Together: 10 Rules for High-Performance Teamwork . “Each individual has unique gifts, and talents and skills. When we bring them to the table and share them for a common purpose, it can give companies a real competitive advantage.”

But here’s the real magic of teamwork: when done right, it has benefits that go far beyond boosting the company’s bottom line. (Learn about some classic models that can lead to stronger teamwork here .)

10 benefits of teamwork

1. teamwork enables better problem solving.

How to avoid groupthink on your team

Albert Einstein gets all the credit for discovering the theory of relativity, but the truth is that he relied on conversations with friends and colleagues to refine his concept. And that’s almost always the case.

“Behind every genius is a team,” says Murphy. “When people play off each other’s skills and knowledge, they can create solutions that are practical and useful.”

Science reinforces the idea that many brains are better than one. “We found that groups of size three, four, and five outperformed the best individuals,” says Dr. Patrick Laughlin a researcher at the University of Illinois at Urbana-Champaign. “[We] attribute this performance to the ability of people to work together to generate and adopt correct responses, reject erroneous responses, and effectively process information.”

Not everyone processes information in the same way. Some people like to jump into problem-solving mode immediately, while others prefer time to gather their thoughts and consider multiple options before making a contribution. Asking people to provide input asynchronously allows everyone the space to work in a way that’s comfortable for them.

2. Teamwork unlocks potential for innovation

According to Frans Johansson, author of The Medici Effect , some of the most innovative ideas happen at “the intersection” – the place where ideas from different industries and cultures collide.

“Most people think success comes from surrounding yourself with others that are like you,” says Johansson. “But true success and breakthrough innovation involves discomfort. Discomfort pushes you to grow. This is where difference of experience, opinion, and perspective come in. Diversity is a well-documented pathway to unlocking new opportunities, overcoming new challenges, and gaining new insights.”

Better together: 8 essential teamwork skills to master

A recent report from the consulting firm McKinsey & Company backs this up. It found teams made up of members from diverse backgrounds (gender, age, ethnicity, etc.) are more creative and perform better by up to 35 percent, compared to more homogeneous teams. Instead of looking at an issue from your individual vantage point, you get a 360-degree picture, which can lead to an exponential increase in ideas.

Research from Tufts University suggests that just being exposed to diversity can shift the way you think. A study on a diverse mock jury found that interacting with individuals who are different forces people to be more open minded, and to expect that reaching consensus will take effort.

3. Teamwork makes for happier employees

As part of our ongoing research on teamwork, we surveyed more than 1,000 team members across a range of industries and found that when honest feedback, mutual respect, and personal openness were encouraged, team members were 80 percent more likely to report higher emotional well-being.

Having happy employees is a worthwhile goal in itself, but the company benefits, too. Research from the University of Warwick in England suggests happy employees are up to 20 percent more productive than unhappy employees. And who couldn’t benefit from a happiness boost?

4. Teamwork enhances personal growth

Being part of a team can help you grow. “By sharing information and essentially cross-training each other, each individual member of the team can flourish,” says Murphy. You might discover new concepts from colleagues with different experiences. You can also learn from someone else’s mistakes, which helps you sidestep future errors.

You might even learn something new about yourself, says Dr. Susan McDaniel, a psychologist at the University of Rochester Medical Center and one of the guest editors of America Psychologist’s special edition on “ The Science of Teamwork .”

“We all have blind spots about our behaviors and strengths that we may be unaware of, and feedback from a team member can expose them,” she says. Recognizing these strengths and addressing the weaknesses can make you a better team member, and even a better person. “Maybe working in a team you’ll discover you could be a better listener. That’s a skill you can grow in, and then take home and use to improve your family interactions,” McDaniel points out.

5. Teamwork lowers the risk of burnout

6 ways to bounce back from burnout

A Gallup study of nearly 7,500 full-time employees found that 23 percent of employees feel burned out at work very often or always. Another 44 percent say they sometimes feel this way. What helps? Sharing the load.

