Overcoming exhaustion brought about by work

Work is something that a person cannot avoid. In fact, it is in everybody’s genes; it is a habit that cannot be shed with ease. While work per se does not make you misdirected, bewildered and even confused, the other side of it is that it exhausts and enervates you. But despite this truth, there is nobody who can be said to not be hooked on to it - offhandedly, collectively, financially and mentally.

Different researches conducted across the world have surmised that when a person takes up employment, his happiness and inspiration levels are high. But as time passes, a change takes place in outlook and attitude. While around twenty to twenty five per cent people are able to maintain that intensity, others become dissatisfied and unhappy at work. Work comes to be regarded as a disillusioning, disappointing and dissatisfying experience. It is viewed as a pursuit that lacks spirit, reason and accomplishment. The purpose in life that men and women seek thus is visibly misplaced.

Why does work drain? It is largely because it we have pulled out every bit of consideration, kindness and compassion from it. The world of today calls for high performance that could well be robotic, emotionless and money-oriented; it could also be driven by long procedures and targets to be achieved at all costs. It is therefore, no wonder that a smile on the face has become a rare commodity today.

There is also a deceptive acceptance prevailing among people that the lack of compassion has been brought about by more than required fixation on performance and operations. But this is not really correct. The truth is that things like numbers and documents; and happenings like meetings and conferences have become the be all and end all of work. Atypically, all these are not at all linked with the kind of inputs that yield any worthwhile upshots. Yet, humans downrightly prefer to generate effects and consequences.

The ill-fated phenomenon that prevails today is that work does not offer benefits that perhaps it did centuries. In the era gone by, our ancestors functioned in groups. - be it hunting, happiness or sorrow. They supported fellow group members and encouraged those who were feeble or demoralised; they learnt and practised the rules of community living. Every single individual was aware of their individual responsibilities both for a common cause and for also their own self. That is the reason why in those days, success pointed towards pushing the boat out. And if whatever reason that was not attained, losing one's life was almost inevitable. Those principles and standards at work are conspicuously absent today.

Practically every organisation, contrary to claims made by it, does not accord any priority back-up to learning development programmes. The focus is generally on forceful quest for attaining set objectives and achieving excellence in all spheres of activity, including productivity. Companies will thus tend to benefit enormously if they successfully infuse a humane work culture.

In olden times, the traditional custodians of the society were its heads. They were, as per the modern day terminology, the leaders. In any organisation or office today, leaders wield great influence and can bring about the much desired humane work culture. This is possible only if you practise the following tenets:

· Have a cultural perspective and not let it be left to chance or any likelihood of manifestation. The culture that is sought by your team as a whole should be modest and obvious to you.

· When you speak or disseminate any bit of information, do so in ways more than you’re your own very conversation should aim to get others on your side.

· Your team and you will meet success quite frequently. And every time it happens, you must celebrate; this will send appropriate indicators to the surroundings.

· All coffers of negativity be apprised for sure that their negativity certainly impacts others. Should they not share your concerns, they should be left to fend for themselves.

· Interaction with newcomers and novices should be strong; this will facilitate making the essence of your cultural vision known to them. You should also seek to know from them whatever they did to promote their team's culture.

In practically every organisation, it is only one or maximum two groups out of ten that lay emphasis on the need to follow pleasant caring conventions. This does not augur well for the society at large. To bring about a change does not entail learning anything new; on the contrary, it involves ignoring those concepts and models that have choked our natural penchants.