Do you really need meaning at work

Do you really need meaning at workDo you really need meaning at workYouve likely heard this before Kegerators, ping-pong tables, and company retreats are nice perks to offer, but they dont really scratch the surface on what millennial employees want from their careers.So, if leidlage in-office baristas and company-sponsored gym memberships, then what? What exactly do they want to wrap their supposedly greedy and entitled mitts around?It all boils down to this one loaded word meaning.You say Ill get a raise in a year if the company hits a certain number? So what? asks Elizabeth McLeod in an open letter from millennials that went viral on LinkedIn, I need something to care about today. Talk to me about how we make a difference, not your ROI report.Its a common cry heard from millennials across the country- theyre in search of purpose-driven careers. But, this concept can undoubtedly feel both overwhelming and totally intangible to employers who are eager to retain their younger talent. In all honesty, it feels intangible to me- a millennial who has admittedly echoed this same complaint myself.So, what exactly does meaning at work look like? And, beyond that, how important is it really?Sorry boomers, its not a generational thingThis search for meaningful careers has largely been attributed to the millennial generation. Were entitled. Were overly connected. We think we should be able to work where we want, when we want, and how we want- and spend the rest of our time stuffing avocado toast into our faces with reckless abandon.But, heres the thing The desire for work thats meaningful isnt just a generational thing. In fact, it applies to pretty much everybody.I think everybody- people from all generations- wants a sense of meaning from their careers, explains Bruce Tulgan, Founder of RainmakerThinking and author of leid Everyone Gets a Trophy How to Manage the Millennials.Just take a look at Maslows Hierarchy of Needs, and youll see that this sense of prestige, acco mplishment, and achieving ones full potential appears toward the top.To be clear on this, there are a lot of things people need in life, shares Dr. Alec Levenson, Senior Research Scientist with the University of Southern California Center for Effective Organizations and co-author of What Millennials Want From Work How to Maximize Engagement in Todays Workforce.You have to satisfy a lot of base desires and needs first before you can talk about higher order needs. And, purpose and meaning are high-order needs- very high-order.Nobody has come up with any research that has shown- using that kind of frame- that Millennials are any different than any other generation, Dr. Levenson adds.Defining meaning What is it really?While its good to know that this isnt just another opportunity to peg Millennials as whiny and entitled, theres another big question that lingers What exactly is meaning?Its a concept thats notoriously difficult for employers and employees alike to define- and for good rea son.Part of the reason this isnt a specific that is easily acted on by employers is because every individual has a different idea of what makes work meaningful for them, explains Dr. Jennifer Deal, whos also a Senior Research Scientist with the Center for Effective Organizations and Dr. Levensons co-author.For example, for some people having meaning at work is mostly about the content of the work itself, she continues, For some it is about opportunity, for some it is about the people they work with, and for some it is about making the world a better place. Each individual will have a different combination of factors that makes work feel like it has meaning and purpose for them.It means different things to different people, echoes Tulgan, Overall, I think when people say they want their work to have a sense of meaning, they mean they want their work to contribute to something larger than themselves, larger than just the effort necessary and the specific outcomes of the tasks and resp onsibilities.Meaning comes largely from how the person doing the work thinks about the work, he adds, Meaning in work is so much about the interpretive lens of the worker.Meaning and money Do millennials expect too much?When you come back to the core issue of what millennials want out of work, meaning is undoubtedly a big piece of the puzzle- but, make no mistake, thats not the only thing on the list.They also want professional development (one Gallup study says that 87% of millennials say development is important in a job). Flexibility is another critical factor. Need proof? Thirty-four percent of millennials have quit their jobs because flexible work was not an option.Oh, and they want decent pay too- in fact, one Business Insider study claims that millennials ranked salary as more important than meaningful work.Feel confused? Considering the fact that it sounds like millennials are in search of a career unicorn, employers are left feeling that same way.This was a huge hot button on the article I wrote, explains McLeod, a millennial herself, I had a lot of older people messaging me saying, Work is for money, nothing else, suck it up And, I see why its frustrating- if you have sucked it up at a job you hate for 40 years- to have some young person suggest that work doesnt have to be like that.McLeod does admit that millennials may have some unrealistic expectations, but that the search for meaning isnt one of them. No one should spend 50 hours a week doing something they dont care about, she says.Tulgan, however, is a little more willing to admit that many millennials have their heads in the clouds when it comes to what they expect out of their jobs- aside from just a paycheck.Our research shows that most millennials are trying to wrap their working life around the kind of non-working life they value, he says, So, if millennials are hoping to make good money, have lots of flexibility, and also do work that seems meaningful to them (either a lot or a little), t hen they are hoping for dream jobs. Such jobs certainly exist. But, if you have to make a living, then usually there are trade-offs in a work situation.Theres a little bit of blame at the feet of people like myself who teach undergraduates and make it out to be like the world of work is something where you should be looking for meaning, admits Dr. Levenson, For people who have found themselves careers where its meaningful to them, thats awesome. Thats great. But, that tends to be the minority of the population.Dr. Levenson explains that it really all comes back to basics- and particularly Maslows Hierarchy of Needs. People cant be looking for meaning in work if theyre worried about not having enough money to make ends meet, he shares, If youd ask people to prioritize, theyd say thats a nice thing to think about, but Im having too many struggles with stability to worry about meaning.The search for meaning Not a new conversationThe bottom line is that meaning at work is an important c onsideration- for some people more than others. And, the research and statistics are all there to back that up.We can sit here all day and argue whether this expectation of purpose is too high, says McLeod, But, the reality is, companies who are purpose-focused dramatically outperform their competitors in terms of revenue, retention, engagement, innovation and profit.With all of that said, this conversation about meaning isnt exactly a new one- as a matter of fact, Dr. Levenson describes it as old wine in new bottles.Ultimately, when it comes to successful management, retention, and engagement, Dr. Levenson claims that employers already know what they need to know- its just a matter of implementing it.We actually know what to do, he concludes, If companies did 80-90% of what they should be doing in terms of setting appropriate goals, giving feedback, using performance management, showing employees how to improve, mentoring, providing opportunities to develop, and rewarding employees , then an enormous number of problems leaders see amongst their people would disappear overnight.

