Serious Balless Sinkies Unhappiest at Workplace in APAC region!

[Pinkieslut]

Commentary: If you’re unhappy at work, a hasty job change may not help​

[COLOR=rgba(210, 210, 210, 0.85)]Finding joy at work isn’t about having the perfect job, but seeing work as part of the larger story of a life well lived, says SMU lecturer Nick Chiam.[/COLOR]​

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Office workers in the central business district of Singapore. (File photo: iStock)[/COLOR]
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FAST
SINGAPORE: Singapore ranks among the least happy workforces in Asia Pacific, according to a recent Jobstreet study.
Only half of Singaporeans are satisfied with their sense of purpose at work, which the report found to be the strongest driver of workplace happiness, surpassing work-life balance and salary. The report concluded that “purpose matters more than a pay cheque”.
A sense of purpose at work only takes shape when we consider a broader question: Does my work serve or hinder the sort of person I hope to be in the rest of my life?

LOOKING BEYOND PROFESSIONAL SUCCESS​

Finding purpose at work through professional success alone is dangerous. People can lose their sense of self when they rely solely on work to be fulfilled.
Olympians who dedicate their whole identity to their craft have recounted an overwhelming sense of emptiness when their competitive seasons end. They often need to relearn to be more than “just an athlete”.
Further, when we over-identify with work, we leave little room for other pursuits that may lead us to discover other sources of meaning. Sparks outside work can reveal what feels most meaningful within it.
Take for example a former hospital employeewho tidied her home and discovered how much she enjoyed transforming her own space. She went on to co-found a professional organising service where she gets satisfaction from helping clients improve their lives.
While we should not anchor our identity on work, the opposite mistake would be to merely perform our job in ways that are disconnected from the rest of our lives.
When work conflicts with personal values, Irish philosopher David Thunder warns that this can produce a “disturbing fragmentation” of one’s moral life. Instead, we should make career decisions “as a human being in search of the good”, viewing our work as part of a larger life we intentionally choose.

Related:​

THE LENS OF OUR WHOLE LIVES​

How, then, might we discover a sense of purpose at work through the lens of our whole lives?
First, pay attention to what makes you come alive as a whole person. What do others say you have a natural flair for? What side projects do you pursue without being told?
List activities outside of work that leave you energised, and projects in your current job that you genuinely enjoy. Is there a correlation, or a disconnect?
Our passions often reveal themselves in unguarded moments when our interests are less constrained. As a child, I would give make-believe classroom lectures at home, scribbling on a whiteboard for whoever would listen – usually my reluctant brother. Today, I find myself giving actual lectures at law school, often to equally reluctant students.
Second, intentionally carry your values into the way you approach your daily tasks and work rhythms. This might mean candid conversations with managers, adjusting responsibilities, initiating or volunteering for passion projects, or setting firmer boundaries.
If we are unhappy at our jobs, a hasty job change rarely fixes the underlying issue. It matters more that we reflect deeply and act intentionally wherever we are. In some cases, and where circumstances allow, this may involve choosing a less comfortable role that aligns more closely with our principles. Trade-offs are inevitable as we choose between what keeps us whole and what merely keeps us busy.

Related:​

Third, identify what you bring to the table. As happiness researcher Stephanie Harrison notes, each of us has a unique blend of talents, personality, upbringing and life experiences. No one else has lived your particular life, so there are contributions only you can make. You may also express that distinctiveness within your current role by how you approach problems or collaborate with others.
Even small quirks can become something greater. A Singaporean product designer, for example, turned her habit of clicking her pen into a fidget-clicker business. She also had a passion for 3D printers, which got her started on designing and printing her ideas.
Finding your unique contribution can be life-giving because it engages your heart in a special way, and no one else can offer it.
Finally, be kind. Kindness means assuming the best of others – for instance refusing to let a nasty email define your self-worth or remembering that others have their own insecurities. Research shows that prosocial behaviour supports well-being and sparks human connections.
Practise kindness and notice how it changes the texture of your workday. Viewing our lives as a whole should also remind us that the grace we show at home can teach us to be gracious in the workplace too.

TRUE PROGRESS​

Ultimately, joy and purpose at work isn’t about finding the perfect job, but seeing our work as part of the larger story of a life well lived.
As a society, we often obsess over progress. But if real progress means moving closer to the life you genuinely want, then pressing forward after a wrong turn won’t bring you there.
Purposeful living unfolds through imperfect attempts and course corrections. So give yourself permission to stumble along.
Nick Chiam is an adjunct lecturer at the Yong Pung How School of Law, Singapore Management University. He also serves as an in-house legal counsel to a global multinational company.

