It is possible to look for a job by profession or field, meaning that you plan your education to learn the knowledge, abilities, and skills that will lead to a particular job or trade. It is also possible to seek a job, any job, in a company that interests you, and learn as you go from what they will offer to train you in. In most cases, job-seekers will look to apply what they can contribute and consider the work environment as they undergo interviews. Savvy job-seekers take into consideration the way in which the prospective employer treats them, will consider the employees that they see as they walk through the building in terms of demographics and diversity, will think about the ‘extras’ on site such as parking and lunch options, proximity to amenities, and will generally gain a sense of whether it is a productive workplace with friendly people, or whether people indifferently fulfill their duties and live for the weekend.
It may be that the career you seek has an intrinsic purpose which has drawn you to it, and if this is the case, there will not be a conflict. There are professions in which there is a social good served, or a way of contributing back to humanity, such as in medicine, teaching, social work, or public service. In progressing through a career of this nature, this higher purpose can sustain you through funding changes, external setbacks, or frustrations of bureaucratic processes.
In other cases, to determine the purpose of the organization, the company website should state the overall vision and mission, and through the program statements be able to show how the vision and mission are executed. Knowing the scope of the programs, the clients served, the stakeholders and partners involved, and who benefits from the work of the organization will also let you know more about the purpose, or raison d’etre of the company. Annual reports will talk about the direction of the company, and give some indication of the history, or original purpose.
For you as an employee, it is important to have some interest in the purpose of the organization, as you will reflect this in you interactions with people when you discuss your work life, and affect your reputation and credentials for future endeavours, employment or otherwise. As you work longer in the organization and gain more commitment to it, you will begin to be influenced by the company’s purpose, and become a spokesperson and representative for them in your personal and professional life.
It is not overstating the case to say that your outlook on life, and beliefs will change based on your employer. There is a significant difference between the public and private sector, government and NGO and non-profit/charitable organizations, large multi-national corporate and family-run local businesses. There is also a difference between a unionized and non-unionized environment, and between a place in which the employees invest in the company through share options, and a faith-based organization.
What is less evident is that organizational values that pervade the workplace are similarly important in retaining employees, and on whether employees are able to be productive and motivated.
Similar to the mission and vision, the values or guiding principles may be prominently displayed on a website open to the public, or they may be more quietly promoted through an internal site. These are sometimes in the format of employee expectations, but organizations with a bigger picture will also promote good management and people administration values. Organizations with a separate governance or that are monitored may also work on other principles, such as accountability to stakeholders, which for public sector include Canadian citizens, or for respect for diversity, or fiscal responsibility. Larger corporations may also seek to promote good corporate civic mindedness by sponsoring cultural events or social or educational initiatives.
At the working level, or the day to day reality of the individual employee, organizational values are important, and hit up against issues such as office politics, hiring practices, HR practices, formal and informal recognition of staff performance, training decisions, response to employee dissent. Consider whether there is a spirit of collegiality in the workplace, whether there is respect for all those who work there, and how people are treated who require accommodation or who request special consideration. Are employees generally entrusted with autonomy and to work independently or are they closely supervised? Is there an atmosphere of trust that employees will be able to manage and make reasonable decisions in context, or are there measures in place to ‘police’ the staff? In the communications that are sent to all staff, what is the tone? Are changes in policies and working conditions communicated? Is there an opportunity for input to changes that affect personnel? All of these give an indication of whether the organization views staff in a constructive way to build them up, or whether they would allow a more punitive environment that deals with those who would challenge the existing systems.
Besides the values which may be available in written form, consider whether those in positions of authority exemplify these or other values in a mindful way.
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