What Every Extrovert Needs to Know (Infographic) - The Muse

What Every Extrovert Needs to Know (Infographic) - The MuseWhat Every Extrovert Needs to Know (Infographic) Being able to understand different personality types is crucial to having good relationships. Extroverts, for example, are typically known to be the life of the party- they love being around other people and rarely hesitate to try something new. But being a social butterfly isnt the end of the story. Just because theyre outgoing and bubbly doesnt mean theyre happy 24/7. While an introvert may choose to cancel plans for the night in an effort to recharge, an extrovert should still go to the office happy hour- because, again, individuals with this type of personality thrive around others. In fact, if they dont get enough human interaction, theyll end up feeling pretty drained. So, extroverts, check out this infographic to discover more about your natural disposition, the types of career paths that are most suited for it, and how to best interact with introverts. And you know what , even if you dont fit into this category, you should still read on. You can learn a heck of a lot about the people who do, which is especially helpful if you want to be a better co-worker, leader, and friend.

Air and Space Expeditionary Force (AEF) Deployments

Air and Space Expeditionary Force (AEF) DeploymentsAir and Space Expeditionary Force (AEF) DeploymentsThe Air Force has shifted to an air and space expeditionary force (AEF) structure to organize operations. This restructuring has returned the Air Force to its expeditionary roots and led to streamlining of the ways it organizes itself and presents its forces. An expeditionary military force by definition is one that can conduct military operations on short notice in response to crises, with forces tailored to achieve limited and clearly stated objectives.In plain language, the Air Force has taken their combat wings- Active Duty, Reserves, and National Guard- and assigned them to one of ten AEFs. How Deployments Work Heres a possible scenario. AEF No. 1 might be composed of F-15 or F-16 flying squadrons and maintenance or support squadrons from multiple bases throughout the United States, both active and reserve. When its time for that AEF to deploy, personnel from all of these d ifferent squadrons, located at different bases, will all deploy as one large organization. Everyone knows in advance when their particular AEF deployment window is, based on what AEF their wing (or base) has been assigned. If a deployment is required within that window, the members of that AEF know theyll be the ones to go Ideally, this structure helps to eliminate most of the scenarios that led to no-notice deployments. As part of the AEF, a squadron commander will receive a unit task code (UTC) that tells him or her how many 3-level apprentice supply troops to deploy, how many 5-level technician supply troops to deploy, and how many 7-level supervisor supply troops are needed for the deployment. Readiness Ten deployable AEFs have been constituted. Two AEFs, trained to the task, are always deployed or on call to meet current national requirements, while the remaining forces train, exercise, and prepare for the full spectrum of operations. In addition, the Air Force maintains a total of five bomber group leads (BGL) to support the on-call AEFs, as well as on-call lead wings to open expeditionary bases. Rotation Cycle The rotation structure provides Air Force personnel a measure of predictability for their lives and stability for their training. Predictability also is key for traditional guardsmen and reservists who must balance military duties with full-time civilian employment. The 20-month AEF cycle includes periods of normal training, preparation, andon-callor deployment eligibility. The approximate 14-month normal training period concentrates on unit missions and basic proficiency events. The 2-month deployment preparation period focuses unit activities in theareaof responsibilityand specific events required for the 4-monthon-callor deployment eligibility period that follows. Following the deployment oron-callperiod, units will enter into a major command (MAJCOM) defined recovery period. Personnel assigned to the BGLs are on the same 20-month cycle . Future Goals The ultimate goal of the Air Force is to make sure a given AEF will be able to deploy in 48 hours- fast enough to curb many crises before they escalate. According to Air Force Vision 2020, the Air Force will be able to rapidly deploy additional AEFs- up to five AEFs in 15 days. Information derived from Air Force Pamphlet 36-2241, Volume 1