‘Workplace Autonomy’
Organisations wanting to encourage workplace autonomy, that’s a ‘yay’ from me! Though that did not seem to be the case for everyone, why not? Well this is where my counselling curiosity kicked in, wanting to know what this could mean for others… to be in another’s ‘frame of reference’. My need to get a holistic view of what ‘having autonomy in the workplace’ means was to build my own congruence and enable empathy and unconditional positive regard around why this may not be a ‘yay’ for all. In digging a little deeper… theories, reflection and some discussions started to form thoughts leading to a more open mind on what it may mean for people and also how offering autonomy without context may create further challenges down the line for both the organisation and the individuals.
In collating information on the above thoughts, I found that autonomy in its self can be perceived differently by many and much of this can come from various influences and personal experiences, such as from societal, cultural and environmental experiences, meaning that it may be a ‘yay’ or a ‘nay’ in response to the push of autonomy.
Sitting amongst a room of middle managers, I observed a very few smiles, some blanks and rather more apprehension with comments and concerns evolving workloads with little capacity.
I’m looking to explore this further for future blogs ‘routes 2 branching therapies’, and the two areas upon reflection that I will be exploring are as below, if anyone has any comments, feeling’s or questions around this, I would love to hear from you ☺
What are the differing reactions to workplace autonomy and what does it mean to individuals
Do we require more from the organisation when they offer autonomy in the workplace, such as guidelines or polices to ensure we don’t lose the direction…
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