The Why of Work:How great leaders build Abundant

Organizations that win

Bedah buku

BSM Readers Club

Juni 2012

DAVE ULRICH – WENDY ULRICH

Pembedah: Ade Salahudin

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Daftar Isi

Biodata penulis

2 Bedah Buku “The Why of The Work”

3 Wacana makna kerja

4 “The Why of The Work” dan “Memaknai Kerja”

5 Kesimpulan dan Implementasi

1

Daftar Isi

Biodata penulis

2 Bedah Buku “The Why of The Work”

3 Wacana makna kerja

4 “The Why of The Work” dan “Memaknai Kerja”

5 Kesimpulan dan Implementasi

1. Biodata penulis

• Menjadi pengajar bisnis di Ross School of Business, University of

Michigan

• Dave Ulrich dipilih sebagai Management Educator & Guru #1 oleh

majalah Business Week

• Dipilih sebagai Tokoh paling berpengaruh di bidang HR 6 kali

berturut-turut oleh HR Magazine

• Merupakan anggota National Academy of Human Resource

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Dave Ulrich

Wendy Ulrich• Menjadi psikolog di Ann Arbor , Michigan selama 20 tahun

• Mantan presiden Association of Mormon Counselors and

Psychotherapists (AMCAP)

• Pendiri Sixteen Stones Center for Growth di Alpine, Utah, yang

memberikan seminar dan kegiatan retreat untuk spiritualitas, dan

perkembangan pribadi untuk pribadi ataupun para profesional di

bidang mental health

• Mengajar di Bringham young university

1. Biodata penulis: Buku karangan Dave Ulrich

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• The Why of Work: How Great Leaders Build Abundant

Organizations That Win, with Wendy Ulrich 2010

• HR Transformation: Building Human Resources from the

Outside In, with Justin Allen, Wayne Brockbank, Jon

Younger, and Mark Nyman, 2009

• HR Competencies: Mastery at the Intersection of People

and Business, with Wayne Brockbank, Dani Johnson, Kurt

Sandholtz, and Jon Younger, 2008

• The HR Value Proposition with Wayne Brockbank,

published June 2005

• HR Scorecard: Linking People, Strategy, and Performance

with Brian Becker and Mark Huselid, published January 2001

• Delivering Results: A New Mandate for Human Resource

Professionals, January 1998

• Human Resource Champions: The Next Agenda for Adding

Value and Delivering Results, published January 1997

• The Boundaryless Organization: Breaking the Chains of

Organization Structure with Ron Ashkenas, Steve Kerr, and

Todd Jick, published September 1995

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Daftar Isi

Biodata penulis

2 Bedah Buku “The Why of The Work”

3 Wacana makna kerja

4 “The Why of The Work” dan “Memaknai Kerja”

5 Kesimpulan dan Implementasi

Pengantar

“ He who know Why is good at How”- Nietszche

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Mengapa kita perlu mendapatkan makna kerja?

“ The quest of meaning is inherent to human existence”-

Victor Frankl

“Employees who find meaning in their work are more

satisfied, more engaged, and in turn more productive “ –

Dave & Wendy Ulrich

The Abundant Organization

• Abundant organization adalah tempat bekerja dimana individu di dalamnya

menyatukan aspirasi dan bertindak untuk menciptakan makna bagi diri

mereka, nilai bagi stake holder dan harapan bagi kemanusiaan

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Definisi

Karakteristik:

• Memiliki cukup bahkan berlebih hal-hal yang sangat penting, yaitu: kreativitas,

harapan, resilience, semangat juang, resourcefulness dan kepemimpinan

• Tidak hanya fokus pada kompetisi dan ketidakcukupan (scarcity) tapi juga

fokus pada kesempatan dan sinergi

• Abundant organization tidak membatasi diri pada agenda yang sempit dan

self serving namun juga menyatukan keberagaman dari kebutuhan manusia,

pengalaman dan jadwal/rencana kegiatan

The Case for Meaning

1. Employee who find meaning at work are more

competent, committed, and contributing

2. In turn, employee competence, commitment, and sense

of contribution lead to increased customer commitment

3. In turn, customer commitment leads to better financial

results for the company

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Why making meaning is Important:

The Case for Meaning

1. Declining mental health and happiness

2. Increased concern for environmental demands, social

responsibility, organization purpose, and individual

motivation

3. Increased complexity of work

4. Increased isolation

5. Low employee commitment

6. Growing disposability and change

7. Greater hostility and enmity

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Trends of recession meaning:

Making of Abundance

• Positive psychology

• Social responsibility ,

Organization purpose, and

individual motivation

• Marriage & interpersonal

relationship (incl high-

performing teams)

• Culture & positive work

environment

• Employee engagement

• Growth, learning & resilience

• Civility & Happiness

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• Mental illness & unhappiness

• Environmental demand

• Increased complexity of work

• Increased isolation

• Low employee commitment

• Disposability and change

• Hostility & enmity

Challenge Key concept and discipline

Making of Abundant organization

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How do I build a positive work environment?