Team members can provide emotional support to each other because they often understand the demands and stress of completing work even better than managers, says Ben Wigert, lead researcher for Gallup’s workplace management practice.

And managers are not off the hook! The study also found that knowing your boss has your back protects against burnout too.

6. Teamwork gives opportunities for growth

Collaboration in the workplace isn’t unlike teamwork on the baseball diamond. When the pitcher and outfielders each excel at their individual roles, the team has a better chance of winning.

Off the playing field, that idea is more important than ever. Changes in technology and increased globalization mean that organizations are facing problems so complex that a single individual simply can’t possess all the necessary knowledge to solve them, says Wigert. When team members use their unique skills to shine in their own roles, it creates an environment based on mutual respect and cooperation that benefits the whole group, notes Murphy.

7. Teamwork boosts productivity

Getting a pat on the back from the boss can boost an employee’s motivation, but receiving kudos from a team member may be even more effective.

The TINYpulse Employee Engagement and Organizational Culture Report surveyed more than 200,000 employees. Participants reported that having the respect of their peers was the #1 reason they go the extra mile at work.

8. Teamwork allows for smarter risk-taking

When you work alone, you might be hesitant to put your neck on the line. When you work on a team, you know you have the support of the entire group to fall back on in case of failure. That security typically allows teams to take the kind of risks that create “Eureka!” ideas.

But here’s one place where size does matter. The most disruptive ideas often come from small teams, suggests recent research in the journal Nature , possibly because larger teams argue more, which can get in the way of coming up with those big ideas.

Wharton Business School researchers also discovered that small is the secret to success: they found that two-person teams took 36 minutes to build a Lego figure while four-person teams took 52 minutes to finish — more than 44 percent longer.

There’s no definitive ideal small team size, but consider following Amazon CEO Jeff Bezos’ two-pizza rule : no matter how large your company gets, teams shouldn’t be larger than what two pizzas can feed.

9. Teamwork yields fewer mistakes

If your team has good energy – you encourage and inspire each other, and you have fun together – you’ll feel less stressed, says Murphy. “Studies show that stress makes us stupid, and leads us to make more mistakes,” says Murphy.

Of course, the converse is also true: when your team feels less frazzled, you’ll make fewer errors. That’s worth keeping in mind, especially if you’re one of the 61 percent of workers who cite work as a significant source of stress .

10. Teamwork sparks creativity

Stale solutions often come out of working in a vacuum. When people with different perspectives come together in group brainstorms, on the other hand, innovative ideas can rise to the surface – with one caveat. Research shows this can only happen when communication within the team is open and collaborative, notes Wigert. The most creative solutions can only come up when there’s a level of trust that lets team members ask ‘stupid’ questions, propose out-there ideas, and receive constructive criticism.

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Teamwork Essay

Teamwork is an essential part of workplace success. Every team member has a specific role to play in accomplishing team tasks. Organisations look for people who not only know how to work well with others but who understand which team member can perform which task perfectly. When everyone in the team works together to accomplish goals, everyone achieves more. Successful teams are characterised by a team spirit based on trust, mutual respect, helpfulness and friendliness. This teamwork essay will help students understand the importance of working as a team and how effective teamwork is. Also, it has been explained with the help of a short story.

Students can go through the list of CBSE essays comprising different topics to practise essay writing. Doing so will help them to score higher marks in the writing section. Moreover, they will be able to participate in essay writing competitions conducted at their schools.

500+ Words Essay on Teamwork

Teamwork means the ability of people to work together. It occurs when the members of a team work together and utilise their individual skills to achieve a common goal. It is a cooperative process that allows ordinary people to achieve extraordinary results. A team has a common goal or purpose where team members can develop effective, mutual relationships to achieve team goals.

Successful teamwork relies upon synergism existing between all team members. Team members create an environment where they are all willing to contribute and promote and nurture a positive, effective team environment. Team members are flexible enough to adapt to cooperative working environments. The goals are achieved through collaboration and social interdependence rather than individualised, competitive goals.

