{"id":90827,"date":"2018-01-25T13:59:07","date_gmt":"2018-01-25T11:59:07","guid":{"rendered":"https:\/\/novanews.co.za\/rooirose\/?p=90827"},"modified":"2018-07-24T15:55:14","modified_gmt":"2018-07-24T13:55:14","slug":"werk-jy-lekker","status":"publish","type":"post","link":"https:\/\/novanews.co.za\/rooirose\/werk-jy-lekker\/","title":{"rendered":"Werk jy lekker?"},"content":{"rendered":"<p>Wees nou eerlik: geniet jy jou werk? Is die mense gaaf, die omstandighede gunstig en glo jy jou bydrae is sinvol? As die antwoord nee is, wil jy dalk dadelik byvoeg: \u201cMoet net nie voorstel dat ek \u2019n skuif maak nie. Tye is taai en werk is skaars.\u201d<\/p>\n<p>Indien jy s\u00f3 voel, is jy allermins alleen. Volgens data wat die <a href=\"https:\/\/iopenerinstitute.com\/\" target=\"_blank\" rel=\"noopener\">iOpener Institute for People &amp; Performance<\/a> in Oxford, Engeland sedert 2006 versamel, ervaar werknemers w\u00eareldwyd minder vertroue, motivering, lojaliteit, veerkragtigheid en betrokkenheid.<\/p>\n<p>Gelukkig dui die navorsingsresultate ook aan watter elemente mense se werksbelewenis kan verbeter. Die iOpener Institute spits hulle toe op <em>happiness at work<\/em>. Hierdie frase klink miskien nie wetenskaplik nie, maar deeglike navorsing onderl\u00ea die instituut se konsultasiewerk. Harde feite is nodig om die bestuur van \u2019n onderneming te oortuig om in \u2019n gelukkiger werkerskorps te bel\u00ea. Watter voordeel hou dit vir hulle in? Beter werkprestasie en gevolglik \u2019n ho\u00ebr winsgrens. Presies wat elke maatskappy wil h\u00ea.<\/p>\n<p>&nbsp;<\/p>\n<h4>Die model<\/h4>\n<p>\u201cOm geluk in die werkplek as baie pret en\u2019n braai elke Vrydag te definieer, is \u2019n wanvoorstelling.\u201d S\u00f3 s\u00ea Katie Demain van die Natalse Middelland, <em>Happiness at work<\/em>-konsultant en die iOpener Institute se globale vennoot vir Afrika suid van die Sahara.<\/p>\n<p>\u201cWerksukses verg harde werk eerder as \u2019n lighartige benadering. <em>Happiness at work<\/em> dui nie op kortstondige opwellings van vreugde nie, maar op die vermo\u00eb om die oppe en awwe van die werkplek op die lang duur doeltreffend te navigeer.\u201d<\/p>\n<p>&nbsp;<\/p>\n<h4 style=\"text-align: center;\"><em>&#8220;Werksukses verg harde werk eerder as \u2019n lighartige benadering&#8221;<\/em><\/h4>\n<p>&nbsp;<\/p>\n<p>Katie gebruik die <a href=\"https:\/\/iopenerinstitute.com\/services\/the-science-of-happiness-at-work\/\" target=\"_blank\" rel=\"noopener\">Performance-Happiness Model\u2122<\/a> as basis vir haar werk met korporatiewe en individuele kli\u00ebnte. \u201cDis \u2019n drie-dimensionele model wat ek graag met \u2019n M&amp;M-lekkertjie vergelyk. Die neut in die middel is jou persepsie van die mate waarin jy jou <strong>potensiaal<\/strong> uitleef. Voel jy jy maak \u2019n verskil? Lewer jy die bydrae wat jy diep binne jou w\u00e9\u00e9t jy kan?<\/p>\n<div id=\"attachment_90849\" style=\"width: 388px\" class=\"wp-caption aligncenter\"><img loading=\"lazy\" decoding=\"async\" aria-describedby=\"caption-attachment-90849\" class=\"size-full wp-image-90849\" src=\"https:\/\/novanews.co.za\/rooirose\/wp-content\/uploads\/2018\/01\/APRKOSKAS001RR.jpg\" alt=\"M&amp;M lekkers\" width=\"378\" height=\"378\" \/><p id=\"caption-attachment-90849\" class=\"wp-caption-text\">Foto: rooi rose<\/p><\/div>\n<p>\u201cDie volgende laag van die M&amp;M behels drie oorkoepelende elemente wat met jou werkplek verband hou: <strong>trots<\/strong>, <strong>vertroue<\/strong> en <strong>erkenning<\/strong>.<\/p>\n<p>\u201cIs jy <strong>trots<\/strong> op jou maatskappy? Vertel jy by \u2019n geselligheid met vrymoedigheid vir mense waar jy werk?<\/p>\n<p>\u201cTweedens: in watter mate vertrou jy jou werkgewer? Ons beskou \u2019n maatskappy dikwels as \u2019n \u2018persoon\u2019 &#8211; dit het \u2019n visie en waardes, en tree op \u2019n sekere manier op.