 

[batman1]

Massage services heavily regulated cannot relieve stress and tension from daily life.

 

[Sinkiesuk]

With so many jhk low balled taking up low sgd jobs and expect sinkie to be better than them then ceca get the promotion.

 

[laksaboy]

Work can never be 'part of the larger story of a life well lived' when these clowns are in charge of the fraudulent union self-appointed to represent you, the worker.

Don't fall for the fancy talk cock from some head-in-the-clouds academic giving interview time and scripted sound bites to the local propaganda machinery.

https://www.channelnewsasia.com/commentary/unhappy-work-job-satisfaction-find-purpose-career-6070486

 

[True Believer]

The basic philosophy to maximise the potential and abilities of our people appear to be lost to most companies in S'pore, where top-down corporate culture seems to pervade. In unhealthy workplaces, there is no room for debate between the management and the rank and file. Any difference of opinion is seen as dissent and a direct challenge to authority.

 

[True Believer]

With so many jhk low balled taking up low sgd jobs and expect sinkie to be better than them then ceca get the promotion.

It is not uncommon to have workers with the best ideas overlooked for advancement while the mediocre or even underperforming employees get promoted. Insecure bosses need to have sub-standard subordinates around them. Anyone who has worked in an office has witnessed this phenomenon. An insecure leader's greatest fear is not that the business may be unsuccessful. His ultimate fear is that capable staff may be a threat to his position. Mediocre employees get promoted to higher positions because they do not pose the same threat to the paranoid boss.

 

[True Believer]

It is surprising that many bosses hire deputies based more on existing personal relationships rather than qualifications. As trust is the most important driver of staff engagement, transplanting friends into senior positions without the requisite aptitude and industry experience is risky. Hiring close allies may give the impression that the boss is weak and requires a network of supporters to strengthen his position. The adverse effects on the morale of the rest of the management team and staff are far-reaching.

 

[Sinkiesuk]

It is not uncommon to have workers with the best ideas overlooked for advancement while the mediocre or even underperforming employees get promoted. Insecure bosses need to have sub-standard subordinates around them. Anyone who has worked in an office has witnessed this phenomenon. An insecure leader's greatest fear is not that the business may be unsuccessful. His ultimate fear is that capable staff may be a threat to his position. Mediocre employees get promoted to higher positions because they do not pose the same threat to the paranoid boss.

Come on man. I experience many b4. Msian come in take low sgd pay lowest rank plus never minus cpf, boss has low expectations on them and has high expectations on sinkie. If calculate properly, the msian has better position because of ringit but the company don't fck care.

 

[A Singaporean]

Fucking coolie gene Sinkies in hdb voted for it. PAP is just giving what they have voted for.

 

[nabeifuckpap]

Shitgapore work culture under PAP
-Coolie gene sinkies from HDB playing politics
-Coolie gene sinkies from HDB who only want to work government jobs
-PAP flooded private sector with AMDK expats, Tiong+CECA+Pinoy PMETs
-65% PAP dogs stuck in government jobs, if quit end up as property+insurance agents, hawkers, Chinese companies, low SES SME dogs and PHV taxi drivers or public transport dogs

 

[mojito]

Reminds me of that Rick and Morty episode where the tiny robot asks Rick what its purpose is.

 

[Pinkieslut]

Shitgapore work culture under PAP
-Coolie gene sinkies from HDB playing politics
-Coolie gene sinkies from HDB who only want to work government jobs
-PAP flooded private sector with AMDK expats, Tiong+CECA+Pinoy PMETs
-65% PAP dogs stuck in government jobs, if quit end up as property+insurance agents, hawkers, Chinese companies, low SES SME dogs and PHV taxi drivers or public transport dogs

Exactly. Most of them are retards without any talemt

 

[True Believer]

Exactly. Most of them are retards without any talemt

There is a risk-averse culture in the SAF owing to the scrutiny that decisions are under in a rigid hierarchical system, while there is more of a risk management culture in the private sector. This makes it imperative for ex-military leaders to apply and adapt the unique skills they learnt in the army into a different environment. SMRT has a tradition of senior SAF officers not having to fend for themselves after they leave the armed forces. The corporate sector has different priorities which affect the attitudes and psychology of senior management, reinforcing worries about the suitability of former SAF officers making a successful crossover.

 

[Truthspeak]

Those were just slaves pretending or living in delusion and denial that they could find happiness in their slavery

Good thing is that most of these slaves already got their vaccine reward for confirming their status while the true elites remained as pure blood