Importance of Teamwork

It is rare that a piece of work is successfully completed by a single individual working alone without interacting with anyone. With teamwork, the work gets done more quickly and with higher quality. Teamwork helps to promote deep learning, which occurs through interaction, problem-solving, dialogue, cooperation and collaboration. Shared goals can easily be achieved by working together and pooling experience and expertise.

Teamwork has emerged in recent years as one of the most important ways of organising work. Many organisations have realised that teamwork enables employees to perform better, hence resulting in good organisational performance. Teamwork has the potential to improve the performance of individual employees and the organisation. Teamwork helps in developing the skills and perspectives of the employees through positive opinions, feedback, experiences and viewpoints. Teamwork is an important tool that is used to carry out varied functions accurately and efficiently. The core value of teamwork is the reduction of workload, which helps the employees perform better without any kind of work pressure because the tasks are distributed equally among all the members.

The Magic of Teamwork

Here is a short story that will help you to understand the importance of teamwork. Once upon a time, in a jungle, there was a monkey and an elephant who were good friends. One day an unusual quarrel happened between the two about who was better. Each one thinks of himself to be better than the other. While the elephant advocated it was better to be strong, the monkey was adamant that being fast and agile was better.

Unable to resolve the matter, they headed to the wise owl and posed the same question to him. The owl promised to answer the question provided they had to take a challenge. They had to go far away across the river, where a golden fruit was hung on a tall tree. Whosoever will bring the fruit will be the best.

So, the monkey and the elephant set out on their journey to bring the fruit to the wise owl. When the monkey reached the banks of the river, he realised that the river was too deep for him and the currents too strong. The elephant saw his friend and asked the monkey to climb on his back, and together they crossed the river. When they reached the tree, the elephant tried to push the tree. But the tree was huge and wouldn’t budge. So the monkey climbed up the tree and plucked the fruit. He climbed down, sat on the elephant’s back, and they reached the wise owl.

The owl then asked, “Of the two of you, who brings this fruit to me?” The monkey said he did because he plucked the fruit from the tree and the elephant said he did because he helped the monkey get onto the other side of the river. At this point, the wise owl stopped the argument and said, “Each one of us has unique abilities and strengths. Collectively as a team, we can achieve the impossible. All because we used your strength at the right time to do the right thing.”

Teamwork is the collective effort made by each member of a team to achieve the team goal. Individually, we all have certain skills, and we are good in one area. If all of us come together and use our strength and expertise in the right direction, then it will give the best result. Also, it gives an opportunity to each member to learn something new from each other.

Students must have found this teamwork essay useful for improving their essay-writing skills. They can get the study material and the latest updates on CBSE/ICSE/State Board/Competitive Exams at BYJU’S.

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Importance of Work: Essay, Article, Speech, Short Note, Paragraph

Introduction (essay on importance of work).

Importance of Work – To be busy is something, but to be productive is contrary, and of course better. With exorbitant levels competition in every field, it is immensely crucial for everyone to be employed in some of the other task in today’s time, in order to facilitate survival for themselves as well as their loved ones. Living in a world that is eminently flooding with people who are distinctly talented, passionate and uniquely capable, one needs to go out there to prove their worth and make their own identity, by being closely involved with the work tasks they are pursuing.

“Dreams don’t work unless you do.”

What our work teaches us? (What is the Importance of Work?)

Once an individual starts working, they automatically become subject to a lot of hardships and circumstances that are bound to demoralize as well as daunt them to the core. It is only once they are past this stage that they are able to learn a lot of things that teach something meaningful, directly or indirectly.

Apart from employing us and paying our bills, work also gives a purpose to our lives, challenging us as well as satisfying our inner self. It teaches us to be humble by being involved in a lot of small tasks, helping us keep our feet on the ground. The deadlines also aid us in inculcating qualities of punctuality, discipline and hard work, making us obsequious.

Our personality traits also tend to develop in compliance with the type of work we are associated with over a period of time and help us tackle with similar matters throughout our life. For someone who gets feedback surveys and questionnaires filled in a mall or outside brand outlets all day while constantly getting refused for the same; modesty is going to be deeply rooted in them. Similarly, an individual who might never have been in a car without a driver to take them around may now have to do the same for the company’s clientele.