What challenge interest me?

How do I respond to disposability and change?

What delight me?

What am I Known for?

Where am I going?

Whom do I Travel with?

Abundant Organization

The Why of Work

What am I Known for?

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Define personal identity

( Strengths)

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Define organization

identity (capability)

2Match individual to

organization

3

Segment and determine

customer and investor

expectation

4

Match Individual and

organization identity to

customer and investor

expectation

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Great leaders understand that the search for meaning that builds abundant

is grounded in clarity about our truest individual and organizational

values/strength and how they align.

WHY?

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Where am I going?F

oc

us

on

Ac

co

mp

lis

hm

en

t Focus on relationship

Achievement Empowerment

Insight Connection

4 categories of destinations

Know yourself

Know your employee

Know your organization

Position your organization

Organization aspiration

that declare a socially

responsible agenda

Help employees satisfice

How leader establish a sense of direction or purpose that contributes to

meaning inherent in the abundant organization

Whom do I Travel with?

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• Develop good friendships at work

and encourage others to do so too

• Learn, teach, and model the skills of:

• Making and receiving bids

• Listening & self disclosing

• Navigating proximity

• Resolving conflicts

• Making amends

• Apply these skills to relationships

between people and among teams

Relationship are important to our sense of

abundance and meaning life. When people come

together to make ideas grow, ideas improve and the

people find more meaning

How do I build a positive work environment?

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Attitude toward Deficit Driven Abundant

Success Arrogance Humility

Value and values Implicit Explicit

Service Self Interest Selflessness

Ideas Criticizes Invited

Connections Impersonal Personal

Involvement Hands off Hands on

Accountability Enfeebling others Empowering others

Communication Reduced Increased

Conflict Run and hide Run into

Physical Space Haphazard Chosen

Positive work environment inspires, invigorates, and challenges. They see work as adding

to their quality of life and personal well being, not detracting from it. There is a feeling of

abundance : good relationships, meaningful work, learning and growth

What challenge interest me?

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Understanding what

outcomes matter to the

employee

Creating clear line of sight between

what employees do and the outcome

they desire

Helping employee discover the

intrinsic value of their work

Shaping work conditions

and matching employees

to conditions that appeal

to them

• What type of work am

I doing?

• Where do I work

• How do I work

• When do I work

Leader should :

How do I respond to disposability and change?

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• Have a positive attitude about change; trust that

you can learn from it and be resilient when facing it

• Learn how to generalize new ideas through:

– Self reflection

– Experimenting

– Boundary spanning

– Continuous improvement

• Learn how to generalize, or share, new ideas by:

– Moving talent across boundaries

– Sharing information across boundaries

– Building incentives to encourage shared

behavior

• Become resilient in the face of change by:

– Making the unspeakable

– Turning what you know into what you do

– Changing events into patterns

What delight me?

• Find ways to delight your self at

work and encourage your

employees to find delight

through:

– Creativity

– Pleasure

– Humor/playfulness

– Civility

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The why meaning of work

We believe that the underlying cause of many presenting problem in business

today is a deficit of meaning

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Inability to respond

to external

requirements

Lagging

organization

capabilities

Lack and low

competencies and

commitment of

employee

Not find / deficit

meaning of work

Sustained

organizational

success

Organization

capabilities

Competencies and

commitment of

employee

Have meaning of

work

The How Meaning

• Evolving their identity by using their

personal values and strengths at work

• Staying grounded in a purpose and a

direction that connects personal drive

to common good

• Enjoying satisfying relationships where

they feel respected and attached

• Creating positive work environment

that sustain their productivity

• Tackling challenge that invite growth

and innovation

• Finding value even in setback as they

learn and bounce back

• Appreciating the daily delight of civility,

creativity, humor , playfulness and

pleasure

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1. Leaders at all level

2. HR Professionals

3. Individual employee

Implication for Human Resource

• Recruit: Examine people not only for competency and intellectuality committed but also fit between the worker‟s value and passion with the job hired for

• Career: consider what employee feels passion about

People

• Non financial rewards like growth opportunities, access to valued relationships, and positive work environment are frequently at least as important as money in shaping employee meaning

Performance

• HR professional can design and deliver HR practices that instill meaning.

• HR as mean making can help craft an employee value proposition that focuses not just on terms and conditions of work but also on the emotional appeal and opportunities for contribution that the work provide

Organization

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Implementation for employee

• What will I Be known for?

• Where am I going?

• Whom do I Travel with?

• How do I build a positive work environment?

• What Challenges Interest me?

• How do I respond to disposability and change

• What delights me?