<\/p>\n<p>\u201c<strong>Vertroue<\/strong> is deurslaggewend, veral as jou werk inisiatief vereis. Mense wat <em>trust-busting moments<\/em> met \u2019n baas ervaar het, leef in die vrees dat hul uitsette nie goed genoeg is nie. Dit be\u00efnvloed letterlik hul brein &#8211; hul besluitnemingsvermo\u00eb, kreatiwiteit en meer word ingeperk. Dit knou hul werkprestasie.<\/p>\n<p>\u201cDerdens spel ons <strong>erkenning<\/strong> met \u2019n hoofletter E. Hoeveel erkenning kry jy vir die werk wat jy dag n\u00e1 dag doen? Te min erkenning demp jou entoesiasme. Voldoende erkenning spoor jou aan om nog meer in te sit.<\/p>\n<p>\u201cTalle mense ken Gary Chapman se werk oor die vyf <em>love languages<\/em> of maniere waarop mense graag liefde gee en ontvang. Hulle is: woorde van waardering, gehaltetyd, geskenke, diens of takies wat verrig word, asook fisieke kontak.<\/p>\n<p>\u201cElke werknemer het \u2019n gunstelingmanier om \u2018beloon\u2019 te word. Vir een is dit woorde van waardering, soos om in die maatskappy se nuusbrief uitgesonder te word. \u2019n Ander verkies gehaltetyd &#8211; dalk \u2019n weeklikse halfuursessie waartydens haar baas die werk met haar bespreek. Geskenke kan \u2019n bonus behels, en diens kan die vorm aanneem van praktiese hulp met sekere take as dit dol gaan. Fisieke aanraking word partykeer as onvanpas in die werksomgewing beskou, maar \u2019n hand op die skouer met \u2019n \u2018knap gedaan!\u2019 kan wondere verrig.\u201d<\/p>\n<p>&nbsp;<\/p>\n<h4 style=\"text-align: center;\"><em>\u201cElke werknemer het \u2019n gunstelingmanier om \u2018beloon\u2019 te word&#8221;<\/em><\/h4>\n<p>&nbsp;<\/p>\n<h4>Die vyf C\u2019s<\/h4>\n<p>\u201cDie buitenste laag van die M&amp;M bestaan uit vyf C\u2019s: contribution, conviction, culture, commitment en confidence.<\/p>\n<p>1 <em><strong>Contribution<\/strong><\/em> verwys na die bydrae wat jy by jou werk maak: om duidelike doelstellings te h\u00ea waarheen jy doelgerig beweeg, om te praat oor kwessies wat jou doelstellings in gevaar kan stel \u00e9n gehoor te word, en om positiewe terugvoer op jou bydrae te ontvang. Dit gaan dus nie net oor wat jy doen nie, maar oor die omgewing waarbinne jy dit doen. Respek en waardering van jou baas en kollegas bring die beste in jou na vore.<\/p>\n<p>2 <em><strong>Conviction<\/strong> <\/em>dui op jou korttermynmotivering in goeie sowel as slegte tye. Wanneer jy glo jy is bekwaam, doeltreffend, veerkragtig en dat jou werk \u2019n positiewe uitwerking op die w\u00eareld het, sal jou energie en hulpbronne jou deur moeilike omstandighede dra.<\/p>\n<p>3 <em><strong>Culture<\/strong> <\/em>het te make met hoe goed jy inpas waar jy werk. As jy nie oor die weg kom met kollegas of by jou firma se waardes en manier van doen aanklank vind nie, sal dit jou energie tap.<\/p>\n<p>4 <em><strong>Commitment<\/strong> <\/em>behels jou langtermynmotivering, met ander woorde die diepliggende redes waarom jy doen wat jy doen. Is jy oortuig jou bydrae is die moeite werd? Stel jy werklik in jou werk belang? Voel jy die visie van jou organisasie is in ooreenstemming met jou lewensdoel?<\/p>\n<p>5 <em><strong>Confidence<\/strong><\/em> is die poort tot die ander vier C\u2019s \u2013 jou insette, korttermynmotivering, passing en langtermynmotivering. Te min vertroue in jouself weerhou jou van uitdagings en nuwe ervarings, terwyl te veel tot arrogansie en swak besluitneming kan lei.<\/p>\n<p>\u201cDie vyf C\u2019s vorm \u2019n <strong>ekosisteem<\/strong>. As jou langtermynmotivering byvoorbeeld swak is, gaan dit jou bydrae be\u00efnvloed. Hoekom sal jy moeite doen met werk waarin jy nie belangstel nie? As jou insette afneem, daal jou korttermynmotivering en dit benadeel weer jou eiewaarde. Dit verklaar waarom maatskappye aan \u2018sagte\u2019 kwessies soos positiewe terugvoer aan hul werkerskorps aandag m\u00f3\u00e9t gee. Mense wat voel hul bydrae word raakgesien, is meer produktief \u00e9n dit be\u00efnvloed die allerbelangrike winsgrens.