Read Also: Importance of forest – Essay, Article, Speech, Paragraph

As much as working hard is important, working smart plays a considerable role too. However, working smart should never be confused with one’s honesty and dedication towards their work tasks as well as their loyalty towards their workplace. Committing of frauds, taking credit for others’ work, violation of civil rights, slander, theft and other malpractices lead to the breakage of trust and the sense of belongingness the organization has with the employees, thereby raising questions about their character.

Our work also gives us the opportunity to interact with a lot of new people, to learn something from each one of them, and simultaneously inculcate qualities and polish skills like leadership, teamwork, effective communication and listening, flexibility, time management and lots many. All these things help us create our own status as well as individual identity in the society, our work defining who we truly are and what we’re capable of.

Read Also: Practice makes perfect: Meaning, Explanation, Examples (Essay,Speech)

Conclusion – Speech on Importance of Work

The importance of work in our lives is vital. To be able to achieve targets and be a part of something that contributes to a cause, a motive, or an establishment’s success leads to the development and shaping of not only our own personalities but the economy as well. Hence, our work functions as a balancing act, helping us progress in and outside our workplace.

Since hard work always pays off, one must simply function without expecting any results in return. Hence it is the ideal way and also the key to happiness.

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Your office needs a purpose

Advises executive teams on future, post-pandemic workplace strategies and real estate optimization, including the change management systems necessary to minimize resistance and accelerate adoption of new ways of working

Advises organizations on employee experience topics at the intersection of talent strategy, real estate, technology, and the future of work

Drives lasting change at scale for global organizations through digital transformation, operating-model redesign, enterprise agility, and leadership development

August 29, 2022 As pandemic restrictions subside, people rush back to the experiences they missed most: learning something new, making time for self-care, cheering for the home team, or visiting friends and family.

And yet, many workplaces remain empty. Why?

The answer lies in purpose .

Places designed for entertainment, hospitality, and connection have clearly defined purposes that align with life goals and the desire for personal fulfillment. There’s a clear “why” behind their existence. In turn, the data shows that people have largely returned. TSA checkpoint travel numbers, for instance, are currently approaching pre-pandemic levels.

Meanwhile, a tectonic shift in working patterns has irrevocably challenged the purpose of offices . A daily commute was once the norm, but sustained productivity during COVID proved that many tasks can be performed remotely. This has left many asking, “Why bother?”

Attracting these employees back to a corporate workplace will require a new purpose for real estate—one that creates both meaning and utility for in-person work.

The importance of purpose

The foundation of this perspective is a growing body of work on the value of aligning organizational and individual purpose.

Our research found that 82 percent of employees believe it’s important for their company to have a purpose. Purpose can shape company strategy, engage customers and community, and steer choices at moments of truth. It inspires employees: More than two-thirds say their sense of purpose is defined by their work. Also, once inspired by a company with credible purpose, 93 percent of employees say they are likely to recommend that company to others.

Company purpose is important. It addresses the fundamental question of “why”—a question that employees now expect their leaders to satisfy with regards to the workplace too.

The challenge in today’s workplace

“Return to office” plans have been making headlines since mid-2020. Whether the prevailing message is hybrid, team-based, or prescriptive, these pronouncements often fail to achieve leaders’ desired results. And when employees are slow to return voluntarily, companies resort to ineffective mandates, exacerbating trends like the Great Attrition .

Employees are leaving because they don’t know why to stay, much less commute.

To address this, and to turn the office into a competitive advantage, executives should focus on making their workplaces matter and measuring their success. They should design and activate offices that foster human connection, and create tailored, authentic experiences with a hospitality mindset. A more valuable, fulfilling work day can clarify the benefits of collocating with colleagues, in turn helping prevent decision fatigue as employees ask, “Do I go into the office tomorrow or not?”

The solution

The most-cited purpose for the post-pandemic workplace may be the reestablishment of employee connection and social capital . Also, there are many examples of how companies are reimagining the purpose of place for competitive advantage.

