Should People Love What They Do or Accept What They Do, Essay Example

Introduction

It is logical that everyone needs a job to earn a living. Be it an office job, a manual job, or any other job; provided it can enable one satisfy his/her needs. The issue that comes in is that not all people do exactly what entails their career. Is it something they enjoy doing, or is it a career done out of oppression?  Some people are just dislocated in their job description, and they end up doing what they do simply because they have no alternative.  The question is, should people love what they do, or should they accept what they do.

Background

The issue of job satisfaction has raised concern for so many years. Having developed an interest in the topic, I took time to study about people and their jobs. It is interesting to discover that despite the fact that some people are making millions of money from their jobs, some are still dissatisfied (Spector 58). I failed to understand the reason behind the dissatisfaction, yet every other person aims at generating an income from their jobs. It is at this point that I became interested in distinguishing between the love of what one does and the acceptance of what one does.

On checking on previous studies, research has shown that out of every 100 employees, at least 50% are dislocated. Whereas the remaining 50% sound satisfied with what they do, it is not truly convincing since some may “fear” to express their feelings. According to a survey by the research group Conference Board, only about 45 % of all Americans are fully satisfied with their work (Pan, Huang, Lee,  and Ching-Lu  55).  There are reported complaints of the work being non-interesting; the pay is less and employers do not care to keep up with inflation and healthcare expenses. This paper seeks to distinguish between loving what someone does and accepting what one does, and which of the two should one adapt.

Loving what someone does

Loving what someone does one means that one is consistent and contented with what he or she does. It does not necessarily mean that they spend 100% of their time at the work place or thinking about the work, without having time do they ever think or do other personal matters.  People who love what the y do wake up thinking about what is to happen at the workplace that particular day. The challenge of ensuring a nice gesture at that particular day is what drives their motives. People who love their job have the following characteristics:

• They Seldom feel disconnected from first challenges

There obviously exist challenges that first engaged one’s interest. People who love their job will take such challenges positively.  The challenge serves as a sense of motivation throughout their career pursuance (Seung-Bum, Gregory and Moon, Byongook 360).  With the love of the job, one swerves here and there while trying to   remain connected to the initial challenge. The challenge acts as a stepping-stone, they fight their way back towards overcoming the challenge no matter how murky, and tuff things get.

• They are well attuned at their early years

Research shows that people who love what they do realized their dreams and desires back in their childhood and they worked toward them.  Digging back into their history would reveal so much coherent to what they pursue in their career.  This presents a very wonderful idea of building a career right inside the brain of a child. It is a fact that we cannot change the way our brains work, and the fact that the memory is kind of a reconstruction industry (Pan, et al.  56). Lovers of their job find it easy as their job commemorates what they did during childhood, and their job is a carbon copy of their passions.

• They are portfolio thinkers

Portfolio thinkers are aware that their careers combine positives and negatives. Since they love their job, they do not get too high on their positives crucial, and neither do they choke on their selves on the negatives.  They have a strategic manner that enables them navigate closer to what they want.  The love of their job enables them have ways to balance and sort out things, however impossible they may appear (Yücel 58).

• They care less of what others think

While it may sound absurd, it is very true that people who genuinely love what they do never allow others to talk down on them. It is a fact that some jobs may belittle someone’s ego, but if one had a passion of doing that to earn a living, then he or she does not have time to care of what other people say or think. A very learned with a potentiality to work in an executive office could have a passion to deal with animals. The best favor that person can do to himself is go ahead and create himself an executive position in the field of dealing with animals.  The same applies to trainers, researchers, veterinarians, or those who wish to work with furry woodland creatures. The fact is that one realizes and pursues a career along his or her fanciful lines.

• They are corporate and succession planners

In a corporate environment with people who love their job, there always is the corporate-speech.  Every other person is a succession planner, ready to take responsibility of all actions and activities done. They even end up deeply synced into their positions, such that they train another person to act as a “spare part” to do that job at their absenter (Žemgulien? 150).  People who love their job embrace it wholeheartedly. They share their passions with others, while hoping that they would want to do that job one day as well.

Accepting what one does

When people accept what they do, it means they have no other choice but to accept it. Otherwise, if given another chance, then they would go for it. Such persons have the following characteristics:

• Job dissatisfaction

There are these types of people who believe that there is nothing much to do about job satisfaction with the existing bad economy. That is not true as there is a wide range of things to do for one to create happiness at the work (Yücel 50). It only takes one to know the important factors bringing in the dissatisfaction and working on improving those factors.

• Pay dissatisfaction

Persons who accept what they do feel oppressed regarding their compensation. However, they just keep on working for the sake of earning a basic living. They feel that the employers do not care to keep up with inflation and healthcare expenses.

• Poor Relationship with supervisor

People who accept what they do have a very poor relationships with their managers. They always feel that their supervisors and top management team are responsible for their oppression.

• Shallow relationship with co-workers and, normally not included in surveys

These types of people spare little or no time to relate with their co-workers. They have job insecurity as whatever they may speak may end up leaking to the top management leading to their dismissal. Otherwise, they are busy thinking of how they can secure themselves some relief elsewhere.

• Lower productivity

People in the acceptance mode of what they do have a shallow in return of a little compensation. There could also be others who the work unwillingly, as though they are pushed. They can only perform under supervision.  They care less if anything goes wrong for their non-performance. The issue of the company or organization running at a loss or profit is of little concern to them, as they only receive peanuts.

In analyzing the two types of persons: those who love what they do and those who accept what they do, there is a great difference. They seem as if they live in two different worlds. While others enjoy their life and their general stay in the world, others feel oppressed and they live a life of disgrace and agony. Those who accept what they do live with the hope of a better tomorrow, a tomorrow that may never come. If possible, then people should love what they do, and not accept what they do.

Works Cited

Pan, Yueh-Chiu, Huang, Pei-Wen, Lee, Jin-Chuan, Chang, and Ching-Lu. Relationships Among Job Rotation Perception and Intention, Job Satisfaction and Job Performance: A Study of Tainan Area Nurses [Chinese]. Journal of Nursing, (2012) 59 (2): 51-60.

Seung-Bum, Brown, Gregory C. and Moon, Byongook. Factors Leading to Corrections Officers’ Job Satisfaction. Journal of Yang Public Personnel Management, Vol  40 (4) (2011). 359-69

Spector, P.E. Job satisfaction: Application, assessment, causes and consequences. Thousand Oaks, CA: SAGE. 2007. Print

Yücel, ?lhami. Examining the Relationships among Job Satisfaction, Organizational Commitment, and Turnover Intention: An Empirical Study. International Journal of Business & Management. Vol. 7 Issue 20, (2012). p44-58. 15p.

Žemgulien?, Jolanta. Management of Organizations: Systematic Research. 2012, Issue 63, p139-157. 19p.