<\/p>\n<p>&nbsp;<\/p>\n<h4 style=\"text-align: center;\"><em>&#8220;Mense wat voel hul bydrae word raakgesien, is meer produktief \u00e9n dit be\u00efnvloed die allerbelangrike winsgrens&#8221;<\/em><\/h4>\n<p>&nbsp;<\/p>\n<p>\u201cOns gebruik \u2019n aanlynvraelys en verwerk individuele lyste tot \u2019n geheel wat die onderliggende situasie in \u2019n firma weerspie\u00ebl sonder dat individue blootgestel word,\u201d verduidelik Katie. \u201cIn \u2019n spansessie identifiseer ons aspekte wat moet verander om \u2019n meer bevorderlike werkomgewing te skep \u2013 s\u00ea maar \u2019n persepsie van onregverdige hantering deur die bestuur. Dit word dan in werkwinkels bespreek en opgelos.<\/p>\n<p>\u201cElkeen het wel die mag om hul eie werksomstandighede te verbeter. Maak \u2019n lys van alles wat jy wil verander \u2013 dit verg meestal \u2019n gesprek met jou werkgewer of \u2019n kollega. As jy nie daarvoor kans sien nie, kry die nodige steun en doen die stappe wat jou geluk in die werkplek \u2019n hupstoot sal gee!\u201d<\/p>\n<p>&nbsp;<\/p>\n<h4>Vyf maniere om gelukkiger te wees waar jy werk<\/h4>\n<p><em><strong>1 Bou br\u00fbe<\/strong><\/em><br \/>\nAs jy gedurig op die negatiewe gerig is, bring dit verwydering tussen jou en jou kollegas. Fokus eerder op gemeenskaplike doelwitte of oplossings wat julle saam probeer bereik.<\/p>\n<p><em><strong>2 Kyk na die groter prentjie<\/strong><\/em><br \/>\nNeem bestek van jou werkscenario en eien dit wat jy kan beheer en be\u00efnvloed. As ons ons werk nie geniet nie, beteken dit nie \u00e1lles hoef te verander nie. Dikwels kan \u2019n paar klein veranderings \u2019n groot uitwerking op ons motivering en vervulling h\u00ea.<\/p>\n<p><em><strong>3 Identifiseer wat moet verander \u2013 en verander dit<\/strong><\/em><br \/>\nBesluit wat jy anders wil h\u00ea en identifiseer vyf verskillende maniere om elke doelwit te bereik. As een roete nie werk nie, probeer die volgende een. As jou visie is om die hoof-uitvoerende bestuurder van \u2019n maatskappy te word, kan jy jou byvoorbeeld afvra: Met watter hoofuitvoerende beamptes kan ek praat om vas te stel hoe hulle gekom het waar hulle is? Wie moet van my kennis neem? Hoe sal ek te werk gaan om te netwerk? Watter bykomende ervaring gaan ek nodig h\u00ea? Wie kan my mentor wees, of my borg?<\/p>\n<p><em><strong>4 Evalueer jou motivering<\/strong><\/em><br \/>\nBuiten verskillende roetes kort jy wilskrag om sukses te behaal. Besluit hoe gewillig jy is om elke moontlike pad te loop. Ideaal gesproke moet jou motivering nog voor jy wegspring sewe uit tien wees. Wanneer dit laer is, kry nog \u2019n roete of \u2019n ander manier om jou motivering te versterk.<\/p>\n<p><em><strong>5 Stel vas wat jou jou beste sal laat lewer<\/strong><\/em><br \/>\nDink na oor die werksaktiwiteite waarvan jy die meeste hou en die mense saam met wie jy die graagste werk. Hou in gedagte hoe die volgende drie tot ses maande by die werk moontlik gaan lyk, en besluit hoe jy meer kan kry van wat jy wil h\u00ea.<\/p>\n<p>Bron:\u00a0<a href=\"http:\/\/www.iopenerinstitute.com\" target=\"_blank\" rel=\"noopener\">iopenerinstitute.com<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Mense wat gelukkig in die werkplek is, is produktiewer, neem minder siekteverlof, bly langer in hul posisies en gaan met \u2019n ligter hart werk toe. Die faktore wat jouonder di\u00e9 bevoorregtes laat tel, is deesdae \u2019n wetenskap. Deur Mariette Snyman. Foto Loe Moshkovska, Pexels<\/p>\n","protected":false},"author":8,"featured_media":90832,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[680,662],"tags":[31533,1585,1922,6355,24434,27962,29127],"class_list":["post-90827","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-sukses-en-geld","category-jou-lewe","tag-career","tag-werk","tag-geldsake","tag-loopbaan","tag-success","tag-work","tag-money"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Werk jy lekker? | rooi rose<\/title>\n<meta name=\"description\" content=\"Mense wat gelukkig in die werkplek is, is produktiewer, neem minder siekteverlof, bly langer in hul posisies en gaan met \u2019n ligter hart werk toe. 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