For instance, one health services company took an outcomes-based approach to the return to office. It champions employees’ autonomy to determine when an in-person presence will drive the best results for the business, turning its real estate into a tool that adds value to its employee experience.

A global banking leader built a unique and playful work environment separate from its corporate headquarters and prominently features it in ongoing recruiting campaigns.

An investment firm created a hub—think labs and community spaces—designed to support life sciences innovation .

Also, more radical approaches are being taken for places that no longer serve their original purpose. For example, a U.S.-based insurance company donated an office building they no longer needed to a nearby university that is reimagining it as a health equity innovation hub, creating a “triple bottom line” value for the company, the local community, and the planet.

Post-pandemic workplaces should be assessed on how clearly they reflect the purpose, principles, and priorities of the organization as well as those who work there. If not, talent will look elsewhere . The companies that strike the right balance will thrive.

Will yours?

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Teamwork Essay for Students and Children

500+ words essay on teamwork.

Teamwork is working together of people to achieve a certain goal. Teamwork is the basic need for an organization to function. Furthermore, every organization has a division of several teams to perform specific tasks.

Without teamwork nothing is possible. Moreover, if any organization lacks teamwork. Then it will hamper its success rate. Thus the organization will fall. Also, it will affect the environment the people are working in.

Furthermore, the organization has a different hierarchy of teamwork. So that the workload gets divided. And each team has an expert who guides different team members with his prior experience

Hierarchy of Teamwork in an Organization

The organization has a division of three teams – Top Level, Middle Level, Lower Level

The Top Level: This team of the organization decides the goals of the company. Furthermore, they understand the need for different sectors of society. And makes policies to maximize the profit of the company. Moreover, it also works on the development of the company and its employees.

Every company has a certain goal in mind before making any policy. This part of the organization analyzes the goal. So that the company should be certain whether the approaching of this goal is profitable or not. For instance, this part of the organization consists of the Board of Directors , Chief Executive Officers Etc.

Get the huge list of more than 500 Essay Topics and Ideas

The Middle Level: The middle level consists of the manager and the Supervisors . This team of workers focuses on the implementation of the policies made by the Top-level. Furthermore, the team assigns various tasks to the employee sector, so that they may work towards the goals of the company. Moreover, the Middle level inspects and keeps a regular check on their work.

In short, they bridge the gap between the top level and the middle level. In order to be a part of this team, a person should be qualified enough. Because this ensures that the person is having the knowledge of all the work he is assigning to the employees.

Only then the person would be capable enough to guide the lower level. Above all the main work is to meet the demands of the employee, so that the organization can work in a better way.

The Lower level: The Lower Level consists of the employees. They work on the tasks assigned to them by the Middle Level. The coordination of teamwork is much needed in the employment sector. As the need to submit each task within a period of time.

So that the organization may run smoothly. The base of the organization is the employment sector. As without them, the application of policies isn’t possible.

Importance of Teamwork

Teamwork has the greatest importance in any part of the world. Whether it be an organization or a small business. Teamwork is the key to success. In our schools, we play many sports that enlist teamwork.

Thus from our childhood only we knew about teamwork. Because our mentors understood the importance of teamwork. That is the reason they always guided us on the right path.

At last, the teamwork team generates a relationship between two people. As we all know that human is a social being, so it is beneficial for the environment of a person.

Q1. What is Teamwork?

A1. Teamwork is the working together of a group of people to accomplish a certain goal.

Q2. What is the importance of teamwork?

A2. Teamwork enlists a level of enthusiasm in a person. Moreover it essential to save time, as groups of people work on specific tasks. Which as a whole saves time to a higher extent. Also, it boosts the confidence of a person working in any organization.

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Short Essay on Importance of Teamwork [100, 200, 400 Words] With PDF

In this session, you will learn to write short essays on the Importance of Teamwork. Here I will write three sets of short essays on the importance of teamwork covering different word limits.

Short essay on importance of teamwork in 100 words, short essay on importance of teamwork in 200 words, short essay on importance of teamwork in 400 words.

