As different companies adapt to the environment in terms of a pandemic virus, corona continues, there are other challenges and issues facing the need for Rsydgyand.
What is the sense of belonging in the organization and how to achieve it?
One of them is the issue of feeling belonging. Many managers, shareholders, and business leaders around the world today call for the elimination of discrimination in the workplace between different employees, regardless of race or gender.
An environment that anyone can feel a sense of belonging to. In this article, we talk about the sense of belonging, its benefits and challenges, as well as ways to expand it in the organization.
The need to create a sense of belonging in the organization
A sense of belonging is one of the basic human needs. Psychologists always associate this feeling with the need to love. Because the need to belong is a fundamental feeling, talking about it can bring all groups in the workplace together for change. When organizations emphasize creating an equal environment for all, they are in fact focusing on shared human values and seeking to foster empathy and solidarity by creating an inter-organizational dialogue between different members.
Challenges of creating a sense of belonging in the organization.
But despite the need to understand the issue, creating a work environment that respects diversity and creates a sense of belonging is not an easy task. For example, whenever an attempt is made to eliminate discrimination against one group.
The other group may see its own interests at stake and think that these efforts will reduce its position. For example, the efforts of the leaders of the organization to create a suitable environment for women may make others think that something is to be deducted from them and added to women.
Recognizing the sense of belonging in the organization, the precondition for its creation.
In order to create a culture of belonging in the workplace and for the employer and employee to benefit from it, the leaders of the organization must first have a clear and precise definition of this concept.
Achieving such an understanding requires a quantitative measure of one’s sense of belonging. So we need to define measurable criteria and measure our sense of belonging based on that.
Two American researchers, Julia Taylor Kennedy and Pooja Jain-Link have done just that. After conducting various researches, they came to a clear definition of the sense of belonging.
According to them, we feel belonging to the environment in which we work when:
- To be seen through our role and influence;
- Connect with other people;
- The daily tasks during a career path, the help we receive;
- Feel proud of the goals and values of the organization.
- The benefit of creating a sense of belonging in the organization
- Regardless of human values, what effect does creating this sense in the workplace have
- on the organization? The two researchers named in the previous section surveyed
- thousands of employed graduates and interviewed hundreds of them. They found that a
- sense of belonging can play a key role in the growth and development of an organization.
How to create a sense of belonging in the organization?
Although creating a sense of belonging in the workplace is challenging, the good news is that moving toward building such an environment can bring different groups in the workplace together with organizational leaders.
For example, the findings of these two researchers show us that men who believe in inequality in the workplace work harder than others to achieve this goal. Accompanying these efforts to change the work environment and spread the culture of equality and belonging seems to be part of their citizenship values.
All of us, employees, employers, managers, and leaders of the organization, can take positive steps to create and expand a sense of belonging in the organization. Here are some steps:
1. As an organization, focus on creating patterns.
Employees are seen, heard, and supported when they feel proud of their values when they see the same desirable qualities in their leaders. As an organization, invest in leaders who talk, feel, and strive for a sense of belonging and are role models in the organization.
2. Be a pioneer as a senior manager.
As a senior manager, take the lead in implementing the values of the organization and developing a sense of belonging and equality among all employees; for example:
- Form working groups with dissimilar members;
- Share your personal experiences with subordinates, were working with different groups and benefiting from their potential has made you better;
- Be a role model by seeing and hearing the opinions and ideas of everyone, especially
- those who have less sense of belonging;
- Be clearly committed to the values and strive to communicate sincerely with everyone in every category of the organization.
2. Be a pioneer as a senior manager
As a senior manager, take the lead in implementing the values of the organization and developing a sense of belonging and equality among all employees; for example:
- Form working groups with dissimilar members;
- Share your personal experiences with subordinates, were working with different groups and benefiting from their potential has made you better;
- Be a role model by seeing and hearing the opinions and ideas of everyone, especially
- those who have less sense of belonging;
- Be clearly committed to the values and strive to communicate sincerely with everyone in every category of the organization.
Conclusion.
According to research, someone has a sense of belonging to the organization whose role in advancing the goals of the organization is seen and appreciated. Creating this feeling not only benefits employees but also benefits the organization in advancing its goals.
To create and develop a sense of belonging in the workplace, everyone must work: from leaders and senior managers to employees at various levels.
It is not easy to create such a feeling in everyone, but moving towards it can bring different working groups together. By adopting practical approaches at different levels of the organization, this feeling can be strengthened among members.
As a member of your company or organization, do you feel that way about it? How do you think this will affect your job satisfaction? Do the managers and leaders of your organization try to create a sense of belonging?