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Help employee make more thoughtful meaning choices

about their professional by answering seven question:

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Daftar Isi

Biodata penulis

2 Bedah Buku “The Why of The Work”

3 Wacana makna kerja

4 “The Why of The Work” dan “Memaknai Kerja”

5 Kesimpulan dan Implementasi

Theories & Research related to “ meaning of work”

• 1976 - Hackman & Oldham: The job characteristic model*

• 1978 – Eric Trist: The socio technical Model*

• 2000- Isaken: Characteristics of meaningful work *

• 2003 - Pratt and Ashforth Model: Meaningful at work &

Meaningful of work*

• November 2006- Penna Plc: Meaning at work**

• 2010 - Rosso, Dekas and Wrzesniewski: “On The

Meaning of Work: A Theoretical Integration and Review”

***

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Source:

*Psychological health Research & Study ,The meaning of work, mental health and organizational commitment,

Estelle Morin et al, 2008

** Penna Plc: Meaning at work, November 2006

*** Impactfactory.com.au

Meaning at Work: Penna

• Organisations that devote resources towards creating meaning at work can anticipate

increased motivation (55%), loyalty (42%), pride (32%) and productivity (20%)

• Younger employees (under 35) will respond most positively to finding meaning at

work

• 56% of directors feel that their job is vital to their sense of personal identity

• Work/Life Balance is an important part of meaning at work, yet 25% of employees at

all levels are putting in more hours than they did a year ago

• A sense of community at work is also important yet currently less than a third of UK

employees currently enjoy a genuine sense of community at work.

• Over one fifth of employees find meaning in being able to contribute to society.

26Source: Meaning at Work, Penna Plc, November 2006

• Penna surveyed 1765 British workers via an online survey in the summer of 2005.

• Penna also surveyed 75 Human Resource Directors, to gather their thoughts and examples

of best practice to create meaning at work place.

Individual

Societyorganization

Source of meaning at work

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Meaning at Work: Penna

• A sense of „self‟ – and the space to

be myself

• Balance between my work and

non-work life

• Harmony between my personal

values and those of my

organisation

• A sense of community at work – the opportunity to feel part of

something bigger than myself

• The opportunity to interact with others

• The opportunity to contribute to the organisation‟s success

• A manager or leader who creates meaning for me

• An opportunity to

contribute to society

• Working for an

organisation with a strong

sense of corporate

responsibility

Source: Meaning at Work, Penna Plc, November 2006

Six key Mechanisms of Meaning at Work

28“On The Meaning of Work: A Theoretical Integration and Review”, Rosso, Dekas and Wrzesniewski,2010

quote from Impact factory.com.au

1. Authenticity – am I being true to myself?

– Am I behaving consistently with my interests and values at work (self-concordance)

– Am I verifying/activating/affirming my valued personal identities (identity affirmation)

– Am I personally engaged and intrinsically motivated at work (personal engagement)

2. Self Efficacy – do I believe I can produce the intended outcome and make a difference?

– Do I have a sense of personal control or autonomy at work?

– Do I experience a sense of competence as a result of overcoming challenges at work?

– Do I feel that I am having a positive impact and making a difference at work?

3. Self Esteem – my assessment of my own self worth

4. Purpose – Why do we do what we do> What legacy are we leaving?

– How significant is my work?

– What value systems guide our journey

5. Belongingness – membership in, identification with and connection to a number of social groups at

work

– Social identification – being part of various groups at work

– Interpersonal connectedness – quality of relationships at work

6. Transcendence – perusing the „greater good‟

– Interconnection – contributing to a cause greater than self

– Self-abnegation – subordinating personal ego in order to achieve a purpose greater than self

Six key Mechanisms of Meaning at Work

29“On The Meaning of Work: A Theoretical Integration and Review”, Rosso, Dekas and Wrzesniewski,2010 quote

from Impact factory.com.au

1

Daftar Isi

Biodata penulis

2 Bedah Buku “The Why of The Work”

3 Wacana makna kerja

4 “The Why of The Work” dan “Memaknai Kerja”

5 Kesimpulan dan Implementasi

“The Why of Work” dan “Memaknai Kerja”

• Aspek makna

spiritualitas dalam

bekerja

• Fokus leadership vs

Fokus Individual

• “Memaknai Kerja”

merupakan usaha

pemimpin untuk

menciptakan Abundant

Organization

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1

Daftar Isi

Biodata penulis

2 Bedah Buku “The Why of The Work”

3 Wacana makna kerja

4 “The Why of The Work” dan “Memaknai Kerja”

5 Kesimpulan dan Implementasi

Kesimpulan dan Implementasi

• Pegawai yang memahami makna kerja lebih produktif

dalam bekerja dan memberi nilai kepada pelanggan

• Pemimpin memiliki tugas sebagai pembuat makna

dalam bekerja untuk para bawahannya

• Pemimpin harus bisa menciptakan Abundant

organization

• Implementasi di BSM: Buku “Memaknai Kerja”

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