Feature image of Short Essay on Importance of teamwork

Teamwork is when a team or a group of people work together towards a common goal. Teamwork makes a task simpler and easier. Teamwork is needed among students working on an assignment together, players playing for a particular sports team as well as employees of any organisation working together to fulfil a task.

When a group of people work together, if everyone wants to do the task his way rather than listening to each other, the task will never be finished. That is why teamwork is important. When people listen to each other’s opinions, help each other and put their common goal before personal gain, they have great teamwork. Teamwork helps us achieve goals that can not be achieved alone.

Teamwork is the combined action taken by a group of people to achieve a common goal. We cannot always work alone. Sometimes, to fulfil a larger goal, many people need to come together and take combined action.

In school, students work as a team to finish group projects. In sports, members of a team must work together if they want to win. In corporations, if every employee is only focused on his personal goals, the corporation wouldn’t be able to function. When a group of people work together, if everyone wants to do the task his way rather than listening to each other and choosing the best way, the task will never be finished. That is why teamwork is important.

When people work as a team, they communicate with each other. They are free to express their views and opinions and others listen to them. Everyone has a duty assigned to them which they so diligently. It is their responsibility to make sure they are doing their part well or else the entire team will stop functioning well.

When a team has a good leader who is capable of encouraging, motivating, guiding and helping others in the team, teamwork becomes much easier. With good teamwork, a huge task may be finished in no time. Teamwork helps us achieve big goals which cannot be achieved individually.

Not all tasks can be done by a single person. Sometimes, to fulfil a larger goal, many people need to come together and take combined action. In school, students need to work together with their classmates to finish a group project. In sports, be it cricket, football or hockey, all the members of a certain team must work together and support each other in order to win a match.

No organisation can function without teamwork. If every employee is only focused on his personal goals and gains, the corporation wouldn’t be able to finish any of its projects. At home, if family members don’t understand and help each other, it will cause unnecessary issues and create tension.

We can see examples of teamwork even in the wild. Many animals display teamwork by hunting together as a group. While some members of the group distract the prey, others surround it, jump on it and kill it. Many wild animals also stay together to protect themselves and each other from danger as well as to raise their young.

When we look at large organisations, all the work there is divided and given to different departments. Even in those departments, hundreds of people do different work which is assigned to them by the head. Only when everyone is doing their work well, a department can finish the work assigned to them and in turn, the organisation can flourish. If any one department stops functioning, all other departments have to stop and wait as well.

It is not quite easy to keep working hard, matching the pace of everyone else. One can often get demotivated and slow down. That is why a good leader is very important in every team. A good leader is one who is capable of encouraging, motivating, guiding and helping others in the team. He makes working as a team easier.

It is very important for children to learn teamwork as it will help them throughout their lives. Teamwork also teaches about discipline and responsibility. When people work as a team, they communicate with each other about their problems. They are allowed to freely express their views and opinions and the other members listen to them.

Everyone has a duty assigned to them which they do very diligently. It is their responsibility to make sure they are doing their part well so that the team can keep functioning smoothly. With good teamwork, a huge task may be finished in no time. Teamwork helps us grow in every field of life and is the key to our success.

In this lesson, I have adopted a simplistic approach for a better understanding of all kinds of students. If anyone has any doubts regarding this topic, they can post them in the comment section below. I will try my level best to clarify those doubts.

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Women at Work, and With Their Families Too

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A black-and-white photo of three people hiking through a densely lush jungle, taken from behind.

To the Editor:

Re “ An Act of Defiance Can Improve Things for Working Moms ,” by Toby Kiers (Opinion guest essay, May 4):

I am a woman nearing the completion of my B.A. in philosophy, and I have the absurd hopes of going on to get my Ph.D. and work in academia and also have a family.

Dr. Kiers’s essay both shed light on the frustrating reality of the discrimination that mothers face in the world of academic research, and provided a shining beacon of hope to counteract it.

The false binary that women are presented and that so many people (including Dr. Kiers’s own child, she noted) assume is that we must decide: our research, our careers, our academic endeavors, or our children. One or the other.

Dr. Kiers has called this out; this is not actually a choice we have to make. Motherhood is not a detriment to our academic abilities and research contributions; it actually strengthens it in new and unexpected ways.

Dr. Kiers, in her refusal to choose between her research pursuits and her family, is helping to forge an exciting path forward. It is a path to a world where women can be celebrated, respected and supported with all that they are and all that they contribute, including their children.

That is the academic world I hope to enter into someday.

Megan Clancy Washington

Kudos to Dr. Toby Kiers! Her story is shared not only by fellow scientists, but by women at large. I admire her courage in bringing her 3-week-old son to work, and in pondering the advice of an older woman who discouraged her from being self-deprecating.

“What can feel like an inconvenience is often a blessing in disguise,” she writes. Amen to that! As far as detachment and vulnerability creating meaning? I now see vulnerability being valued and detachment being questioned in health care, via narrative prose and poetry by nurses and physicians.

I am a seasoned nurse. This article brought me back to the AIDS epidemic. In terms of science, we really had no idea what we were dealing with. I was on maternity leave and had come to know “brain fog” intimately. I received a call asking if I would open a new department for AIDS. After a day thinking about it, I accepted. My two boys went with me into the wilderness of men dying of a virus we knew little about.

My sons are now 40 and 50. The older one still recounts stories of things he learned and joy he felt at a party that those dying men held for us nurses on Mother’s Day. Vulnerability informing the work? You bet!

Pamela Mitchell Bend, Ore.

Since I am a woman who walked across the medical school graduation stage holding my toddler, while eight months pregnant with No. 2, I can certainly identify with Toby Kiers’s essay about managing a career as a scientist while parenting.

It was extremely trying for me to charge into residency with very small children at home. But I am blessed to have a wonderful husband who loved fathering, and was able to take a sabbatical for some of my residency.

As a result, our two daughters, now young adults, are very close to their father. I think that this is the real win in how things are evolving for women in the workplace. Partners get to join in on the nitty-gritty as well as the glorious moments of parenting.

I do believe I missed out on the sort of lovely parenting my mother gave me as a stay-at-home mom. But I was also able to show our daughters what commitment to an intellectual and humanistic goal looks like.

I certainly think medical residency programs are over the top in terms of workload and emotional toll; this needs to evolve. But I think enjoying the participation of both parents in the up-close-and-personal part of child-rearing makes all of our children stronger.

Susan Ferguson Berkeley, Calif.

Re “ Trump Embraces Lawlessness in the Name of a Higher Law ,” by Matthew Schmitz (Opinion guest essay, April 4):

Mythologizing Donald Trump — either Mr. Schmitz fancifully comparing him to outlaws like Robin Hood, Billy the Kid and Jesse James, who titillated people with their challenges to authority, or Christian evangelicals’ even more far-fetched casting of Mr. Trump as King Cyrus or even Jesus — fails because most of us see him for what he is, a narcissist with no positive agenda and no respect for the law.

If we must make comparisons, it’s to David Duke, the Klansman who ran for president, or Gov. George Wallace, standing in the schoolhouse door to block integration. The only people who saw them as rebels with a cause were themselves defending a lost cause, much like those who flock to MAGA now.

Steve Horwitz Moraga, Calif.

Re “ Inmate’s Death Highlights Failures in Mental Health ” (front page, May 6), about the troubled life and death of a prisoner, Markus Johnson:

As a social worker who has worked in the field of mental health for more than 50 years, I read with interest and sadness yet another article about a mentally ill individual who was not provided with adequate treatment and subsequently died in prison.

This article highlights the failure of deinstitutionalization. It demonstrates how our prisons have become the institutions replacing those that formerly housed the mentally ill. Not only are the mentally ill being ill served, but so too is the public, which is at risk of harm from those hallucinating on the streets.

Our shelter system is also not in a position to manage needed services and supervision. The last resort is a cell. I believe that providing long-term residential programs with highly supervised step-down programs would provide a solution to the tragedies we currently read about daily. Certainly the cost would be less than incarceration.

Let’s look to providing real help rather than punishment for our mentally ill population.

Helen Rubel Irvington, N.Y.

“ Offshore Oil Production Expands as Companies Cite Energy Needs ” (Business, May 10) lays out Big Oil’s plan for the Gulf of Mexico. Let’s be real: We’re in a global climate crisis. The last thing we need is for the fossil fuel industry to expand offshore drilling.

If climate change, rising ocean temperatures and the risk of horrific events like the Deepwater Horizon disaster weren’t enough reason to stop offshore oil expansion, we also know that this industry cannot be counted on to clean up its mess when the wells have run dry.

There is a huge backlog when it comes to plugging defunct or abandoned wells, removing old oil platforms and remediating the seafloor damaged by drilling operations. Oil and gas companies have already littered the Gulf of Mexico with more than 18,000 miles of disused pipeline and over 14,000 unplugged wells , which can leak chemicals like methane into the ocean.

It also comes with financial risks: If offshore oil and gas operators file for bankruptcy (as 37 have done since 2009 ), U.S. taxpayers could be forced to foot the bill for cleanup.

Enough is enough: We cannot afford more offshore drilling.

Andrew Hartsig Anchorage The writer is senior director, Arctic conservation, for Ocean Conservancy.

the 8th Amendment: a Simplified Overview of its Implications and Importance

This essay about the Eighth Amendment of the U.S. Constitution discusses its origins, evolution, and critical role in protecting fundamental rights against excessive bail, fines, and cruel and unusual punishment. It traces its historical roots to English law and emphasizes its significance in safeguarding human dignity and justice within the legal framework, highlighting landmark Supreme Court cases that have shaped its interpretation.

How it works

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Affected in borders tapestry bill rights, an eighth correction is spun by her reverse origin despite a fight despite oppresses, drawing out inspiration from historical landmarks so as for example language bill rights 1689 English. Infused one light up ideal and collective aspiration for a justice softened with a compassion, architects U.S. A constitution saved principles, aimed in pulls out governmental debauches. It is why, an eighth correction appeared so as headlight defence, declares, that neither mortgage, nor cruel punishments and loony excessive no is due to be overcooked.

In his essence, an eighth correction draws central two defences. Firstly, it prohibition tax system excessive mortgage, provides, that delay to the court prepare snatches, just, and no morph in punitive balanced. This supply distinguishes principle account presumption innocence and prohibition he privation arbitrary freedom. Secondly, and at a case considerable, an eighth correction groups reason cruel punishments and loony, so confirms basic respect for human dignity in permission justice.

Definition that intends cruel punishment and unusual inalienable malleable, grows a side sideways norms and judicial interpretation social. Grabbed a flow with draws his borders, postmen weight so as for example nature punishment, his intention, and his proportion despite crumpling executes. Case considerable promoted forming jurisprudence eighth correction, places precedents, aimed in buffets thin balance between imperatives justice and necessity entry human dignity.

Only central parallel instance – Furman v. Georgia (1972), where supreme court, in considerable administration, did invalid appendix death stop arbitrary and capricious, believes it violation playbill eighth correction except law despite cruel and unusual punishment. This decision marked a moment watershed, determines the states to over-estimate they statutes high measure of punishment, to provide honest and chain. Case subsequent, include Gregg v. Georgia (1976) and Atkins v. Virginia (2002), further refined understanding the settled punishment, eliminates categories offenders certain from a death stop and again confirms principle display stallions honesty.

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His importance outstrips mere words, rings. Essay Example: Eighth correction despite a constitution actual unis is leaned at first by a scrap so as bastion justice, encapsulating nonfrémit inscribes national main shareholder, integrity, and human treatment in borders his a right armature. His importance outstrips mere words, rings

What Makes Work Meaningful?

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What Makes Work Meaningful — Or Meaningless

The Five Qualities of Meaningful Work

1. Self-Transcendent

2. Poignant

3. Episodic

4. Reflective

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